Chapter 9: Career Development


"You, not the organization, are responsible for managing your career !

. Career: The Sequence of employment positions that a person has held
over his or her life.
. Popular Definitions of Career:
- Advancement of Job, a profession, stability in work over time
- Pattern of work-related experiences over one\'s life
. Career Development: long-term career success of people
. Employee Development: immediate and intermediate time

Career Development: Value for the Org.

. Needed Talent will be available
. The organization\'s ability to attract and retain talented employees
improves
. Minorities and women have comparable opportunities for growth and
development
. Reduced Employee Frustration
. Enhance Cultural Diversity
. Organizational Goodwill

Traditional Career Stage

. Exploration: Transition from school to work (0 - 20 age)
. Establishment: Getting first job and being accepted (25-35)
. Mid Career: Will performance increase or begin to decline (40-55)
. Late Career: The elder statesperson (55-65)
. Decline: preparing for retirement (65-70)

Must Read: Diagram: Exhibit 9.1 and 9.2

. Holland Vocational Preference Model:
- People have varying occupational preferences
- If you think your job is important, you will be more productive
- You have more in common with those who share similar patterns
. Six Vocational Themes:-
- Realistic: Agriculture, Mechanical job
- Investigative: Medical Science
- Artistic: Musician, Actor
- Social: Teaching
- Enterprising: Sale, Business Management
- Conventional: Numerical work, Data entry

. The Schein Anchors Theory:
- Edgar Schein has identified anchors or personal value clusters,
that may be satisfied or frustrated by work.
- Reading Practice - P: 221
. The Myers-Briggs Typologies Theory:
- Reading Practice - P: 221
- Exhibit 9.5

Enhancing Career:

1. Know yourself
2. Manage reputation
3. Network Contacts
4. Keep current
5. Keep options open
6. Document Achievements
7. Balance specialties and generalities
8. Build and maintain