1. The Psychology of Careers How careers are enacted in today’s world General Staff – Professional Development Day

2. The Psychology of Careers Donald Cable – University of Waikato dcable@waikato.ac.nz Who is this bloke? A quick introduction…

3. The Psychology of Careers What do we mean by career? –Old Meaning = a course of professional advancement; usage restricted to occupations with formal hierarchical progression, such as managers and professionals (white middle-class American males, cf Brown, 2002) –New Meaning = the unfolding sequence of any person’s work (paid or unpaid) experiences over time (Arthur & Rousseau)

4. The Psychology of Careers What is Career Development? No longer synonymous with career progression Career Development = –Learning (training, education), mentoring, stretch Career Progression = –Promotion (vertical/lateral), reassignment, transition Career Planning = –Career goal setting Career Management = –Career Development + Career Progression + Career Planning Career Management – an individual responsibility

5. New career dynamics:- The Protean Career Linear career – an anachronism past its “use-by” date Driven by the person, not the organization –Self-direction Psychological vs Vertical/Hierarchical success Employability (self) vs Security (organization) Continuous learning/development Self-awareness, Identity, Adaptability Personal responsibility Passion - “Path with a heart” (Joseph Campbell) New Psychological Contract

6. New career dynamics:- The Boundaryless Career Careers for many individuals likely to span across occupational, organizational, political, and geographic boundaries In response to organizational uncertainty Networked/Boundaryless organizations Across levels/functions/companies Career Independence vs Career Dependence Multi-skilled/talented “specialist” –Kitbag of competencies Workforce segmentation: –Core & Contingent (Contractor/Temporary (JIT)) Decreased organizational tenure –Increased mobility

7. The Employment Relationship: The environment within which careers are enacted What has changed? –Loyalty: more to self –Employability: individual responsibility –Job Security: replaced with employment security –Trust: redefined (mutuality – self & organization) –Career Development: shared responsibility –Career Management risk: transferred from employer to employee –Shared Commitment: to organization and individual success –Shift in Attachment: from organization to career or others

8. Who provides what? Employer Provides: –Opportunities to enhance employability –Opportunities for learning –Flexibility –Performance-based compensation –Greater participation and involvement –Interesting and challenging work

9. Who provides what? Employee Provides: –Commitment to business objectives –Shared responsibility for success Individual and Organizational –Quality performance –Flexibility Work arrangements/assignments –Judgement – decision-making –Strategic skills/competencies Aligned to organization’s objectives –Continuous improvement Competencies and performance

10. Dual Responsibility for Career Organization - Primarily to fulfill the organization’s needs: –Succession planning / fast-track programs –Development centers –Information about career ladders/paths –Identify training needs and developmental needs and goals –Provide training/development opportunities –Provide information about career/job opportunities –Provide information about organization’s goals Organization - Primarily to fulfill the individual’s needs: –Career Management System (online/intranet) –Self-study materials –Career planning workshops –Career counseling (component of performance management) –Mentoring programs –Provide feedback on performance

11. Dual Responsibility for Career Individual – Maintain Employability: –Free agent –Continuously improve P-J/P-E fit –Identify KSAs (competencies), interests, values –Identify & pursue developmental opportunities –Continuous learning/development –Seek out career paths –Set career goals and plans –Achieve career goals Research confirms: Individuals that take control fare better in the employment stakes

12. The Job Market What’s happening out there? Ascendency of the external labour market –Buy versus Build Pay the person, not the job Globilization – economies, job markets Increased Mobility Transitions the norm Employability “70” is the new “65” – squeeze at the top Under-employment, over-qualification –Levels of education exceeding market requirements

13. End Note “The career is dead. Long live the career.”