Career Development: Course Content

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Persons and Careers 2
Big Question:
How do personal/internal factors
influence your career choice?
Course Content
Career Pathways
Big Question:
A. Persons and Careers
Career B. Career Pathways
How do external factors
influence your career choice?
Development C. Insights into One’s
Personal Development Insights into One’s
Personal Development
Big Question:
Stella P. Go Why is personal development
De La Salle University important in setting career
and life goals?
Personal Development: Career Development Stella P. Go De La Salle University Personal Development: Career Development Stella P. Go De La Salle University
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• Defining Key Career-Related Concepts

• Defining Career Development
At the end of this lesson, you will be • Myths and Facts in Career Planning
Persons & Careers able: Persons and Careers • Super’s Career Development Theory
1. Explain that understanding the ØLife & Career Development Stages
concepts of career and life goals ØPlanned Happenstance and Career
Development
can help in planning your career; • Generational Differences and Career
Objectives 2. Identify the personal factors Topic Outline
Development
influencing career choices; and • Personal Factors Affecting Career
3. Utilize self-assessment tools to Development
know your personality traits and Ø Personality
Ø Abilities and Skills
other personal factors in relation Ø Career Interests
to your career goals Ø Work Values
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Personal Factors 5 6
Affecting Career Personality,

Choice Interests
& Abilities &
Values Skills
Life Roles
• Difference Between Ability and Skill
• Measuring Ability
ØIntelligence Quotient (IQ)
Abilities and Skills ØMultiple Intelligence (MI)
Gender ØEmotional Intelligence (EI)
• Assessing Skills
Personal
Experiences
Childhood
Fantasies
7 8
Abilities Skills
• Capacity to perform a variety of • Perform a variety of tasks well
tasks Ø Cognitive Skills
Ø Cognitive Abilities Ø Psychomotor Skills
Ø Psychomotor Abilities Ø Sensory or Perceptual Skills
Ø Sensory or Perceptual Ø Physical Skills
I CAN Do It! Abilities I DO It Well! • Learned through training and
Ø Physical Abilities experience
• Innate
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Psychomotor Abilities
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Cognitive Abilities
(Mental Capacity) (Physical Ability)
Strength
Dexterity
Logic & Reasoning Reaction Time
Language
v Mathematical v Reading
Reasoning v Writing
Stamina
Flexibility
Judging Memory
Reaction Speed
Coordination
Precision
11 12
Sensory or Perceptual Abilities
(Detecting & Recognizing Stimuli)
Visual
• humans have multiple
“intelligences”
Each with multiple skill
sets
Multiple
Auditory Intelligence • human intelligence is
Olfactory
multifaceted rather
than singular.
Gustatory
Tactile
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Musical Linguistic
Intelligence § sensitivity to pitch, rhythm,
Intelligence § the ability to use words
effectively for reading,
timbre, and the emotional
writing, listening, and
aspects of sound
speaking
Writer, Poet, Journalist,
Pianist, Singer, Composer Radio/TV Announcer
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Logical-
Visual-Spatial Mathematical
Intelligence § ability to perceive the visual Intelligence
world accurately & to § ability in calculations as
perform transformations well as logical reasoning
mentally and problem solving.
Engineer, Architect,
Industrial Designer Accountants, Bankers,
Computer Analyst
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Kinesthetic Naturalistic
Intelligence § ability to use one’s body in Intelligence
highly skilled ways for both
expressive (e.g. dance) & goal- § displays empathy,
directed activities (e.g. recognition, and
athletics) understanding for living
Biologist, Zoologist, Botanist,
Performing Artist, Athlete Geologist and natural things
19 20
Intrapersonal Interpersonal § ability to recognize the

Intelligence Intelligence emotions, moods,
§ ability for self-appraisal, perspectives, and motivations
goal setting, self-monitoring of people
& emotional self- § ability to understand and
Social Worker, Politician,
Psychologist, Clergy management. Diplomat, Sales Representative interact effectively with others
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Implications of Multiple Intelligences 22
in Career Planning
First: Career development increased when there is a good match

between the job tasks and an individual’s MI strengths
Second: Strength & development of Intrapersonal intelligence, a

key factor in positive career selection & advancement
Existential
Intelligence Third: Career development enhanced when the person’s
significant others are aware of his/her strengths & are
§ sensitivity and capacity to supportive of their development
tackle deep questions about
Fourth: Potential negative impact of a person’s weaknesses on
human existence, such as the career success are minimized when strengths are emphasized
Philosopher, Clergy, meaning of life, why do we
Yoga Instructor die, and how did we get here.
23 24
Emotional Intelligence
the ability to monitor one's
own and other
people's emotions, to
discriminate between
different emotions and
Emotional label them appropriately,
Intelligence and to
use emotional information
to guide thinking and
behavior.
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Intelligence Emotional
Quotient Intelligence
(IQ) (EQ)
• Flexible
• No change
• Able to
• Stable over
change
lifetime
Personality
• Doesn’t Change
• Stable over
lifetime
Importance of Socio-Emotional Skills For the

27 28
Top 10 Skills Needed for Jobs in the Future
Philippine Labor Market: World Bank Findings
In 2020 In 2015 • Cognitive skills are important for moving ahead in life, but
socioemotional or behavioral skills like grit, openness,
extraversion, agreeableness, emotional stability, and decision-
1. Complex Problem Solving 1. Complex Problem Solving making skills are equally important
2. Critical Thinking 2. Coordinating with Others
3. Creativity 3. People Management • Filipinos with higher levels of behavioral skills more successful in
4. People Management 4. Critical Thinking completing high school, going on to college & getting employed
5. Coordinating with Others 5. Negotiation
6. Emotional Intelligence 6. Quality Control • When Filipinos land jobs, those with good socioemotional or
behavioral skills usually get better pay, particularly benefitting
7. Judgment and Decision 7. Service Orientation
women, young workers, and less-educated workers
Making 8. Judgment and Decision
8. Service Orientation Making • On average, higher levels of socioemotional skills command wages
9. Negotiation 9. Active Listening that are 9 percent higher than for workers with similar education
10. Cognitive Flexibility 10. Creativity but possess less of these behavioral skills
Source: Future of Jobs Report, World Economic Forum Source: Acosta, P., Igarashi, T., Olfindo, R., & Rutkowski, J. 2017. Developing Socioemotional Skills for the
Philippines Labor Market. Washington, DC: The World Bank.
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Skills that Philippine Firms Report Having Difficulty

Acquiring Applicants to Fulfill
refers to what an
individual likes and
dislikes, as associated
with specific tasks,
activities, or objects
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Core Values
1. Achievement: Being able to meet your goals.

2. Balance: Time for family, work and play.
3. Independence: Control of your own destiny.
4. Influence: Being able to have an impact on others.
• that which is important to the 5. Integrity: Standing up for your beliefs.
individual 6. Honesty: Telling the truth and knowing that others are
telling the truth
• beliefs about desired goals to 7. Power: Having control over others.
be achieved, ideals to be 8. Respect: Care and trust of self and others.
upheld 9. Spirituality: Believing in your core beliefs.
10.Status: Having influence and power over others
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Work Environment Values 33 34
Work Interactions
Values
1. Competition: Work where you compete with others
2. Diversity: Work where there are people with different
1. Fast-paced: Work that has many things happening at one time backgrounds (ethnicity, gender, age, sexual orientation)
2. Flexible: Work that is not set to a specific schedule 3. Friendships: Work where you socialize with your co-workers
3. High Earnings: Work that has the potential to make a lot of money 4. Leadership: Work where there are good leaders managing the
4. Learning: Work that is intellectually challenging to you organization
5. Location: Work that is in a convenient place and an easy commute 5. Management: Work where there is strong management
6. Predictable: Work where you know what is going to happen day 6. Open Communication: Work where information is not held back
after day from employees.
7. Quiet: Work where there are few disruptions throughout the day 7. Recognition: Work where you are acknowledged for your work &
8. Relaxed: Work where there are few pressures to get things done. contribution
9. Structured: Work where it is organized and has a specific set time 8. Support: Work where you help and support each other.
10.Time Freedom: Work where you set your own schedule and plan 9. Teamwork: Work where working together is important.
how and when you do your work. 10.Trust: Work where you can count on each other
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Work Activities Values Schwartz’s Theory of Integrated Values System
1. Power: Social status and prestige, control or dominance over people and
resources
2. Achievement: Personal success through demonstrating competence
according to social standards
3. Hedonism: Pleasure and sensuous gratification for oneself
4. Stimulation: Excitement, novelty, and challenge in life
1. Analytical: Work that requires interpretation of data & information
5. Self-direction: Independent thought and action-choosing, creating,
2. Challenging: Work that is mentally or physically challenging
exploring
3. Creative: Work that uses imagination and creative talents to 6. Universalism: Understanding, appreciation, tolerance, and protection for
produce results. the welfare of all people and for nature
4. Helping: Work that is helping people 7. Benevolence: Preservation and enhancement of the welfare of people
5. Leading Edge: Work on new and innovative products or projects with whom one is in frequent personal contact
6. Physical: Work that has a lot of physical activity 8. Tradition: Respect, commitment, and acceptance of the customs and
7. Public Contact: Work that has daily interaction with the public ideas that traditional culture or religion provide the self
8. Research: Work that searches for new information 9. Conformity: Restraint of actions, inclinations, and impulses likely to upset
or harm others and violate social expectations or norms
9. Risk-Taking: Work that ma be dangerous or risky
10. Security: Safety, harmony, and stability of society, relationships, and self
10.Variety: Work where many different tasks are done during the day.
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What College Major Should I Take???

37 38
What College Major Should I Take???

Ø Common to feel anxiety, pressure from parents and
family when undecided. v LIBERAL ARTS (Minimal requirements in science and
Ø Start by choosing an area of general interest. math)
Ø Consider personality, values, interests, skills when v BUSINESS/ACCCOUNTING/FINANCE/ ECONOMICS/
narrowing choices. MARKETING/SCIENCE/TECHNOLOGY (Maximum
Ø Use college Career Center resources and requirements in science and math)
counselors.
Ø Understand that most majors don’t lead to clear Choose a major based on your unique personality,
career paths. abilities, skills, interests, values and passions
Ø Every major can generate numerous career
opportunities. Use this knowledge to help you determine your
Ø Google “What can I do with a major in” for sites career goals!
outlining career options for majors.
39 External Factors 40
Affecting Career
Choice
Culture
• gender
stereotypes
• cultural
expectations
Family
• expectations
Social & Economic • responsibilities
Conditions • economic status
• labor market
demands
• economic conditions
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Personal Development: Career Development Stella P. Go De La Salle University
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3/5/18

• Defining Key Career-Related Concepts

Affecting Career Personality,

Intrapersonal Interpersonal § ability to recognize the

First: Career development increased when there is a good match

Second: Strength & development of Intrapersonal intelligence, a

Importance of Socio-Emotional Skills For the

Skills that Philippine Firms Report Having Difficulty

1. Achievement: Being able to meet your goals.

Work Environment Values 33 34

What College Major Should I Take???

What College Major Should I Take???

Personal Development: Career Development Stella P. Go De La Salle University

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