Educational psychology

Presented To
Dr. Ummara Saher

Presented By
Eshna Zainab
Student Id: 2019-1509
Topic: Career Management
Content
 Career and Career management
 Career management importance
 Career development
 Career management process
 Career motivation
 Stages of career development
 Traditional career and protean career
 Model of career development
 Educational psychology career
 Employees role in career management
 Managers role in career management
 Info About Salary of Educational Psychologist In Pakistan
 Evaluating career management system
What is Career?
A career is a sequence of separate but related work activities that provide
continuity, order and meaning to a persons life.

What is Career Management

Career management is the process through which the employees:
 Become aware of their own interests, values, strengths and weaknesses
 Obtained information about job opportunities within the company
 Identify career goals
 Establish action plan to achieve
Why career management is important?

From the companies perspective, the failure to motivate employees to plan their
careers can result in:
 Lower employee commitment
 Inappropriate use of monies allocated for training and development programs
While in employees perspective lack of career management can result in:
 Frustration
 Feelings of not being valued by the company
 Being unable to find suitable employment should a job change be necessary due to
mergers, acquisition or downsizing.
 Career Development
 Organization need to have career development programme as it is beneficial
for both organization as well as employees.
 Important for companies to create and sustain a continuous learning
environment .
 Biggest challenge is to acquire or attract employees with new skills
Changes in the concept of career affect:
o Employees motivation to attend training programs
o Outcome they expect to gain from attendance
o Their choice of programs
Career Management And Career Motivation
Career motivation refers to:
 Energy to invest in their careers
 Their awareness of the directions they want their careers to take
 Ability to maintain energy and direction despite barriers they may encounter
Aspects of Career Motivation
1. Career Resilience
The extent to which employees are able to cope with problems that affect their work
2. Career Insight
 How much employees know about their strength, weaknesses, interest and skills
 Awareness of how these perceptions relate to their career goals

3. Career Identity – the degree to which employees define their personal values
according to their work
Stages of Career Development
Stage 01
Preparation for work
Typical age range : 0-25
Major task : Assess alternative occupations, develop initial occupation choice, pursue
necessary education
Stage 02
Organizational entry
Typical age range : 18-25
Major task: Obtain job offer from desired organization, select appropriate job based on
accurate info.
Stage 03
Early career
Typical age range : 25-40
Major task : Learn job, increase competence, fit into choosen occupation/organization,
pursue goals.
Stage 04
Mid-career
Typical age range : 40-55
Major task: Reappraise early career and early adulthood, repeat or modify goals, make
choices appropriate to middle adult year
Stage 05
Late career
Typical age range: 55-Retirement
Major task: Maintain self esteem, remain productive in work, prepare for effective
retirement.

Traditional And Protean Career

Traditional Career
 Sequence of positions held within an occupation
 Context of mobility is within an organization
 Characteristic of the employee
Protean Career
 Frequently changing based on changes in the person and changes in the work
environment
 Employees take major responsibility for managing their careers
 Based on self direction with the goal of psychological success in one’s work

Model of career development

The process by which employees progress through different stages which is characterized
by a different set of development tasks, activities and relationships
There are four career stages:
Exploration
Establishment
Maintenance
Disengagement
Educational Psychology Careers

1. Developing School Programs

2. Working Directly With Students
3. Teaching the Teachers
4. Pure Research
5. Strategies For the Future
Developing School Programs
As an educational psychologist, you might work with struggling schools or
struggling students, to find out what is not working and how to improve learning strategies.
You would use research and theory to explore solutions, and work with administrators and
teachers to put these into practice. You might also work with companies that produce
textbooks, learning materials or online coursework.
Working Directly With Students
Many educational psychologists work with students and parents as
school psychologists, at the elementary, secondary or college levels. School psychologists
help students with academic, social or emotional problems; guide educational plans for
gifted or learning disabled students; and counsel students as they plan for college or chart
a future throughout and after college.
Teaching the Teachers
If you enjoy an academic setting, put it to work teaching future
educators. Educational psychologists with doctorates can teach undergraduates or
graduate students and conduct research on college campuses to forge the future and
develop improved educational strategies.
Pure Research
As an educational researcher, you might work for a company that
produces educational products, for a government or school system, or for a social service
agency. They might work to develop regulations, help schools with issues like diversity and
cultural differences, or evaluate tools and techniques for learning. A related field,
quantitative psychology, uses statistics to study psychological processes and analyzes
data.
Strategies For the Future
Students considering a career in educational psychology can take a look at current research
for hints about the field. Legends in Education, which explores new media versus old
teaching styles, whether people have specific “best” learning styles, and how much control
the learner should have over his own experience. Other articles explore student resilience
and motivation, and how emotion interacts with academic achievement.
Whether you see your future in public schools, in academia, in government or in the private
sector, a career in educational psychology can help build future learners as it builds your
own future in an ever-changing and challenging field.
Employees Role in Career Management

i. Ask for feedback from managers and peers regarding their skills, strengths and
weaknesses
ii. Identify career development stage and career needs
iii. Seek challenges by gaining learning opportunities
iv. Interact with employees whether inside or outside the company
v. Create visibility through good performance
vi. Focusing on personal development
vii. Demonstrating company values
viii. Building their professional networks
Managers Role In Career Management

Roles Responsibilities

Coach Probe problems, interest, values, need listen

Clarify concern, define concerns

Appraiser Give feedback, clarify company standards, clarify job

responsibilities, clarify company needs

Advisor Generate options, experiences, and relationships

Assist in goal setting, provide recommendations

Referral agent Link to career management resources

Follow up on career management plan
 Educational Experts Counselor
In this job prospect, educational psychologist will be working in the higher or elementary as
well as secondary school system they will be providing professional or career advice to the
student they will guide them about the personal or academic issues.

Academic Criteria of Qualifications of Educational Psychologist

I. Educational psychologist should be having bachelor degree for the psychology
II. Having degree of masters in the educational psychology related with the categories of
development delays, learning disabilities and learning processes
III. Certification of doctorate in educational psychology in support of professional growth
 Info About Salary of Educational Psychologist In Pakistan
 Average salary of educational psychologist in the Pakistan around PKR 360000 as per
year or even PKR 30000 as per month.
 At the entry level job positions, the salary will be around PKR 24000 as per month
 Experienced professional can get monthly salary around PKR 100000
Evaluating Career Management System
Career management systems need to be evaluated to ensure that they are meeting the
needs of employees and business
There are two outcomes that can be used for evaluate:
 Reaction of customers(managers and employees) who use the career management
system
 Result of career management system
Evaluation of career management system should be based on its objectives