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Chapter Managing Careers

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Introduction

Traditionally, careerdevelopment referred toprograms offered byorganizations to helpemployees advance withinthe organization.

Today, each individual musttake responsibility for his orher career.

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Introduction

Organizations now focus onmatching the career needs ofemployees with the requirements ofthe organization .While many organizations still investin their employees, they dont offercareer security and they cant meetthe needs of everyone in a diverseworkforce.

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What is a Career?

DefinitionPattern of work-related experiences thatspan the course of a persons life.

Reflects any work, paid or unpaid.Broad definition helpful in todays workenvironment where employees andorganizations have diverse needs.

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What is a Career?

Individual versus OrganizationalPerspective

Organizational career planning

Developing career ladders, trackingcareers, providing opportunities fordevelopment.Individual career development Helping employees identify their goalsand steps to achieve them.

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What is a Career?

Career Development versus EmployeeDevelopment

Career development looks at the long-termcareer effectiveness and success oforganizational personnel.Employee training and development focuses on

performance in the immediate or intermediatetime frames. ?

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What is a Career?

Value for the Organization1. Ensures needed talent will be available.2. Improves the organization's ability to attract

and retain talented employees.3. Ensures that minorities and women get

opportunities for growth and development.4. Reduces employee frustration.

5. Enhances cultural diversity.6. Promotes organizational goodwill.

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What is a Career?

Value for the IndividualIndividuals external career successis measured by criteria such as:

progression up the hierarchy, type ofoccupation, long-term commitment, andincome.

Internal career success is measuredby the meaningfulness of ones workand achievement of personal lifegoals.

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What is a Career?

Mentoring and Coaching Effective coaches give guidance throughdirection, advice, criticism, and suggestion in an

attempt to aid the employees growth. Mentors are typically senior-level employeeswho:

support younger employees by vouching for themanswering for them in the highest circles introducing them to othersadvising and guiding them through the corporate system

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What is a Career?

Mentoring and Coaching Disadvantages include:

tendencies to perpetuate current styles and practices

reliance on the coachs ability to be a good teacher Considerations for organizations:

coaching between employees who do not have areporting relationship

ways to effectively implement cross-gender mentoring

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Traditional Career Stages

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Traditional Career Stages

ExplorationIncludes school and early workexperiences, such as internships.Involves:

trying out different fieldsdiscovering likes and dislikes forming attitudes toward work andsocial relationship patterns

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Traditional Career Stages

EstablishmentIncludes:

search for workgetting first job getting evidence of success or failure

Takes time and energy to find a nicheand to make your mark.

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Traditional Career Stages

Mid-CareerChallenged to remainproductive at work.Employee may:

continue to grow plateau (stay competent but not

ambitious)deteriorate

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Traditional Career Stages

Late career Successful elder states persons canenjoy being respected for their judgment.

Good resource for teaching others.Those who have declined may experience

job insecurity.Plateauing is expected; life off the jobincreases in importance.

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Traditional Career Stages

Decline (Late Stage) May be most difficult for thosewho were most successful atearlier stages.Todays longer life spans andlegal protections for olderworkers open the possibility forcontinued work contributions,either paid or volunteer.

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Career Choices and Preferences

Good career choice outcomes providepositive self-concept and opportunity to dowork we think is important.

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Enhancing Your Career

The individual holds primary responsibility forhis/her career. Suggestions on how to do thatare: