Career Management Chapter 1 Quiz

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Questions and Answers

What is one effect of employees not managing their careers effectively?

  • Increased job satisfaction among employees
  • Inability to find suitable employment during organizational changes (correct)
  • Improved relationships with management
  • Higher likelihood of personal growth opportunities

Which of the following is a consequence for companies from a lack of employee career management?

  • Improvement in employee retention rates
  • Misallocation of training and development funds (correct)
  • An increase in employee creativity
  • Expansion of employee roles and responsibilities

Which of the following accurately describes career motivation?

  • The ability to complete tasks without external assistance
  • A measure of financial success in a given profession
  • The tendency to prefer stable job positions over advanced opportunities
  • The energy to pursue career goals despite facing obstacles (correct)

What is a critical component of career management from an employee's perspective?

<p>Establishing action plans to achieve personal goals (C)</p> Signup and view all the answers

What internal factor can contribute to a shortage of employees in an organization?

<p>Failure to motivate employees to manage their careers (D)</p> Signup and view all the answers

Which aspect distinguishes a protean career from a traditional career?

<p>Lateral mobility instead of vertical (D)</p> Signup and view all the answers

What is the primary goal of a traditional career?

<p>Gaining promotions and salary increases (B)</p> Signup and view all the answers

In a protean career, who is primarily responsible for career management?

<p>The employee (B)</p> Signup and view all the answers

What does psychological success emphasize as a goal?

<p>Experiencing pride in personal life goals (D)</p> Signup and view all the answers

Which characteristic is associated with the traditional career model?

<p>Linear advancement structure (D)</p> Signup and view all the answers

How does the psychological contract in traditional careers define employee's benefits?

<p>Based on achievements in the workplace (D)</p> Signup and view all the answers

What is a key difference in expertise development between traditional and protean careers?

<p>Protean careers emphasize learning how over knowing how (C)</p> Signup and view all the answers

Which of the following aspects illustrates the shift toward protean careers for the new generation?

<p>Value placed on psychological success (D)</p> Signup and view all the answers

Which definition describes a career as a sequence of promotions or upward moves within a company?

<p>A career is defined by advancement through promotions. (C)</p> Signup and view all the answers

What key component differentiates a protean career from a traditional career?

<p>Emphasis on self-direction and psychological success. (C)</p> Signup and view all the answers

Which stage in the model of career development focuses on growing one's career after initial entry into the workforce?

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

How does the concept of a psychological contract relate to career development?

<p>It represents a mutual understanding of expectations between employees and employers. (A)</p> Signup and view all the answers

Which of the following options best describes career resilience?

<p>Capacity to adapt to changes and recover from setbacks in one’s career. (A)</p> Signup and view all the answers

Which of the following occupations would typically be excluded from the definition of a traditional career?

<p>Mechanics who may not have a structured progression. (C)</p> Signup and view all the answers

What is the primary focus of career motivation within the context of career management?

<p>Achieving personal satisfaction and fulfillment from career choices. (A)</p> Signup and view all the answers

What is considered 'psychological success' in the context of a career?

<p>Fulfilling personal career goals and maintaining a positive self-image. (D)</p> Signup and view all the answers

Which aspect of career motivation focuses on employees' ability to adapt to unexpected changes in their work environment?

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

What is primarily involved in career insight?

<p>Awareness of personal interests and skills (A)</p> Signup and view all the answers

Which of the following actions is NOT typically associated with employees possessing high career resilience?

<p>Setting ambitious career goals (D)</p> Signup and view all the answers

How does career identity affect employees’ commitment to their company?

<p>They willingly do what it takes to meet demands (D)</p> Signup and view all the answers

Which stage of career development is characterized by exploration of options?

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

Which statement best reflects the relationship between career stages and employee retention?

<p>Addressing career stages helps improve retention and performance. (C)</p> Signup and view all the answers

What defines the maintenance stage of career development?

<p>The stage characterized by job stability and skill enhancement (B)</p> Signup and view all the answers

Which of the following best describes career development?

<p>A process comprising distinct stages and tasks (B)</p> Signup and view all the answers

Flashcards

Career

A sequence of jobs/promotions/upward moves in a company or field.

Protean Career

Self-directed career based on psychological success, not just title/promotion.

Traditional Career

Career path focused on advancement within a single field/company.

Psychological Success

Feeling fulfilled in one's work, beyond just promotions or money.

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Career Management

Process of planning and developing your career path, including choices of jobs/companies.

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Career Motivation

Drivers that influence a person's interest in their career path/activities.

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Career Resilience

Ability to bounce back from setbacks during one's career advancement.

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Career Insight

Understanding your own career strengths, weaknesses, and goals.

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Psychological Contract

Mutual expectations between employers and employees regarding job security, performance, and rewards.

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Traditional Psychological Contract

Historically, the employer promised job security and advancement, and the employee promised high performance.

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Vertical Mobility

Career advancement through promotions within a company, moving up in a hierarchy or structure.

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Lateral Mobility

Career advancement through moving to different roles, departments or companies, without necessarily climbing a hierarchy.

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Protean Career Goal

Achieving personal fulfillment and life goals that extends beyond work.

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Employee Motivation

The reason why employees exert effort in their jobs. It is linked to their personal goals and values, and how they perceive their current situation.

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Career Management (Company Perspective)

The process of helping employees plan and develop their careers within the company. It benefits the company by ensuring workforce stability, reducing training costs, and improving employee commitment.

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Career Management (Employee Perspective)

The process of setting career goals, identifying opportunities, and taking action to achieve those goals. It benefits employees by providing direction, fostering personal growth, and increasing future job prospects.

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Career Motivation (Components)

The driving forces that influence an individual's career choices and commitment, including their energy, direction, and resilience in overcoming challenges.

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Career Management Importance

Career management benefits both companies and employees by ensuring a motivated and skilled workforce, enhancing personal growth, and securing future job prospects.

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Career Identity

The extent to which your personal values and beliefs are reflected in your work. It involves feeling aligned with your career choice and taking pride in your contributions.

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High Career Resilience

Employees are able to handle work challenges, adapt to changes, and bounce back from setbacks.

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High Career Insight

Employees understand their skills, interests, and how they relate to their career goals, taking proactive steps to reach them.

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High Career Identity

Employees feel strong alignment between their personal values and work goals, leading to high commitment and willingness to go the extra mile.

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Career Development Stages

Employees progress through a series of career stages, each having unique tasks, activities, and relationships. These stages are Exploration, Establishment, Maintenance, and Disengagement.

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Study Notes

Course Information

  • Course Title: BSRS 4207 Career Management
  • Chapter: 1
  • Instructor: Dr. ADIL AL-BALUSHI
  • Department: Business Studies
  • University: UTAS
  • Textbook: Employee Training and Development, 6e, Noe, Raymond A. Irwin, Publisher: McGraw Hill. ISBN 13: 978-0-07-802921-9
  • Textbook: Human Resource Management, 2012, 7e, by Noe, Hollenbeck, Gerhart & Wright.

Course Learning Outcomes

  • What is a Career?
    • Definitions
    • Protean Career
    • Traditional Career versus 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
    • Model of Career Development & Career Stages
      • Exploration Stage
      • Establishment Stage
      • Maintenance Stage
      • Disengagement Stage

What is a Career?

  • Three meanings/definitions:
    • Advancement: A sequence of promotions or upward moves in a company.
    • Profession: Careers occur only in certain occupations with clear advancement patterns (e.g., doctors, engineers, teachers).
    • Lifelong Sequence of Jobs: A series of jobs held throughout a person's life, regardless of occupation or job level. Everyone has a career by this definition.

Protean Career

  • Based on self-direction with the goal of psychological success in one's work.
  • Employees take major responsibility for managing their careers.
  • Examples: Taking a sabbatical to work in a different field to evaluate skills in management rather than their field of expertise.

Traditional Career v/s Protean Career

  • Goal: Traditional – Promotions & Salary Increase, Protean – Psychological Success
  • Psychological Contract: Traditional – Security for commitment, Protean – Employability for Flexibility
  • Mobility: Traditional – Vertical, Protean – Lateral
  • Responsibility for Management Traditional – Company, Protean – Employee
  • Pattern: Traditional – Linear, Protean – Spiral
  • Expertise: Traditional– Know how, Protean – Learn how
  • Development: Traditional – Heavy reliance on formal training, Protean - Greater reliance on relationships and job experiences

Psychological Contract

  • Expectations between employers and employees.
  • Traditionally, companies promised continued employment and advancement if employees performed well.
  • Pay increases and status were tied directly to vertical movement (promotions) in the company.

Psychological Success

  • Feeling of pride and accomplishment from achieving life goals, not just work achievements.
  • Examples: Raising a family, good health, travel, voluntary work.
  • More controllable by the employee than traditional career goals which are influenced by company factors.
  • Increasingly important among new generations.

Career Management

  • Process by which employees:
    • Become aware of interests, values, strengths, and weaknesses.
    • Obtain information about job opportunities.
    • Identify career goals.
    • Establish action plans to achieve goals.
  • Important from both employee and company perspectives.

Career Management (From Company Perspective)

  • Failure to motivate employees to plan careers can result in:
    • Shortage of employees to fill open positions.
    • Lower employee commitment.
    • Inappropriate use of funds for training.

Career Management (From Employee Perspective)

  • Lack of career management can result in:
    • Frustration due to lack of personal growth and challenges at work.
    • Feelings of not being valued by the company.
    • Inability to find suitable employment during company changes (mergers, acquisitions, restructuring, or downsizing).

Career Management's Influence on Career Motivation

  • Career motivation: Employee energy and awareness of career direction despite obstacles.
  • Three aspects:
    • Career resilience
    • Career insight (knowledge of interests, strengths, weaknesses, how it relates to goals)
    • Career identity (degree to which personal values align with work).

Career Resilience

  • Ability to cope with problems in the work environment.
  • Adapt to unexpected events (work process or customer demands).
  • Willingness to develop new ways to use skills.
  • Responsibility for career management.
  • Commitment to company success

Career Insight

  • Understanding how work interests, strengths, and weaknesses support career goals.
  • Awareness of how insight relates to career goals.

Career Identity

  • Degree to which employees define their personal values according to their work.
  • Committed to the company and willing to put in effort for projects and customer demands.

Career Development

  • Process through which employees advance through different stages(exploration,establishment,maintenance,disengagement).
  • Developmental tasks, activities, and relationships are relevant at each stage.
  • Company actions in supporting the developmental stages affect motivation, retention, and performance.

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