Chapter 3Chapter 3

Values—abstract outcome that a person wants to attain, rewards, payoffs, other aspects of a career, interests, personality factors, talents or abilities, lifestyle preferences, and any weakness or short comings.

o Learn values by analyzing life history, identifying the kinds of career decisions made, and examining the reasons behind these decisions

Primary Life Values: Theoretical—discovering knowledge Economic Aesthetic—creating beauty in the world Religious Social—helping others Political—gaining power

A person with strong material and political values is unlikely to be happy in an occupation that pays poorly and provides little opportunity to exercise leadership qualities

Interests—likes and dislikes attached to specific activities or objects which is derived from values, family life, social class, culture and physical environment.

People who choose career fields compatible with their interests tend to be more satisfied than those whose incompatible

Orientations by John Holland: SIX OCCUPATIONAL THEMES

• Realistic—the doers

• Investigative—the thinkers

• Artistic—the creators

• Social—the helpers

• Enterprising—the persuaders

• Conventional—the organizers

Personality influence career choices. Talent component referred to

aptitudes or capacities and currently developed skills and proficiencies which can be appreciated by reviewing accomplishments in school, work and other parts of life.

Cluster of self perceived talents, motives and values, that forms nucleolus of a person’s occupational self-concept.

Career Competence Anchors: Technical/Functional: remain within their

area Managerial: integration of efforts of others,

accountability for total results, tying together of different functions.

Career Competence Anchors: Autonomy/Independence: decide when to

work, on what to work and how hard to work Security/Stability: prefer stable and

predictable work Service/Dedication: some valued outcome,

improving the life of others Pure Challenge: solving unsolvable

problems, seek novelty, variety and challenge

Career Competence Anchors: Lifestyle Integration: harmonious

integration of family and career activities Entrepreneurship: want freedom to build

and operate their own organization in their own way

An accurate picture of work and non work aspirations produce an awareness of a desired life-style

Individual assessment instruments Strong interest Inventory (SII) Vocational Preference Inventory (VPI) Self Directed Search (SDS)These instruments attempt to measure

pattern of interest and link to specific occupation that are satisfying to individuals with same interest pattern

Individual assessment instruments General Aptitude Test Battery (GATB) Myers-Briggs Type Indicator (MBTI) Sixteen Personality Questionnaire (16 PF) Fundamental Interpersonal Relations

Orientation-Behaviour (FIRO-B) Lifestyles Inventory Rokeach Value Survey

It benefits both for individual employee and for the company

Techniques: Career planning Workshops: participants

formulate, share and discuss with each other personal factors as strengths, weaknesses, values and other personal information

Techniques: Career Workbooks: individual, self-directed

fashion rather than on a participative interactive basis.

Assessment Centers: assess employee career potential. Gain feedback on personality styles, profeiciencies and weaknesses

Occupations: Task activities Ability/training requirements Financial rewards Security Social relationships Physical setting Life-style considerations

Time commitment to work Work stress

Jobs: Task variety Task significance Ability/training requirements Financial reward Security Social relationships Physical setting Lifestyle considerations

Time commitment to work Work stress

Organizations: Industry outlook Financial health of organization Business strategies Career path flexibility Career management practices/policies Size and structure Reward system

Families: Spouse’s career aspirations Spouse’s emotional needs Children’s emotional needs Other family members need Family’s financial need Family’s desired life-style Self and spouse career stage

Industry Outlook Financial health, social, intrinsic rewards Business strategy Size w.r.t. mobility opportunities Org support through training, appraisal, job

posting & seminars Availability of flexible career paths Cultural outlook

Two Categories External—gathering information on

specific occupations, jobs, organizations and industries

Internal—gathering of career related information within one’s own firm; include job posting programs career ladders/career path planning, career resource centers, in-house seminars and workshops

Key Sources of Information: Industry profiles Annual report Family, Friend and former co-workers Reference materials about jobs and

occupations Outplacement and career counseling firms Dictionary of occupational titles Internet

Incomplete exploration Accept status quo Don’t Understand consequences Little importance to work role Low self-esteem need Premature halt to gain sense of security

Coerced exploration Pressure from a superior, relative or friend Personal commitment

Random and Diffused exploration Unfocused and does not build on results of

prior activities Ineffective Forms of exploration

Speak to family member, attend a career day seminar, seek part time employment, contact professional organization or peruse activities in combination

Defensive Self-exploration Need to obtain information from an activity

and process it accurately and constructively

Exclusion of Non-work Consideration Time and emotion spent at work can affect

quality of one’s family or personal life.

• Occupations are chosen, jobs are sought and promotions are mostly accepted without consideration of consequences.

• Work, family, community, leisure and religion all need to be examined and incorporated into career planning programs