Career Management

Explain the concept of a career from an individual and an organizational viewpont.

     The concept of a career depends on perception. Each person has a vision of future occupational endeavors that shapes his or her career decisions about obtaining jobs, engaging in social activities, making friends, forming a lifestyle, and so forth. The combination of these occupational and personal interests and activities form the career path. Over the period of a lifetime, this path may change several times and be shaped more by circumstance than by decision. From an organizational viewpoint, a person's career interests concern what occurs within that organization&-the employee's profile at work and whether he or she is loyal and contributes to the organization. This focus is naturally much narrower than the individual's.

Identify potential crises in careers during the stages of life.

     Crises occur most often at transition points when major changes take place in a person's priorities. In late adolescence or young adulthood, there is an "early adult transition," when individuals leave school behind to enter the work force. During this stage young people tend to suffer from reality shock in their first jobs or discover that they have prepared incorrectly (or poorly) for their early careers. A second crisis may occur at the "age&-30 transition," when a young adult shifts his or her interests away from being independent and adventurous toward establishing a family or close social affiliations and begins to settle down. During the early 4Os, many people go through a "mid&-life crisis," a result of emotional and physical changes. At this stage, some people become irrational, making major, unplanned changes in their lives and work. A mental change occurs during the "age&-5O transition," when adults enter the late&-adult stage and come to terms with their age and relative success (or failure) in their careers; it is a period of psychological reconciliation in order to solidify the efforts of a lifetime and prepare for retirement. The final crisis may occur at retirement, when a career is ended and retirement activities must be planned.

Describe a career development plan and how it can be applied during the preparation stage.

     A career development plan is a conscious effort to make decisions enabling individuals to control their own destinies rather than allowing circumstances to dictate career events. Young adults may use the planning model to identify personal interests through "self&-assessment" activities, which help then become better informed about their preferences, talents skills, and values. with this information, they can improve their career preparations through education work, or personal activities. An "environmental analysis" can identify occupational opportunities and potential career constraints. Along with results from self&-assessment, it helps people determine realistic long&-term career objectives. By forming career objectives, people can focus more dearly on short&-term efforts needed to prepare for occupational fields most interesting to them. If the plan unfolds according to script, they will be positioned to take advantage of opportunities in areas that match well with their characteristics. At various times in the stages of their career, people will make occupational choices, and if these have planned well, choices will reinforce their career objectives. The planning process also emphasizes the need for a person to periodically review his or her progress, take stock of career advancement, and evaluate how well objectives are being met.

Explain how recruiting objectives are similar for individuals and organizations, and how both can improve career development during the early career stage.

     Both individuals and organizations want satisfied employees able to grow and feel part of the organization. For management, recruiting those who can "fit in" is as critical as having qualified employees while, for individuals, finding an organization with opportunities of reinforcing career objectives is crucial. Too frequently, however, the individual is preoccupied with immediate concerns over salary or job image and fails to prospect properly for a position that will reinforce career objectives. And because organizational recruiters as indicated, tend to focus on filling labor pools, they inflate expectations about their organizations. Both parties are best served by careful research and reconciling realistic expectations so that a proper match can be made. During the early career stage, the culmination of works activities, training, support systems, and organizational programs either help or hinder the completion of a psychological (unwritten) contract between the organization and the employee. The ultimate objective is to bring interest together through planned career development activities, with the individual and the organization sharing responsibilities to ensure the success of this process.

Describe how to create a pattern of success and why career anchors are helpful during the early career stage.

     A pattern of success evolves through conscious effort to do excellent work, demonstrate loyalty to an organizations adapt to organizational priorities, socialize rapidly into one's work group, continue to progress through active learning, and challenge personal limitations. Personal growth and achievement occur when individuals exceed their existing capabilities, stretching their abilities and using their talents in new and creative ways. A career anchor is a primary focus, or set of characteristics, on which to build a career path. Some people rely on technical/functional characteristics; others on leadership abilities or management talent; still others have unusual creative characteristics or other anchors. Anchors are derived from a person's self&-concept and his or her profile of talents values, interests abilities and personal perceptions.