MAPPING CAREER ANCHORS IN A LARGE

ENGINEERING COMPANY:

A STUDY

PRESENTED BY:

SALONI BADAPANDA (14DM051)

GEETI GOURAV PATI (14DM022)

CAREER ANCHOR - AN INTRO :

DEFINED AS A ELEMENT IN A PERSON’S SELF CONCEPT , WHICH HE/SHE WOULD

NOT GIVE UP IN THE DIFFICULTIES .

GUIDES PEOPLE CAREER DECISION AND CLARIFY SOME OF THE INDIVIDUAL

APPROACH TO CAREERS .

CONSISTS OF SELF PERCEIVED TALENTS, ABILITIES OF BASIC VALUES ,EVOLVED

SENSE OF MOTIVES AND NEED AS THEY PERTAIN TO CAREER .

DEVELOPMENT OF CAREER ANCHOR

Basically it identify 8- career anchor guide to guide an employee's career decision.

I. Security/stability : deals with job security and long term attachment with one organization .

II. Autonomy : Here an individual seek work situation in which they maximally free of organization constraints .

III. Managerial competence : They wish to supervise and lead others to seek promotion to general manager ,as a

vehicle to achieve success .

IV. Creativity and Entrepreneurship : Individual are creative, creat new business /product through financial

manipulation .

V. Sense of service : Dedicated and concentrated towards service and make the world better place to work on.

VI. Pure challenge : Anchor solves the unsolved problem and wins against extreme capable opponents .

VII. Technical Competence :Employees focus primarily on the inside technical content of the work and the

functional area represented by the work.

VIII. Life style : Those individuals having high score generally desire to develop a better life style which includes

family and career .

METHODOLOGY : A QUESTIONNAIRE OF 40 STATEMENT ALONG WITH DEMOGRAPHIC VARIABLE WAS PREPARED AND THE

SURVEY WAS OPENED FOR 45 DAYS .

IT WAS CIRCULATED IN ALL EXECUTIVES IN THE COMPANIES FROM ITS HEAD QUARTERS .

RESPONSE :

FINDINGS IN THE NUTSHELL

CHALLENGERS : SHOWS THE MAJORITY LIKE CHALLENGES AND WORK . SITUATION

PROVIDE THEM OPPORTUNITY WHERE THEY ABLE TO REALIZE CHALLENGES AS THEIR

DOMINANT CAREER .THIS MAKES THEM MORE SUCCESS ORIENTED .

SERVICE ORIENTATION :LARGE NO. OF RESPONDENT ARE ORIENTED TOWARDS

CENTRAL VALUE OF SERVICE AND GET EMBODY ON THEIR WORK .

TECHNICAL COMPETENCE : FOUNDED LARGE NO. OF COMPETENT ,BUILT

IDENTITY AROUND THE CONTENTS OF THEIR WORK AND KEEPING ON SUCCEEDING . IF THEY

ARE TRANSFERRED TO OTHER DEPARTMENT THEY FEEL LESS SATISFIED AND PULL BACK THEIR

AREA OF COMPETANCE .

LIFESTYLE : ANCHOERED PEOPLE SHOWS MORE FOR AN ORGANISED ATTITUDE THAN A

SPECIFIC PROGRAMME IN LIFESTYLE ,WHICH SHOWS RESPECT FOR BOTH PERSONAL LIFE AND

FAMILY CONCERNS .

FUNCTIONAL ANALYSIS

o THE INDIVISUALS SEEKWORK SITUATIONS IN WHICH THEY ARE COMFERTABLE

IN MAKING INDEPENDENT PLAN AND IMPLEMENT THEIR PROG., PROJECTS .

o DOCTORATES AND M.TECH EXECUTIVES EMERED AS PRIMARY AND

SECONDARY ORIENTATION .

o FEMALE RESPONDENT SHOWS TO DEVOLPOPE A COMPOSITE LIFE STYLE WHICH

INTEGRATES CAREERS AND FAMILY CONCERN . BASICALLY THEY LOOK

ORGANISATION ATTITUDE WHICH SHOWS RESPCT FOR BOTH PERSONAL LIFE

AND FAMILY .

MANEGERIAL IMPLICATION

FINDING HAVE IMPORTANT IMPLICATION FOR SELECTION ,PLACEMENT ,

CARRER DEVOLOPMENT AND RETAINTION OF EMPLOYES.

FOR THE EMPLOYES :

AN EMPLOYE SHOULD DISCUSS HIS/HER VALUES , CAREER

ORIENTATION WITH THEIR BOSSES ,SO THAT MEANING FULL CARRER GOAL CAN

BE ESTABLISED ,WHICH PLACED BOSSES AS CARRER DEVOLOPER AND ACT MORE

AS A MENTOR .

RESEARCH SHOWS THAT EMPOLYES WHO ARE ORIENTED , ARE COMPATABLE

WITH JOBS ,COMMITED TO ORGANISATION AND LOWER INTENTION TO LEAVE

THE ORGANISATION .

CONCLUSION :

THIS STUDY SHOWS A RICH DIVERSITY OF CAREER ORIENTATION HELD BY ENGEERING

ENTERPRISES ,WHICH SPREAD ALL ACROSS THE COMPANY .

IT ALSO SUGGEST HUMAN RESOURCE PLANNING SHOULD INVOLVES IN BOTH

ORGANISATIONAL AND INDIVISUAL INTREST .

IT GIVES IDEAS ABOUT RESTRUCTRING JOBS TO RESPOND EMPLOYEE NEEDS .

ADDIONALLY FEEDBACK ALSO HELPS TO GAIN A CLEAR AND STABLE SELF CONCEPT .