Chapter 11 Career and Career Management
Objectives 1.Identify the reasons why companies should help employees manage their careers. 2.Discuss why and how the concept of a career has changed. 3.Explain the development tasks and activities in the career development process. 4.Design a career management system. 5.Effectively perform the manager’s role in career management.
Definitions Career –Pattern of work related experiences that span the course of a person’s life Career management is a process by which ： –Employees become aware of their interests, values and skills –They obtain information about job opportunities –They identify career goals –They establish action plans to achieve career goals
Environmental Pressures Influencing Careers Competition – mergers, acquisitions, downsizing, spin-offs Internationalization Technological advances Changing nature of managerial work More culturally diverse workforce Management of work and family lives (dual career families, high divorce rate, where and when work is performed)
Personal Perspective High expectations about work Autonomy Weakening of gender-role boundaries Concern for total life style (desire for bounded involvement with work) Diversity of career orientations
Company Perspective Selection of employees (motivation and “fit”) Development and utilization of human resources Management of career plateau Management of diversity Family responsiveness
Comparison Between Old and New Psychological Contract Career Goal –Promotions vs Psychological Success Security –Commitment vs Employability Mobility –Vertical vs Lateral Career Management Responsibility –Company vs Employee
Comparison Between Old and New Psychological Contract (con’t) Career Pattern –Linear vs Spiral / Transitory Expertise –Know-how vs Learn-how Development –Formal training vs Relationships and Job experiences
Thoughts about Careers and Career Success… Careers are not always within one occupation or organization Paternalistic employers are becoming extinct Career interest are not stable Due to business conditions and changes in organization design, it will be difficult to be successful if your goal is promotion
Thoughts about Careers and Career Success…(con’t) Employee need to invest in their own growth and development (employability, avoid obsolescence) Employees need to identify the “value” they bring to the company, their area of expertise Employees need to know who (besides the current employer) might be interested in their services Adaptability is important
Career Management Models Life-Cycle Model –ees move through distinct career stages –face distinct developmental tasks based on stages Organizational-Based Models –careers progress through stages –development involves learning to perform certain activities
Career Management Models (con’t) Direction Pattern Model –ees make decisions about how quickly they want to progress through career stages –example ： some employees plan on staying in a job or occupation their entire lives (linear view)
Career Stages Exploration Establishment Maintenance Disengagement
Career Management Systems include ： Self-Assessment Reality Check Goal Setting Action Planning
Role of Employee, Manager, & Company in Career Management Employee’s Role –Take the initiative –Get feedback from managers and peers –Identify stage of career development and needs –Exposure to range of learning opportunities –Network inside and outside the company Manager’s Role –coach
Role in Career Planning (con’t) Manager’s Role (con’t) –Appraiser –Adviser –Referral Agent Company’s Role –Provide resources (career workshops, centers, databases, counseling, paths) –Create a culture for career development –Encourage development planning
Characteristics of Success ful Career Initiatives Manager understands employee’s goals and interests Manager and employee’s agree on next development steps Employee understands how manager sees his or her performance, development needs, and options Manager and employee agree on how needs can be met on the current job Manager identifies resources to help employee