© 2013 Cengage Learning Chapter 17 Managing Your Career 1.Explain occupational and organizational...

© 2013 Cengage Learning

Chapter 17Managing Your Career

1. Explain occupational and organizational choice decisions.

2. Identify foundations for a successful career.

3. Explain the career model.

4. Explain the major tasks facing individuals in the establishment stage of the career model.

5. Identify the issues confronting individuals in the advancement stage of the career model.

6. Describe how individuals can navigate the challenges of the maintenance stage of the career model.

7. Explain how individuals withdraw from the workforce.

8. Explain how career anchors help form a career identity.

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Career vs.Career Management

CAREER - the pattern of work-related experiences

that span the course of a person’s life

CAREER MANAGEMENT - a lifelong process of

learning about self, jobs, and organizations; setting

personal career goals; developing strategies for

achieving the goals, and revising the goals based on

work and life experiences


Why Understand Careers?

• If we know what to look forward to, we can be proactive in planning

• As managers, we need to understand the experiences of our employees and colleagues

• Career management is good business—it makes financial sense


Learning OutcomeLearning Outcome

Explain occupational and organizational choice decisions.


1

Career: Paradigm Shift

New Career Paradigm

Discrete Exchange

Occupational Excellence

Organizational Empowerment

Project Allegiance

Old Career Paradigm

Mutual Loyalty Contract

One-Employer Focus

Top-Down Firm

Corporate Allegiance


The New Career


The New Career


Beyond the Book:Generations

Gen Y Gen X Baby Boomers

Communication Texts, mobile phones, instant messaging

Email, IM, mobile phones

E-mail, mobile phones, face-to-face

Problem solving Brainstorming & internet research

Individual thought and meeting to discuss

Replicate a successful solution from the past

Worries What they’re worried about

Work/life balance

Stability, retirement


The Realistic Person is stable, persistent, materialistic

• mechanic, restaurant server, mechanical, engineer

Personalities and Choices

The Investigative Person is curious, analytical, independent

• physicist, surgeon, economist

The Artistic Person is imaginative, emotional,impulsive

• architect, voice coach, interior designer


Personalities and Choices

The Enterprising Person is ambitious, energetic, adventurous

• real estate agent, human resource manager, lawyer

The Social Person is generous, cooperative, sociable

• counselor, social worker, clergy

The Conventional Person is efficient, practical, obedient

• word processor, accountant, data entry operator


Conflicts During Organizational Entry


The individual’s attemptto attract the organization

Organizational efforts toattract individuals

The individual’s choiceof an organization

Organizational selectionof individuals

42 1

3

SOURCE: Figure in L.W. Porter, E.E. Lawler III, and J. R. Hackman, Behavior in Organizations, New York: McGraw-Hill, Inc. 1975. Page 134. Reproduced with permission of the McGraw-Hill Companies.

Realistic Job Preview (RJP)

both positive and negative information

given to potential employees about the

job they are applying for, thereby giving

them a realistic picture of the job



Identify foundations for a successful career.


2


Become Your Own Career Coach

Stay flexible, team oriented, energized by change, and tolerant of ambiguity

[Emotional Intelligence]

• 40% of new managers fail within the first 18 months on the job because they fail to build good relationships with peers and subordinates.

• Men & women with high EI are seen as particularly gifted and may be promoted more rapidly



Explain the career model.


3

The Career Stage Model


Career Stages


Establishment – the person learns the job and begins to fit into the organization and occupation

Advancement – people focus on increasing their competence

Maintenance – individual tries to maintain productivity while evaluating progress toward career goals

Withdrawal – individual contemplates retirement or possible career changes


Explain the major tasks facing individuals in the establishment stage of the career model.


4

Tasks of the Newcomer

• Negotiate an effective psychological

contract

• Manage the stress of socialization

• Make the transition from organizational

outsider to organizational insider


Psychological Contract

an implicit agreement between an

individual and an organization that

specifies what each is expected to give

and receive in the relationship


Newcomer-Insider Psychological Contracts for Social Support


Beyond the Book:The Stress of Socialization

The three phases of socializing newcomers to an organization each bring their own stresses to the experience:

1. Anticipatory Socialization- primary stressor is ambiguity; important to communicate information clearly and keep promises of performance

2. Encounter Phase- “reality shock” from unrealistic expectations formed in first phase; a measure of reality shock is inevitable

3. Change/Acquisition- stress of adapting and forming new expectations, further possible stress if difficulty in adapting prompts negative feedback



Identify the issues confronting individuals in the advancement stage of the career model.


5


AdvancementA period when many strive for achievement

Two models – career path, career ladder

Career Path and Ladder

Career Path – a sequence of job experiences that an employee moves along during his or her

career

Career Ladder – a structured series of job positions through which an individual progresses in an organization


Career functions provided by a mentor

– Sponsorship– Facilitating exposure

and visibility

– Coaching– Protection


Mentoring

Psychosocial functions provided by a mentor

– Role modeling– Acceptance and confirmation– Counseling– Friendship


Mentoring

Advancement: Mentoring

– Regular contact– Consistency with

corporate culture– Training in managing

the relationship– Accountability– Prestige for mentor

Characteristics of good mentoring

relationships


Initiation - relationship begins

Phases of Mentoring

Cultivation - relationship gains meaning

Separation - protégé asserts independence

Redefinition - relationship has new identity


[Dual-Career Partnerships]

[Dual-Career Partnership] – a relationship in which both people have important career roles

Pressures of such partnerships– Time pressure– Jealousy– Precedence


WORK | HOMECONFLICTS

Flexible Work Schedule – a work schedule that allows employees discretion in order to accommodate personal concerns

Eldercare – assistance in caring for elderly parents and/or other elderly relatives



Describe how individuals can navigate the challenges of the maintenance stage of the career model.


6

Maintenance Stage

Crisis

– Slowed or stalled career growth

– Burnout

Contentment

– Sense of achievement

– No need to strive for continued upward mobility

OR


Responses to Career Plateaus

• Firms respond with– Lateral moves – Project teams – Affirmation



Explain how individuals withdraw from the workforce.


7


Stereotypically undervalued• Less productive• More resistant to change• Less motivated

In reality• Offer continuity in the midst of change• Act as role models• Provide experience• Demonstrate a strong work ethic• Exemplify loyalty

The Older Worker


Retirement Factors

FamilyIssues

Health

CompanyPolicy Income

Opportunity


Explain how career anchors help form a career identity.


8

Career Anchor

a network of self-perceived talents,

motives, and values that guide an

individual’s career decisions



Career Anchors

Technical/FunctionalCompetence

ManagerialCompetence

Autonomy andIndependence

CreativitySecurity/Stability

Baby Mama

1. What level of emotional intelligence does Carl exhibit? Assess himon self-awareness, empathy, and self-control.

2. What level of emotional intelligence does Angie show? Assess herself-awareness, empathy, and self-control.

3. What level of emotional intelligence does Kate exhibit? Assess heron self-awareness, empathy, and self-control.


http://www.thomsonedu.com/resource_uploads/static_resources/0324595840/17821/ch12.html

Living Social Escapes

1. At what stage of the career stage model are Maia Josebachvili and Bram Levy? Explain.

2. Describe how Maia Josebachvili chose her occupation as a business owner and trip planner, and determine if her choice fits her personality type.

3. What challenges is Maia Josebachvili likely to face as she manages her career through her thirties?


http://www.cengage.com/management/webtutor/daft_mgt10e/video/ojt/ch06.html

http://www.cengage.com/management/webtutor/daft_mgt10e/video/ojt/ch06.html

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