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Careers and Career Development

Careers and Career Development. Whose perspective? The organization: succession planning The individual: career planning Changing ideas about careers Current issues in careers. What is a Career?. “A sequence of positions occupied by a person during the course of a lifetime”

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Careers and Career Development

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  1. Careers and Career Development • Whose perspective? • The organization: succession planning • The individual: career planning • Changing ideas about careers • Current issues in careers MGMT 412 | Careers

  2. What is a Career? • “A sequence of positions occupied by a person during the course of a lifetime” • “A sense of where one is going in one’s work life” • Who is responsible for your career? • Traditionally, the employer • Now, YOU • What constitutes a successful career? MGMT 412 | Careers

  3. Succession Planning • Determine possible successors • Job analysis of key jobs and job progressions, as they will exist in the future • Appraise employees’ performance to determine gaps • Training and development to close gaps • Progression through career ladder MGMT 412 | Careers

  4. Career Development • Career planning • How do individuals choose careers? • The career cycle • Changing ideas about careers • Current issues in careers MGMT 412 | Careers

  5. Career Planning • Identify individual goals • Assess personal characteristics • Determine how and if goals can be reached • Obtain more information about goal • Compare personal resources and career requirements • Take steps toward goal • Mentors and other interpersonal relationships • Personal development activities • Periodically reassess goals and progress toward goals MGMT 412 | Careers

  6. Mentors • A mentor: a senior person in the organization who guides your career • What does a mentor do? • Provides inside knowledge, insight into culture • Feedback on career progress • Provides opportunities for visibility • How do you find a mentor? • Seek one out • You may be sought out • Formal company program MGMT 412 | Careers

  7. Individual Career Choice • Overall life goals • Social background, including family factors • Personal interests • Abilities • Self-identity • Personality factors MGMT 412 | Careers

  8. Realistic Prefers to work alone Values predictability, order Work with hands Craft/trades, engineer, military Investigative Interested in ideas, not people; abstract thinker Creative (external focus) Tends to be cold, distant Scientist, physician Artistic Work with ideas and materials to express self Creative (internal focus) Singleminded Social Work with and through others Provide nurturance and support Not abstract thinkers Helping professions Enterprising Control, dominate people Interpersonally distant Prefers well-defined, clear goals Management Conventional Focus on details (verbal, numeric), not people Looks for structured setting Clerical, accounting Holland’s Model of Occupational Personality Types MGMT 412 | Careers

  9. Issues to Consider in Career Choice • Overall life goals • Look at each choice or step as it contributes to your overall goal • Be willing to make short-term sacrifices for long-term benefits • Think carefully about becoming too specialized • Portable knowledge & skills • Networking MGMT 412 | Careers

  10. Compare personal resources and career requirements Obtain information about career requirements A Model of Career Development Identify individual goals Assess personal strengths and weaknesses Determine how and if goals can be reached Take steps toward goal Periodically reassess goals and progress toward goals MGMT 412 | Careers

  11. The Career Cycle: Traditional Model Pre-Career Exploration Early Career Trial Early Career Establishment Middle Career Transition Middle Career Growth Late Career Maintenance Late Career Withdrawal Retirement MGMT 412 | Careers

  12. The Career Cycle: A New Model Beginning Expanding Changing Mid-Career Toward End of Career MGMT 412 | Careers

  13. Current Issues in Careers • Retirement • Dual career paths • Work and family • Moonlighting MGMT 412 | Careers

  14. Retirement Source: AARP • Retirement is now an option..... • Work is less physically demanding • People live longer and are healthier longer • So, retirement at age 65, closely followed by death, is no longer the norm • Why? • To stay active (mentally and physically) • To be productive, to help other people • Money (Social Security may not be enough) • Interaction with other people • Where? • Is it just McDonald’s and WalMart? • Part-time or temporary for previous employer • Something entirely new MGMT 412 | Careers

  15. Total Population and Retirees MGMT 412 | Careers Sources: US Bureau of the Census ; AARP

  16. What Does Retirement Mean? Source: AARP MGMT 412 | Careers

  17. Why Work After Retirement? Source: AARP MGMT 412 | Careers

  18. Work and Family • Recent (2001) survey indicated 28% of workers felt “overworked” • Why? • Hours (actual time worked) • Pressure (work volume, conflicting demands) • 24 / 7 demands • No time off • Recent downsizings • Lack of meaningful work • Lack of organizational support to do job MGMT 412 | Careers

  19. What Can Be Done? • Family-friendly benefits, work-life programs • What might be included? • Child care (on-site, other assistance) • Specialized child care (24 hour, sick child) • Elder care • Alternative work arrangements (flextime, job sharing, support for part-time work) • Employee services MGMT 412 | Careers

  20. What is Stress? • “A physiological and emotional response to stimuli (stressors) that place physical or psychological demands on an individual” • The response: • Discomfort • Anxiety • Feelings of being overwhelmed • Physical effects • Withdrawal MGMT 412 | Careers

  21. Sources of Stress • Personal characteristics and circumstances • Physical and task demands • Role characteristics MGMT 412 | Careers

  22. Personal Characteristics • Type A vs. Type B • Type A = competitive, impatient, aggressive • Type B = more relaxed, balanced • Type A associated with higher levels of stress-related illness • Personal events • Changes in family circumstances • Economic pressures • Availability of support MGMT 412 | Careers

  23. Sources of Stress • Physical demands of work • Noise, heat, dust • Too little privacy • Repetitive movements • Task demands • Serious consequences of decisions • Incomplete information • Nonprogrammed decisions • Role Characteristics • Role overload (too much to do) • Role ambiguity (uncertainty about what to do) • Role conflict (incompatible demands) MGMT 412 | Careers

  24. Reducing Stress • Redesign jobs or the workplace • Provide information • Reduce task demands • Reduce role ambiguity • Reduce commitments No MGMT 412 | Careers

  25. Managing Stress • Social support • Family • Friends • Support groups • Calming activities • Yoga, meditation or prayer • Exercise • Unhealthy coping mechanisms • Food • Alcohol or medications MGMT 412 | Careers

  26. Moonlighting • Why? • Income • Interest in the field, enjoyment • Prepare for a future career • Who? • 5% to 6% of the work force (minimum estimate) • Everyone -- farmers, single mothers, police and firefighters, artists, professionals, etc. MGMT 412 | Careers

  27. Handling Moonlighting • Potential problems for organization • Split focus / divided attention • Conflict of interest / confidentiality • Public safety • Use of employer’s time, resources • HR policies • One issue -- intrusion into employees’ off-job activities may be dubious, both legally and from employee relations viewpoint; can’t normally ban all moonlighting • Prohibit use of company property / time • Address conflict of interest and confidentiality • May ban particular jobs MGMT 412 | Careers

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