ch09 MANAGING CAREERS

DeCenzo and Robbins HRM 7th Edition

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CHAPTER 9

Managing Careers


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CHAPTER 9 TOPICS:

1: Who manages your career? 2: Career definition 3: Focus for individual and organization 4: Career development 5: Value of career development 6: Career steps 7: Holland Vocational Preferences 8: Individual differences and jobs 9: Suggestions


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1: WHO MANAGES YOUR CAREER?

MOMDADACADEMIC

ADVISORCAREER CENTERFRIEND (_________)HR GUY AT WORK


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1: WHO MANAGES YOUR CAREER?

THEY CAN ALL HELP, BUT IT BETTER BE

YOU


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2: CAREER DEFINITION

WHAT DID YOUR FRIENDS SAY - DO THEY HAVE A JOB OR A CAREER?

HOW DID THEY DESCRIBE A DIFFERENCE?

WHAT DO YOU THINK?


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2: WHAT IS A CAREER?

PatternWork-related

experiencesLife spanCommitmentPersistenceAdvancementSuccess


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3: FOCUS ON INDIVIDUAL AND ORGANIZATION

Dual perspective Individual Organizational

Emphasis here? Organizational

Balance and consideration of both


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3: INDIVIDUAL CAREER MANAGMENT

Personal goals Achievement of

goals Life planning and

analysis Balancing work and

family, other priorities

Training, education


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3: ORGANIZATIONAL CAREER MANAGEMENT

Tracking career paths

Developing career ladders

Monitoring special groups

Organizational career planning

Job needs


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4: CAREER COMPARED TO EMPLOYEE DEVELOPMENT

Longer time frame than employee development

Focus on long term Success Effectiveness

Compatible Long term needs Dynamic changes


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5: VALUE TO THE ORGANIZATION

Needed talent poolHigh talent workers

Attract Retain

Growth, development opportunities Minorities Women

AND….


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5: VALUE TO THE ORGANIZATION

Reduce employee frustration

Enhance cultural diversity

Promote organizational goodwill


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5: VALUE TO THE INDIVIDUAL

EXTERNAL Extrinsic Objective

INTERNAL Intrinsic Subjective

MOTIVATIONS ARE DIFFERENT


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5: EXTERNAL VALUE TO THE INDIVIDUAL

Status - hierarchyFlexibilityOpportunity-

promotionCharacteristics of

organization or jobMoney


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5: INTERNAL VALUE TO THE INDIVIDUAL

MeaningRespectFamilyRelationshipsSatisfaction


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6: CAREER STEPS

ExplorationEstablishmentMid-careerLate-careerDecline


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6: EXPLORATION

TrainingTrying lots of

optionsFinding what you

likeNew beginningsFind a mentor


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6: ESTABLISHMENT

Putting down rootsSending up shootsBecoming an

expertMaking your markHave a mentor


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6: MID-CAREER

Level of comfortDemonstrated

successMaybe boredom,

time to start overMaybe satisfaction,

enjoymentBe a mentor


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6: LATE-CAREER

Be a mentorCoachEnergy devoted

elsewhereNew or different

interestsInfluencer, more

powerful


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6: DECLINE

RetirementChange of life

focusLegacy


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7: HOLLAND VOCATIONAL PREFERENCES

People have different preferences

People work better at jobs they like

Communication is better between workers with similar interests


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7: HOLLAND VOCATIONAL PREFERENCES

RealisticInvestigativeArtisticSocialEnterprisingConventional


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7: HOLLAND PREFERENCE DIMENSIONS

Being with people Realistic Social

Action Investigative Enterprising

Who provides structure? Artistic Conventional


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7: SCHEIN CAREER ANCHORS (PREFERENCE)

Technical-functional competence

Managerial competence

Security-stabilityCreativityAutonomy-

independence


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8: INDIVIDUAL DIFFERENCES AND JOBS

Jungian personality typology

Myers-Briggs Type Indicator(MBTI)

Match individual characteristics with job characteristics

Similar to vocational preferences


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8: MBTI DIMENSIONS

Orientation to the outer world

Information gathering source

Information evaluation process

Closure seeking


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8: MBTI - OUTER WORLD

Extraversion (E) Energy builds with

people

Introversion (I) Energy drained with

people


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8: INFORMATION GATHERING

Sensing (S) Focus on what is

Intuitive (N) Focus on what

might be


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8: INFORMATION EVALUATION

Thinking (T) Linear, rational

Feeling (F) Holistic


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8: CLOSURE SEEKING

Judging (J) Once it’s done, it’s

done

Perceiving (P) Always willing to

reopen a subject


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9: CAREER SUGGESTIONS

Select first job carefully Power department

Do good workProject the right

imageLearn the power

structureAND….


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9: MORE CAREER SUGGESTIONS

Gain control of organizational resources

Stay visibleDon’t stay too longFind a mentorSupport your bossStay mobileAND….


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9: MORE CAREER SUGGESTIONS

Think laterallyInternshipsAcquire skillsUpgrade skillsDevelop networkAND….


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9: TO KEEP YOUR CAREER GOING (D.A.T.A.)

D esire More than experience

A bility Can’t quit growing

T emperament Security is a thing of

the past

A ssets Networking, skills,

etc.


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REVIEW CHAPTER 9

Do you have a career or a job?

Is job satisfaction internal or external?

What job do you want to have in 10 years?


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QUICK: REVIEW CHAPTER 9

ANSWER THESE QUESTIONS ON A SHEET OF PAPER. 1. THE MOST IMPORTANT THING WE DID IN

CLASS TODAY _______.2. I STILL HAVE QUESTIONS ABOUT___. 3. THE BEST THING ABOUT CLASS TODAY

WAS _______________.4. DON’T DO ____________ ANYMORE.

• TURN THEM IN, PLEASE. NO NAMES. WE’LL TALK NEXT CLASS SESSION


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PREVIEW: CHAPTER 10

Ask 3 people you know: Are you performing well at work?

How do you know?

Does your boss perform his/her job well?Does your boss know your opinion?

Write up their responses for 1 extra point on your final grade.


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Exhibit 9-1: Internal and External Events and Career Stages


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Exhibit 9-2: Career Stages


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Exhibit 9-3: Holland’s General Occupational Themes


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Exhibit 9-4: Structure of Holland’s Themes


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Exhibit 9-5: Characteristics Frequently Associated with Myers-Briggs Types


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Exhibit 9-6: Steps in Managing Your Career

ch09 MANAGING CAREERS

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