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The Changing Concept of Careers (DEVELOPING YOUR OWN BRAND (What do you…
The Changing Concept of Careers
HOLLAND'S SIX TYPES
each personality is characterised by a set of interests and values
diagram
main driver for careers isn't the job itself, but who we are as people
assumptions:
people choose occupations that match own personalities
influences such as social class, parents occupations, economic conditions and geography are not considered
HANDY'S ORGANISATIONS
shamrock
style of organisation which is based around a core of executives and workers, who are supported by outside contractors and part-time helpers
Shamrock tells us that there are multiple types of career choices which a person may pursue. People may do this due to factors such as personal choices, or their stage of life
HANDY'S TRIPE I'S
about not defining employees as workers and managers, but instead viewing them as specialists, professionals and leaders.
Need to pursue learning
Intelligence
Information
Ideas
CAREER STAGES MODEL
establishment: the person learns the job and begins to fit into the organisation and occupation (first 5 years)
Start negotiating an effective psychological contract (implicit agreement between individuals and organisation concerning expectations)
manage the stress of socialisation
make the transition from organisational outsider to organisational insider
creating a presence in the organisation
Advancement: person fcoused on cireacing onw competnece
start working harder to strive for achiebement
greater responsibilty and authority and strving for upward mobility
exploring career pahts finding a mentor working out dual career partneships
Maintenance: tries to maintin productitivt whiele vlauting progess towards career goals
growth still occurs, but is slower
career crisis may accompanu the mid life transition
sustaining performance, lateral move in response to career plateau
becoming a mentor, sharing knowledge and experience
revitalises their careers, making them more productive
Withdrawal: contemplates retirement or possible career changes
tend to face discrimination and stereotyping
undervalued, less productive, more resistant to change, less motivated
but they offer continuity in the midst of change
act as role models
provide experience
demonstrate strong work ethic
exemplify loyalty
PARADIGM SHIFT
Mutual loyalty contract
compliance is exchanged for job security
assuming employment and career opportunities are standardised
Employees often rely on the organisation to specify jobs and careers
focus on organisation specific learning
Strategic direction is subordinated to top management
entrepreneurship is discouraged
Social relationships within the organisation are encouraged
Discrete exchange
explicit exchange of specified rewards in return for task performance
Job rewards are based on the current market value of the work being performed
Flexibility is exercised as each party's interests and market circumstances change
focus on occupational excellence
Stratgeic direction is dispersed to separate business units
everyone is responsible for adding value and improving competitiveness
entrepreneurship is broadly encouraged
Organisation and reporting arrangements often broken up upon project completion
DEVELOPING YOUR OWN BRAND
What do you want the accomplish by the end of your careers?
define your destination and acquire the necessary skills
how will you be different from the person next to you?
craft a unique selling proposition and distinguish yourself by leveraging your points of difference
develop a narrative
reintroduce yourself, using digital media and siezing opportunities to showcase your capabilities
proving your worth by establishing an promoting your track record
career: a pattern of work related experiences that spans across the course of a person's life
career management: lifelong process about self, jobs, organisations and career goals
Understanding who you are
midlife crisis
how do you plan for a better career to avoid crisis mode
why understand careers
proactive planning for changing environment
understanding the lived experiences of employees and colleagues, whether what we do reflects what we've been through
financial benefits - reducing retention and helping recruitment, understanding what people need at different points in their careers (commonwealth bank lady)
FIVE CAREER ANCHORS
security/stability
Autonomy and independence
technical/functional competence
creativity
Managerial competence