Career Management - Essay Example

?Table of Content Introduction……………………………………………………………………………………02 Career………………………………………………………………………………………… 02 Career Models and theories …………………………………………………………………...02 1. Super’s theory of Vocational Choice – 1954………………………………………….03 2. Holland’s Theory……………………………………………………………………...04 3. Hackett’s Social Cognitive Career Theory – 1987……………………………………04 4. Axelrad, Ginsburg and Herma Theory – 1951………………………………………..05 Comparison of Theories………………………………………………………………………05 Responses of Barbara Ogden………………………………………………………………..06 Responses of Chun Kwai Tsim……………………………………………………………….07 Responses of Peter Tsim……………………………………………………………………...08 Responses of Interviewees compared with Theories and Models……………………………09 Ways of Career Development………………………………………………………………...10 Three Changes………………………………………………………………………………...11 Conclusion…………………………………………………………………………………….13 Appendices - Action Plan……………………………………………………………………...14 References……………………………………………………………………………………...16 Career Management Introduction An individual’s entire life is dependent upon his/her career. Mot often, parents are also very concerned about the right selection of career for their children because any inappropriate decision can lead to a substantial loss of time and money. In this paper, a comprehensive discussion is mentioned about career management. This discussion is backed up by some theories and models. Interviews of three professionals are also provided in which they have mentioned about their choice of career. At the end, a detailed action plan is given through which an individual can set a desired course of action. 1. Define what you understand by the term ‘career’; carry out research into career models and theories and critically analyse their relevance and currency. Career According to Stitt-Gohdes, (1997), career is defined as a certain course of action which a person chooses according to his skills and abilities for a long term purpose in order to earn his livelihood. In other words, it is also called as occupation which one intends to opt. Nowadays the major component of career has become education and qualification. They are now considered as the basis of any successful career. Due to the dynamics of economy, intense competition and globalization, now there has been a lot of focus on career planning and development. Career Models and Theories For past few years, career management and development strategies are selected by counsellors and experts. The impact of career development on young individuals is inestimable and long term. The reason is due to the career development process, a person fashions his identity of work. In today’s environment, work makes an identity of a person just like a famous notion in American culture is; “we are what we do”. Some prominent theories and models supporting the idea of career development and management are: Super’s theory of Vocational Choice – 1954 Holland’s Theory Hackett’s Social Cognitive Career Theory – 1987 Axelrad, Ginsburg and Herma Theory – 1951 “Super’s theory of Vocational Choice – 1954” This theory was formulated by Donald Super. This theory divides vocational choices of entire lifespan in six stages of career development. They are: 1. Crystallization Stage (from ages 14 to 18) 2. Specification Stage, (from ages 18 to 21) 3. Implementation Stage, (from ages 21 to 24) 4. Stabilization Stage, (from ages 24 to 35) 5. Consolidation Stage, (from age 35) 6. Retirement Stage, (from age 55) The integral component of Super’s contributions is the emphasis on the importance of self concept. Super stated that the notion of self concept keeps on developing and changing throughout the person’s life due to the experiences they gain. The career development theory offers a basis for an environment of professional workforce, the theory of Super has excluded women and the poor people. Due to the diverse work force, this theory has been categorized as questionable. “Holland’s Theory” Holland’s theory was developed in 1959. It was developed by John Holland. Holland’s theory evaluates four basic assumptions. They are: 1. In our society, individuals are categorized as one of the following; social, artistic, realistic, conventional, investigative and enterprising. 2. Modal environments can be divided among the same six categories. 3. Behaviour can be determined by the contact between environment and personality. 4. People generally look for environment which can provide them opportunities for exercising their abilities and skills express their values and attitudes and take on problems and roles in an agreeable way. In order to study the relationship between environment and personality, a hexagonal shaped model was developed. The criticism that this theory faced is that females are categorized in three types of personalities, artistic, conventional and social. Therefore, this theory illustrates that our environment channels females into those occupations which are female-dominated. “Hackett’s Social Cognitive Career Theory – 1987” This theory has been derived from Albert Bandura’s Social Cognition Career Theory (SCCT). Bandura addressed the issues related to genetic endowment, culture, social context, gender and uncertain events of life that may influence the choices which are related to career. The theory of SCCT focuses on the linkages of self efficacy, personal goals and outcomes of expectation which can influence the choice of one’s career. This theory states that career choices are influenced by beliefs which are refined and developed from four major areas: vicarious learning, personal accomplishments, social persuasion and physiological reactions and states. SCCT differs from the other existing theories about career due to its dynamic nature. It focuses on the importance of self efficacy and beliefs of an individual which influence the economic and social contexts. “Axelrad, Ginsburg and Herma Theory – 1951” According to this theory, vocational choices are influenced by four major factors; educational process, reality factors, individual values and emotional factor. Starting from teen to young adult, a person passes through different stages which are; fantasy, uncertainty and reality. At the first stage, which is the fantasy stage a child daydreams about the occupational choices and when they reach the adulthood, after knowing their resources, capability and interest, most of them enters to the tentative stage. After that reality stage arrives where individual determines the appropriate career to pursue. Even this theory doesn’t fit the process of career choice. The reasons are the issues of race, gender and social class which close and open the ways of occupational choices. Comparison of Theories Super’s theory emphasizes profoundly upon the notion of self concept. In essence, it means that what a person thinks he is capable of, he goes ahead for that respective careers for example if one person thinks he is smart enough, then he is least likely to choose easier subjects and would strive to go for tougher ones as long as they provoke personal interest. Compared to that, Holland’s theory emphasizes upon the interaction between an individual and his immediate environment and its impact on an individual’s selection of career. Essentially, it means that the decisions related to the career of an individual are profoundly related to his environment or people who are residing in this environment for example before taking any important decision regarding our career, there are many people around us who suggest different fields of career which they think is best for us. Moving ahead to Hackett’s Social Cognitive Career Theory, this theory states that career related decisions are often a result of our beliefs which are combination of our previous education, knowledge, experience and resources. This theory further states that people take up those careers which they personally think that they are capable of and possess enough resources to pursue that career. Finally, the Axelrad, Ginsburg and Herma Theory states that individual goes through three stages which influence the choice of career which an individual takes up. These three stages include fantasy, tentative and reality. This theory seems to be obsolete and redundant for today’s fast changing environment because nowadays students can select carer on the basis of fantasy or tentativeness because now is the time where students are more realistic about the choice of their career. 2. Carry out primary research via interviews using yourself and two other people in different job roles as examples. Use the findings to compare and contrast how career goals and career development steps fit with the models and concepts discussed in Task 1. In order to relate the conventional theories with today’s real working environment, interviews were conducted with three professionals namely Barbara Ogden 49, Chun Kwai Tsim 61 and Peter Tsim 24. The responses which were gathered from these professionals are related in subsequent table with the conventional theories mentioned earlier. Responses of Interviewees compared with Theories and Models Theory/ Model Barbara Ogden Chun Kwai Tsim Peter Tsim Super’s Theory Barbara’s responses supported this theory because he has marked autonomy, self development, reward and recognition as very important elements for one’s self development. Chun’s responses partially support the Super’s theory because he has marked security and autonomy as very important but at the same time has given neutral importance to self development. Comparing my responses to Super’s Theory, my responses are the opposite of responses of Chun because I have given high importance to self development and have given neutral importance to security and autonomy. Holland’s Theory Responses of Barbara support some elements of Holland’s theory because she has categorized creativity, influence and social as important characteristics to her which has also been mentioned in the Holland’s theory. Chun has strongly supported some elements of Holland’s theory because he has categorized the importance of skills and abilities as highly importance while selecting a career. I have also supported Holland’s theory because skills and abilities are very important and must be considered before selecting a certain career. Hackett’s Social Cognitive Career Theory Hackett’s Social Cognitive Career Theory has not been supported by the responses of Barbara because she thinks that getting high managerial position is more important than balancing professional and personal life. Chun’s responses supported Hackett’s Social Cognitive Career Theory because he thinks that beliefs determine one’s skills, abilities, competencies and interest which possess strong impact on selection of career. My responses do not validate that beliefs and cognitive development determines one’s choice of career. Axelrad, Ginsburg and Herma Theory According to Barbara, stages of lives do not impact the career selection of an individual as mentioned in Axelrad, Ginsburg and Herma Theory. Chun’s responses also do not validate the concept of Axelrad, Ginsburg and Herma Theory. Neither have I given responses which can be supported by Axelrad, Ginsburg and Herma Theory. 3. Suggest ways in which organisations can help to support career development using a range of benchmark examples gathered to support your ideas. Ways of Career Development Those organizations that want their employees to be more motivated, committed, dedicated and loyal to them play an effective role in supporting the career development of their employees. The activities carried out by those organizations fulfil their ultimate goal of increasing production with a reduction in the employee turnover. Since employees are the human capital of the organizations, therefore those organizations tend to retain as well as polish those employees as loyal and smart employees act as a core competency of the organizations. Generally, in case where the employees are quite determined in their tasks, they do not have enough time to think where they would be standing after this phase of their career. For those employees, the HR department establishes comprehensive policies that can support their career development. Establishment of Seminar and Workshops HR department conduct different seminars and workshops regarding the career paths for the employees as where they would be promoted after their existing positions. Career anchors are deployed that work on individual employee’s current status regarding his/her capabilities, competencies, calibre, capacities, knowledge, skills and the experience in the relevant field and groom those employees for their upcoming destination in the organizations. Providing Awareness to Employees Another support in this regard they organizations provide to their employees is the awareness of the upcoming opportunities created within the organizations. This in turn gives employees another chance to apply for the better position in the same organization which they feel better for them in the future. For senior positions, organizations generally tend to promote its existing employees and recruit the new employees at the lower level of positions. This policy of organizations indirectly supports the career development objective of the employees and makes them proactive for their upcoming positions within the same organization. 4. Critically review three changes that have taken place in the world of work and discuss how these might impact on the future of careers. Over the past two decades, there have been considerable changes in the world of work. Out of so many developments, three recent changes in the work world are discussed below. 1. Office-less Environment Due to the introduction of technology especially the invention of internet has done many wonders for the organizations. There are organizations that are virtually developed on internet without any physical office building etc. The organizational members and employees are connected to each other through online resources including web portal and e-mails. These organizations provide an opportunity for their employees to work for them irrespective of the home country of the employees. For instance, an organization may have employees belonging to different territories and they report to the management of the organization over internet portals while residing in their home countries. They do not need to travel and report at a particular physical place. This change has provided an opportunity for the newcomers to plan their career such that they might work for their home country’s organization in an 8 hour shift and for the rest of the time available in the day or at weekends, they may work for their office-less online organization. 2. HR Policies Another dramatic change that has occurred in the organizations is the introduction of technology, again the internet. Internet has provided the opportunity to the organizations to attract a larger pool of applicants for a vacancy. On the other side of the coin, the applicants have access to a larger bunch of organizations where they can apply for the vacancy. As a result, the applicants have the better opportunity to apply for as many organizations as he/she could, even the overseas organization are also accessible with loads of ease as compared to two decades ago. 3. Multitasking Culture The recent trend that has sought the attention of potential employees is the introduction of a multitasking culture in the organization. These days organizations tend to develop that workforce which is multitalented in diversifies areas of business. For instance, if an employee has the specialty or skills in any particular area of business, that employee is supposed to have the awareness of other areas of business as well. In case if the organization does need a particular employee in any department, that employee would have the chances of being transferred to the other department of the organization. If the employee is not aware of the other fields of the business, there is more likelihood that he might become jobless. So, when the potential applicants plan out their career, they should create multitasking capabilities and skills as well as shape up the flexibility to cope up with any business area where they might have to fit in, in order to sustain and secure their position in the organization. Conclusion Nowadays, the information and technology has become so speedy that every new day, old products and services get obsolete. That day is no far when most of the jobs which are now being done by humans, will be replaced by technological advancement like machines, software and gadgets. Therefore, a person is supposed to consider these areas before selecting any career. According to the recent studies, due to such advancements, after 15 to 20 years many of the jobs which are now very popular would get vanished. For that reason, a person must consult some career development experts which can suggest in achieving a career which is not only acceptable these days but will also not get obsolete after at least 40 to 50 years. At the end of the paper, an action plan is provided which can help individuals in achieving long term goal here we are talking about 5 yearly goals. Appendix Action Plan Provide a one page action plan in an appendix detailing five actions that could be (or have been) put in place to develop your own career. My Five Goals to Start or Accomplish 1 – Benchmark to be Achieved: Completing my degree What will I do to achieve this: Completing numbers of assignments and exams What resources or support will I need: Help from tutors, mentor, families and friends What will be my success criteria: Getting a 2:1 overall grade When will I start or complete this: End of May 2 - Benchmarks to be Achieved: Joining a graduate scheme Cisco (getting employed) What will I do to achieve this: Getting the grade I need, work experience What resources or support will I need: Good reference and grade from university (Dave), Barbara Ogden Cisco Account Manager (networking), What will be my success criteria: Got into the graduate scheme, (got the job) When will I start or complete this: Starting in June 3 – Benchmarks to be Achieved: Pay back student loan What will I do to achieve this: Money What resources or support will I need: Job / graduate scheme What will be my success criteria: Repaid the loan fully When will I start or complete: Payment starting from 6 months of graduation 4 – Benchmarks to be Achieved: Improve my general knowledge e.g. writing, English, maths and technology What will I do to achieve this: Signing up for English class from the Learning Development Unit in University What resources or support will I need: 1-2-1 tutoring, friends and family What will be my success criteria: I want to achieve C in maths and English When will I start or complete this: On going 5 – Benchmarks to be Achieved: Improve my interpersonal skills e.g. confidences, presentations and dealing with people What will I do to achieve this: Training courses, university and socialise with lots of different people. What resources or support will I need: online websites / social events, engagement days. What will be my success criteria: Successfully presentation, speaking to a wide crow of people. When will I start or complete this: On going The above action plan has been designed under the light of above mentioned three theories which include Super’s Theory, Holland’s Theory and Hackett’s Social Cognitive Career Theory. Axelrad, Ginsburg and Herma Theory have not been included due to its redundancy and obsoleteness. This action plan gives an idea of improving self concept through getting better qualification by one’s own self and after graduating, paying back the loan. A glimpse of Holland’s theory is also included in this action plan through the development of skills and abilities by taking up a goal of improving general knowledge. At the end, this action plan presents a glimpse of improving interpersonal skills which have been categorized as very important under Hackett’s Social Cognitive Career Theory. Summaries of Interviewees Interviews which were conducted with professionals have been summarized so as to provide a clear view of the data which has been extracted from those interviews. In subsequent paragraphs, the summaries of interviews with respect to the respondent are mentioned. Barbara Ogden Barbara Ogden is 49 years old professional Accounts Manager, currently working at Cisco System. She started her work as a computer operator and then became Installation Manager at the age of 29. Before moving to the designation of Accounts Director, she worked for various service management posts. The reason of choosing Ogden for taking this interview is because she has always been very competent and ambitious. She can provide clear idea about selecting career and career management. Ogden’s responses reveal that she prefers to work as an autonomous being and highly believes in providing rewards and recognition as per the performance of the employees. She has categorized those jobs as most satisfying which provide chances of growth and recognition unlike being a computer operator or service manager in which routine tasks are required. Ogden believes that autonomy and freedom are more important elements that stability and security. Due to her autonomous nature, she prefers to building her own business rather than having a high managerial position in someone else’s organization. In short, Ogden seems to be like that person who wishes to pursue her work the way she wants to irrespective of what others instruct or direct her. Her autonomous nature has had high impact on her professional life because it transferred her from a position of computer operator to an Accounts Director. At the position of Accounts Director, she has the right and obligation to direct others rather than be directed by others. Chun Kwai Tsim Chun Kwai Tsim is 61 years old entrepreneur. At very young, he started to work for catering. He worked as head chef at the age of 30 in small family run business named as Golden Sea. He started his own business at the age of 47 named as China Garden and now is the Head of this business which is related to catering. Tsim has always had very good sales skills and therefore it led him to such career where he can prove his sales skills. Tsim has categorized relationships, rewards, security and autonomy as very important whereas he has categorized creativity, technical specialization and clarity as least or neutrally important. Tsim also has autonomous nature therefore he prefers the job of Head Chef and Director as very satisfying and sales representative and trainee as least satisfactory. In short, despite of not having any extra ordinary qualification, Chun has selected that career in which he is most interested in and possesses all the required skills and abilities. Peter Tsim After Barbara and Chun, I also filled the same questionnaire responding to exactly the same questions. I am 24 years old. Currently, I am a student but I have worked as a sales assistance and general assistance. I look forward to working as a reputable Assistance Manager and also taking over my family business which is my back plan. I have categorized relationships, security and autonomy as least important whereas I have marked rewards, recognition and creativity as highly important. To me, self development is also very crucial as it is the basis of every type of career but I do not think that autonomy and security as very important because they most likely determine the chances of growth of an individual. In short, I believe that career must be selected by careful consideration and by determining own skills and abilities. References The Aston Centre for Human Resources, 2008. Strategic Human Resource Management - Building Research Based Practice, London: CIPD I, Beardwell, & T, Claydon, 2010. Human Resource Management: A Contemporary Approach, 6th edition, London, FT Prentice Hall J, Bratton & J, Gold, 2007. Human Resource Management Theory & Practice, 4th ed, Basingstoke: Palgrave Macmillan. R, Harrison, 2009. Learning and Development,5th Ed, London: CIPD J, Leopold, L, Harris and T, Watson, 2005. Strategic Managing of Human Resources. London: FT Prentice Hall M, Millmore et al, 2007. Strategic Human Resource Management. Essex: Pearson Education Roper I, Prouska R & U, Chatrakul Na Ayudhya, 2010. Critical Issues in Human Resource Management, London, CIPD I, Robinson, 2006. Human Resource Management in Organisations. London: CIPD D, Torrington, L, Hall and S, Taylor 2008. 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