CAREER DEVELOPMENT

LEARNING OBJECTIVES
Define the term career, and explain the
roles involved in career development
Describe how models of life and career
development enhance our
understanding of careers
Explain the effect of new employment
has had on career management

.objectives
Explain what is involved in career
management and describe several
models of career management
Describe five career management
practices
Describe four issues that affect career
management
Understand what is involved in
designing a career management
program.

THE NEW EMPLOYMENT

RELATIONSHIP

THE PATERNAL APPROACH. Traditionally, many

employees believed that if they joined an

organization, became competent, worked
hard and stayed out of trouble, they would
have a job for as long as they would want it.
Employers offer job security and stability in
exchange for loyalty.
PERMANENT WHITE WATER (Vaill 1996)
characterize this unstable environment
where organizations have responded to the
turbulence
with
downsizing,
shrinking
hierarchies, reorganization, cost cutting,
outsourcing,
mergers
and
acquisitions,
technological
innovations
and
more
performance-oriented HRM programs.

Bullitin Board
We cant promise you how long well be in business
We cant promise you that we wont be acquired.
We cant promise that therell
be room for
promotion
We cant promise that your job well exist when you
reach retirement age.
We cant promise that the money will be available
for your pension
We cant expect your undying loyalty, and we arent
even sure we want it.

What is a Career?
The property of an occupation or
organization describes the occupation itself (e.g. sales

or accounting), or an employees tenure within an organization

(e.g., my college career)
Advancement - career denotes ones progression and
increasing success within the occupation or organization
Status of a profession - the term is used to separate
the professions such as law or engineering, from other
occupations, such as plumbing, carpentry or general office
work. The lawyer is said to have a career, while the carpenter
does not.
Involvement in ones work. Sometimes career is
used in a negative sense to describe being extremely involved
in the task or job one is doing as in Dont make a career out
of it.
Stability of a persons work pattern A
sequence of related jobs is said to describe a career, while a
sequence of unrelated jobs does not.

What is Career
Development?
Career Development an ongoing process by

which individuals progress through a series of stages, each

of which is characterized by a relatively unique set of
issues, themes, and tasks subsumed in: Career planning
and Career Management

Career planning

- a deliberate process of (1)

becoming aware of self, opportunities, constraints, choices,
and consequences, (2) identifying career-related goals, and
(3) programming work, education, and related
developmental experiences to provide the direction,
timing, and sequence of steps to attain a specific career
goal.

Career Management an ongoing process of

preparing, implementing, and monitoring career plans

undertaken by the individual alone or in concert with the
organizations career systems.

STAGES OF LIFE AND CAREER

DEVELOPMENT
One way to characterize persons life or career is by
identifying common experiences, challenges, or tasks
most people seem to go through s their life or career
progresses.
For example, Psychologists like Frued have long
argued that aspects of human nature such as
personality, intelligence and morality all develop in a
predictable, common sequence closely tied to persons
age.
Erickson and Levinson suggest that life follows a series
of common stages
Schien and Super also suggests that career s also
develop in stages.

STAGES OF HUMAN
DEVELOPMENT
Stage Views of Adult Development by ERICKSON
Basic trust vs mistrust
Infancy
Autonomy vs shame & doubt
1-3
Initiative vs guilt
4-5
Industry vs inferiority
6-11
Identity vs role confusion
Puberty &
Adolescense
Intimacy vs isolation
Young adulthood
Generativity and stagnition Middle adulthood
Ego integrity vs despair
Maturity

Stages of Life and

Development
Levinson Eras Approach there is underlying
order to adult life called the life cycle or eras are like
seasons of the year in the ff ways: they are qualitatively
different; change occurs within each season; there is a
traditional period between each season that is part of both
seasons; no season is superior or inferior to another
season; each season contributes something unique to life;
there are 4 seasons or eras in a persons life:

1.
2.
3.
4.

Pre Adulthood
Early Adulthood
Middle Adulthood
Late Adulthood

Levinsons eras Model of

Adult Development
Infancy

Pre
Adulthoo
d

Early
Adult
hood

Middle
Late
Adulthoo adultho
d
od
65 up

65

Late adult
transition

60

Culminati
on of
middle
adulthood

55

Age 50
transition

50

Entering

Late
adulthoo
d

GreenHaus Five-Stage Model of

Career Development THE
TRADITIONAL MODEL

I.
2.
Occupational Organizatio
Choice:
nal Entry
Preparation
for work

3.
Early
Career :
Establish
ment and
Achievem
ent

4.
Mid
career

5.
Late
Career

0-18 yrs old

18-25 yrs
old

25-40 yrs
old

40-55 yrs
old

55 retirement

Develop
occupational
self image,

Obtain job
offers from
desired org;

Learn job,
learn org
rules and
norms;

Remain
productive
in work;

assess
alternative
occulpation,

select
appropriate
job based on
accurate
info

Reapprais
e early
career &
early
adulthood;

pursue

fit into
chosen
occupation
& org

reaffirm or
modify
THE

maintain
self esteem;
prepare for
effective

CONTEMPORARY VIEWS OF

CAREER DEVELOPMENT
PROTEAN CAREER (named after the Greek
god Proteus, who could change his shape at will) is
based on the notion that individual drive their
careers, not organization, and that individuals
reinvent their careers over time as needed.

MULTIPLE CAREER CONCEPT MODELsuggests that there are 4 different patterns of

career experiences each one differs in terns of the
direction and frequency of movements within and
across different kinds of work overtime; 1) linear
2) expert 3)spiral 4) transitory

 Linear

..continuation

a progression of movement up an organizational

hierarchy to positions of greater responsibility and
authority; motivated by desires for power and
achievement; variable time line; the traditional view of a
career in the US
Expert a devotion to an occupation; focus on building
knowledge and skill in the specialty; little upward
movement in a traditional hierarchy; more from apprentice
to master; motivated by desire for competence and
stability; rooted in the medieval guild structure
Spiral - a life long progression of periodic (7 to 10 years)
moves across related occupations, disciplines, or
specialties, sufficient time to achieve a high level of
competence in a given area before moving on; motives
include creativity and personal growth
Transitory - a progression of frequent (3 to 5 years)
moves across different or unrelated jobs or fields;
untraditional; motives include variety and independence.

THE PROCESS OF CAREER

MANAGEMENT
(An individual- oriented management
model) Support from
Information , Opportunities,
Need to make decision

Career
Awareness of
Goal
Exploration
1
self & environ

Setting 3

Career Appraisal 8 Feedback: Work/non work 7

Progress 6
toward goal

Strategy
5
implementation

Strategy 4
development

Educational, Family, Work, and Societal Institutions

ORGANIZATIONAL -ORIENTED
CAREER MANAGEMENT MODELS
1. THE PLURASTIC APPROACH

by Brousseau
et al, believes that there are at least 4 career concepts
that represent patterns employees careers can take
( linear, expert, spiral, transitory)
An org careers culture is defined by org structure,
valued performance factors, and the rewards it offers
employees.
Operationally, this approach offers 3 methods : (1)
counseling, (2) individual career dev program
contracts, (3) a cafeteria-approach that includes the
variety of career tract options, training opportunities,
performance evaluation schemes, and reward system
This career management approach aligns the
organization and the individual careers.