1. Human Resource Management Lecture 13 MGT 350

2. Last Lecture Career Defined The sequence of positions held by a person during his or her lifetime. Career Responsibility Individual versus Organizational Perspective Career Development versus Employee training Value for the Organization Value for the Individual (External vs Internal) Mentoring and Coaching disadvantages –

3. Topic Managing Careers

4. Career Choices and Preferences Good career choice outcomes provide positive self-concept and opportunity to do work we think is important.

5. Career Choices and Preferences Holland Vocational Preferences Three major components: 1.People have varying occupational preferences 2.If you think your work is important, you will be a more productive employee 3.You will have more in common with people who have similar interest patterns

6. Career Choices and Preferences Holland Vocational Preferences Model identifies six vocational themes –Realistic –Investigative –Artistic –Social –Enterprising –Conventional

8. Career Choices and Preferences Holland Vocational Preferences –Preferences can be matched to work environments; for example, social- enterprising-conventional preference structure matches career ladder in large bureaucracy.

9. Career Choices and Preferences The Schein Anchors Personal value clusters determine what is important to individuals. –technical-functional competence –managerial competence –security-stability –creativity –autonomy-independence Success of person-job match determines individual’s fit with the job.

10. Career Choices and Preferences Jung and the Myers-Briggs Typologies Four personality dimensions: –Extraversion-Introversion –Sensing-Intuitive –Thinking-Feeling –Judging-Perceiving

11. MBTI Dimensions

12. Career Choices and Preferences Jung and the Myers-Briggs Typologies Assessed by the Myers-Briggs Type Indicator (MBTI) and identify 16 different personality types. Job characteristics can be matched to individual preferences.

14. Enhancing Your Career The individual holds primary responsibility for his/her career. Suggestions on how to do that are:

15. Summary Good career choice outcomes. Holland Vocational Preferences Three major components –People have varying occupational preferences –If you think your work is important, you will be a more productive employee –You will have more in common with people who have similar interest patterns. Model identifies six vocational themes –Realistic –Investigative –Artistic –Social –Enterprising –Conventional

16. Summary The Schein Anchors Personal value clusters determine what is important to individuals. –technical-functional competence –managerial competence –security-stability –creativity –autonomy-independence Jung and the Myers-Briggs Typologies Four personality dimensions: –Extraversion-Introversion –Sensing-Intuitive –Thinking-Feeling –Judging-Perceiving