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Questions and Answers

What is a primary focus when promoting work planning in organizations?

Aligning with the organization's goals (correct)

Fostering networking among employees

Encouraging individual career aspirations

Developing personal development plans

Which practice promotes learning through relationships at work?

Individual counseling sessions

Executive mentoring programs

Networking events (correct)

Career planning workshops

Who is expected to act as an organizational interventionist?

Career counselors

Line managers

Team members

Human Resource staff (correct)

What is meant by promoting a lifelong learner identity?

Supporting mobility and ongoing personal growth Signup and view all the answers

Which of the following is NOT listed as a career development practice?

Team-building exercises Signup and view all the answers

What should be utilized for development according to the content?

Natural (existing) resources Signup and view all the answers

What type of service is a pre-retirement workshop classified as?

Individual assessment tool Signup and view all the answers

Which of the following roles is typically NOT involved in individual counseling for career development?

Peer advisors Signup and view all the answers

What is the primary motivation behind the linear career concept?

Desire for power and achievement Signup and view all the answers

Which career concept is characterized by frequent moves across different jobs or fields?

Transitory Signup and view all the answers

How do individuals benefit from understanding career models?

They can better manage the transitions they will experience. Signup and view all the answers

In which career concept do individuals focus on building knowledge and skills within a specialty?

Expert Signup and view all the answers

What is a key characteristic of the spiral career concept?

Periodic moves across related occupations over a long period Signup and view all the answers

What involves both planning for career activities and putting those plans into action?

Career management Signup and view all the answers

Which of the following is NOT a typical motivation for a transitory career?

Competence Signup and view all the answers

How do organizations benefit from understanding career models?

They can reduce employee turnover. Signup and view all the answers

What does the term 'career' primarily signify?

A progression of work-related experiences Signup and view all the answers

Which of the following factors influence an individual's job choices throughout their career?

External forces like society and family Signup and view all the answers

What is the primary focus of career planning?

Awareness of self and career-related goals Signup and view all the answers

How is career management defined?

A systematic process of preparing and monitoring career plans Signup and view all the answers

What does career development entail?

A distinct series of stages with unique issues and tasks Signup and view all the answers

Which of the following best defines a 'profession' in relation to a career?

Occupations marked by primary training and a career ladder Signup and view all the answers

What should be considered along with an individual's skills when evaluating their career?

Relationships outside of work Signup and view all the answers

What does a sequence of related jobs signify about a person's career?

It illustrates a stable career path Signup and view all the answers

In career choice, what role do individual attitudes play?

They directly influence job preferences and choices Signup and view all the answers

Why is career advancement considered a key characteristic of a career?

It indicates increasing success within an organization Signup and view all the answers

What is the primary task during the 'Preparation for Work' stage?

Develop initial occupational choice Signup and view all the answers

At which stage do individuals typically start obtaining job offers?

Organizational Entry Signup and view all the answers

What age range does the 'Mid-Career' stage encompass?

40–55 Signup and view all the answers

Which of the following is NOT a task during the 'Organizational Entry' stage?

Evaluate long-term career goals Signup and view all the answers

During which career stage do individuals typically develop their occupational self-image?

Preparation for Work Signup and view all the answers

What major task is associated with the 'Early Career' stage?

Establish a professional network Signup and view all the answers

What is the age range for the 'Preparation for Work' stage?

0–25 Signup and view all the answers

Which of the following stages involves assessing alternative occupations?

Preparation for Work Signup and view all the answers

What is the first step in building a vision for change according to the systems approach?

Build systems and link them to other management and HR systems Signup and view all the answers

What is emphasized in the plan for action for career development systems?

Create a corporate infrastructure and implement in divisions Signup and view all the answers

Which activity is suggested to follow initial implementation of a career development program?

Conducting a series of activities to maintain attention on career development Signup and view all the answers

What should line managers be held accountable for in a successful career development program?

Fulfilling responsibilities related to career development Signup and view all the answers

Which of the following is NOT a suggested tool or approach for building a vision for change?

Cost-cutting measures Signup and view all the answers

What is a key aspect of implementing career development for impact and longevity?

Follow up with activities that support career development Signup and view all the answers

What role do line managers play in the proposed career development systems?

They are responsible for system development and implementation Signup and view all the answers

What is a primary goal when building systems for career development?

To link career development initiatives with organizational goals Signup and view all the answers

What is the primary focus of outplacement counseling?

Assisting terminated employees in finding new jobs Signup and view all the answers

Which stage of individual counseling focuses on assisting with self-assessment and establishing career goals?

Understanding and Focusing Signup and view all the answers

Which of the following is NOT a typical topic covered in pre-retirement counseling?

Job search techniques Signup and view all the answers

How can supervisors contribute to the career development process within organizations?

By receiving training for counseling roles Signup and view all the answers

What is the purpose of a skills inventory in an organization?

To compile data about employee skills and preferences Signup and view all the answers

Which method is NOT used in the organization potential assessment process?

Employee satisfaction surveys Signup and view all the answers

What is the main objective of succession planning?

To prepare candidates for upper management positions Signup and view all the answers

Which of the following best describes mentoring?

A relationship aimed at nurturing career development Signup and view all the answers

What is a common concern in cross-gender mentoring relationships?

Intimacy and sexual attraction issues Signup and view all the answers

Which issue has been reported by black protégés in mentoring relationships with white mentors?

Less satisfaction and support compared to same-race mentoring Signup and view all the answers

Which condition is essential for successful mentoring relationships?

Strong communication and trust between mentor and mentee Signup and view all the answers

What is job rotation primarily aimed at in developmental programs?

Providing exposure to multiple roles in the organization Signup and view all the answers

When should employees be offered outplacement counseling?

When they are terminated from their jobs Signup and view all the answers

Study Notes

Career Management and Development

Chapter 12
Copyright 2008 Werner et al.

Learning Objectives

Define "career" and explain roles in career management and development
Explain the impact of the "new employment relationship" on career management
Describe how life and career development models enhance understanding of careers
Explain career management and describe models
Describe five career management practices
Describe four issues affecting career management
Understand designing a career management program

Have You Ever Wondered...?

What is a "new employment relationship"?
Is career development still relevant?
What are typical career issues at different ages?
What roles should employees, managers, and HR play in managing careers?
What career development activities do organizations use?

Careers

Studying careers and development is a major area of inquiry within social sciences
Psychologists, educators, sociologists, economists, and management scholars study how people select work, navigate it, and make changes throughout their career.

Careers and HRD

Understanding and influencing employee careers is an integral part of HRD.
Career development provides future orientation to HRD activities.
People and organizations constantly change.

Need for Career Development

Organizational objectives and knowledge, skills, abilities, and other characteristics (KSAOs) change in response to environmental factors.

Changes in Environment

Rapid change
Increased competition
Globalization
Employment relationship less loyalty-based
Flatter, less hierarchical organizational structures

The "New Employment Relationship"

Past "entitlement" mentality towards jobs and employee benefits.
Career development was primarily the organization's concern.
The goal was to fill management ranks with individuals prepared for the tasks and organization culture.

Old-Style Career Development

Career development practices created internal labor markets to meet organizational needs.
Career progress was defined by promotions and pay increases within the organization.
Employees primarily focused on vertical career advancement.

Changes in the Relationship

Organizations can't promise job security, promotions, or retirement benefits.
Individuals are responsible for their own employability.

The Realization of Employment Mortality

Employees are responsible for their own continued employability.
This creates uncertainty for many people.

The Changing Employee

Employees are expected to develop and maintain skills.
Adding value to the organization and understanding their employer’s business is crucial.

The Changing Employer

Employers should provide skill development, training, and education opportunities.
Employee involvement in decision making, and performance-based compensation.
Concept of boundaryless careers has gained popularity (careers not tied to a single organization or profession).

Impact of the "New" Employment Relationship

Organizations will continue to have long-term relationships with some employees.
Work organizations and their goals change over time.

What Is a Career?

"Career" has different meanings for different people.

The Property of an Occupation or Organization

Advancement denotes progression and success in an occupation
Status of a profession
Degree of involvement in one's work
Stability of a person's work pattern.
Related jobs describe a career; unrelated jobs do not.

Career Defined

A career is broadly defined as the pattern of work-related experiences throughout a person's life.
This includes objective events (jobs) and subjective views (attitudes, values, and expectations).

Career Choice

Individual's job and occupational choices during a career are influenced by (1) internal factors (e.g., skills, knowledge, abilities, attitudes, values, personality, and life situation) and (2) external factors (e.g., society, family, the educational system, and the organization).

Relationship of Career to Non-work Activities

Consider individual skills, abilities, and interests.
Recognize the influence of relationships outside of work on employees.
People enter organizations for various reasons (e.g., pay, work satisfaction); reasons often change with age.

Career Development

An ongoing process of individual progression through stages with unique issues, themes, and tasks.

Career Planning and Career Management

Both individuals and organizations have interests in a person's career.
Both parties may take actions to influence the career.
These activities are referred to as career planning and career management, and can be viewed along a continuum.

Career Planning

A deliberate process of self-awareness, identifying career goals, and outlining steps to achieve them.

Career Management

An ongoing process of preparing, implementing, and monitoring career plans.
It can be undertaken by individuals or in concert with the organization's career systems.

Spectrum of Career Development Activities

Figure illustrating various career development activities

Career Development Activities

Vary depending on the individual's and organization's influence and provided information.

Stages of Life and Career Development

Common experiences and challenges occur as people progress through life and career stages.
Stage views help predict crises and plan ways to resolve them.
Stage views have limitations as individuals are unique and have different experiences.

Stage Views of Adult Development

Erikson's Model of Adult Development
Levinson's "Eras" Approach to Adult Development

Erikson's Model of Adult Development

Table summarizing Erikson's stages of development and associated age ranges.

Levinson's “Eras" Approach to Adult Development

Major phases of life are like seasons
Stages are qualitatively different
Change occurs within each season; there's a transitional period between seasons
No season is superior or inferior to another
Each season contributes uniquely to life
Four seasons or eras in a person's life

Models of Career Development

Preparation for Work (0-25)
Organizational Entry (18–25)
The Early Career (25–40)
The Mid-Career (40–55)
The Late Career (55—retirement)

A Five-Stage Model

Table with specific stages (preparation, organizational entry, early career, mid-career, late career) and tasks during those stages.

Reconciling the Traditional and Contemporary Career Models

Individuals are responsible for their own employability.
Organizations also have a responsibility for employee career management and well-being within the organization.
Age-based models of life and career are still relevant.

Four Career Concepts – 1

Linear: Progression through organizational hierarchy
Expert: Devotion to a specialty

Four Career Concepts – 2

Spiral: Lifelong progression across related occupations over multiple periods.
Transitory: Frequent movement across different jobs or fields.

Life Stage and Career Models

Individuals can be prepared for transitions in their lives.
Organizations can develop strategies to manage career transitions of employees.
Career management systems should meet HR needs and satisfy employee needs.

The Process of Career Management

Career management includes planning and putting plans into action.

A Career Management Model

Figure showing the interconnected processes involved in career management.

Model Characteristics

The model represents an ideal career management process rather than a description of typical practice.

Eight Career Activities

Individual responses to the need for career decision making.
Eight activities include career exploration, awareness of the self and environment, goal setting, strategy development, strategy implementation, progress, feedback, and career appraisal.

The Career Management Cycle

A cyclical process involving problem-solving, decision-making, information gathering, goal setting, developing plans, and implementing them.
Feedback is important for ongoing improvement.

Career Management Activities

Table detailing career exploration (gathering information about self and environment), awareness of self and environment, goal setting, strategy development and implementation, progress toward the goal, feedback from work and non-work sources, and career appraisal.

Stages of a Career Discussion

Opening/Probing: Establishing rapport and identifying goals
Understanding/Focusing: Self-assessment and career goal setting and strategy discussions.
Programming: Supportive help in implementing the career strategy.

Specific Counseling

Counseling may involve: continuing employment, approaching retirement, being laid off, or terminated.

Outplacement Counseling

Assisting terminated employees in transition to new organizations
Focus on job search skills, stress management, and career planning.

Pre-Retirement Counseling

Counseling and workshops to help employees transition from work to non-work
Focus on financial planning, adjusting to non-working lifestyle, and personal adjustment.

Using Supervisors as Counselors

Clarify role in career development.
Provide training and opportunity to discuss career concerns.
Incorporate counseling/development into organizational rewards system.

Internal Labor Market Information

Job Posting: Making open positions known to current employees.
Career Path: Sequence of jobs and experiences that aid in developing a career strategy

Skills Inventory

Skills inventory is a database containing information about employee skills, education, performance evaluations, and preferences.

Organization Potential Assessment Processes

Organizations evaluate potential (promotability) of employees.
Potential assessments can involve potential ratings, assessment centers, and succession planning.

Potential Ratings

Similar to employee performance evaluations but focus on future potential.

Assessment Center

Small groups of employees perform exercises while assessed by trained assessors.
Exercises measure relevant skills and aptitudes for a given position.

Succession Planning

Identifying and developing employees to replace upper-level managers.
Creates a cadre with the required senior management competencies.

Developmental Programs

Job rotation involving assignment to various jobs.
Mentoring is a relationship that contributes to the career development of both members.

Concerns in Mentoring

Cross-gender issues (concerns about intimacy/attraction, relying on sex-role stereotypes).
Racial issues, including challenges and less support in mentoring relationships.

Cross-Gender Mentoring

Concerns about intimacy/attraction, sex-role stereotypes.
Relationship subject to scrutiny and gossip, peer resentment

Racial Issues

Black protégés with white mentors experienced less satisfaction and lower support compared with same-race mentoring relationships.

Three Conditions for Successful Mentoring

Clearly link the program to business strategy.
Identify core components for effectiveness.
Emphasize voluntary participation and flexible guidelines.

Issues in Career Development

Developing career motivation
The career plateau
Career development for nonexempt employees
Enrichment: Career development without advancement

Definitions of the Three Facets of Career Motivation

Career Resilience: Ability to resist career barriers or disruptions.
Career Insight: Realistic self-assessment and understanding of career goals.
Career Identity: Defining self through work and career direction

Career Plateau

A point in a career where the likelihood of advancement is low.
Often causes feelings of stress, frustration, failure, and guilt.

Methods for Increasing Career Motivation

Support career resilience: build self-esteem through feedback and reinforcement, generate opportunities for achievement, create a risk-taking environment, and encourage collaboration.
Enhance career insight: encourage goal-setting, provide relevant information, give regular performance feedback.
Build career identity, encourage work involvement in job challenges and professional growth, provide career development opportunities (leadership positions , advancements), and reward performance with financial incentives.

Career Plateauing

Career plateauing is more complex than previously thought.
HR professionals need to assess, identify, and tailor actions to employees' situations..

Career Development for Nonexempt Employees

Clerical and support staff are paid hourly/weekly rates and may be entitled to overtime.

Development Needs of Nonexempt Employees

Job satisfaction often comes from the work itself, which can be problematic if work is repetitive and unchallenging.
Changing roles (e.g., blue collar to white collar; union to nonunion) are significant and need support.
White collar positions often involve higher education and may lead to lack or support from coworkers.
Exempt employees may become more frustrated during their careers because of limited vertical transition opportunities

Some Options

Career development resource center, support for lifelong learning (tuition reimbursement, in-house seminars)

Enrichment

Career development without advancement through: certification programs, mastery paths, training requirements, retraining programs, job transfers/rotation.

A Systems Approach to Creating a Career Development Program

Identifying needs to link to business strategy, align employee and organizational need, build a vision for change, develop a plan for action, and implement for impact and longevity.
Evaluate and maintain results, enhance to support greater openness, and expand measures of career development.

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