Authors Model of Career Development

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Authors Model of Career Development
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Types of Career Exploration
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Illustrative Information Relevant to
Environmental Exploration
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Career Appraisal Process
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Major Career Strategies
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Major Career Strategies (contd)
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Selected Items for the Seven Sources of Career
Indecision
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the important lesson to be learnedon career
indecision is that the selection of a career goal
is not positive or negative per se but is
dependent on the circumstances. Being undecided
about ones career because of a lack of
sufficient information (i.e., developmentally
undecided) is appropriate. By contrast, being
career decided but ignoring ones true interests
and talents could prove to be a source of
dissatisfaction for the individual
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Hypervigilant employees tend to make career
decisions in a reactive mode without adequate
time for reflection, preparation, and thinking
through their options and alternatives. Often,
this results in a decision that is not compatible
with the employees values, talents, and
interests, thereby setting up a cycle of
dissatisfaction or failure. For such
individuals, getting away from everyday pressures
and concerns to have proper time to reflect is
critical.
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Hall and Associates The Career is Dead Long
Live the Career A Relational Approach to
Career Development
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The term protean is taken from the name of the
Greek god Proteus, who could change shape at
will, from wild boar to fire to tree and so on.
Here is a definition
The protean career is a process which the person,
not the organization, is managing. It consists
of all the persons varied experiences in
education, training, work in several
organizations, changes in occupational field,
etc. The protean career is not what happens to
the person in any one organization.
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Protean (contd)
The protean persons own personal career choices
and search for self-fulfillment are the unifying
or integrative elements in his or her life. The
criterion of success is internal (psychological
success), not external. In short, the protean
career is shaped more by the individual than by
the organization and may be redirected from time
to time to meet the needs of the person Hall,
1976, p. 201.
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The psychological contract between the employee
and the organization has shrunk to what Jack
Welch, CEO of General Electric, has called a
one-day contract, in which all that counts is the
current value that each party contributes to the
relationship.
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in the past we tended to look more at the
external career, the actual jobs or positions
that a person holds over the course of the
career, what seems to be more important now is
the internal career, the persons perceptions and
self-constructions of career phenomena.
Hall , et. al., 1996
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the subjective career as it is played out in
relation to todays work environment--work
challenges, relationships, and a multitude of
experiences. Although many organizational
resources are vanishing, the primary resources
for career development--work challenges and
relationships with other people--have never been
so plentiful.
Hall, et. al., 1996
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the new worker who will succeed in the
reinvented organization is one who is flexible
and team oriented (Peters, 1990), a continuous
learner who can share knowledge and learn from
others, and a systems thinker who can anticipate
consequences and is empowered to accept ownership
of problems and work to solve them.
Fletcher, 1996
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A Relational Approach to Career Development
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Career Development Options
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Peggy Simonsen Promoting a (Career) Development
Culture in Organizations High Success in Tech,
Knowledge Companies
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Elements of a Comprehensive Career Management
System
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Cascading Goals
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Population and Organizational Hierarchy-- the
Mismatch
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The Changing Shape of Organizations
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Linking Performance Management and Career
Development
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Competency-Based Pay
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Models for Individual Career Development
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Improving Business Results Through People