1. DeCenzo and Robbins HRM 7th Edition
CHAPTER 9
Managing Careers
DeCenzo and Robbins HRM 7th Edition

2. DeCenzo and Robbins HRM 7th Edition
CHAPTER 9 TOPICS:
1: Who manages your career?
2: Career definition
3: Focus for individual and organization
4: Career development
5: Value of career development
6: Career steps
7: Holland Vocational Preferences
8: Individual differences and jobs
9: Suggestions
DeCenzo and Robbins HRM 7th Edition

3. 1: WHO MANAGES YOUR CAREER?
MOM
DAD
ACADEMIC ADVISOR
CAREER CENTER
FRIEND (_________)
HR GUY AT WORK
DeCenzo and Robbins HRM 7th Edition

4. 1: WHO MANAGES YOUR CAREER?
THEY CAN ALL HELP, BUT IT BETTER BE
YOU
DeCenzo and Robbins HRM 7th Edition

5. DeCenzo and Robbins HRM 7th Edition
2: CAREER DEFINITION
WHAT DID YOUR FRIENDS SAY - DO THEY HAVE A JOB OR A CAREER?
HOW DID THEY DESCRIBE A DIFFERENCE?
WHAT DO YOU THINK?
DeCenzo and Robbins HRM 7th Edition

6. DeCenzo and Robbins HRM 7th Edition
2: WHAT IS A CAREER?
Pattern
Work-related experiences
Life span
Commitment
Persistence
Advancement
Success
DeCenzo and Robbins HRM 7th Edition

7. 3: FOCUS ON INDIVIDUAL AND ORGANIZATION
Dual perspective
Individual
Organizational
Emphasis here? Organizational
Balance and consideration of both
DeCenzo and Robbins HRM 7th Edition

8. 3: INDIVIDUAL CAREER MANAGMENT
Personal goals
Achievement of goals
Life planning and analysis
Balancing work and family, other priorities
Training, education
DeCenzo and Robbins HRM 7th Edition

9. 3: ORGANIZATIONAL CAREER MANAGEMENT
Tracking career paths
Developing career ladders
Monitoring special groups
Organizational career planning
Job needs
DeCenzo and Robbins HRM 7th Edition

10. 4: CAREER COMPARED TO EMPLOYEE DEVELOPMENT
Longer time frame than employee development
Focus on long term
Success
Effectiveness
Compatible
Long term needs
Dynamic changes
DeCenzo and Robbins HRM 7th Edition

11. 5: VALUE TO THE ORGANIZATION
Needed talent pool
High talent workers
Attract
Retain
Growth, development opportunities
Minorities
Women
AND….
DeCenzo and Robbins HRM 7th Edition

12. 5: VALUE TO THE ORGANIZATION
Reduce employee frustration
Enhance cultural diversity
Promote organizational goodwill
DeCenzo and Robbins HRM 7th Edition

13. 5: VALUE TO THE INDIVIDUAL
EXTERNAL
Extrinsic
Objective
INTERNAL
Intrinsic
Subjective
MOTIVATIONS ARE DIFFERENT
DeCenzo and Robbins HRM 7th Edition

14. 5: EXTERNAL VALUE TO THE INDIVIDUAL
Status - hierarchy
Flexibility
Opportunity- promotion
Characteristics of organization or job
Money
DeCenzo and Robbins HRM 7th Edition

15. 5: INTERNAL VALUE TO THE INDIVIDUAL
Meaning
Respect
Family
Relationships
Satisfaction
DeCenzo and Robbins HRM 7th Edition

16. DeCenzo and Robbins HRM 7th Edition
6: CAREER STEPS
Exploration
Establishment
Mid-career
Late-career
Decline
DeCenzo and Robbins HRM 7th Edition

17. DeCenzo and Robbins HRM 7th Edition
6: EXPLORATION
Training
Trying lots of options
Finding what you like
New beginnings
Find a mentor
DeCenzo and Robbins HRM 7th Edition

18. DeCenzo and Robbins HRM 7th Edition
6: ESTABLISHMENT
Putting down roots
Sending up shoots
Becoming an expert
Making your mark
Have a mentor
DeCenzo and Robbins HRM 7th Edition

19. DeCenzo and Robbins HRM 7th Edition
6: MID-CAREER
Level of comfort
Demonstrated success
Maybe boredom, time to start over
Maybe satisfaction, enjoyment
Be a mentor
DeCenzo and Robbins HRM 7th Edition

20. DeCenzo and Robbins HRM 7th Edition
6: LATE-CAREER
Be a mentor
Coach
Energy devoted elsewhere
New or different interests
Influencer, more powerful
DeCenzo and Robbins HRM 7th Edition

21. DeCenzo and Robbins HRM 7th Edition
6: DECLINE
Retirement
Change of life focus
Legacy
DeCenzo and Robbins HRM 7th Edition

22. 7: HOLLAND VOCATIONAL PREFERENCES
People have different preferences
People work better at jobs they like
Communication is better between workers with similar interests
DeCenzo and Robbins HRM 7th Edition

23. 7: HOLLAND VOCATIONAL PREFERENCES
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
DeCenzo and Robbins HRM 7th Edition

24. 7: HOLLAND PREFERENCE DIMENSIONS
Being with people
Realistic
Social
Action
Investigative
Enterprising
Who provides structure?
Artistic
Conventional
DeCenzo and Robbins HRM 7th Edition

25. 7: SCHEIN CAREER ANCHORS (PREFERENCE)
Technical-functional competence
Managerial competence
Security-stability
Creativity
Autonomy-independence
DeCenzo and Robbins HRM 7th Edition

26. 8: INDIVIDUAL DIFFERENCES AND JOBS
Jungian personality typology
Myers-Briggs Type Indicator(MBTI)
Match individual characteristics with job characteristics
Similar to vocational preferences
DeCenzo and Robbins HRM 7th Edition

27. DeCenzo and Robbins HRM 7th Edition
8: MBTI DIMENSIONS
Orientation to the outer world
Information gathering source
Information evaluation process
Closure seeking
DeCenzo and Robbins HRM 7th Edition

28. DeCenzo and Robbins HRM 7th Edition
8: MBTI - OUTER WORLD
Extraversion (E)
Energy builds with people
Introversion (I)
Energy drained with people
DeCenzo and Robbins HRM 7th Edition

29. 8: INFORMATION GATHERING
Sensing (S)
Focus on what is
Intuitive (N)
Focus on what might be
DeCenzo and Robbins HRM 7th Edition

30. 8: INFORMATION EVALUATION
Thinking (T)
Linear, rational
Feeling (F)
Holistic
DeCenzo and Robbins HRM 7th Edition

31. DeCenzo and Robbins HRM 7th Edition
8: CLOSURE SEEKING
Judging (J)
Once it’s done, it’s done
Perceiving (P)
Always willing to reopen a subject
DeCenzo and Robbins HRM 7th Edition

32. DeCenzo and Robbins HRM 7th Edition
9: CAREER SUGGESTIONS
Select first job carefully
Power department
Do good work
Project the right image
Learn the power structure
AND….
DeCenzo and Robbins HRM 7th Edition

33. 9: MORE CAREER SUGGESTIONS
Gain control of organizational resources
Stay visible
Don’t stay too long
Find a mentor
Support your boss
Stay mobile
AND….
DeCenzo and Robbins HRM 7th Edition

34. 9: MORE CAREER SUGGESTIONS
Think laterally
Internships
Acquire skills
Upgrade skills
Develop network
AND….
DeCenzo and Robbins HRM 7th Edition

35. 9: TO KEEP YOUR CAREER GOING (D.A.T.A.)
D esire
More than experience
A bility
Can’t quit growing
T emperament
Security is a thing of the past
A ssets
Networking, skills, etc.
DeCenzo and Robbins HRM 7th Edition

36. DeCenzo and Robbins HRM 7th Edition
REVIEW CHAPTER 9
Do you have a career or a job?
Is job satisfaction internal or external?
What job do you want to have in 10 years?
DeCenzo and Robbins HRM 7th Edition

37. DeCenzo and Robbins HRM 7th Edition
QUICK: REVIEW CHAPTER 9
ANSWER THESE QUESTIONS ON A SHEET OF PAPER.
1. THE MOST IMPORTANT THING WE DID IN CLASS TODAY _______.
2. I STILL HAVE QUESTIONS ABOUT___.
3. THE BEST THING ABOUT CLASS TODAY WAS _______________.
4. DON’T DO ____________ ANYMORE.
TURN THEM IN, PLEASE. NO NAMES. WE’LL TALK NEXT CLASS SESSION
DeCenzo and Robbins HRM 7th Edition

38. DeCenzo and Robbins HRM 7th Edition
PREVIEW: CHAPTER 10
Ask 3 people you know:
Are you performing well at work?
How do you know?
Does your boss perform his/her job well?
Does your boss know your opinion?
Write up their responses for 1 extra point on your final grade.
DeCenzo and Robbins HRM 7th Edition

39. DeCenzo and Robbins HRM 7th Edition
Exhibit 9-1: Internal and External Events and Career Stages
DeCenzo and Robbins HRM 7th Edition

40. DeCenzo and Robbins HRM 7th Edition
Exhibit 9-2: Career Stages
DeCenzo and Robbins HRM 7th Edition

41. DeCenzo and Robbins HRM 7th Edition
Exhibit 9-3: Holland’s General Occupational Themes
DeCenzo and Robbins HRM 7th Edition

42. DeCenzo and Robbins HRM 7th Edition
Exhibit 9-4: Structure of Holland’s Themes
DeCenzo and Robbins HRM 7th Edition

43. DeCenzo and Robbins HRM 7th Edition
Exhibit 9-5: Characteristics Frequently Associated with
Myers-Briggs Types
DeCenzo and Robbins HRM 7th Edition

44. DeCenzo and Robbins HRM 7th Edition
Exhibit 9-6: Steps in Managing Your Career
DeCenzo and Robbins HRM 7th Edition