Model of Career Management

Chapter 2

Objectives Experiences Subjective Experiences

Outstanding Performance in High School Mathematics and Science (Age 14-17)

Perceives Aptitude and Interest in technical subjects

Graduates from Engineering College and accepts Job as Mechanical Engineer (Age 22)

Enjoys Challenge of solving Technical Problems

Receives several Promotions to supervisory positions (Age 22-28)

Bored; Needs more stimulation and control over time

Returns to university for PhD to Supervisory Positions (Age 28)

Enjoys Academic Studies; Performs well.

Receives PhD and accepts position in R&D function in Pharmaceutical Company. (Age 32)

Enjoys Work; Looks forward to Exciting Future

Gets Fired in Economy Move (Age 35) Wants more security and Professional Growth; Becomes interested in University TeachingAccepts position as Assistant Professor

( Age 35) Turned on to theoretical ResearchObtains Government Grant (Age 36) Sees more opportunity for research

support.Moves to another university (Age 39)Feels it was the correct move.

Tenured and Promoted to Associate professor (Age 41) Feels need to “Make His Mark”;

Has something to say.Completes first book (Age 44)

Promoted to Professor (Age 45)Gets bored with theory; Wants his work to have practical effect

Becomes Active Consultant. (Age 48)

Accepts position of Department Chair (Age 52)

Finds that administrative duties cut into Time for “First Love”.

Returns to Full time Teaching (Age 60)

Completes Second Book (Age 64)

Retires From University (Age 70)

Career Exploration

Career ExplorationA

Awareness of Self and Environment

B

Types of Career ExplorationSelf Exploration Environmental Exploration

• Interests •Talents

StrengthsWeakness

• Work Values Job ChallengeJob AutonomySecurityWork / Life BalanceMoneyWorking ConditionsHelping OthersPower or Influence

• Types of Occupations• Types of Industries• Necessary Job Skills• Job Alternatives• Company Alternatives• Impact of Family on career decisions•

Effect of Career Exploration on Career Management

AwarenessB

Goal SettingC

Career Strategy Development

C

Career Goal

Goal SettingC

Career Strategy Development

D

Career Strategy

Career Strategy Development

D

Career Strategy Implementation

E

Progress Towards Goal

F

Career Strategy

Several research studies suggest seven broad types of career strategies:

• Competence in the present job • Extended work Involvement (Working long & Hard)• Development of skills (Through training and job

experiences)• Opportunity development (Through self nomination, visible

assignment and networking)• Development of supportive relationship(Mentors,

sponsors, peers)• Image Building ( To convey an appearance of success )

Career Appraisal Process

Strategy Implementation

E

Progress Towards

GoalF

Career Appraisal

H

Career Exploration

A

Feedback from work /Non

WorkG

Career Management as an ongoing Process

• Because work is such a central part of life, a satisfying career can promote feeling of fulfillment and vise versa.

• Changing environments demand ongoing career management.

• People change as well, goals were so important during one time of life may required re-examination in later stages.

• New talents and values can emerge with age, maturity and experience.

• Changing family situations can provide constraints and opportunities to careers.

Indicators of effective career management

Following are four Indicators:• It requires a deep knowledge of oneself and an accurate picture

of the environment, because it enables a person to take an active role in making a appropriate decision.

• It require the development of realistic goals that are compatible with one values, interests, abilities and desire life style. They should be a fit between goal and accomplishment with personal needs and values.

• It require the development and implementation of an appropriate career strategy.

• It is another attempt to accomplish the goal according to plan.• It requires a continual feedback process that permits adaptation

in the face of changing circumstances.