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Chapter 17Managing Your Career
1. Explain occupational and organizational choice decisions.
2. Identify foundations for a successful career.
3. Explain the career model.
4. Explain the major tasks facing individuals in the establishment stage of the career model.
5. Identify the issues confronting individuals in the advancement stage of the career model.
6. Describe how individuals can navigate the challenges of the maintenance stage of the career model.
7. Explain how individuals withdraw from the workforce.
8. Explain how career anchors help form a career identity.
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Career vs.Career Management
CAREER - the pattern of work-related experiences
that span the course of a person’s life
CAREER MANAGEMENT - a lifelong process of
learning about self, jobs, and organizations; setting
personal career goals; developing strategies for
achieving the goals, and revising the goals based on
work and life experiences
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Why Understand Careers?
• If we know what to look forward to, we can be proactive in planning
• As managers, we need to understand the experiences of our employees and colleagues
• Career management is good business—it makes financial sense
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Learning OutcomeLearning Outcome
Explain occupational and organizational choice decisions.
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Career: Paradigm Shift
New Career Paradigm
Discrete Exchange
Occupational Excellence
Organizational Empowerment
Project Allegiance
Old Career Paradigm
Mutual Loyalty Contract
One-Employer Focus
Top-Down Firm
Corporate Allegiance
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The New Career
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The New Career
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Beyond the Book:Generations
Gen Y Gen X Baby Boomers
Communication Texts, mobile phones, instant messaging
Email, IM, mobile phones
E-mail, mobile phones, face-to-face
Problem solving Brainstorming & internet research
Individual thought and meeting to discuss
Replicate a successful solution from the past
Worries What they’re worried about
Work/life balance
Stability, retirement
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The Realistic Person is stable, persistent, materialistic
• mechanic, restaurant server, mechanical, engineer
Personalities and Choices
The Investigative Person is curious, analytical, independent
• physicist, surgeon, economist
The Artistic Person is imaginative, emotional,impulsive
• architect, voice coach, interior designer
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Personalities and Choices
The Enterprising Person is ambitious, energetic, adventurous
• real estate agent, human resource manager, lawyer
The Social Person is generous, cooperative, sociable
• counselor, social worker, clergy
The Conventional Person is efficient, practical, obedient
• word processor, accountant, data entry operator
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Conflicts During Organizational Entry
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The individual’s attemptto attract the organization
Organizational efforts toattract individuals
The individual’s choiceof an organization
Organizational selectionof individuals
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SOURCE: Figure in L.W. Porter, E.E. Lawler III, and J. R. Hackman, Behavior in Organizations, New York: McGraw-Hill, Inc. 1975. Page 134. Reproduced with permission of the McGraw-Hill Companies.
Realistic Job Preview (RJP)
both positive and negative information
given to potential employees about the
job they are applying for, thereby giving
them a realistic picture of the job
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Learning OutcomeLearning Outcome
Identify foundations for a successful career.
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Become Your Own Career Coach
Stay flexible, team oriented, energized by change, and tolerant of ambiguity
[Emotional Intelligence]
• 40% of new managers fail within the first 18 months on the job because they fail to build good relationships with peers and subordinates.
• Men & women with high EI are seen as particularly gifted and may be promoted more rapidly
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Learning OutcomeLearning Outcome
Explain the career model.
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3
The Career Stage Model
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Career Stages
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Establishment – the person learns the job and begins to fit into the organization and occupation
Advancement – people focus on increasing their competence
Maintenance – individual tries to maintain productivity while evaluating progress toward career goals
Withdrawal – individual contemplates retirement or possible career changes
Learning OutcomeLearning Outcome
Explain the major tasks facing individuals in the establishment stage of the career model.
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Tasks of the Newcomer
• Negotiate an effective psychological
contract
• Manage the stress of socialization
• Make the transition from organizational
outsider to organizational insider
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Psychological Contract
an implicit agreement between an
individual and an organization that
specifies what each is expected to give
and receive in the relationship
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Newcomer-Insider Psychological Contracts for Social Support
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Beyond the Book:The Stress of Socialization
The three phases of socializing newcomers to an organization each bring their own stresses to the experience:
1. Anticipatory Socialization- primary stressor is ambiguity; important to communicate information clearly and keep promises of performance
2. Encounter Phase- “reality shock” from unrealistic expectations formed in first phase; a measure of reality shock is inevitable
3. Change/Acquisition- stress of adapting and forming new expectations, further possible stress if difficulty in adapting prompts negative feedback
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Learning OutcomeLearning Outcome
Identify the issues confronting individuals in the advancement stage of the career model.
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AdvancementA period when many strive for achievement
Two models – career path, career ladder
Career Path and Ladder
Career Path – a sequence of job experiences that an employee moves along during his or her
career
Career Ladder – a structured series of job positions through which an individual progresses in an organization
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Career functions provided by a mentor
– Sponsorship– Facilitating exposure
and visibility
– Coaching– Protection
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Mentoring
Psychosocial functions provided by a mentor
– Role modeling– Acceptance and confirmation– Counseling– Friendship
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Mentoring
Advancement: Mentoring
– Regular contact– Consistency with
corporate culture– Training in managing
the relationship– Accountability– Prestige for mentor
Characteristics of good mentoring
relationships
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Initiation - relationship begins
Phases of Mentoring
Cultivation - relationship gains meaning
Separation - protégé asserts independence
Redefinition - relationship has new identity
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[Dual-Career Partnerships]
[Dual-Career Partnership] – a relationship in which both people have important career roles
Pressures of such partnerships– Time pressure– Jealousy– Precedence
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WORK | HOMECONFLICTS
Flexible Work Schedule – a work schedule that allows employees discretion in order to accommodate personal concerns
Eldercare – assistance in caring for elderly parents and/or other elderly relatives
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Learning OutcomeLearning Outcome
Describe how individuals can navigate the challenges of the maintenance stage of the career model.
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Maintenance Stage
Crisis
– Slowed or stalled career growth
– Burnout
Contentment
– Sense of achievement
– No need to strive for continued upward mobility
OR
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Responses to Career Plateaus
• Firms respond with– Lateral moves – Project teams – Affirmation
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Learning OutcomeLearning Outcome
Explain how individuals withdraw from the workforce.
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Stereotypically undervalued• Less productive• More resistant to change• Less motivated
In reality• Offer continuity in the midst of change• Act as role models• Provide experience• Demonstrate a strong work ethic• Exemplify loyalty
The Older Worker
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Retirement Factors
FamilyIssues
Health
CompanyPolicy Income
Opportunity
Learning OutcomeLearning Outcome
Explain how career anchors help form a career identity.
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8
Career Anchor
a network of self-perceived talents,
motives, and values that guide an
individual’s career decisions
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© 2013 Cengage Learning
Career Anchors
Technical/FunctionalCompetence
ManagerialCompetence
Autonomy andIndependence
CreativitySecurity/Stability
Baby Mama
1. What level of emotional intelligence does Carl exhibit? Assess himon self-awareness, empathy, and self-control.
2. What level of emotional intelligence does Angie show? Assess herself-awareness, empathy, and self-control.
3. What level of emotional intelligence does Kate exhibit? Assess heron self-awareness, empathy, and self-control.
© 2013 Cengage Learning
Living Social Escapes
1. At what stage of the career stage model are Maia Josebachvili and Bram Levy? Explain.
2. Describe how Maia Josebachvili chose her occupation as a business owner and trip planner, and determine if her choice fits her personality type.
3. What challenges is Maia Josebachvili likely to face as she manages her career through her thirties?
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