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Career Terms - Coggle Diagram

- - - - Yet over time, people self-extend and develop their own goals to strive for as active agents...
        
        "Career adaptation is embedded in the “people as agents” perspective."
        
        :star:Career Adaptability
        
        :star:Career Proactivity
        
        Proactive career behavior or person-environment fit behavior describes peoples' self-initiated and future-oriented actions intended to master and change their career circumstances (Grant & Parker, 2009; Parker et al., 2010).
        
        The goal is to enhance the fit between person and environment (Parker & Collins, 2010) via a “change in the environment and/or oneself to achieve a different future” (Parker et al., 2010, p. 828).
        
        Three motivational states
        
        A reason to self-initiate the behavior
        
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        the belief that one can control the situation and the outcomes of one's behavior without too many costs involved
        
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        feeling positively energized to engage in this behavior.
        
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        These proactive motivational states then enable proactive goal generation and goal striving (Parker et al., 2010), which aim to change the future via changing the self and/or the situation.
        
        :star: Behaviours
        
        planning (sometimes including exploration; Claes & Ruiz-Quintanilla, 1998; de Vos et al., 2009) arguably helps people to understand their career goals, and the overt behaviors help to reach these goals
        
        networking (activities to develop and maintain relationships with others who have the potential to assist them in their work or career)
        
        proactive feedback seeking (gathering information about one's behavior, be it by directly asking for feedback on one's performance (inquiry) or by monitoring the situation and others' behavior – e.g., in order to identify criteria for rewards and promotions
        
        seeking consultation (building developmentally oriented relationships to seek information, advice, or help from supervisors, colleagues, or other more experienced individuals who serve as mentors;
        
        discussing one's career aspirations with people more knowledgeable and/or powerful in the organization
        
        job change negotiations are task assignments, role expectations, and job changes to ensure that the job fits one's own skills, abilities, and preferences
        
        job/career crafting “proactive behaviors that individuals perform to self-manage their career and that are aimed at attaining optimal person-career fit”
        
        helpful assignments (e.g., “assumed duties or positions that will help you progress professionally”; Hirschi et al., 2014), such as challenging assignments (de Pater et al., 2009), and finally skill development activities, that is, initiatives and interventions aimed to increase the mastery of tasks involved in one's current or future job
        
        https://doi.org/10.1016/j.jvb.2020.103526
        
        :star: Adaptivity
        
        Adaptivity denotes personal characteristics of flexibility and the general willingness to meet career related tasks, transitions, and traumas with fitting responses. Most studied are characteristics such as trait levels of proactivity, future orientation, hope and optimism, core self-evaluations and self-esteem, as well as higher scores on the Big Five personality dimensions and cognitive ability (Rudolph, Lavigne, & Zacher, 2017).
        
        The term career :star: adaptability, in turn, is used in two different ways...
        
        one narrow and ‘clean’
        
        In its narrow sense, career adaptability denotes the perceived psychosocial resources for coping with predictable and unpredictable, current and anticipated tasks, transitions and traumas (Savickas, 2005, Savickas, 2013).
        
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        the other more encompassing of the original meaning of the term when introduced into the literature
        
        :red_flag: outcomes
        
        Career-related outcomes
        
        school to work transition
        
        career decidedness
        
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        career identity
        
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        :star: career success
        
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        outcomes successfully predicted in both literatures pertain to the actors' readiness for such a change in the form of their employability and/or promotability
        
        Work-related outcomes
        
        This largely shows in the study of attitudinal outcomes that are usually closely related to subjective career success such as job satisfaction, engagement, affective commitment, and desire to stay, yet they also extend to the domain of employees' performance on the job.
        
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        Enhanced wellbeing
        
        Finally, our careers are just a fraction of our lives, and for benefits to be sustainable (e.g., in balancing work with private life), an even wider focus is needed, addressing one's life overall in rather broad outcomes such as our overall wellbeing, high positive and low negative general affect, low job stress, and overall life satisfaction.
        
        Agency is needed for...
        
        :star:Occupational Transitions
        
        :star:Work Traumas
        
        :star:Vocational Development Tasks
        
        In meeting these tasks, transitions, and traumas, people will likely fare better if they adapt, that is, if they explore their own skills and desires as well as the career options available for them, take responsibility for and make their own decisions, develop good plans on how to implement these decisions, and believe in their ability to overcome the obstacles that they will face along the way (Savickas, 2013).
        
        Last, people become authors of their careers, reflecting on, making sense of, and explaining their autobiography as to pattern their experiences into a meaningful career story."
  - - - the most important dimension, denotes a future orientation, attitudes of planfulness, a belief that it is important to prepare for tomorrow, and competencies related to planning. A lack of career concern, Savickas argues, shows in indifference or apathy regarding one's future career, a planlessness and pessimism.
    - - implies that people ‘own’ their career and feel and believe that they themselves are responsible for making their career decisions, besides having competencies related to career decision making. A lack of career control, in turn, would show in indecision.
    - - is about inquisitive attitudes and beliefs regarding one's career and oneself as well as exploratory competences, in order to learn about oneself and one's surroundings and thus reach a good fit between the two (an idea that goes back to the foundations of vocational guidance, see Parsons, 1909, and fundamental notions of fit, e.g., Holland, 1959). A lack of career curiosity would show in naivety and unrealism regarding one‘s career related options.
    - - implies expecting to succeed in constructing one's career by being able to perform efficiently, solve complex problems, overcome obstacles, and learn new skills.
    - - describes the interpersonal aspects of career adaptability, “one's ability to successfully interact with and work alongside others”
    - - In the end, it is these active adapting behaviors which are supposed to foster positive outcomes of the adaptation process, called :star: adaptation results.
  - - - 1) a pre-decisional phase for orientation and deliberation of one's options,
        
        2) the decision itself (often seen as a point in time rather than a phase, but we will treat it separately for its prime role in career guidance),
        
        3) a post-decisional phase for planning how to implement one's decision,
        
        4) an action phase concerned with striving toward the desired end-state,
        
        and finally 5) a phase of reflection
        
        Finally, once an action is done, people reflect on this action, its outcomes and implications for the future. At this point, people often identify possible shortcomings in their earlier pre-decisional deliberations of a path's feasibility and its positive and negative, short- and long-term consequences, and may thus come to consider adjusting or detaching from their goals or adjusting their level of aspiration down- or upward (Achtziger & Gollwitzer, 2018).
        
        The action phase focusses on furthering the plans formulated in the pre-action phase, with mental representations of the goal chosen facilitating a steadfast pursuit of these plans, stepping up effort in the face of difficulties and resuming goal-directed actions after interruptions (Achtziger & Gollwitzer, 2018).
        
        Making a decision does not inevitably bring the desired outcome about. There is often a time-lag between a decision and the opportunity to implement it (Achtziger & Gollwitzer, 2018). During this time, people benefit from the development of plans specifying when, where, and how to proceed in order to realize their anticipated goals.
        
        The end of the pre-decisional phase is a decision, a commitment to a goal with a feeling of determination and certainty of taking the necessary action (Achtziger & Gollwitzer, 2018).
        
        The pre-decisional – or exploration (Super, 1980) – phase helps to turn general wishes into binding goals or decisions.
- - - - :star:Direction
        
        Career moves vary in terms of direction, type and magnitude (Feldman and Ng, 2007; Kornblum et al., 2018; Ng et al., 2007).
        
        :star:Employment Type Changes
        
        Moreover, throughout their career individuals can move between types of employment (e.g., working as an independent contractor, employee, or temporary agency worker) or forms of employment contract (e.g., temporary versus permanent).
        
        :star:Boundary Changes
        
        In the contemporary career context, also moves that cross the boundaries between a person's work and private life (e.g., when temporarily interrupting one's career to take care for children or relatives) are considered career transitions (Greenhaus and Kossek, 2014).
        
        :star:Occupational Changes
        
        They can encompass moving from one job to another within an organization, or moving between organizations, occupations, or career fields (Forrier et al., 2009).
      - :star:Interruption
        
        Transitions may create minor or major interruptions in an individual's career (Gunz et al., 2007) and have varying implications for career sustainability (De Vos et al., 2019).
        
        :star:Occupational Changes
        
        "Occupational changes are probably the strongest turning points of individuals' careers as they include a change of position and of employer (Dlouhy and Biemann, 2018; Feldman and Ng, 2007)."
        
        :star:Employment Type Changes
        
        "Changes in employment type can be regarded as impactful as they have an impact on job security and financial aspects (e.g. social security implications when changing from working as an employee to freelancer (Tran et al., 2019))."
  - - - The rapid socio-economic and technological changes leading to volatile labor markets and unpredictability of careers have made employability a permanent concern for individuals, organizations and policy makers (Direnzo and Greenhaus, 2011; Forrier et al., 2015; Savickas, 2011).
      - As lifetime employment has been gradually replaced by the notion of lifelong employability (Forrier and Sels, 2003; Fugate et al., 2004; Hillage and Pollard, 1998; Rothwell and Arnold, 2007; Van der Heijden et al., 2009), lifelong learning and the transitions individuals make throughout their career have come to the forefront. Making career transitions can thereby provide opportunities for learning and development of competencies, thereby enhancing a person's employability - while at the same time the latter might be a prerequisite for making a transition.
- - - - A commonality across behavioral conceptualizations of CSM is the notion that CSM focuses on proactive behaviors, which involve aspiring and striving to initiate change in oneself and/or the environment and behaviors that are self-starting (vs. reactive), change oriented (vs. aiming at preserving the status quo), and future focused (vs. focused on current circumstances) (Parker, Bindl, & Strauss, 2010).
    - - CSM encompasses cognitive components, such as goal development, planning, or devising career strategies (Lent and Brown, 2013).
- - - - "The work experiences encompassing an individual's career take place through the sequence of positions they occupy within the social space of a career field, an occupation, or an organization (Chudzikowski, 2012; Forrier et al., 2009)"
- - - - people who prefer job security and hierarchical progress within one organization can be described as having a traditional career orientation
    - - people who prefer frequent changes of organizations and taking charge of their own career can be described as having a new career orientation
      - Because the modern career is characterized by multiple transitions between jobs, organizations and/or occupations, ‘new’ career orientations are assumed to be pivotal to career success in the modern career.