Strategy for Human Resource

Management
Lecture 19

HRM 765

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 Last Lecture
• Career Defined
• The sequence of positions held by a person during his or her
lifetime.
• Career Responsibility
• Individual versus Organizational Perspective
• Career Development versus Employee Development
• Value for the Organization
• Value for the Individual (External vs Internal)
• Mentoring and Coaching
• disadvantages
–
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 Topic

Managing Careers

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Traditional Career Stages

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 Traditional Career Stages
Exploration (5-25)
• Includes school and early work
experiences, such as
internships.
• Involves:
– trying out different fields
– discovering likes and dislikes
– forming attitudes toward work
and social relationship patterns
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 Traditional Career Stages
Establishment (25-35)
• Includes:
– search for work
– getting first job
– getting evidence of “success” or “failure”
• Takes time and energy to find a “niche”
and to “make your mark”.

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Traditional Career Stages
Mid-Career (35-50)
• Challenged to remain
productive at work.
• Employee may:
– continue to grow
– plateau (stay competent but not
ambitious)
– deteriorate

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 Traditional Career Stages
Late career (50-70)
– Successful “elder states persons” can
enjoy being respected for their judgment.
Good resource for teaching others.
– Those who have declined may
experience job insecurity.
– Plateauing is expected; life off the job
increases in importance.

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 Traditional Career Stages
Decline (Late Stage) (above 70)
• May be most difficult for those
who were most successful at
earlier stages.
• Today’s longer life spans and
legal protections for older
workers open the possibility for
continued work contributions,
either paid or volunteer.
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 Career Choices and Preferences
• Good career choice outcomes provide
positive self-concept and opportunity to do
work we think is important.

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 Career Choices and Preferences
Holland Vocational Preferences
• Three major components
– People have varying occupational
preferences
– If you think your work is important, you will be
a more productive employee
– You will have more in common with people
who have similar interest patterns

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 Career Choices and Preferences
Holland Vocational
Preferences
• Model identifies six
vocational themes
– Realistic
– Investigative
– Artistic
– Social
– Enterprising
– Conventional
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Six vocational themes

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Management 8e, DeCenzo and Robbins
 Six vocational themes
1. Realistic: practical, prefer to deal with things rather than people;
mechanical interests. Best job matches are Agriculture, Nature, Adventure, Military,
Mechanical.
2. Investigative: Scientific, prefer abstract problems, prefer to think
through problems rather than to act on them, enjoy ambiguity.
Corresponding jobs are Science, Mathematics, Medical Science, Medical Service.
3. Artistic: Enjoy creative self-expression, dislike highly structured situations, sensitive,
emotional, independent, original. Corresponding jobs are Music/Dramatics, Art, Writing.
4. Social: Concerned with the welfare of others, enjoy developing and teaching others,
good in group settings, extroverted, cheerful, popular. Corresponding jobs are
Teaching, Social Service, Athletics, Domestic Arts, Religious Activities.
5. Enterprising: Good facility with words, prefer selling or leading, energetic,
extroverted, adventurous, enjoy persuasion. Corresponding jobs are Public Speaking,
Law/Politics, Merchandising, Sales, Business Management.
6. Conventional: Prefer ordered, numerical work, enjoy large organizations, stable,
dependable. Corresponding job is Office Practices.

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 Career Choices and Preferences
The Schein Anchors
• Personal value clusters determine what is
important to individuals.
– technical-functional competence
– managerial competence
– security-stability
– creativity
– autonomy-independence
• Success of person-job match determines
individual’s fit with the job.
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 MBTI and MBTI Categories
• Myers Briggs Type Indicator (MBTI®)
A general personality assessment tool that measures the
personality of an individual using four categories:
– Social interaction: Extrovert or Introvert (E or I)
– Preference for gathering data: Sensing or Intuitive (S or N)
– Preference for decision making: Feeling or Thinking (F or T)
– Style of decision making: Perceptive or Judgmental (P or J)

• Job characteristics can be matched to individual preferences.

• 100 question items.

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Sixteen (16) Personality types

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 Career Choices and Preferences
Jung and the Myers-Briggs Typologies
• Assessed by the Myers-Briggs Type
Indicator (MBTI) and identify 16 different
personality types.
• Job characteristics can be matched to
individual preferences.

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 Enhancing Your Career
The individual holds primary responsibility for
his/her career. Suggestions on how to do that
are:

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 Summary
• Career Stages
• Exploration---establishment--mid career—late career--decline
Holland Vocational Preferences
• Three major components
– People have varying occupational preferences
– If you think your work is important, you will be a more productive
employee
– You will have more in common with people who have similar interest
patterns
• Holland Vocational Preferences (Six)
• Career Choices and Preferences
• MBTI personality type.

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