Career stages

The stage through which an individual’s career evolves is termed as “career cycle”. Every individual’s career
goes through stages and the stage that the individual is in will influence his preference for various occupations.

Growth stage

Exploration

Establishment

Maintenance

Decline

The main stages are as follows:

1. Growth Stage: It lasts from birth to age 14 and is a period during which the person develops a self-
concept by identifying and interacting with other people such as family, friends and teachers. In this
stage the individual develops a unique self concept. Towards the end of this stage the adolescent begins
to think realistically about alternative occupations.
2. Exploration Stage: It is the period between the ages of 15 to 24. In this stage the individual seriously
explores various occupational alternatives. The individual attempts to match these alternatives with
what he has learned and in relation to his interests and abilities. Tentative broad occupational choices
are usually made during the beginning of this period. In this stage the individual has to develop a
realistic understanding of his abilities. The individual must make sound educational decisions based on
reliable sources of information about occupational alternatives.
3. Establishment Stage: It is between the periods of 24 to 44 years during the work life of individuals.
During those periods it is hoped a suitable occupation is found and the person engages in those activities
that help him in his career.
The establishment stage is subdivided into the following:
a. Trail sub-stage: During this period the individual determines whether or not the chosen
field is suitable.
b. Stabilization sub-stage: Here the individual sets firm occupational goals and takes
measures to achieve them.
c. Mid – career crisis sub-stage: During this period people often make a major reassessment
of their progress relative to original ambitions and goals. Also during this period, people
have to decide how important work and career are to be in their life. It is often during this
 stage that the individual is faced with difficult choices between what he or she really wants,
what really can be accomplished and how much can be sacrificed to achieve it.
4. Maintenance Stage: Between the ages of 45 to 65, many individuals move from the stabilization sub
stage directly to the maintenance stage. During this stage the individual has created a position and more
efforts are directed at maintaining that position.
5. Decline Stage: This is the deceleration period as retirement approaches. This is the period which many
people are faced with the prospect of having to accept reduced levels of power and responsibility.

Role of Employees in Career Management:

 We will see that the employee, the manager, and the employer all have roles in the employee’s career
development. For example, the manager should provide timely and objective performance feedback,
offer developmental assignments and support, and have career development discussions with the
employee.
 He or she should act as a coach, appraiser, advisor, and mentor, listening to and clarifying the
employee’s career plans, giving feedback, generating career options, and linking the employee to
organizational resources and career options.
 For its part, the employer should provide career-oriented training, development, and promotional
opportunities, offer career information and career programs, and give employees a variety of career
options.
 Ultimately, however, it is the employee who must shoulder responsibility for his or her own career;
assess interests, skills, and values; seek out career information resources; and generally take those steps
that must be taken to ensure a happy and fulfilling career. For the employee, career planning means
matching individual strengths and weaknesses with occupational opportunities and threats.
 In other words, the person wants to pursue occupations, jobs, and a career that capitalize on his or her
interests, aptitudes, values, and skills. He or she also wants to choose occupations, jobs, and a career that
make sense in terms of projected future demand for various occupations. Ideally, he or she should create
in his or her mind an ideal future “self” to strive for.

Role of Manager in Career Management:

 Understanding the employee, their career goals and aspirations.

 Have dedicated career conversations.

 Help the employee to understand the University's philosophies and protocols around career
development.

 Provide encouragement and support to the employee regarding career development.

 Provide guidance to the employee on appropriate development opportunities.

 Share and promote potential career moves with the employee.

 Align employee's career aspirations with the priorities and goals of the department, business unit or
faculty and the university's vision.
 Provide feedback on the development process.