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Self-awareness and Career Management - Assignment Example

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In the paper “Self-awareness and Career Management” the author acknowledges the complexity of contemporary career planning,  and accommodates interactions that occur in the social and community life of the  'choosing person'.  The practical implications are for more progressive career learning…
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Self-awareness and Career Management
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Download file to see previous pages The practical implications are for more progressive career learning, in conditions that enable the due process to establish viable bases for both choice and change of mind. This thinking more sharply differentiates career education from guidance, setting out a strong rationale for the former. It does not replace DOTS but extends it into a new-DOTS re-conceptualization termed career-learning space. The effectiveness of career learning is determined by its transferable outcomes. New-DOTS thinking resonates with the conditions for transferable learning. There are possibilities here for building a strong consensus between practice, theory, and policy.
It helps us in exploring our strengths and can identify the areas we really want to develop. These areas can be related to academic abilities, skills or personal characteristics.
Understanding what we want to develop, there are numerous ways of going about this. The approach depends on what we want to develop and may vary. It is really important to plan the stages of development carefully, setting ourselves small, manageable targets and checking regular progress against them.
A rising trend is to give confidence to employees to develop to be energetically involved in the administration of their own careers. Career self-management, the extent to which one repeatedly collects information and strategy for career crisis solving and verdict making includes two foremost behaviors: developmental advice seeking and job mobility attentiveness. The career surroundings are changing from a customary one that is "bounded" and determined by methodical service. ...Download file to see next pagesRead More
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Self-awareness and career management (1)

The willingness of workers to move from one place to another in order to get hold on better work is generally called job mobility (Griffeth & Hom, 2004). The factors that trigger this notion by indulging employees are collectively known as job embeddedness (OECD, 2001). The concept of job embeddedness is hired to ensure the job stability by forecasting a banker’s potential to quit (Allen, 2006). The concept of job embeddedness was presented by Mitchell and his colleagues in 2001 in order to explicate why some employees want to leave their job whilst others do not. For them there are certain factors such as association with the community, cost of quitting the job, etc. that do not let them leave the job. Empirical studies show tha...
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