Occupational and

Organizational choice
Chapter 6
Theories of Occupational Choice

An occupation is a group of similar jobs found in several establishments. For

example:

Marketing research A pharmacist at D. Chief Justice of

analyst at Procter Watson Pakistan
and Gamble
4 Significant Themes of Occupational
Choices
1. Occupational choice as a matching process
2. Occupational choice as a developmental process
3. Occupational choice as a decision-making task
4. Occupational choice as a function of social and cultural influences
1. Occupational Choice as a matching
process
 “Matches” their unique set of needs
 Individuals need to identify their abilities, needs, interests and values
 Then choose an occupation suitable to that
 John Holland has classified this into 6 personality types
Realistic Investigative Artistic Social Enterprising Conventional
•Personal •Personal
•Personal
•Personal •Personal •Personal
Characteristics: Characteristics: Characteristics: Characteristics: Characteristics: Characteristics:
Shy, genuine, Analytical, Disorderly, Cooperative, Adventurous,
Efficient,
materialistic, cautious, curious, generous, ambitious,
emotional, obedient,
persistent, stable independent, energetic,
idealistic, helpful, sociable,
•Sample occasions: introverted imaginative,
domineering, self- practical,
understanding confident
mechanical •Sample occasions: impulsive •Sample calm,
•Sample occasions:
engineer, drill Economist, •Sample occasions:
occasions: Purchasing agent,
conscientious
press operator, physicist, actuary, Journalist, drama
real estate •Sample
teacher, advertising Interviewer,
aircraft surgeon, history teacher, salesperson, market occasions:
manager, interior analyst, attorney,
mechanic, dry electrical counselor, social File clerk, CPA,
decorator, architect personnel manager
cleaner, waitress engineer typist, teller
worker, clergy
2. Occupational Choice as a
Developmental Process



Ch Hig
The idea is that occupation evolves over time
One’s self concept is formed over time
Un
ild hsc ive

ho ho
Reassessing ourselves and our achievements
rsi

od ol ty
Incongruities between expectations and reality can lead to changes in goals
3. Occupational Choice as a Decision-
Making Task

Systematic Non-Systematic
 Based on rational deductive and  Minimally acceptable occupation
programmed decision-making  Don’t focus on a long list of
process
outcomes
 Individual becomes aware of the  Implicit decision (unknown)
desired outcomes
 Based on one or two outcome
 Highest desirability occupation
 Attractive and possible entering
occupation
4. Social and Cultural Influences on
Occupational Choice
 Sociological approach to careers
 Past and present play a role
 Family, Origin, Social class, Income, and place of residence
 Economic, cultural and political climate
 Availability of resources
 Parents occupation
Guidelines for Effective
Occupational Decision Making
 Effective goal
Development of setting
Self-Awareness

Development Development
of accurate of career
occupational strategies
information
Organizational Choice
The process of Entering an Organization
 Finding a match between an individual and an organization
 Both parties need to make an effort (organization and individual)
 Involves four phases:
1. Recruitment
2. Selection
3. Orientation
4. Socialization
The Role of Expectation in
Organizational Entry
 A job’s attraction is based on expectations of what the job will provide
 Expectations concerning their jobs tend to be unrealistic
 New employees often face “reality shock”
 It’s a sense of delusion, disappointment, and dissatisfaction
 The reality of the organization don’t match their preconceived expectations
DEVELOPMENT OF UNREALISTIC
EXPECTATION
 Sometimes expectations tend to be unrealistic which leads to dissatisfaction and demotivation of new
employees when their desired expectations and imaginations doesn't meet with the reality and
remains as an illusion.
 Your personality shouldn't reflect of as a layman.
 Be updated with the modern knowledge and learning techniques.
 Understand the nature and environment of job.
 Understand the relationship of different areas of people.
 So that your thinking may be rationale and your expectations may be near to reality.
 Increased dissatisfaction level may result in leaving that organization!
 CAREER TRANSITIONS

 A career transition is a period in which a person either changes career roles or

changes orientation to a current role.
 Two forms of transition:
1. Interrole transition
2. Intrarole transition
 In interrole transition there are many differences between the old and new
settings, differences in tasks, required behaviors, norms and expectations,
indeed the lives of students and employees are vastly different.
 But in intrarole transition there may not be severe differences in settings, i.e
the role of an employee switching from one organization to another.
 New employees whether coming directly from school or from another
organization , they have to face a set of demands which they may be
unfamiliar of.
 RECRUITMENT PROCESS

 In order to attract qualified candidates and to engage their trust in the

organization, recruitment often focuses on “selling” the organization.
 This is done by presenting incomplete or overly flattering accounts of what it
is like to work in the organization.
 Overly optimistic terms!
 Grabbing professionals and qualified candidates.
 What is the concept of “mutual sell”?
 ORGANIZATION STEREOTYPES

 Many candidates hold images, perception and stereotypes of certain

companies or industries even before they have had extensive contact with the
organization.
 A candidate who holds a stereotype about company X (great
reputation ,people are promoted quickly, good salary and lots of challenges)
may not bother to test these assumptions during recruiting or may not believe
any piece of discrepant information a company may provide.
 EDUCATIONAL PROCESS
 Ideal education and studies!!
 LACK OF PRIOR WORK EXPERIENCE

 Organizations tend to prefer more such candidates who have extensive prior
work experience.
 In this regard students try doing internships so that their CV may look
attractive.

MY EXPERIENCE??
 SELF DELUSION

 I want to think and decide in my own way!

 Fooling your own self.
 You shouldn’t ignore any part of the related information.
 You need to access both pros and cons of the company or jobs.
 Some people fool themselves by believing what they want to believe and
expect job characteristics they want to experience.
 After choosing a particular organization in overly glowing picture without
realizing alternatives.
 ORGANIZATIONAL CHOICE AND ENTRY
IN LATER ADULTHOOD
 Organizations have three major tasks to accomplish during the organizational
entry processes.
1. They need to attract talented and qualified candidates into the applicant
pool and keep them interested in the organization.
2. They need to attract candidates in such a way as to minimize the
development of unrealistic job expectations on the part of candidates.
3. They must access candidates accurately and provide them jobs who are
likely to succeed in the organization.
 What are the techniques?
 ORGANIZATIONAL ACTIONS DURIG THE
ENTRY PROCESS
ATTRACTION OF JOB CANDIDATES
Impact of the recruiter:
 For many candidates of for managerial, professional and technical positions
the first formal contact with the organization is with the recruiter and the
first activity is the screening interview.
 Recruiters behavior during the interview affects candidates attitude.
 A recruiter should engage candidate in a warm, enthusiastic and thoughtful
environment.
 Organizations need to pay sufficient attention to initial interview process to
ensure that proper information about the organization is presented to
candidates.
 Follow up activities:
• Further proceed or terminate the relationship with the candidate.
• Go/no go decision of recruitment process for organization.
• 3 weeks time.
REALISTIC RECRUITMENT

 “Too positive” image of the organization if it is not based on reality.

 Realistic recruitment means presenting candidates with relevant and
undistorted information about the job and organization, even when this
information might seem as negative to hiring organization.
 The vehicle through which realistic information is conveyed to candidate is
called realistic job preview(RJP).
 RJP= +ve and –ve aspects of the job
 RJP v/s traditional job preview(TJP)
DO REALISTIC JOB PREVIEW WORK?

 The major objective of realistic recruitment is to reduce voluntary turnover

among new employees.
 Comparing turnover rates of new employees who received RJP and TJP?
 Exception is when retention rate of job is low(unwanted environment).
 RJP is not limited to only recruitment process but within an organizational
activities, it is also most effective and preferable in cases of promotion ,job
transfer etc.
 ASSESSMENT AND SELECTION

 The last stage of recruitment process!

 Organizations while in this stage must select “total” person one who is hired
not only to meet the challenges of a particular organization but also to fit
with the work and cultural environment of the organization.
 Long term satisfaction for employees and employers if total person I hired.
 INDIVIDUAL ACTIONS DURING THE
ENTRY PROCESS
 DEVELOPMENT OF SELF AWARENESS:
 It is impossible to evaluate jobs and organizations without understanding ones
personal values, interests and talents.
 Self and environmental exploration is essential for an individual to assess
himself and evaluate different organizations and their alternatives in order to
attain preferred work environment.
 IDENTIFICATION OF PROSPECTIVE EMPLOYERS:
 In this topic there is more emphasis on personal contacts. For professional,
managerial and technical employees personal contacts often provide the most
useful information about potential employers
 There exist two types of personal contacts;
 Family members, friends and social acquaintances
 Work contacts such as present or past bosses.
 EFFECTIVE JOB INTERVIEW BEHAVIOUR:
 Employment interviews are anxiety –promoting.
 In order to reduce the level of anxiety these are some ways:
 Know yourself
 Research the company thoroughly and prepare salient questions to ask.
 Participate in programs that enhance interview skills.
 Accessing and choosing organization.