1. Career Choice and Development
CHAPTER 15
Career Choice and Development

2. Choosing the right career
Career choice: some key factors
Intrinsic appeal of the job or field
The role of social influence: parental influence, social models
Personality: Holland’s 6 personality types, Roe’s 8 (basic occupational groups)
Gender and ethnicity
Populations with special needs

3. Holland’s six different personality types

4. Choosing the right career
Career choice: some key factors
Intrinsic appeal of the job or field
The role of social influence: parental influence, social models
Personality: Holland’s 6 personality types, Roe’s 8 (basic occupational groups)
Gender and ethnicity
Populations with special needs

5. Roe’s 8 basic occupational groups
Service
Business
Managerial
Technology
Outdoor
Science
Arts
Culture transmission

6. Choosing the right career
Career choice: some key factors
Intrinsic appeal of the job or field
The role of social influence: parental influence, social models
Personality: Holland’s 6 personality types, Roe’s 8 (basic occupational groups)
Gender and ethnicity
Populations with special needs

7. Choosing the right career
Career decision making
Learning resources: college, vocational schools, correspondence and distance learning courses, military service, entry-level job experiences
Government information resources: Selected Characteristics of Occupations, Guide for Occupational Exploration, Occupational Outlook Handbook

8. Choosing the right career
Searching for jobs on the Internet
Professional groups: networks, electronic bulletin boards
Job search guides and databases
The Online Career Center
Listservs
Classified ads
Resume database services
Recruiting agencies

9. Career development Getting help from your company
Human resource planning: recruitment, job matching, long-term planning, employee development
Continuing education, in-house training, performance appraisals

10. Career development
Helping yourself by planning for your own career development
Knowing yourself: traits, interests, abilities, motivations and long-term goals
Knowing your organization: career insight, organizational politics, formal vs. informal networks of communication
Establishing and moving toward clear-cut goals (like a personal program of management by objectives)

11. Career development The changing career Protean careers
Layoffs, restructuring, downsizing, outsourcing
Temping
Job sharing, telecommuting
Protean careers
Self-managed by the individual
Determined by the person’s needs and changing Circumstances
Requires a strong self-identity, continuous learning, and an appropriate balancing of life interests

12. Career development A relational approach to careers
Mutuality and reciprocity (a two-way process)
Focus on development and learning
Self-reflection, active listening, empathy, and feedback
Training opportunities, mentoring, recognition, coaching, and feedback

13. Career development 360 feedback
Helps employees identify their strengths and weaknesses
Helps determine their needs for development
May encourage worker involvement and teamwork
Potential drawbacks: threat, hard feelings, lack of agreement and perceived invalidity

14. Career changes over a lifetime
Career development and life stages
Changes in tasks, status, roles, geographic location, compensation, co-workers, life stage, family obligations
Super’s career theory: a cycle of growth, exploration, establishment, maintenance, and decline
Career and family
Single parent families: issues of child care, time with children, coordinating schedules, monitoring children’s after-school activities, travel limitations
Dual-career couples: issues of family roles and responsibilities, traditional gender roles, part-time work or job sharing, economic aspirations, family leaves

15. Career changes over a lifetime
Women and family: special challenges
Postpone having children?
Have smaller families?
Choose part-time work?
Choose a career that is easy to re-enter?
Toward a family-friendly workplace
70% of large companies have developed family-friendly policies (flex time, part-time work, job sharing, child care)
Trade-off: such policies can hinder career development