Career Development Is A Continuous Process Career Education Essay

rush Development Is A Continuous Process C beer Education EssayTwenty or so familys past in the old priming coatly concern of sprain there was emphasis on the following making a go choice for a long- endpoint charge concern with only wiz c atomic number 18r theme hierarchic progression (climbing the cargoner ladder) having a cargoner and job for life committal to one comp any(prenominal) and employer benefits and a pension in recognition of loyalty.The twenty- original century humanness of fit is precise contrastive. With rapid tuitions in engine room and world-wideisation of the economy and job markets, there is an sum up in competition. The global economy is foc employ on information generation and deliin truth of services. there is constant revealsourcing of engagement, d causesizing of companies and customising of jobs. More people argon in short-lived and part- clipping employment and increasing numbers of people ar self- engaged. In most agate line s there is a trend towards change, unpredictability, spontaneity, innovation and creativity and a demand for people with inter individualal and intra individual(prenominal)ised aptitudes.Many lifes today sack thus be described in terms of the following un definitety, unpredictability, insecurity, reduced correspondinglihood of promotion, lap intensification, increased akinlihood of mobility out of ones initial occupation, non-standard contracts, part-time range and self-employment In this context one fates to think of oneself as a portfolio of skills (4-8 rush changes will probably be made in your lifetime). in that respect is a constant need to invest in maintaining employability, engaging in life-long education and enhancing ones personal growth. Increasingly, individuals also accommodate to discern their own benefits often(prenominal) as pension schemes and aesculapian aids.To be success in vocation bouncement, we have to lead to have high adaptation. We shou ld be flexible, adapt adequate to(p) and spontaneous to gain roll in the hayledge and break in new skills. Besides, as a chance on of success, we must be watchful for lifelong learning the ability to retrieve information and rebel knowledge and produce new skills on an on-going basis. It is essential that you argon constantly on the figureout for possibilities to trail yourself and your skills. there is a trend toward multi-skilling the acquisition of a number of different skills preferably than just focusing on the skills in which you were originally trained.Continuous learning knead is essential in career victimization. In career outgrowth, build up a valuable network of contacts so that we are able to increase our network coverage in the future. Besides, we have to be prepared to perform tasks that may non be exactly what you want to be doing, but which could pave the way for future outgrowth (develop transferable skills). On the new(prenominal) hand, dont e xpect to stick to the same job for your entire life. It is better(predicate) to move around while you poop. Gain fresh experiences. In fact, play yourself a mentor-someone whom you bottom rely on to give you feedback, encourage you and assistant you to find opportunities to develop in your career. The last but non the least, learn to work effectively in a team.Right from your first year subscribe to a start on your career development. precautioner development is not about planning exactly what you will do for your career from the time you start showing to the day you leave its about exploiting each opportunity that you come across to acquire new skills which will upgrade your employability.The career development process is aimed at achieving self-knowledge and learning how you arouse belong as marketable as possible in the current world of work. In order to be able to develop your career and make effective career decisions you need to engage in self-reflection and self- assessment from time to time in order to as reliable your current position and progress. If you know yourself and have insight into who you are, you will be better able to know where you could be going. This knowledge will equip you to plan and develop your career cartroad effectively.It is historic that you learn that you have the necessary skills and attributes which are needed in the current job market, especially in the light of the constant changes and developments in the heterogeneous fields of work. Rapid change in the use of engineering itself creates a need for continual updating of ones skills. Your academic qualification all these days will not guarantee you a job.These are any relevant skills that you have developed in one context that can be transferred to another. The skill of organising, for example, is one such(prenominal) transferable skill that employers determine for. Perhaps you gained this skill through organizing a camp for under(a)privileged children, which mired arranging a venue, transport, a caterer and a programme of events. Although you mightiness not do exactly the same in another work context, the skill of organizing something is one you could transfer.General skills such as public communicate, time management, problem-solving and winning the clearing move can be built up during your studies. Speak out in tutorials, hand in assignments on time, go beyond what the lecturers direct of you by learning to take the initiative and to solve problems.By move in activities outside of the lecture room, you will not only develop transferable skills but also learn to a greater design than about yourself. It is weighty to get involved as early as possible. Look for organisations such as clubs, societies, teams, church groups, Peer Helping etc. which will give you the opportunity to make a meaningful contribution and learn and work skills such as communication, leadership and teamwork.By taking on some different subroutines , you will learn about yourself. You will get to know what you are you intelligent at and what you savor. Consider what excites you and what makes you enthusiastic. Make a banknote of these activities as they may be the in truth things around which you should build your career.To summate up, the dynamic business environment in this society creates the demand for the employees to continue to learn. Career development is a continuous process to change employees to stand out and sustain themselves in when the business undergoes digitalization, globalisation and differentiation.2. Compare Hollands commence to career development with Roes. Summarize the similarities and differences.(25 marks)Osipow (1983) classified John Hollands work under the trait glide slope to career development and Isaacson (1985) classified it under the temper- run aground theories of career development. Career choice and career adjustment represents an extension of a persons personality. Holland propose d four on the job(p) assumptions. Hollands assumption on the nature of the personality references includes people develop relatively permanent sets of behaviors or personalities that they judge to bear witness through occupational choices. Besides, Holland assumed that people project their views of themselves and of the work world onto occupational titles. Assessment of these projections serves to identify information about the occupational field of views that might be most satisfying for an individual, as well as to crystalise relevant aspects of the individuals personality.Hollands topology based on the several ruling theories, first vocational choice is an expression of personality. vocational choice is not only a reflection of specific aspects ofpersonality. This font of choice expresses who the person is as a whole. For example, it is important to consider their history, their perception of reality and their well-disposed context. Second principle is the interest inve ntories are inventories of personality. vocational preferences are expressions of personality. Individuals chose an occupation based on their knowledge, theirpersonality and their aptitudes. Therefore, vocational choice is greater than solely using certain abilities inwardly a specific context. It is also a lifestyle, a way of being. Vocational choice is the actualisation of personality as a whole. The next principle is Vocational stereotypes. A number of stereotypes are attached to various professions. Perception of professions differs according to age, experience and social status. close to psychometric assessments do not take into consideration these different perceptions. Individuals could be influenced to stop their vocational choice based on stereotypes that are more or slight valid. It is important for a vocational choice to be made based on a realistic perception of various professions. There are a few more principle includes Members of a same profession share personality types and individual stories that are similar, similarities raise in a vocational group play a role in the creation of a specific work environment and vocational satisfaction, its stability and its development are directly attributed to the decimal point of congruence amongst the individuals personality and the workplace environmentHowever, there are two major(ip) tenets in Ann Roes system. First, Freuds psychodynamic preposition that focuses on childhood experience, where what happens in the past affects the present. Second, The Maslows need supposition focus on the influences of need to occupational choice, where people look for certain jobs that will help them to fulfil their certain needs. The incorporation of theory in predicting ones occupation will be explained by using Roes Circular Model.In term of findings, Holland found that there are six introductory types of work environments in U.S. society RIASEC. There are six corresponding modal(prenominal) personal orienta tions the way the person typically responds to environmental demands RIASEC. People compass the most work satisfaction when their work environment matches their modal personal orientation.R / REALISTICRealistic people are doers. They are independent, steadfast, persistent, genuine, pragmatical and thrifty. They prefer to deal with things rather than ideas or people. They are no-non soul, matter-of-fact, down to earth individuals. They surmount at tasks that are tactile, motoric, somatogenic, athletic or mechanical. They value things that are graphic, concrete and tangible. They exchangeable the outdoors, tools, machines, animals and working with their hands. (Farmer, Carpenter, Naturalist, Athlete, Police Officer, Military Personnel, Forester, Landscaper, Mechanic, Sculptor, Veterinarian, Chef, Surgeon, Plumber, Electrician, Pi haulage, Fire Fighter, Repairer, wight Breeder, Animal Trainer, Steelworker, Miner)I / INVESTIGATIVE inquiring people are thinkers. They are intellect ual, introspective, introverted and inquisitive. They are curious, methodical, rational, analytical and precise. They excel at tasks that are scholarly, abstract, scientific, medical or technical. They enjoy activities that involve thought, ceremony, investigation, exploration, disco precise and exploration. They are avid readers. They like to solve puzzles, perform experiments and engage in research. (Biologist, Chemist, Anthropologist, Sociologist, Historian, Scientist, Medical Doctor, Botanist, Meteorologist, Astronomer, Environmental Analyst, Pharmacist, Optometrist, Dentist, Engineer, Economist, Dietitian, Psychiatrist, Nurse, Coroner, research laboratory Technician)A / ARTISTICArtistic people are creators. They are intuitive, sensitive, articulate, communicative and creative. They are unstructured, original and nonconforming. They rely on feelings and imagination. They like to work with abstractions, ideas, concepts and ambiguities. They are emotional, spontaneous and open-m inded. They excel at tasks that are literary, verbal, visual and aesthetic. They like art, music, dance, drawing, painting, sculpting, drafting, drama, indite, communications, protrude and fashion. (Singer, Writer, Dancer, Interior Designer, Painter, Actor, Copy Writer, Playw ripe, Musician, Composer, Poet, Clothing Designer, Architect, Sketch Artist, Illustrator, Graphic Designer, Printmaker, Cartoonist, Comedian, Choreographer, Photographer)S / fondSocial people are helpers. They are kind, generous, cooperative, patient, caring, helpful, empathetic, tactful and friendly. They excel at socializing, helping others and teaching. They like tasks that involve teamwork, social interaction, building relationships, and the improvement of society. They enjoy activities that are public, humanitarian, developmental, educational, philanthropic, altruistic, interpersonal and service oriented. (Teacher, Counselor, Social player, Therapist, Nurse, Care Giver, Psychologist, Minister, Priest, Rabbi, Recruiter, Interviewer, Child Care Worker, Home Economist, Arbitrator, Facilitator, Sociologist, Bartender, Homemaker)E / ENTERPRISINGEnterprising people are leaders. They are adventurous, ambitious, assertive, extroverted, energetic, enthusiastic, confident and optimistic. They are dominant, persuasive and motivational. They are promoters. They generally have a contagious or charismatic personality. They excel at business, management, economics, politics, public speaking and salesmanship. Being adventurous and willing to take risks, they possess an entrepreneurial spirit. They like influencing others by guiding, encouraging, directing, preaching, competing or debating. (Politician, Lawyer, Preacher, Coach, Salesperson, Manager, Public Relations Specialist, Promoter, regulart Planner, Trainer, Instructor, Consultant, Supervisor, Entertainer, Newscaster, Director, Lobbyist, Buyer, Administrator)C / naturalizedConventional people are organizers. They are conscientious and con servative. They are logical, efficient, nice and organized. They are thorough and detail oriented. They are reliable. They enjoy practical tasks, three-figure measurements, conventional environments and structured situations. They like to work with data and numbers. They like process, procedures, regulations, standards, and rules. They excel at accounting, computer abilities, and clerical skills. They like mathematics, office settings and statistical tasks. (Accountant, Secretary, Banker, Teller, Collector, Bookkeeper, ready reckoner Programmer, Inspector, Auditor, Mathematician, Statistician, Financial Analyst, Data Processor, Scheduler, Filer, Typist, Tax Preparer, Account Analyst, Budget Clerk)However, in term of Ann Roes Theory, Anne Roe suggested that there are 6 occupational direct within the 8 fields of occupation.Level 1 Professional and managerial (higher) brace independent responsibility in important aspect, they are involve in the making of pilicy in an organauzation Possessed masters percentage point or desexualise of philisophyLevel 2 Professional and managerial (regular)Have medium level responsibility, for self and others e.g. policy interpretationPossessed bachelors degreeLevel 3Semi-professionalHave low level responsibility for others application of policy, or tendency for self only Possessed diplomaLevel 4 practisedResponsibilities are less autonomy and less initiative permittedPossessed a certificatesLevel 5 Semi-skilledResponsibilities are less autonomy and less initiative permittedNeed informal practicesLevel 6 UnskilledResponsibilities are less autonomy and less initiative are permittedDo not need specific academic qualificationThe 6 levels of performance in Roes occupational classification system are based onResponsibility in the label of workCapacity and skills required for the level of workcomplexness of decision making in the level of workThe higher the level, the more responsibility, more skills are required, complexity of de cision making will increase (Roe Klos, 1972)Figure 1 Basic Comparison of Ann Roes Model and Holland ModelHolland Theory ModelAnother difference between the models was demonstrated on the basic principle. match to Ann Roes work can satisfy needs in different ways. The Occupational groups includesService (something for another person)Business contact (selling and supplying services) governing body (management in business, industry and government)Technology (product maintenance, transportation of commodities utilities)Outdoors (cultivating, preserving gathering natural resources)Science (scientific theory and its application)General grow (preserving and transmitting cultural heritage) humanities and Entertainment (creative art and entertainment).However, Holland focuses on four key conceptsCongruence compatibility between personality type environmentConsistency similarity among types/ environmentsDifferentiation degree to which a person/ environment is clearly definedIdentity ext ent to which a person has a clear self perception of his/her characteristics and gaols, and to the degree of stability which an occupational environment stomachs.3. Each student will grant one professional article on career development to look back. Your critique should contain four sections a) title, b) short summary of the content, c)your opinion/critique of the article, including strengths and weaknesses, d) your recommendations for upgrade hit the books by researchers in the field. (25 marks)a) TitleA Systemic barbel to Career Development at McDonaldsb) Short summary of the contentHigh-engagement flack is applied by Mc Donalds in USA to improve twain their operations leadership pipeline and employee satisfaction with their career growth. This orgasm is initiated by the top management. However, the strategies are supported by middle-management employees. In this article, the creators has identified the approach apply embodies McDonalds cultural value of partnership, c ollaboration, and openness, and effectively ensured that a critical hole of over 100 field officers and 3,000 middle managers embraced the change.c) Your opinion/critique of the article, including strengths and weaknessesd) Your recommendations for throw out study by researchers in the fieldThis research article is based on qualitative research method. Case study methodology is used in the research is a single case approach. Case studies can be either a single-case design or a multiple-case design. According to Yin (1994), a single-case design is ideal for studying unique or organic cases, to confirm or challenge a theory or for cases where the researcher did not have access to before. However, the researcher should be careful not to misrepresent what was observed.The following are some types of data collection techniques employed in this case studies (Stake, 1995 and Yin, 1994). The reference is applied in this research. Researcher has audience the top management and middle man agement at McDonald. The interview is an important technique for data collection and there are two forms of interview are applied in the research, closed or structured Interviews and unrestricted Interviews. Open-ended interviews allow subjects to express themselves more freely and insight into events.Besides, observations techniques are used to study the attitude and behaviour of the management and their employees. This direct observation of the employees on satisfaction towards leadership was applied.The researcher used letters, memos, agendas, administrative documents, report articles and any other relevant documents to analyse the operation leadership pipeline. Documents are useful for making inferences about events. Documents are communications between persons in the study.The author has success fully identity the research gap in the journal. The first reason was there are no other studies that have used systemic approach in career development especially in fast food industry . Besides, the objective of this research is rather direct that to study how high-engagement approach to improve both operation leadership pipeline and employee satisfaction.To enhance the writing up for this journal, author can consider providing a crushed paragraph to indicate the seduce or operation definition for culture short and social support. Reader would have a clearer picture how the construct does by providing the operational definition.The author has given a clear and abstrusity discussion in the approach used by McDonald to career development. The electron orbit of discussion includes talents management imperative, task force chartered, open, meaningful dialog across solos, getting broader leadership input and support, the content of the change a systemic approach. The author supported the discussion with the various previous researches.In the last session of this journal, the author has identified the point of accumulation of the studies and future directions. I feel the discussion on the limitation is not thoroughly considered. Even the research design of cohort studies was mentioned, however the various types of bias was ignored. The limitation of specifying and selecting study sample, non-response, volunteer bias, bogus control bias should be discussed. Besides, the author should take care of limitation in measuring exposure and outcome. servility bias, expectation bias and errors that could occur during recording the transcribing data should be fully discuss in the last session.However, the author has given a very clear future direction for other researcher to follow so that they can contribute to the knowledge gap. More researches should be conducted in the area of career development in systemic approach so that a strong fundamental will be plyd to support the theory in this area.In my opinion, a quantitative study should be used to study the relationship between leadership and the employees satisfaction. Besides, the cross sectional studies should be conducted to look at various area in career development of the staffs including talent management, training, career planning and others.As conclusion, this journal article provides a good fundamental background for the reader to understand the concept of systemic approach and career development. By understand the concept of systemic approach and career development, intervention program can be done to help to employees to develop a secure career planning in the organisation.4. Apply a career development theory to your own career development. Using Supers developmental stages, identify your current stage of development and the ages at which you accomplished other stages.(25 marks)I would apply Holand approach in my career development. This approach gives translucent attention to behavioral style or personality types as the major influence in career choice development. This is described as structurally interactive.Family influences, to a certain degree, the developm ent of personality types. For example, my parents promotes investigative abilities, could favour the development of an investigative type personality. Parents pass on some hereditary characteristics that can influence the development of certain personality types. Since my parents are from medical field, I was strongly influenced by them. Also, the family unit is a member of a certain social context. This social context can also participate in the development of certain personality traitsAccording to Holand, there are 6 types of personality traits.Realistic work with hands, machines, tools, active, practical, adventurousVocational preferences favor concrete occupations (e.g. carpentry) that are relatively solitary and do require a lot of interaction with peopleTheir range of interests is relatively restricted. They limit their relations and anticipate people who share the same set, interests and beliefs as they doValues and career objectivesPossess tralatitious value and prefer t o work within an institutional settingHave many ambitions and see the practical side of things quite close minded when it comes to changing their belief system or their valuesInvestigative thought, analytical approaches, explore, knowledge, ideas, not socialVocational preferencePrefer activities that require observation, systematic investigation of natural, biological, cultural, medical or technical phenomenonsThey seek to understand and control what is happeningThis type does not invest much in social or interpersonal activitiesValues and career objectivesTheir values influence them to seek academic activities where they can feel a sense of autonomy and personal independenceThey are intellectuals who like logic and can be ambitious. Their belief system is openHowever, family, security and friendship are values that are less important to themArtistic literary, musical, artistic activities, emotional, creative, openVocational preferencePrefer artistic activities and avoid conventio nal type activities want to socialise with people who have similar values and belief systems as they do, and avoid people who do notValues and career objectivesBelieve aesthetics are very important. They have an expressive, courageous and fanciful personalityAvoid conformity and servilityBelief system is very open open to new ideas and to the feelings of othersSocial train, inform, educate, help, supportive, avoid technical skills, empathy, relationshipsVocational preferencePrefer occupations with social requirementsAvoid more realistic type activitiesAssociate with people who share similar values and beliefs as they doValues and career objectivesLike to serve others in a medical, institutional or community settingWant to help and believe in equal opportunitiesAre not attracted to the world of ideas or logic recoup spiritual values importantEnterprising verbally skilled, persuasive, direct, leader, dominantVocational preferencePrefer activities that put their business skills to workLike to develop in the business worldAvoid activities that require research or investigative work. Prefer to be with people who share similar values and beliefs as they doValues and career objectivesThey have a traditional belief and value systemStrive to generate leaders and manage othersThey are very ambitiousThey take pride in their physical appearance and aim to climb the social ladderConventional rules and routines, provide order or direct structure, great self control, respect role and status, punctual, orderlyVocational preferencePrefer conventional type activities like accounting, finances or administrationAvoid artistic type activitiesLike to be with people who are similar to them and avoid people who are differentThe diagram summarises the characteristics of the Holland type of expression.Holland Types are usually expressed in 3 letters- Ex RIARealisticRC IE ASE ASSSConventional InvestigativeEnterprising ArtisticSocialMost Masculine Types R E Most Prestigious Type s I EMost Feminine Types A S Least Prestigious Types R CFrom my profile, I found that I belong to IRS. Hence, it represents the career I am doing now as a medical specialist.Super Developmental StageVocational development is the process of developing and implementing a self-concept. As the self-concept becomes more realistic and stable, so does vocational choice and behavior. People choose occupations that permit them to express their self-concepts. Work satisfaction is related to the degree that theyve been able to implement their self-concepts.Career maturity includes forwardness to cope with developmental tasks at a given stage. It is both affective and cognitive. Most career education programs have been affected by Supers ideas. They provide gradual exposure to self-concepts and work concepts in curriculum that represents Supers ideas of career development/vocational maturity. (National Career Development Guideline Standards)I am before long at establishment stage. (25 40 year old). In this age, the major tasks are to find secure niche in ones field and advance within it. I have found my permanent and appropriate field of work when working and establishing my work in the field of medical. Besides, I have grow my field of working in the area of business, consultancy and training.These years are considered to be the most productive and creative years of the life span. I am able to work for more than 24 hours without sleep to complete a task. The energetic during this stage motivates us to work under stress and pressure.not only that, in this trial and stabilization stage, I have undergone the process of settling down, if unsatisfactory may make 1-2 more changes before the right job is found. I have been trying to work in various environment including private and government sectors. After trying various working environment, I learn a few concept and decided not to work for any organisation and work for my own. I believe a concept that, if working in an organisation, the maximum they are able to stomach me is RM 10 000. However, if I work for several organisation, I am very sure it would be more than working singularly in one organisatiom. It is proven now that I have multiple income.During this stage I scram to support myself and my family. I have to start to buy my own belongings like properties, car and investment in share markets. I start to understand the tangible assets and intangible assets. All these development enable me to appreciate the real concept of self dependency. Besides, I begin to develop a lifestyle, make use of their abilities and past training. I also begin to become involved in meaningful interests.It further to advancement where the efforts order at securing ones position, acquiring seniority, developing skills, demonstrating superior performance, resume building actions. I have tried to development myself by attending various conferences, writing various journals articles to be published in order to establish myself in my career. Besides, I start to write in various magazines and books to create my personal branding in the organisation. After several years of hard work, my yell can be googled and it is popular among bloggers internationally.In addition, I begin to become more focused on my place in their occupation. Job title, lucre has become my main focus on all tasks in my career. not only that, I start to become interested in my work security and advancement. I create my own familiarity and ensure the company has the fix income and passive income to support my expenses. Besides, before investing further, I would ensure my budgeting is done completely so that I would run into financial crisis. Hence, I also have the expectation that they will become financially stable and move towards challenging levels of responsibility and independence. Sometimes, this stage may become very frustrating if advancement is not forth comingIn short, in this stage I realise that I become s