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Questions and Answers
Which of the following best describes a traditional career?
Which of the following best describes a traditional career?
What is one of the key differences between a traditional career and a protean career?
What is one of the key differences between a traditional career and a protean career?
Which stage is NOT part of the model of career development?
Which stage is NOT part of the model of career development?
What does the term 'psychological success' imply in the context of a protean career?
What does the term 'psychological success' imply in the context of a protean career?
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What is a key component of career management for employees?
What is a key component of career management for employees?
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Which of the following defines career identity?
Which of the following defines career identity?
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Which of the following is a consequence of inadequate career management from the company's perspective?
Which of the following is a consequence of inadequate career management from the company's perspective?
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How does a lack of career management affect employees?
How does a lack of career management affect employees?
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What is a primary characteristic of career resilience?
What is a primary characteristic of career resilience?
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Which of the following is an implication of the psychological contract in career management?
Which of the following is an implication of the psychological contract in career management?
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What best describes career motivation?
What best describes career motivation?
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In which career stage does an individual typically start to decline in professional engagement?
In which career stage does an individual typically start to decline in professional engagement?
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Which factor does NOT contribute to successful career management for employees?
Which factor does NOT contribute to successful career management for employees?
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What is a key characteristic of a protean career compared to a traditional career?
What is a key characteristic of a protean career compared to a traditional career?
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Which aspect of the psychological contract is emphasized in traditional careers?
Which aspect of the psychological contract is emphasized in traditional careers?
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What is meant by 'psychological success' in the context of careers?
What is meant by 'psychological success' in the context of careers?
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How does the responsibility for management differ between traditional and protean careers?
How does the responsibility for management differ between traditional and protean careers?
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What defines the mobility pattern in a protean career?
What defines the mobility pattern in a protean career?
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Which statement best describes the expertise required in traditional careers?
Which statement best describes the expertise required in traditional careers?
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In terms of employee control, how does psychological success differ from traditional career goals?
In terms of employee control, how does psychological success differ from traditional career goals?
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What is one implication of the shift to protean careers for new employees in the workforce?
What is one implication of the shift to protean careers for new employees in the workforce?
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Which aspect of career motivation reflects the ability to adapt to unexpected work-related changes?
Which aspect of career motivation reflects the ability to adapt to unexpected work-related changes?
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Which statement best describes career insight?
Which statement best describes career insight?
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What is the primary focus of career identity in the context of career motivation?
What is the primary focus of career identity in the context of career motivation?
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Employees with high career resilience are likely to do which of the following?
Employees with high career resilience are likely to do which of the following?
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During which career stage do employees typically focus on securing a stable position within a company?
During which career stage do employees typically focus on securing a stable position within a company?
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What happens to employees when companies effectively manage developmental tasks at each career stage?
What happens to employees when companies effectively manage developmental tasks at each career stage?
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Which of the following behaviors is associated with employees who possess high career identity?
Which of the following behaviors is associated with employees who possess high career identity?
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Which aspect of career motivation primarily concerns how employees perceive their strengths and weaknesses?
Which aspect of career motivation primarily concerns how employees perceive their strengths and weaknesses?
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Study Notes
BSRS 4207 Career Management (Chapter 1)
- Course taught by Dr. Adil Al-Balushi, Department of Business Studies, UTAS
- Course references:
- Employee Training and Development (6th edition), by Noe, Raymond A. Irwin, published by McGraw Hill, ISBN 13: 978-0-07-802921-9
- Human Resource Management (7th edition), by Noe, Hollenbeck, Gerhart & Wright, 2012
Course Learning Outcomes
- Definitions of Career
- Protean Career
- Traditional Career vs Protean Career
- Psychological Contract
- Psychological Success
- Career Management
Key Focus Areas
- Career Management's influence on Career Motivation
- Career Motivation
- Career Resilience
- Career Insight
- Career Identity
- Career Development & Career Stages
- Exploration Stage
- Establishment Stage
- Maintenance Stage
- Disengagement Stage
What is a Career?
- Meaning 1: Advancement
- A sequence of promotions or upward moves within a company.
- Career is a clear pattern of advancement.
- Meaning 2: Profession
- Career only exists in certain occupations with clear patterns of advancement.
- Examples: doctors, engineers, teachers.
- Meaning 3: Lifelong Sequence of Jobs
- A series of jobs held throughout a person's life, regardless of job level or occupation.
Protean Career
- Based on self-direction, with a goal of psychological success in work.
- Employees take major responsibility for managing their careers.
- Employees may take sabbaticals or temporary positions to gain new experience and evaluate different career paths.
- Aims to allow employees to develop skills beyond their initial career path, and personally evaluate if it fits their needs.
Traditional Career vs Protean Career
-
Traditional Career:
- Goal: Promotions and salary increase.
- Psychological Contract: Security and commitment.
- Mobility: Vertical within the company.
- Responsibility: Company.
- Pattern: Linear.
- Expertise: Know-how from training.
- Development: Heavy reliance on formal training.
-
Protean Career:
- Goal: Psychological success.
- Psychological Contract: Employability and flexibility.
- Mobility: Lateral, employee-driven.
- Responsibility: Employee-driven.
- Pattern: Spiral.
- Expertise: Learn through relationships and experiences.
- Development: Greater reliance on relationships and experience.
Psychological Contract
- Expectations between employers and employees.
- Traditionally, companies offer continued employment and advancement in return for high job performance.
- Salary increases and status advancement were linked to vertical movement (promotions).
Psychological Success
- Feeling of pride and accomplishment from achieving life goals, not just work goals.
- Includes raising a family, physical health, traveling, and voluntary work.
- More under the employee's control than traditional career goals.
- Often more prevalent among new generations entering the workforce.
Career Management
- Process through which employees become aware of their interests, values, strengths and weaknesses.
- Gaining information about job opportunities within a company.
- Identifying career goals and establishing action plans to achieve them.
- Important from both employee and company perspective.
From the Company's Perspective
- Failure to motivate employees to plan careers can result in shortages of employees, lower employee commitments, and inappropriate use of training and development funds.
From the Employee's Perspective
- Lack of career management can result in frustration, feelings of not being valued, and difficulty finding new employment (due to company restructuring, mergers, or acquisitions).
Career Management's Influence on Career Motivation
- Career motivation: Employees' energy to invest in their careers, awareness of career direction, and ability to maintain energy/direction despite barriers.
- Components: Career resilience, career insight, career identity.
Career Resilience
- Extent to which employees are able to cope with work environment problems and adapt to changes/unexpected events.
- Willingness to develop new skills.
Career Insight
- Employees' understanding of their interests, strengths, weaknesses, and how they relate to their career goals.
Career Identity
- Employees' commitment to a company, willingness to do whatever it takes to complete tasks/projects, and commitment to customer demands.
Career Development
- Process of employee progression through a series of stages.
- Stages: Exploration, Establishment, Maintenance, Disengagement.
- Each stage has specific developmental tasks, activities, and relationships.
- Companies' well-defined approach to the tasks in each stage affects employee retention, motivation, and performance.
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Description
Explore key concepts in Career Management as outlined in Chapter 1 of BSRS 4207. This quiz covers definitions, career types, and the various stages of career development. Delve into the impact of career management on motivation and success.
