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W10: CHANGING CONCEPTS OF CAREER (CONCEPT OF CAREERS (CAREER STAGE MODEL …

- - - - Conventional (Organiser): Likes well-structured tasks, working with data; is responsible, detail-oriented, conscientious, compliant, careful, organised. Eg: accountant, archivist, librarian, financial analyst, statistician, database administrator, auditor, web administrator, loan officer.
      - Enterprising (Persuader): Likes to lead, manage, or influence others; is competitive, assertive, confident, outgoing, energetic, optimistic, ambitious. Eg: Chief executive, sales manager, real estate agent, securities and commodities trader, air traffic controller, sheriff, school administrator, lawyer, chef.
      - Realistic (Doer): Prefer concrete(cu the) to abstract (truu tuong) problems, working outdoors with machines, tools, animals or plants: physical, practical, hands on. eg: civil engineer, museum conservator, airline pilot, fish and game warden, surveyor, electrician, musical instrument tuner, referee or restaurant cook.
      - Social (Helper): Likes helping others, using interpersonal skills; is friendly, patient, responsible, caring, generous, cooperative. Eg: Nurse practitioner, teacher, dental hygienist, midwife, cleric, authentic trainer, substance abuse counselor, acupuncturist, arbitrator.
      - Artistic (Creator): Likes unstructured challenges that call for creative solutions; is imaginative, intellectual, original, impulsive , express. Eg: Architect, actor, singer, fashion designer, editor, video game designer, interior designer, poet, private cook.
      - Investigative (Thinker): Likes to observe, research, analyse; is curious, reserved, logical, unconventional, explorative, scholarly, intellectual. Eg: Surgeon, geneticist, molecular or cellular biologist, robotics engineers, intelligence analyst, transportation planner, archaeologist, historian, economist.
    - - People choose occupations that match own personalities. Nothing wrong, however in reality we dont have luxury of choice, cant just characteristic to choose
      - Influences such as social class, parents' occupations, economic conditions and geography not considered.
      - Useful in shaping in who u are, what job suit u. organisation behaviour
  - - - Proactive planning for changing environment
      - Understanding the lived experiences of employees & collegues -> help us manage employees better
      - Financial benefits for the organisation by understand what career is best for employees, help them
      - Organisation not gonna arrange career for u but u have to do it urself
  - - - Negotiate an effective psychological contract (implicit agreement between an individual and organisation concerning the expectations). here start talking about wages working environment what things u wanna achieve
      - Manage the stress of socialisation. Biggest problem is social inclusive for managers, for employees to manage in group n out group, manage the stress -> able to fit in
      - The person learns job and begins to fit into the organisation and occupation (Early adulthood 17 - 39) Easy identify cuz first start working
      - Make the transition from organisational outsider to organisational insider. as u work in organisation, u slowly more into organisation with goals in organisation as it is path of socialisation process
    - - Person focuses on increasing own competence (nang luc) (Middle adulthood 40-60)
      - A period when many strive for achievement - greater responsibility and authority and strive for upward mobility. start the boss position in organisation or in ur career progression
      - Exploring career paths, finding a mentor, working out dual-career partnerships, work-personal life conflict. often longest time an individual go thru, also typical time ppl start thinking buying house starting a family, -> work harder or move to another organisation. one of biggest source stress. personal life conflict increase -> strive more responsibility, authority , balancing personal and work life. coming to places in organisation, only high position but many candidates
    - - Many ppl still continue to grow their career at this stage but often at a lower pace. start establish urself maintain in the position
      - Career crisis may accompany the mid-life transaction. dont find joy in work anm
      - Individual tries to maintain productivity while evaluating progress towards career goals
      - Sustaining performance - Lateral move in response to career plateau. wanna take out another role, jobs,...
      - Becoming a mentor : sharing knowledge and experience. lots of organisation encouraging workers to give back careers by sharing knowledge, they career continue to grow n become more satisfied at work
    - - Usually occurs later in life. Spend time talking to ppl instead of careers goals.
      - Older workers tend to face discrimination and stereotyping,
      - Individual contemplates (du dinh) retirement or possible career changes. (late adulthood 60+)
      - 2 cases
        
        Stereotypically
        
        Undervalued
        
        Less productive than younger ppl
        
        More resistant to change, not interested
        
        Less motivated, they had everything
        
        In reality
        
        Act as a role models
        
        Provide experience
        
        Offer continuity in the midst of change, high level of transition -> ability
        
        Demonstrate a strong work ethic
        
        Exemplify loyalty. might only work for one or 2 organisation in their whole lives
- - - - One-employer focus
        
        Rely on organisation to specify jobs and careers.
        
        Employees focus on organisation-specific learning. learn bout managing concept ur organisation
        
        Identify with and focus on what is happening within their organisation
      - Top-down organisation
        
        Competitiveness and added value are responsibility of top management. we expect management what step to make org more profitable, they dont care bout employees they just tell them what to do
        
        Entrepreneurship is discouraged and maybe viewed as disloyalty . we dont want u to think outside of the box
        
        Strategic direction is subordinated to top management. management decide where to go . managers tell employees what need to be done instead of organisational goals
      - Mutual loyalty contract
        
        Employee compliance traded for job security, be complied with org rules, policy
        
        Assuming employment and career opportunities are standardised and provided for the firm, expect to be put in standard career progression
      - Allegiance to the company.
        
        Financial and reputational rewars stem from begin a 'good soldier' regardless of results. if the project fails its fine move on
        
        Social relationships within corporate boundaries are actively encouraged.
        
        Project goals are subordinated to corporate policy and organisational constraints. organisation often driving factors
      - However this paradigm has shift over the decade
  - - - Focus on occupational excellence, being the best at ur job
        
        Focus on occupational skill development as opposed to organisation-based learning. choose expand ur skill , study mba phd...
        
        Identify with and focus on what is happening within adopted occupation. eg ur in engineer, then focus on ur career rather than organisation.
        
        Employees perform current jobs to develop new occupational expertise. instead of working to have career, but to work to be better at what we do.
      - Empowerment, expect authority
        
        Everyone is responsible for adding value and improving competitiveness. but we discuss the goals...
        
        Entrepreneurship is broadly encouraged and viewed as contributions to the organisation.
        
        Strategic direction is dispersed(phan tan) to separate business units. no longer topmanagement decide but often de
      - Discrete exchange
        
        Flexibility is exercised as each party's interests and market circumstances change. in the past its hard to quit job, but currently easier to change job
        
        Job rewards are based on current market value of the work being performed. our value shift, we face higher level -> professor level higher
        
        Explicit exchange of specified rewards in return for task performance. short contract, discuss ur benefit, negotiate
      - Allegiance to projects
        
        Financial and reputational rewards stem directly from project outcomes. if project succedd-> develop ur reputation if not end of ur job maybe
        
        Organisation and reporting arrangements are often broken up upon project completion. Happen when u get graduate job, contribute to different parts of org
        
        Shared employer and employee commitments to the overarching goals of the project. main driver of how we work
  - - - 1.Define ur destination and acquire the necessary skills. what u wanna do what is ur destination
      - 2, Craft a unique selling proposition and distinguish urself by leveraging ur points of difference. as 2nd 3rd year, u may realise to increase urself to get internship. look at results , what u good at, what u love to do, emphasize on ur difference
      - develop a narrative that describe your transition in terms of the value it offers others. look at what u good at, ur journey, help u know where u wanna be in the future
      - Reintroduce urself, using digital media and seizing opportunities to showcase ur capabilities. personal branding themself, have their own websites, bring to organisation
      - Prove ur worth by establishing and promoting your track record. overtime u need to demonstrate who u are, record ur process, 1st year 2nd year performance