A goal has been defined as the Object or aim of one’s actions.

The usefulness of goal setting is based on the belief that regulate human action which affect behavior and performance in number of ways

1. encourage high level of effort2. Give focus and direction to effort3. Goals produce high level of persistence on task4. Help to develop a useful strategy for

accomplishing the task5. Goals provide opportunities for feedback on

task performance.

Definition of Career Goal: A desired career related outcome that a person intends to attain

However, goals can and should change as conditions dictate

A career goal can be viewed in three different ways:

1. By its contextual and operational components

2. By its expressive and instrumental functions

3. By its time dimension

Conceptual Goal versus Operational Goal:Conceptual: person’s significant values,

interests, talents, and lifestyle preferenceOperational: translation of a conceptual goal into

a specific job or position Expressive versus Instrumental:Expressive: intrinsic enjoyment derived from

goal related experienceInstrumental: accomplishment to attainment of

subsequent goal; e.g. Manager to VP Short-term verses Long-term:

More immediate focus—1 to 3 years Timeframe of 5 to 7 years

Goal that belong to someone else Goals that exclude total lifestyle concern Goal that fails to take into account of

one’s current job Goals that are over Vague instead of

Specific Preoccupation with Instrumental Goal

Elements/Destination (Tunnel Vision) Goals that are too easy or too difficult Inflexible career goals

either not established a career goal Or setup a career goal which they

experience significant uncertainty or discomfort

Causes and Sources of Career Indecision: Lack of information about oneself Lack of information about work environment Lack of self confidence in decision making Presence of psychological conflicts

However, other researchers identified seven sources of indecision:

Causes and Sources of Career Indecision:

1. Lack of Self-Information.2. Lack of Internal Work Information.3. Lack of External Work Information.4. Lack of Self Confidence.5. Decision of Making Fear and Anxiety.6. Nonwork Demand.7. Situational Constraints.

Facilitate Self Awareness: by providing Career counseling; Sponsoring career planning activities Effective performance appraisal and feedback

systems Education and training activities Temporary assignments Job changes Expansion of current job

Facilitate Awareness of Environment: Alternative job in the organization such as

duties, responsibilities, required skills, travel and time commitment pressures

Communicate its vision structure and culture Encourage Experimentation

By trying new roles Joining a support group for newly transferred

employees Attending seminar/s Enrolling in a graduating course or program

Response to Chronic Indecision: Major uncertainties for career aims:

Changes in an employee’s work situation, family pressures, career interests, triggered a reevaluation of future

Aging and feelings of immortality Work environment Merger and acquisition Change in corporate strategy Spouses career aspirations

Discussions about career and adoptive attitudes reveal a considerable degree of stress

Past research on the career decision making indicated two forms of Career Indecision.

1. Being Undecided or Developmental Indecision : They were viewed as stemming from limited experience

and knowledge. Developmentally undecided employees were younger,

had limited knowledge of internal and external work environment, and experienced extensive non work demands.

2. Being Indecisive or Chronic Indecision. They were viewed as reflecting a more permanent

inability to make a career decision. They are comparatively older then the other group.

They lacked sufficient self information, had lower self confidence, displayed more extensive decision making fear and anxiety, and experience situational constraints.

There are two other types in which manager has selected a career goal. Vigilant Type of Career Decidedness: selection of

decision was made in a well informed fashion Hyper-Vigilant Type of Career Decidedness: conducted in

a tense and hasty manner

Seminars, workshops, computer based programs and individual counseling are important to avoid hyper-vigilance

1. Competence in Current Job: attempt to perform effectively in one’s current job

2. Extended Work Involvement: devote time energy and emotion by working beyond normal hours and extended work involvement

3. Skill Development: acquisition of skills through education, training and job experience to help performance in current job and subsequent jobs

4. Opportunity Development: increase career options, self-nomination, willingness to inform superiors of accomplishments, aspirations and desired assignment

5. Development of Mentor and other Supportive Alliances: relationship between junior and senior colleagues, and peers

6. Image Building: to convey an appearance of acceptability, success and or potential suitability. E.g: participating in community activities and dressing properly

7. Organizational Politics: agreeing with or flattering boss, Conformity, trading of favors, advocating company practices, not complaining about rules or regulations and forming alliances or coalition with others in the organization

1. There is no “One best “strategy hence depending on the situation.

2. The effectiveness of a strategy depends on the nature of career goal.

3. Depends on organization’s norms and values

4. Individuals should not limit themselves to one single but a variety of strategic behaviors

5. Test interest and commitment to a goal

6. Reflect steps to be taken and area to be avoided

1. Re-examine your long-term goal2. Identify behaviors, activities and

experience to reach long term goal3. Examine short term goal4. Identify behaviors, activities and

experiences to attain short term goal5. Combine list of strategies for short and

long term goals

Career appraisal is a process by which career related feedback is gathered and used.

The feedback obtain through career appraisal has two specific functions:

1. Can test the appropriateness of a career strategy.

2. Can test the appropriateness goal itself. {Is the goal still relevant and attainable.}

Conceptual Goal: about values, interests, talents and desired lifestyle

Operational Goal: appropriateness of targeted job is compatible with the conceptual goal

Strategy: does individual experience is a sense of progress toward the goal?

1. Willingness to see and make revisions in goals and strategies when appropriate.

a. Be honest with yourselfb. Be less concerned with having to justify your

prior decisions to othersc. Be willing to be inconsistent

2. Benchmarks of accomplishment help to identify specific strengths and weaknesses of a strategy.

3. Periodically review appropriateness of your conceptual and operational goals

4. If you are employed structure your interactions with your supervisor to acquire desired information about your strengths,weaknesses and organization needs

5. Share experiences and feelings with trustworthy people. Frank discussions with peers can be beneficial.

◦ Others may see parts of you that are hidden to yourself.

◦ Verbally expressing goals, desires, reservations and strategies may help clarify your own feelings

◦ Others may be willing to share their own successes, failures and revelations that bear on your circumstances

6. Seek feedback from non work sources