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Changing Concepts of Career :female-student: (Five Career Anchors …
Changing Concepts
of Career
:female-student:
Definition :check:
Career: pattern of work-related experiences that span across the course of a person's life
Career Management: lifelong process of learning about self, jobs, organisations and career goals.
Holland's
Six Types :bar_chart:
Realistic
(or Doer)
Civil engineer, pilot, electrician
Likes concrete over abstract problems
Investigative
(or Thinker)
Surgeon, historian, economist
Likes to observe, research
Artistic
(or Creator)
Architect, actor, singer
Likes unstructured challenges that call for creative solutions
Social
(or Helper)
Nurse, teacher, midwife
Likes helping others, using interpersonal skills
Enterprising
(or Persuader)
CEO, real estate agent, lawyer
Likes to lead, manage, influence others
Conventional
(or Organiser)
Accountant, librarian, financial analyst
Likes well-structured tasks, working with data
Career Stage
Model :female-office-worker:
Establishment
(Early adulthood)
Learning the job and begin to fit into the organisation and occupation
Negotiate an effective psychological contract
Manage the stress of socialisation
Make transition from organisational outsider to insider
Advancement
(Early-Middle adulthood)
Focus on increasing own competence
Greater responsibility and authority, and
strive for upward mobility
Explore career paths, finding a mentor,
work-life conflict
Maintenance
(Middle-Late adulthood)
Maintain productivity while evaluating progress
towards career goals
Slower pace career growth
Needs to sustain performance
Become a mentor
Withdrawal
(Late adulthood)
Contemplate retirement or possible career changes
Undervalued, less productive, more resistant to change, less motivated
Offer continuity in the midst of change, act as role models, provide experience, demonstrate strong work ethic, exemplify loyalty
Paradigm Shifts
in Careers :recycle:
OLD
Mutual loyal contract
Compliance traded for job security
One-employer focus
Rely on the organisation to
specify jobs and careers
Top-down organisation
Strategic direction is subordinated
to top management
Allegiance to the company
Project goals are subordinated to corporate policy and organisational constraints
NEW
Discrete Exchange
Explicit exchange of specified rewards
in return for task performance
Focus on occupational excellence
Perform current jobs to develop new
occupational expertise
Empowerment
Strategic direction is dispersed
to separate business units
Allegiance to projects
Shared employer and employee commitments to the overarching
goals of the project
Five Career
Anchors :anchor:
Managerial competence
Technical/functional competence
Security/stability
Autonomy and independence
Creativity
Self-perceived talents, motives and values that guide an individual's career decision
Form response in terms of how people choose a particular paths in terms of natural inclinations, skills and capabilities. link back to holland.
Plan changes as life changes, need to have contingencies in place