Career Concepts and Career Management Models Chapter 3

Learning Outcomes
After studying this chapter you should be able to: • • • • • define and explain the different career concepts explain the career management model of Greenhaus et al. (2000) explain the 21st Century career planning model of Otte & Kahnweiler (1995) explain the career invention model of Coetzee (2005b) distinguish between the traditional plan-and-implement and modern testand-learn career models

Copyright 1997.A Career Management Model Information. by Jeffrey H Greenhaus. opportunities and support from …. Reproduced by permission of publisher . and social institutions Source: Exhibit from Career Management. work. third edition. family. Need to make decision Career exploration Awareness of self and environment Feedback: Work/non-work Goal setting Career appraisal Progress towards goal Strategy implementation Strategy development Educational. 2001 by Harcourt College Publishers. Gerard A Callanan and Veronica M Godshalk.

with career progress in stages. The end goal is usually fixed with the ideal of identifying the end goal as clearly as possible at the outset. An action plan is devised and implemented to get to that goal. what their personality is. what areas interest them. Career planning and management process is deductive. from which flows an implementation plan. Useful in facilitating career competency. .Characteristics of the Traditional Plan-and-Implement Career Model Use a linear process in setting career goals. each building on the preceeding step. what jobs exist. what skills they like to use. etc. Individuals require explicit knowledge which is used as an input to the carer management process: e. The starting point is analysis and reflection: Individuals use introspection to find an inner truth that can help identify the desired end goal.g. career self-efficacy and career maturity in particular young adults or new entrants to the world of work.

what is feasible. interests. Individuals require implicit knowledge which is continuously created through the career management process: e.Characteristics of the Modern Test-and Learn Characteristics of the Modern Test-and Learn Career Model Career Model Use a circular process in which iterative rounds of action and reflection leads to updating goals and possibilities. Individuals learn from direct experience to recombine old and new skills. Career goals are continuously changing with the ideal of improving one’s ability to formulate and test hypotheses about future possibilities along the way. with progress by iteration with leaps of insight. what is appealing. and ways of thinking about themselves. The emphasis is on taking action and experimenting with various future possibilities. Useful in facilitating career adjustment and career resilience in adults dealing with career transitions. Career planning and management process is inductive. and to create opportunities that correspond to the evolving self-concept. .g.

and (6) obtain feedback on the effectiveness of the strategy and the relevance of the goals. personal feelings about career progress. each of which is characterised by a relatively unique set of issues. personal development or satisfaction. (2) knowledge of employment opportunities. information about employment opportunities. (3) develop career goals. abilities). preferences. Process by which individuals obtain knowledge about themselves (their values. personality. as opposed to subjective. themes or tasks. interests. CAREER PLANNING CAREER DEVELOPMENT CAREER PATHS CAREER SELF-MANAGEMENT The ability to keep pace with the speed at which change occurs within the organisation and the industry and to prepare for the future through continuous learning and career planning efforts. formulate goals and develop a plan for reaching those goals. The ongoing process by which individuals progress through a series of stages. Objective descriptions of sequential work experiences. (5) implement and experiment.Key Career Concepts CAREER CONCEPT CAREER MANAGEMENT 1/2 DESCRIPTION The ongoing process whereby the employee obtains (1) Self-knowledge. . (4) develop a strategy.

Key Career Concepts Key Career Concepts CAREER CONCEPT CAREER COMPETENCY DESCRIPTION 2/2 2/2 Individuals’ “know-why” (values. how to find the right people). The passion individuals have for their chosen work roles or personal career goals. capabilities: tacit and explicit knowledge). The persistence and enthusiasm with which individuals pursue their careers. training and advancing). “knowwhom” (networking relationships. self-reliance. The objective and subjective (psychological) sense of achievement individuals experience regarding their careers. The ability to make career decisions that reflect decisiveness. CAREER SUCCESS CAREER MOTIVATION CAREER COMMITMENT CAREER MATURITY CAREER SELF-EFFICACY . and a willingness to compromise between one’s personal needs and the requirements of one’s career situation. and “know-when” (timing of choices and activities) competencies and qualities which enable them to pursue meaningful careers. “know-what” (opportunities. internal needs. despite obstacles. attitudes. based on their career identity. “know-where” (entering a workplace. even in the face of adversity. “know-how” (expertise. threats and job requirements). identity and lifestyle). The degree of difficulty of career tasks which individuals believe they are to attempt and the degree to which their beliefs will persist. career insight and career resilience. independence.

career maturity. career adjustment and life stages 4 .Career Choice and Counseling Learning OutcomesChapter After studying this chapter you should be able to: • • • • • • • • • • • • distinguish between content and process theories discuss the trait-and-factor theories explain the role of needs and parent-child relations in Roe’s theory describe the categories of types and relationships between types in Holland’s theory describe the psychological processes that constitute types in Jung’s theory and indicate their relevance to work situations explain Bordin’s view of the relationship between childhood experiences. personality and work explain Dawis and Lofquist’s view of how the fit between the individual and work contributes to work adjustment describe the determinants and outcomes of the decision-making process in Krumboltz’s theory explain how self -efficacy expectations are involved in differential career development of men and women in Hackett and Betz’s model describe Brown’s view of values in career choice describe the development stages and concepts in Ginzberg’s theory explain Super’s view on self-concepts.

O’Hara & Miller-Tiederman’s theory • Trait-and -factor approach • Ginzberg’s theory (F.CONTENT THEORIES Overview of the major career choice theories PROCESS THEORIES POST-MODERN APPROACHES • Creating narratives based on Narrative therapy • Contextualisation of career development • Existential career counseling based on Frankl’s Logotherapy • Super’s theory • Tiedermann. Parsons) • Roe’s theory • Holland’s theory • Bordin’s theory • Dawis & Lofquist’s theory • Krumboltz’z theory • Hackett & Betz’s theory • Brown’s theory .

San Fransisco. 2001 Jossey-Bass Inc. . Publishers. Copyright 1996.A segmental model of career development A segmental model of career development en D ev e lo s ta p m ge t le Ro lfse epts c con SELF Ro le conselfcep ts De ve lo pm Achievement Personality Employment practices Social policy Peer groups School Family ent Interests Labour market Aptitudes Special aptitudes Society Values Community The Economy Base Intelligence Needs Base Biographical * Geographical Reprinted with permission from Super.200.DE in D Brown. L Brooks and Associates p. All rights reserved.

Sign up to vote on this title
UsefulNot useful