Career Development Is A Continuous Process Career Education Essay

occupational theme Development Is A Continuous Process C beer Education EssayTwenty or so years ago in the old world of cogitation there was emphasis on the adjacent making a calling choice for a long- marge locomote concern with scarcely one c argoner theme hierarchical progression (climbing the charge political campaign) having a career and parentage for life loyalty to one company and employer benefits and a tribute in recognition of loyalty.The 21st century world of make for is very different. With rapid developments in technology and globalisation of the economy and job markets, there is an increase in competition. The global economy is focused on info generation and delivery of services. There is constant come out of the closetsourcing of practise, downsizing of companies and customising of jobs. More passel are in temporary and part- age employment and increasing upshots of people are self- use. In most occupations there is a trend towards change, unpredictab ility, spontaneity, innovation and creativity and a demand for people with social and intra face-to-face skills.Many careers today fanny thus be described in terms of the following uncertainty, unpredictability, insecurity, reduced deallihood of promotion, act as intensification, increased comparablelihood of mobility out of ones initial occupation, non-standard contracts, part-time bring and self-employment In this context one deprivations to think of oneself as a portfolio of skills (4-8 career changes exit probably be made in your lifetime).There is a constant need to invest in maintaining employability, engaging in life-long lift uping and enhancing ones personal growth. Increasingly, individuals also beat to manage their own benefits such as pension schemes and medical aids.To be success in career development, we slang to continue to have high adaptation. We should be flexible, adaptable and willing to gain knowledge and learn upstart skills. Be slopes, as a key of success, we must be prepared for lifelong learning the ability to access information and develop knowledge and conjure new skills on an ongoing basis. It is essential that you are constantly on the lookout for possibilities to develop yourself and your skills. There is a trend toward multi-skilling the acquisition of a number of different skills quite an than just focusing on the skills in which you were originally trained.Continuous learning process is essential in career development. In career development, building up a valuable net acetify of contacts so that we are able to increase our net process coverage in the future. Besides, we have to be prepared to perform tasks that may not be just what you want to be doing, but which could pave the way for future development (develop transferable skills). On the other(a) hand, dont expect to stick to the same job for your entire life. It is advisable to move more(prenominal) or slight while you back tooth. Gain fresh experienc es. In fact, find yourself a mentor-someone whom you can rely on to give you feedback, encourage you and help you to find opportunities to develop in your career. The last but not the least, learn to work effectively in a team.Right from your first year make a start on your career development. Career development is not round planning exactly what you will do for your career from the time you start studying to the day you leave its about exploiting every opportunity that you come across to acquire new skills which will enhance your employability.The career development process is aimed at achieving self-knowledge and learning how you can rifle as marketable as possible in the flowing world of work. In order to be able to develop your career and make effective career decisions you need to engage in self-reflection and self-assessment from time to time in order to ascertain your current position and progress. If you know yourself and have insight into who you are, you will be better able to know where you could be going. This knowledge will equip you to plan and develop your career path effectively.It is important that you ensure that you have the necessary skills and attributes which are needed in the current job market, especially in the light of the constant changes and developments in the various field of honors of work. Rapid change in the use of technology itself make outs a need for uninterrupted updating of ones skills. Your academic qualification alone these days will not guarantee you a job.These are any relevant skills that you have developed in one context that can be transferred to another. The skill of organising, for example, is one such transferable skill that employers look for. Perhaps you gained this skill through organizing a camping for underprivileged children, which gnarly arranging a venue, transport, a caterer and a programme of events. Although you might not do exactly the same in another work context, the skill of organizing some thing is one you could transfer.General skills such as public speaking, time management, problem-solving and taking the initiative can be built up during your studies. Speak out in tutorials, hand in assignments on time, go beyond what the lecturers require of you by learning to give birth the initiative and to solve problems.By participating in activities outside of the lecture room, you will not only develop transferable skills but also learn more about yourself. It is important to get involved as early as possible. Look for organisations such as clubs, societies, teams, church groups, Peer Helping etc. which will give you the opportunity to make a meaty contribution and learn and practise skills such as communication, leaders and teamwork.By taking on many different roles, you will learn about yourself. You will get to know what you are you good at and what you enjoy. Consider what excites you and what makes you enthusiastic. Make a note of these activities as they may be the v ery things around which you should build your career.To sum up, the dynamic business environment in this society creates the demand for the employees to continue to learn. Career development is a continuous process to enable employees to excel and sustain themselves in when the business undergoes digitalization, globalisation and differentiation.2. Compare Hollands approach to career development with Roes. Summarize the similarities and differences.(25 marks)Osipow (1983) classified John Hollands work under the trait approach to career development and Isaacson (1985) classified it under the constitution-based theories of career development. Career choice and career adjustment represents an extension of a persons personality. Holland proposed quaternity running(a) assumptions. Hollands assumption on the nature of the personality guinea pigs includes people develop relatively permanent sets of behaviors or personalities that they seek to express through occupational choices. Besid es, Holland assumed that people project their views of themselves and of the work world onto occupational titles. Assessment of these projections serves to identify information about the occupational areas that might be most upstanding for an individual, as well as to illuminate relevant aspects of the individuals personality.Hollands topology based on the several principle theories, first vocational choice is an carriage of personality. Vocational choice is not only a reflection of specific aspects ofpersonality. This type of choice expresses who the person is as a whole. For example, it is important to consider their history, their learning of reality and their social context. Second principle is the interest inventories are inventories of personality. Vocational preferences are expressions of personality. Individuals chose an occupation based on their knowledge, theirpersonality and their aptitudes. Therefore, vocational choice is greater than simply using certain abilities wi thin a specific context. It is also a lifestyle, a way of being. Vocational choice is the actualisation of personality as a whole. The next principle is Vocational stereotypes. A number of stereotypes are attached to various professions. Perception of professions differs according to age, experience and social status. Most psychometric assessments do not take into consideration these different perceptions. Individuals could be influenced to stop their vocational choice based on stereotypes that are more or less(prenominal)(prenominal) valid. It is important for a vocational choice to be made based on a realistic perception of various professions. There are a few more principle includes Members of a same profession share personality types and individual stories that are similar, similarities found in a vocational group play a role in the creation of a specific work environment and vocational satisfaction, its stability and its development are removely attributed to the storey of co ngruence mingled with the individuals personality and the workplace environmentHowever, there are two major(ip) tenets in Ann Roes Theory. First, Freuds psychodynamic preposition that focuses on childhood experience, where what happens in the past affects the present. Second, The Maslows need theory focus on the influences of need to occupational choice, where people look for certain jobs that will help them to fulfil their certain needs. The incorporation of theory in predicting ones occupation will be explained by using Roes Circular Model.In term of findings, Holland found that there are six basic types of work environments in U.S. society RIASEC. There are six corresponding modal personal orientations the way the person typically responds to environmental demands RIASEC. People achieve the most work satisfaction when their work environment matches their modal personal orientation.R / REALISTICRealistic people are doers. They are main(a), stable, persistent, genuine, practical and thrifty. They prefer to deal with things rather than ideas or people. They are no-nonsense, matter-of-fact, down to earth individuals. They excel at tasks that are tactile, motoric, physical, athletic or mechanical. They value things that are natural, concrete and tangible. They like the outdoors, tools, machines, animals and working with their hands. (Farmer, Carpenter, Naturalist, Athlete, natural law Officer, Military Personnel, Forester, Landscaper, Mechanic, Sculptor, Veterinarian, Chef, Surgeon, Plumber, Electrician, Pilot, Fire Fighter, Repairer, Animal Breeder, Animal Trainer, Steelworker, Miner)I / INVESTIGATIVEInvestigative people are thinkers. They are intellectual, introspective, introverted and inquisitive. They are curious, methodical, rational, analytical and precise. They excel at tasks that are scholarly, abstract, scientific, medical or proficient. They enjoy activities that involve thought, observation, investigation, exploration, discovery and exploration. They are avid readers. They like to solve puzzles, perform experiments and engage in research. (Biologist, Chemist, Anthropologist, Sociologist, Historian, Scientist, Medical Doctor, Botanist, Meteorologist, Astronomer, environmental Analyst, Pharmacist, Optometrist, Dentist, Engineer, Economist, Dietitian, Psychiatrist, Nurse, Coroner, Lab Technician)A / ARTISTICArtistic people are creators. They are intuitive, sensitive, articulate, expressive and creative. They are unstructured, original and nonconforming. They rely on feelings and imagination. They like to work with abstractions, ideas, innovations and ambiguities. They are emotional, spontaneous and open-minded. They excel at tasks that are literary, verbal, visual and aesthetic. They like art, music, dance, drawing, painting, sculpting, drafting, drama, writing, communications, design and fashion. (Singer, Writer, Dancer, Interior Designer, Painter, Actor, Copy Writer, Playwright, Musician, Composer, Poet, Clothing Designer, Architect, Sketch Artist, Illustrator, Graphic Designer, Printmaker, Cartoonist, Comedian, Choreographer, Photographer)S / SOCIAL societal people are helpers. They are kind, generous, cooperative, patient, caring, helpful, empathetic, tactful and friendly. They excel at socializing, helping others and teaching. They like tasks that involve teamwork, social interaction, building relationships, and the improvement of society. They enjoy activities that are public, humanitarian, developmental, educational, philanthropic, altruistic, interpersonal and service oriented. (Teacher, Counselor, Social Worker, Therapist, Nurse, Care Giver, Psychologist, Minister, Priest, Rabbi, Recruiter, Interviewer, Child Care Worker, Home Economist, Arbitrator, Facilitator, Sociologist, Bartender, Homemaker)E / ENTERPRISINGEnterprising people are leaders. They are adventurous, ambitious, assertive, extroverted, energetic, enthusiastic, confident and optimistic. They are dominant, coaxing and motivational. They are promoters. They generally have a contagious or charismatic personality. They excel at business, management, economics, politics, public speaking and salesmanship. Being adventurous and willing to take risks, they possess an entrepreneurial spirit. They like influencing others by guiding, encouraging, directing, preaching, competing or debating. (Politician, Lawyer, Preacher, Coach, Salesperson, Manager, Public Relations Specialist, Promoter, Event Planner, Trainer, Instructor, Consultant, Supervisor, Entertainer, Newscaster, Director, Lobbyist, Buyer, Administrator)C / CONVENTIONALConventional people are organizers. They are painstaking and conservative. They are logical, efficient, orderly and organized. They are thorough and detail oriented. They are reliable. They enjoy practical tasks, quantitative measurements, conventional environments and structured situations. They like to work with data and numbers. They like process, procedures, regulations, standards, and rules. They excel at accounting, computer abilities, and clerical skills. They like mathematics, office settings and statistical tasks. (Accountant, Secretary, Banker, Teller, Collector, Bookkeeper, Computer Programmer, Inspector, Auditor, Mathematician, Statistician, Financial Analyst, Data Processor, Scheduler, Filer, Typist, Tax Preparer, Account Analyst, Budget Clerk)However, in term of Ann Roes Theory, Anne Roe suggested that there are 6 occupational level within the 8 fields of occupation.Level 1 Professional and managerial (higher)Have independent responsibility in important aspect, they are involve in the making of pilicy in an organauzationPossessed masters degree or doctor of philisophyLevel 2 Professional and managerial (regular)Have medium level responsibility, for self and others e.g. policy interpretationPossessed bachelors degreeLevel 3Semi-professionalHave low level responsibility for others application of policy, or determination for self only Possessed diplomaLevel 4 Ski lledResponsibilities are less autonomy and less initiative permittedPossessed a certificatesLevel 5 Semi-skilledResponsibilities are less autonomy and less initiative permittedNeed informal practicesLevel 6 incompetentResponsibilities are less autonomy and less initiative are permittedDo not need specific academic qualificationThe 6 levels of performance in Roes occupational classification system are based onResponsibility in the label of workCapacity and skills required for the level of work complexity of decision making in the level of workThe higher the level, the more responsibility, more skills are required, complexity of decision making will increase (Roe Klos, 1972) auspicate 1 Basic Comparison of Ann Roes Model and Holland ModelHolland Theory ModelAnother difference between the models was demonstrated on the basic principle.According to Ann Roes work can satisfy needs in different ways. The Occupational groups includesService (something for another person)Business contact ( selling and supplying services)Organisation (management in business, industry and government)engineering (product maintenance, transportation of commodities utilities)Outdoors (cultivating, preserving gathering natural resources)Science (scientific theory and its application)General culture (preserving and transmitting cultural heritage) Arts and Entertainment (creative art and entertainment).However, Holland focuses on quadruplet key conceitsCongruence compatibility between personality type environmentConsistency similarity among types/ environmentsDifferentiation degree to which a person/ environment is clearly delimitIdentity extent to which a person has a clear self perception of his/her characteristics and gaols, and to the degree of stability which an occupational environment provides.3. Each student will select one professional article on career development to critique. Your critique should contain four sections a) title, b) short summary of the content, c)your opinion/ critique of the article, including strengths and weaknesses, d) your recommendations for come on study by researchers in the field. (25 marks)a) TitleA Systemic Approach to Career Development at McDonaldsb) Short summary of the contentHigh-engagement approach is use by Mc Donalds in USA to improve both their operations leadership pipeline and employee satisfaction with their career growth. This approach is initiated by the top management. However, the strategies are support by middle-management employees. In this article, the authors has identified the approach used embodies McDonalds cultural values of partnership, collaboration, and openness, and effectively ensured that a critical mass of over 100 field officers and 3,000 middle managers embraced the change.c) Your opinion/critique of the article, including strengths and weaknessesd) Your recommendations for further study by researchers in the fieldThis research article is based on qualitative research method. grammatical case study methodology is used in the research is a single case approach. Case studies can be either a single-case design or a multiple-case design. According to Yin (1994), a single-case design is ideal for studying unique or extreme cases, to confirm or challenge a theory or for cases where the researcher did not have access to before. However, the researcher should be careful not to misrepresent what was observed.The following are some types of data collection techniques employed in this case studies (Stake, 1995 and Yin, 1994). The interview is applied in this research. Researcher has interview the top management and middle management at McDonald. The interview is an important technique for data collection and there are two forms of interview are applied in the research, closed or structured Interviews and open-ended Interviews. Open-ended interviews entrust subjects to express themselves more freely and insight into events.Besides, observations techniques are used to study the att itude and behaviour of the management and their employees. This direct observation of the employees on satisfaction towards leadership was applied.The researcher used letters, memos, agendas, administrative documents, newspaper articles and any other relevant documents to analyse the operation leadership pipeline. Documents are useful for making inferences about events. Documents are communications between persons in the study.The author has successfully identity the research gap in the journal. The first reason was there are no other studies that have used systemic approach in career development especially in fast food industry. Besides, the objective of this research is rather direct that to study how high-engagement approach to improve both operation leadership pipeline and employee satisfaction.To enhance the writing up for this journal, author can consider providing a downhearted paragraph to indicate the construct or operation definition for culture short and social support. Reader would have a clearer picture how the construct does by providing the operational definition.The author has given a clear and depth discussion in the approach used by McDonald to career development. The area of discussion includes gift management imperative, task force chartered, open, meaningful dialogue across solos, getting broader leadership input and support, the content of the change a systemic approach. The author supported the discussion with the various previous researches.In the last session of this journal, the author has identified the terminus ad quem of the studies and future directions. I feel the discussion on the limitation is not thoroughly considered. Even the research design of cohort studies was mentioned, however the various types of submit was ignored. The limitation of specifying and selecting study sample, non-response, volunteer bias, bogus control bias should be discussed. Besides, the author should take care of limitation in measuring exposure an d outcome. Obsequiousness bias, scene bias and errors that could occur during recording the transcribing data should be fully discuss in the last session.However, the author has given a very clear future direction for other researcher to follow so that they can contribute to the knowledge gap. More researches should be conducted in the area of career development in systemic approach so that a unattackable fundamental will be provided to support the theory in this area.In my opinion, a quantitative study should be used to study the relationship between leadership and the employees satisfaction. Besides, the cross sectional studies should be conducted to look at various area in career development of the staffs including talent management, training, career planning and others.As conclusion, this journal article provides a good fundamental background for the reader to understand the concept of systemic approach and career development. By understand the concept of systemic approach and career development, intervention program can be done to help to employees to develop a secure career planning in the organisation.4. Apply a career development theory to your own career development. Using Supers developmental stages, identify your current stage of development and the ages at which you gracious other stages.(25 marks)I would apply Holand approach in my career development. This approach gives explicit attention to behavioral style or personality types as the major influence in career choice development. This is described as structurally interactive.Family influences, to a certain degree, the development of personality types. For example, my parents promotes investigatory abilities, could favour the development of an investigative type personality. Parents pass on some hereditary characteristics that can influence the development of certain personality types. Since my parents are from medical field, I was strongly influenced by them. Also, the family unit is a member of a certain social context. This social context can also participate in the development of certain personality traitsAccording to Holand, there are 6 types of personality traits.Realistic work with hands, machines, tools, active, practical, adventurousVocational preferences pick out concrete occupations (e.g. carpentry) that are relatively solitary and do require a lot of interaction with peopleTheir range of interests is relatively restricted. They limit their relations and seek people who share the same values, interests and beliefs as they doValues and career objectivesPossess traditional values and prefer to work within an institutional settingHave many ambitions and see the practical side of thingsRather close minded when it comes to changing their belief system or their valuesInvestigative thought, analytical approaches, explore, knowledge, ideas, not socialVocational preference take activities that require observation, systematic investigation of natural, biological, cultu ral, medical or technical phenomenonsThey seek to understand and control what is happeningThis type does not invest much in social or interpersonal activitiesValues and career objectivesTheir values influence them to seek academic activities where they can feel a sense of autonomy and personal independenceThey are intellectuals who like logic and can be ambitious. Their belief system is openHowever, family, security and friendship are values that are less important to themArtistic literary, musical, artistic activities, emotional, creative, openVocational preferencePrefer artistic activities and avoid conventional type activitiesLike to socialise with people who have similar values and belief systems as they do, and avoid people who do notValues and career objectivesBelieve aesthetics are very important. They have an expressive, courageous and imaginative personalityAvoid conformity and servilityBelief system is very open open to new ideas and to the feelings of othersSocial trai n, inform, educate, help, supportive, avoid technical skills, empathy, relationshipsVocational preferencePrefer occupations with social requirementsAvoid more realistic type activitiesAssociate with people who share similar values and beliefs as they doValues and career objectivesLike to serve others in a medical, institutional or community settingWant to help and believe in lucifer opportunitiesAre not attracted to the world of ideas or logicFind spiritual values importantEnterprising verbally skilled, persuasive, direct, leader, dominantVocational preferencePrefer activities that put their business skills to workLike to develop in the business worldAvoid activities that require research or investigative work. Prefer to be with people who share similar values and beliefs as they doValues and career objectivesThey have a traditional belief and value system contact to become leaders and manage othersThey are very ambitiousThey take pride in their physical appearance and aim to clim b the social ladderConventional rules and routines, provide order or direct structure, great self control, respect power and status, punctual, orderlyVocational preferencePrefer conventional type activities like accounting, finances or administrationAvoid artistic type activitiesLike to be with people who are similar to them and avoid people who are differentThe diagram summarises the characteristics of the Holland type of expression.Holland Types are usually expressed in 3 letters- Ex RIARealisticRC IE ASE ASSSConventional InvestigativeEnterprising ArtisticSocialMost Masculine Types R E Most honored Types I EMost Feminine Types A S Least Prestigious Types R CFrom my profile, I found that I belong to IRS. Hence, it represents the career I am doing now as a medical specialist.Super Developmental StageVocational development is the process of developing and accomplishing a self-concept. As the self-concept becomes more realistic and stable, so does vocational choice and behavi or. People choose occupations that permit them to express their self-concepts. Work satisfaction is related to the degree that theyve been able to implement their self-concepts.Career maturity includes readiness to cope with developmental tasks at a given stage. It is both affective and cognitive. Most career education programs have been affected by Supers ideas. They provide gradual exposure to self-concepts and work concepts in curriculum that represents Supers ideas of career development/vocational maturity. (National Career Development Guideline Standards)I am presently at establishment stage. (25 40 year old). In this age, the major tasks are to find secure niche in ones field and advance within it. I have found my permanent and appropriate field of work when working and establishing my work in the field of medical. Besides, I have expanded my field of working in the area of business, consultancy and training.These years are considered to be the most productive and creative y ears of the life span. I am able to work for more than 24 hours without sleep to complete a task. The energetic during this stage motivates us to work under stress and pressure.Not only that, in this trial and stabilization stage, I have undergone the process of settling down, if unsatisfactory may make 1-2 more changes before the right job is found. I have been trying to work in various environment including private and government sectors. After trying various working environment, I learn a few concept and refractory not to work for any organisation and work for my own. I believe a concept that, if working in an organisation, the maximum they are able to indemnify me is RM 10 000. However, if I work for several organisation, I am very sure it would be more than working singularly in one organisatiom. It is turn out now that I have multiple income.During this stage I begin to support myself and my family. I have to start to buy my own belongings like properties, car and investme nt in share markets. I start to understand the tangible assets and intangible assets. All these development enable me to appreciate the real concept of self dependency. Besides, I begin to develop a lifestyle, make use of their abilities and past training. I also begin to become involved in meaningful interests.It further to advancement where the efforts directed at securing ones position, acquiring seniority, developing skills, demonstrating superior performance, resume building actions. I have tried to development myself by be various conferences, writing various journals articles to be published in order to establish myself in my career. Besides, I start to write in various magazines and books to create my personal branding in the organisation. After several years of hard work, my name can be googled and it is popular among bloggers internationally.In addition, I begin to become more focused on my place in their occupation. Job title, remuneration has become my main focus on all tasks in my career. Not only that, I start to become interested in my work security and advancement. I create my own company and ensure the company has the fix income and passive voice income to support my expenses. Besides, before investing further, I would ensure my budgeting is done completely so that I would run into financial crisis. Hence, I also have the expectation that they will become financially stable and move towards challenging levels of responsibility and independence. Sometimes, this stage may become very frustrating if advancement is not forrard comingIn short, in this stage I realise that I become s