MHR 523 Chapter Notes - Chapter 9: Job Satisfaction, Learning Organization

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Chapter 9 notes
CAREER PLANNING AND DEVELOPMENT
-career planning and development: the deliberate process through which a person becomes aware of
personal career-related attributes and the lifelong series of activities that contribute to his or her career
fulfillment
-maintaining employees and reducing turnover
-career: a series of work-related positions, paid or unpaid, that help a person grow in job skills, success,
and fulfillment
-career development: the lifelong series of activities that contribute to }v[Æo}]}vU
establishment, success, and fulfillment
-career planning: the deliberate process through which someone becomes aware of personal skills,
interests, knowledge, motivations, and other characteristics; acquires information about opportunities
and choices; identifies career-related goals ; and established action plans to attain specific goals
ROLES IN CAREER DEVELOPMENT
-individual must accept responsibility for his o her own career
-networking is the foundation of active career management and is essential for accessing people
-manager acts as a coach
-employer contributes to determining job satisfaction
FACTORS THAT AFFECT CAREER CHOICES
-identify career stages
-ÇoWZPZ}µPZÁZ]Z}v[À}
1) Growth stage: the period from birth to around age 14 during which the person develops a
self-concept by identifying with and interacting with other people, such as family, friends and teachers
2) Exploration stage: the period from around age 15-24 during which a person seriously explores
various occupational alternatives, attempting to match these alternatives with his or her interests and
abilities
3) Establishment stage: the period roughly from age 24-ððUZ]ZZ}(u}}o[
work lives
4) Maintenance stage: the period from about age 45-65 during which the person secures his or
her place in the world on work
5) decline stage: the period during which many people are faced with the prospect of having to
accept reduced levels of power and responsibility
-identifying occupational orientation
-occupational orientation: the theory, developed by John Holland, that are the six basic personal
orientations that determine the sorts of careers to which people are drawn
1) Realistic orientationÆ physical activities requiring skill, strength, and coordination (farming)
2) investigative orientationÆ cognitive activities (thinking, organizing, and understanding) (ex.
Biologists, chemists)
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Document Summary

Career planning and development: the deliberate process through which a person becomes aware of personal career-related attributes and the lifelong series of activities that contribute to his or her career fulfillment. Career: a series of work-related positions, paid or unpaid, that help a person grow in job skills, success, and fulfillment. Career development: the lifelong series of activities that contribute to yzlz. Career planning: the deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; acquires information about opportunities and choices; identifies career-related goals ; and established action plans to attain specific goals. Individual must accept responsibility for his o her own career. Networking is the foundation of active career management and is essential for accessing people. Career anchor: a concern or value that you will not give up if a choice has to be made: technical/functional, managerial competence, creativity, autonomy and independence, security, service/dedication, pure challenge, lifestyle.

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