The Activities of Career Development Involving Decision-Making Processes and Planning - Term Paper Example

Career Development Career Development Career development is a continuous process involving progressive management learning, work, and transition towards an individual’s personal determination and evolution of a desired future. Every life involves a number of complexities and uncertainty especially in the world of work. Career development acknowledges above aspects and therefore, equips individuals with skills of managing various life challenges. Equally, career development enhances decision-making processes on matters pertaining to work and life, and maximization on the contributions to societies of residence and work (Jackson, 2000. 32). One aspect of substantive importance in the study of career development is that it differs depending on whether it is an individual involved or an organization. For individuals, career development involves a broader array of activities involving decision-making processes and planning, whereas, for organizations, it involves the practice of effectively managing the human resources workforce. However, for the case of this paper, focus is made on an individual basis. Self-efficacy beliefs and Development Self-efficacy involves making a person make a judgment on the ability to perform certain tasks. Unlike self-esteem that makes reflections on an individual’s worth or value, self-efficacy determines the confidence in an individual towards accomplishing certain tasks and reaching certain goals. A number of perspectives exist in the study of self-efficacy beliefs including the development and the dynamics involved. Ideally, self-efficacy beliefs have effects in all aspects of the human body, because through the determination of a person’s ability and belief towards the accomplishment of certain tasks. In return, self-efficacy affects situations by the use of power. It is substantively clear that self-efficacy beliefs have the necessary power that an individual requires to perform a certain task as well as make an informed decision in regard to a particular task. In life, tasks usually involve the numerous challenges faced, and as such, self-efficacy beliefs determine the ability to tackle the different life challenges by making the most appropriate and informed decisions. Four major theoretical approaches exist from which the study of self-efficacy beliefs emanates, especially in career development. Such include the social cognitive theory, social learning theory, self-concept theory, and attribution theory. Social cognitive theory makes emphasis on the development of an individual’s personality through observational learning and experiences from the social perspective. Ideally, the main concept from the social cognitive theory is that all reactions and actions in an individual result from observation of others (Edenborough, 2005, 64). Social learning theory, which involves the development of an individual’s emotional and practical skills, entails primarily learning in a social group setting and determines the success or failure of an individual’s dynamic interactions in social settings. Self-concept as a theory of self-efficacy beliefs involves the aspect of perception and explanation of an individual’s existence as an attribute to the acquired external factors and influences. Attribution theory on its part involves individual’s attributions to events and self-perception as a means of developing the inner ability of tackling life challenges. Considering the effects of self-efficacy beliefs on humans such as motivation, behavior, destiny, and choice determination, it is significantly evident that it has a part in career development. As such, it is important to discuss the development of self-efficacy beliefs. Four factors contribute substantively towards the development of self-efficacy beliefs. Such include performance accomplishments, vicarious experience, verbal persuasions, and physiological state (Jackson, 2000. 90). Performance accomplishments impact influence through the mastery of experience, in which success enhances a better feeling of self-efficacy. Whenever an individual fails to deal with a particulate task or tackle a challenge, self-efficacy is undermined. Vicarious experience works as a mechanism of developing self-efficacy on the sense that through making an observation of another person tackle a situation enables an individual perform a similar task through imitative mechanism (Brown, 2005, 66). Whenever one makes an observation of another person make progress in a certain activity, task or challenge, the person gets motivated that indeed, he could as well perform the same task, and equally increasing the self-efficacy belief that indeed one can as well succeed. Encouragement enhances a person’s inner feeling towards accomplishing a certain task. Ideally, verbal persuasion plays a significant role in the maintenance of self-efficacy through its ability to enable one overcome fear and limits self-doubt. The physiological state of an individual plays a critical role in determining a person’s personal abilities. Indeed, the way and manner in which people evaluate and make an interpretation of one’s physiological state influences the development of self-efficacy belief in personal capabilities. As such, one’s ability to control negative physiological states such as anxiety plays a fundamental role in positively influencing the self-efficacy beliefs (Brown, 2005, 79). Current personal C.V One of the critical aspects in career development is curriculum vitae (CV). For an individual to develop appropriately in whatever career choice an individual is in, there are certain aspects that such a person should put in a CV, which guarantees a job placement opportunity or job entry level. CV is a document detailing in brief person’s personal information pertaining to a person’s abilities, experiences, skills, and maturity. Appropriate career development involves a continuous growth process from the already acquired skills, abilities, and achievements, as a means of enhancing performance. Different institutions that offer placement opportunities and job openings remain diverse in nature, and, therefore, require a diverse array of experiences, abilities, and skills. Based on such a perspective, it is critical that when putting down a CV, such aspects need to be put into consideration as such, increase the chances of getting placements or job entries. Development of an appropriate CV style, therefore, remains a crucial aspect towards increasing the chances of getting such opportunities. An appropriate CV style that suit a placement or a job opening should involve various aspects including considering the target audience. Understanding the audience is an essential aspect in CV depending on the diverse nature of placements as well enabling the audience an opportunity of understanding the individual and making a determination of whether the qualities possessed by the individual are the aspects required by the audience for the future. By such qualities, the audience is in a position to make improvements in the individual to a level that enhances the abilities, skills, and experiences (Williams and Williams, 2008, 52). Reviewers go through a number of CVs when choosing which ones to have for placements or other job openings. Based on such considerations, the introductory part should be an attention grabber, and, therefore, make choices based on those that seem to grab the reviewers’ attention (Edenborough, 2005, 15). Additionally, rather than concentrating on the education background, one needs to concentrate on the growth and experience aspects. Regardless of the format that a CV takes, there are certain aspects that remain important, most especially in relation to career development. First is the chronological arrangement stating experiences and previous workplaces stating the most recent (Williams and Williams, 2008, 58). Functionality is also essential and should concern the job functions performed rather than the places of performance. Finally, providing a job objective is as well an essential aspect of consideration considering its significance to career development (Ohlsson, 2010, 26). Preparing for an interview: STAR Technique Other than the CV, interviews, and preparation for the same also remain critical in career development. There are a number of interviewing techniques used in interviews; however, the use of either depends on the type of job and the type of qualifications required. In order for the interviewers and the job application process to remain as objective as possible, any conscious or subconscious bias is removed whereby candidates are asked same questions, and, therefore, the manner of response remains the determining factor in getting the most appropriate candidate for the position (Gordon and Fleisher, 2006, 102). Despite the fact that interview questions may look simple, the manner in which answers are given shows that indeed the questions may look simple, but challenging, and one would miss the important issues with details. In order to solve such problems, the STAR acronym would work appropriately in providing the most appropriately structured answers. The acronym start stands for S – situation, T – task, A – action taken, and R – results achieved. The use of such a structure in answering interview questions could significantly be beneficial especially in the career development objective. The situation makes explanations of the actual settings of occurrences; task involves that which is required of an individual as in instances in which a particular responsibility is bestowed upon an individual, how the person goes about it (Hodgson and Hodgson, 2008, 60). Action taken involves the particular activity done, despite the availability of several options from which to choose. Result on its part determines how the whole scenario played out and what were the outcomes. With such guiding principles, it is evident that despite the technicality and challenges associated with interview questions, one is still in a position of making informed and constructive responses as required by the interviewing team. Whenever used appropriately, STAR interview techniques works at its best in ensuring that the interviewee remains focused throughout the interview process and equally make informed judgments and decisions before answering the intended questions (Gordon and Fleisher, 2006, 128). As such, one remains keen in providing the correct details in their correct format without any struggle attached. Psychometric Testing Many institutions and companies offering employment and placement opportunities carry out psychometric tests on the individuals they intend to recruit as a means of determining the candidate’s suitability for the intended role in case such an opportunity is offered to the individual. Psychometric tests are necessary for all situations and positions regardless of the outcome of the interview results. Psychometric testing is one of the most recent scientific methods used by potential employers in determining the suitability of their preferred candidate to a particular position in terms of ability, experience, and competence (Edenborough, 2005, 21). Previously, psychometric tests were mainly used in the United States and United Kingdom as a means of determining candidates’ appropriateness for various positions; however, with the increased diverse nature of the job markets today, the practice is fast spreading to other regions across the globe for determining the suitability of candidate towards certain job vacancies and openings. Considering the significance it plays in determining the appropriate candidate for a particular position, one is left wondering what psychometric tests entail. Ideally, a psychometric test comes in two different levels. One level seeks to determine a candidate’s suitability in terms of aptitude and skills, logical reasoning and deduction (Williams and Williams, 2008, 44). In most instances, the level entails about twenty questions in half an hour from which one is in a position to gauge the verbal ability, reasoning capabilities among other aspects. Depending on the manner in which the candidate provides the answers, a potential employer is most likely to make a determination as to whether the candidate of choice really fits the position sort. Other than a person’s abilities and competencies, personality remains a critical aspect of significance in determining a candidates suitability. As such, the second level of the psychometric tests involves the test on personality. Such a level involves more questions compared to the first instance and depends on the job one applies for as well as the type of employer. The questions are of diverse nature, including multiple choices; however, the most important aspect in answering such questions is the personal touch given. Numerous reasons are given pertaining to the use of psychometric testing in determining the suitability of new job candidates; however, the most common is that it is an efficient way through which employers could determine the most suitable candidates for particular job openings (Hodgson and Hodgson, 2008, 72). Psychometric testing works to eliminate candidates who do not meet the current employment standards and workforce. Despite the fact that it costs heavily to invest in the tests, the results are always rewarding as an organization or company would always be sure that they have the best of individuals in the right positions to drive the agendas of the institutions to the next level (Ohlsson, 2010, 18). Career development indeed, entails a number of issues; each directed towards the establishment of competency and enhanced capabilities in the concerned individuals. With all the aspects involved, the most suitable candidate for a position is determined by an individual’s belief in personality, in addition to experience and abilities. As such, for one to develop appropriately in the career path, all the aspects discussed above remain critical for such a person’s suitability. References Brown, S. (2005). Career development and counseling putting theory and research to work. Hoboken, N.J.: John Wiley. Edenborough, R. (2005). Assessment methods in recruitment, selection, and performance a managers guide to psychometric testing, interviews, and assessment centres. London: Kogan Page. Gordon, N., & Fleisher, W. (2006). Effective interviewing and interrogation techniques (2nd ed.). Burlington, MA: Elsevier Academic Press. Hodgson, S., & Hodgson, S. (2008). Brilliant tactics to pass aptitude tests: Psychometric, numeracy, verbal reasoning and many more (2nd ed.). Harlow: Prentice Hall Business. Jackson, T. (2000). Career development. London: Institute of Personnel and Development. Ohlsson, H. (2010). Career development. New York: Nova Science. Williams, L., & Williams, L. (2008). Ultimate job search invaluable advice on networking, CVs, cover letters, interviews, psychometric tests and follow-up strategies (2nd ed.). London: Kogan Page. Read More