Career management and development
16 important questions on Career management and development
There are changes in the employer-employee relationship. It is because the 'boundaryless career': a career not bound to one organization/profession. Does the concept or organizational careeer management/development still make sense? Yes, because of the following 3 reasons:
2 Career management is still needed because the work that org. carry out to achieve their goals changes over time
3 It can be used both as a recruitment tool to attract employees and contingent workers, and as motivation tool to gain their full effort/commitment/creativity.
How should organizational career development be designed?
The job/occupational choices an individual makes during a career are determined in large part by: (3)
1 Forces within the individual
2 The organization
3 External forces (society, family, educational system etc.)
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Theze career development activitie vary according to 4 things. Which 4?
The amount of...
2 Information providided to the individual
3 Influences by the organization
4 Information provdided to the organization
Erikson's proposes that people progress through 8 stages during their life. These stages focus on psychological/social issues and are describe in his model of adult development. Describe the 8 stages:
1 Basic trust vs. mistrust (infancy = kindsheid)
2 Autonomy vs. shame/doubt (1-3 years)
3 Initiative vs guild (4-5 years)
4 Industry vs inferiority/minderwaardigheid (6-11 years)
5 Identity vs role confusions (puberty/adolescence)
6 Intimacy vs isolation (young adulthood)
7 Generativity vs stagnation (middle adulthood)
8 Ego integrity cs despair (wanhoop/twijfel) (maturity)
> Generativity = In the middlehood the challenge is to develop the capacity to focus on the generations that will follow
Ego integrity = developing an understnding/acceptance of choices made in life
Describe Levinson's ares approach to adult development: major phases of a person's life (eras) are like seasions of the year: (6)
1 They are qualitatively different
2 Change occurs which each season
3 There is a transitional period between each phase
4 No season is superior/inferior
5 Each season contributes something unique
6 There are 4 seasons/eras in a person's life (pre-/early/middle/late adulthood)
Numerous modes of career development have been offered, but Greenhaus et al combined these approaches. Describe their 4-stage model:
2 Early career: establishment and achievement (25-40) learn job/rules&norms, fit into occupation/organization, increase competence, pursue the 'dream'
3 Midcareer (40-55) reappraise early career/adulthood, reaffirm/modify the dream, make choices to middle adult years, remain productive
4 Late career (55-retirement) remain productive, maintain self-esteem, prepare for retirement
In the multiple career concept model are 4 different patterns of career expieriences, called career concept. Describe these 4:
2 Expert: devotion to an occupations, building knowledge and skills within speciality
3 Spiral: lifelong progressions of periodic moves across related occupations
4 Transitory: progression of frequent moves across different unrelated jobs.
Individually career management model: individual responds to the need to make a career decisions. The career management cycle is a problem-solving, ongoing, decision-making process: (8 steps)
1 Career exploration (gathering information about one selfs/the environment)
2 Awareness of self/environment (deeper self-awareness, understanding of opportunities/constraints, set/revise career goals/strategies)
3 Goal setting (specific/realistic)
4 Strategy development (action plan for accomplishing the career goal)
5 Strategy implementation (carrying out the realistic strategy, follow a plan)
6 Progress toward the goal
7 Feedback from (non-)work success (information from work- and non-work sources)
8 Career appraisal
One of the organizationally oriented career management model is the pluralistic approach. Describe this approach:
What are the 3 main elements of career development system?
2 Job market system: structure for development opportunities
3 Management and information system: facilitates exchange of people/ideas/information
Nicholson: career management must link the people with the job market system via the management and information system.
What are the pros and cons of a team-based career development?
You have an individual role (knowing what/why/where/whom/when/how) and a managers responsibility in career management. Describe the manager's responsibility (3)
2 Appraiser: feedback, clarifies
3 Adviser: generates options, helps, recommendations, advice
4 Referral agent: consults
Describe the 3 ways that potential assessment can be done:
2 Assessment centers: small groups perform exercises while being evaluated by assessors)
3 Succession planning: identification of employee who should be developed to replace them.
Career motivation affects how people choose.view their careers, how hard they work, how long they stay. It is a set of characteristics, grouped into 3 facets. Describe these facets:
2 Career insight: extent to which people are realistic and how these perceptions are related to career goals.
3 Career identity: the extent to which people define themselves by their work
What are the 5 changes in environment?
2 Increased competition
3 Globalization
4 An employment relationship that is less loyalty based
5 Flatte, less hierarchical organizational structures
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