BSRS 4207 Career Management (Chapter 1)
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Questions and Answers

Which of the following best describes a traditional career?

  • A self-directed path that focuses on psychological success
  • A variety of different job roles throughout a lifetime
  • A career defined only by the jobs that lack advancement opportunities
  • A sequence of promotions within a single company (correct)

What is one of the key differences between a traditional career and a protean career?

  • A traditional career is more adaptable to change compared to a protean career.
  • A protean career depends heavily on organizational structures.
  • A protean career emphasizes personal responsibility over career management. (correct)
  • A traditional career focuses on self-direction and personal responsibility.

Which stage is NOT part of the model of career development?

  • Maintenance Stage
  • Establishment Stage
  • Exploration Stage
  • Achievement Stage (correct)

What does the term 'psychological success' imply in the context of a protean career?

<p>Personal fulfillment and satisfaction in one’s work (C)</p> Signup and view all the answers

What is a key component of career management for employees?

<p>Identifying personal strengths and weaknesses (D)</p> Signup and view all the answers

Which of the following defines career identity?

<p>An understanding of how work roles align with personal values (D)</p> Signup and view all the answers

Which of the following is a consequence of inadequate career management from the company's perspective?

<p>Shortage of employees for open positions (B)</p> Signup and view all the answers

How does a lack of career management affect employees?

<p>Can lead to feelings of being undervalued (C)</p> Signup and view all the answers

What is a primary characteristic of career resilience?

<p>The ability to adapt and thrive despite setbacks (D)</p> Signup and view all the answers

Which of the following is an implication of the psychological contract in career management?

<p>It includes belief systems about mutual obligations between employer and employee. (A)</p> Signup and view all the answers

What best describes career motivation?

<p>The willingness to invest energy in pursuing career goals (A)</p> Signup and view all the answers

In which career stage does an individual typically start to decline in professional engagement?

<p>Disengagement Stage (A)</p> Signup and view all the answers

Which factor does NOT contribute to successful career management for employees?

<p>Networking with external industries (B)</p> Signup and view all the answers

What is a key characteristic of a protean career compared to a traditional career?

<p>Emphasis on psychological success and flexibility (A)</p> Signup and view all the answers

Which aspect of the psychological contract is emphasized in traditional careers?

<p>Guarantee of continued employment (B)</p> Signup and view all the answers

What is meant by 'psychological success' in the context of careers?

<p>Feeling pride from personal life achievements outside work (A)</p> Signup and view all the answers

How does the responsibility for management differ between traditional and protean careers?

<p>Traditional careers assign full responsibility to the company (B)</p> Signup and view all the answers

What defines the mobility pattern in a protean career?

<p>Emphasis on lateral movement and diverse experiences (A)</p> Signup and view all the answers

Which statement best describes the expertise required in traditional careers?

<p>Reliance on established know-how and technical skills (C)</p> Signup and view all the answers

In terms of employee control, how does psychological success differ from traditional career goals?

<p>Psychological success allows for greater personal agency (B)</p> Signup and view all the answers

What is one implication of the shift to protean careers for new employees in the workforce?

<p>Greater emphasis on personal fulfillment and relationships (A)</p> Signup and view all the answers

Which aspect of career motivation reflects the ability to adapt to unexpected work-related changes?

<p>Career resilience (C)</p> Signup and view all the answers

Which statement best describes career insight?

<p>Involves awareness of personal interests and skills. (C)</p> Signup and view all the answers

What is the primary focus of career identity in the context of career motivation?

<p>Defining personal values in relation to work. (C)</p> Signup and view all the answers

Employees with high career resilience are likely to do which of the following?

<p>Develop new ways to use their skills. (C)</p> Signup and view all the answers

During which career stage do employees typically focus on securing a stable position within a company?

<p>Establishment (C)</p> Signup and view all the answers

What happens to employees when companies effectively manage developmental tasks at each career stage?

<p>Their motivation and performance improve. (D)</p> Signup and view all the answers

Which of the following behaviors is associated with employees who possess high career identity?

<p>Committing to long hours to meet objectives. (C)</p> Signup and view all the answers

Which aspect of career motivation primarily concerns how employees perceive their strengths and weaknesses?

<p>Career insight (D)</p> Signup and view all the answers

Flashcards

Career

A lifelong sequence of jobs, regardless of the occupation or job level.

Protean Career

A career based on self-direction, focused on psychological success in work.

Traditional Career

A career focused on promotions and upward mobility, often within a single organization.

Psychological Success

Feeling a sense of fulfillment and engagement in your work.

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Career Management

The ongoing process of planning, developing, and pursuing your career.

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Career Motivation

The drive and enthusiasm to pursue a career or work.

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Career Resilience

The ability to adapt and overcome challenges in a career.

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Career Insight

Understanding your strengths, weaknesses, and interests in a way that benefits your career progression.

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Psychological Contract

The unspoken expectations between employers and employees regarding their responsibilities and commitments.

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Vertical Mobility

Career advancement through promotions within a single company.

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Lateral Mobility

Career progression by moving between different roles or companies, not always in a hierarchical order.

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Traditional Career Goal

A traditional career goal focuses on advancements within a company and improved financial status.

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Protean Career Goal

A protean career goal focuses on achieving personal fulfillment and acquiring experience.

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Career Identity

The connection between personal values and work.

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Career Development Stages

Four distinct career progressions: exploration, establishment, maintenance, and disengagement

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Exploration Stage (Career Dev.)

Early stage of a career, characterized by exploring interests and developing skills.

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Establishment Stage (Career Dev.)

Mid-career, focusing on building expertise and securing career position.

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Maintenance Stage (Career Dev.)

Sustaining career position, maintaining skills, and potentially mentoring.

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Disengagement Stage (Career Dev.)

Later stage, preparing for career transition or retirement.

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Career Management Process

A process where employees understand their interests, strengths, and weaknesses; find job opportunities; set career goals; and create plans to achieve them.

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Company Benefits of Career Management

Motivated employees lead to filling open positions, increased commitment, and better use of training/development funds.

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Employee Losses from Lack of CM

Employees feel unchallenged, undervalued, and unprepared to find or change jobs, potentially due to company changes.

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Importance of Career Management

Crucial for both employees (personal growth/job security) and companies (staffing, productivity).

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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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Career Management Chapter 1 PDF

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.

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