KMS2144 Career Management & Planning Unit 4 PDF

KMS2144 Career Management & Planning Unit 4: Career Planning  Objectives Career Goal Setting Career Indecision Developing Career Strategies Career Appraisal  Career Goal-Setting A goal defined as object or aim of one’s actions – Usefulness o...

KMS2144 Career Management & Planning Unit 4: Career Planning  Objectives Career Goal Setting Career Indecision Developing Career Strategies Career Appraisal  Career Goal-Setting A goal defined as object or aim of one’s actions – Usefulness of goal-setting Belief that goals regulate human action Can affect behavior and performance in a number of ways  Usefulness of Goals Spur high levels of effort that lead to attainment Give focus or direction to effort because a specific goal provides a particular target toward which to strive Produce high levels of persistence on a task Specific goal can help one develop a useful strategy for accomplishing the task Provide opportunities for feedback on how well one is progressing.  Career goal defined as – a desired career-related outcome that a person intends to attain. In this era of non-permanent employment and economic uncertainty is setting career goals still relevant? – Some argue goal-setting Futile at best, and harmful at worst Promote rigidity in terms of actions and strategies – Some argue career goal-setting a useful and productive process. Provide direction Serve as a benchmark against which progress can be measured – Goals can, and should, change as conditions dictate.  Components of Career Goals A conceptual career goal summarizes the nature of the work experiences one intends to attain without specifying a particular job or position An operational career goal is the translation of a conceptual goal into a specific job or position  Short-Term versus Long- Term Career Goals Career goals have a time dimension Can be distinguished between a short- term and long-term focus Short-term goal is usually thought to have a more immediate focus, perhaps one to three years Long-term goal is generally considered to have a time frame of three to seven years  Development of Long-Term and Short-Term Conceptual Goals First step in setting a career goal is to identify a long-term conceptual goal Long-term conceptual goal takes into account the person’s values, interests, abilities, and expectations  Next, consider a short-term conceptual goal Ask the following kinds of questions – What type of work experiences will prepare me to attain the long-term goal? – What talents need to be developed or refined? – What type of visibility is useful to reach a subsequent goal? Development of Long-Term and Short-Term Operational Goals An operational goal is the translation of a conceptual goal into a specific job or position. Environmental exploration is required to convert conceptual goals into operational ones – What specific occupation (or job or organization) will provide an opportunity to meet your significant values, interests, abilities, and lifestyle requirements (i.e., your conceptual goal)?  No automatic formula that can (or should) dictate the selection of an operational goal – Judgment (with input from trusted others) about the desirability and practicality of each operational goal should be the guide – Should, however, attempt to estimate the likelihood that an operational goal will enable to satisfy the significant elements of conceptual goal – By examining these estimates for one or more operational goals, can begin to assess the appropriateness of each operational goal.  The conversion of a goal from conceptual to operational terms clearly cannot be conducted in a vacuum Extensive information required to assess the activities and rewards associated with each operational goal  Is a Long-Term Career Goal Necessary? The goal-setting process assumes it is possible to develop long-term conceptual and operational goals. However, not always feasible to project three to seven years into the future with any sense of accuracy or confidence An individual should attempt to formulate at least a partial conceptual goal, even if it is somewhat vague and even if it cannot be associated with a specific operational goal at the present time One can think of many situations in which a long-term goal is vague or uncertain. Overcoming Obstacles to Goal- Setting: A Guidelines Goals that Belong to Someone Else – The achievement of a career goal is meaningless if the goal does not meet your needs and values, if the tasks are not interesting to you, and if the talents needed to be successful are not possessed and valued by you – It is your work, your career, and your life – In the long run, such goals, even if accomplished, will likely produce frustration and alienation rather than fulfillment and growth. – The solution to this problem is twofold People must be in touch with their own values, interests, abilities, and lifestyle preferences Must recognize the importance of meeting goals that are compatible with these qualities  Goals that Exclude Total Lifestyle Concerns Many people pursue a career goal without regard for its impact on other parts of their lives Only after marital difficulties or a personal tragedy that some people recognize the relationship between work life and private life Work and non-work roles interact at all phases of a person’s life. Anticipates the interrelationships between work and non-work lives and sets career goals consistent with a desired total lifestyle It takes a conscious effort to retain a total lifestyle perspective in career goal-setting.  Goals that Fail to Take into Account One's Current Job A career goal (either short-term or long-term) need not involve job mobility Any particular job is merely a vehicle for the satisfaction of more basic values (i.e., the conceptual goal) If goals are first stated in conceptual terms, the current job’s capacity to meet these values can be examined thoroughly On too many occasions, however, individuals focus so narrowly on pursuing other jobs that they ignore their current job as a source of career growth and satisfaction  Goals that are Overly Vague Specific goals are generally more useful than vague ones – offers a greater opportunity for feedback because progress toward the goal is easier to detect. A set of specific conceptual goal elements can be more easily translated into an operational goal than a vaguely stated conceptual goal – Forces a person away from generalizations and toward a deeper understanding of his or her aspirations. Difficult to compare a vague operational goal to one’s conceptual goal – Example To "move into marketing" too vague to be helpful "to become a market research analyst in the consumer goods industry" is more specific and more useful Preoccupation with Instrumental Elements of an Operational Goal A specific operational goal can create tunnel vision In quest to accomplish a specific goal – People could forget why they wanted to reach the goal in the first place – May also become so committed to the goal that they resist new information that runs counter to the value of the goal Solution is to maintain an equal concern for the present and the future, enjoying current work experiences and at the same time targeting future experiences one wants to attain.  Goals that are Too Easy or Too Difficult Feelings of psychological success are essential for individual development and satisfaction, are experienced when accomplishing tasks that are challenging and meaningful Career goals that are too easy are unlikely to provide a real sense of accomplishment and success. Goals must be challenging enough so that the achievement of the goal produces feelings of real success. Goals that are too difficult are unlikely to be accomplished Fine line between a goal that is challenging and one that is virtually impossible  Inflexible Career Goals Goal-setting intended to be a flexible process – But flexibility is often lost in practice People can become highly committed to a course of action to which they have devoted significant time, energy, and emotional involvement Orientation toward the future built into goal-setting tends to emphasize the end result and make it an "objective reality" that an individual might find difficult to question A thorough reexamination of career goals and a possible change in career direction could be particularly threatening. Flexible goals are essential to effective career management and are at the heart of the boundaryless career perspective.  Career Indecision Selection of a career goal is a difficult (or even impossible) task Individuals considered as career undecided if – Have not established a career goal or – Have set a career goal over which they experience significant uncertainty or discomfort Selection of a career goal viewed as a paramount task in the career management process – Could presume that the presence of career indecision would be both unsettling and detrimental to career success 10–30 percent of college students could be classified as undecided  Sources of Career Indecision (Among Students) Lack of information about oneself Lack of information about the work environment Lack of self-confidence in decision-making Presence of psychological conflicts  Sources of Career Indecision (Among Managers & Professionals) Lack of self-information Lack of internal work information Lack of external work information Lack of self-information and the lack of information on the internal and external work environments Information-related sources such as the lack of self-confidence and decision-making fear and anxiety Non-work demands and situational constraints  Lack of self-information and the lack of information on the internal and external work environments Information-related sources such as the lack of self-confidence and decision-making fear and anxiety Non-work demands and situational constraints Lack of self-information and the lack of information on the internal and external work environments Information-related sources such as the lack of self-confidence and decision-making fear and anxiety  Non-work demands and situational constraints  Types of Career Indecision Being undecided (developmental indecision) – Viewed as stemming from limited experience and knowledge – Tend to be younger, had limited knowledge about the internal and external work environments, and experienced extensive non-work demands Being indecisive (chronic indecision) – Seen as reflecting a more permanent inability to make a career decision – Comparatively older. – Lacked sufficient self-information, had lower self- confidence, displayed more extensive decision-making fear and anxiety, and experienced extensive situational constraints  Types Of Career-decidedness Hypervigilant – Their profiles indicated that the decision might have been made with insufficient information and/or was hastily contrived due to pressure and anxiety Vigilant – Their profile showed that the decision was made in a well-informed manner with low levels of stress and anxiety  Possible Steps to Becoming Career Decided Engage in various forms of career exploration to enhance awareness of self & environment Being developmentally undecided is beneficial as long as in the process of learning more about yourself and your environment  For the chronically undecided – Accumulation of additional information may be helpful but might not be enough – Must find ways to break the "paralysis" brought on by the high degrees of unproductive fear and anxiety and situational constraints  Should be noted that the complete elimination of anxiety and stress is not necessarily advisable because some degree of anxiety or stress may in fact facilitate career exploration behaviour For those who are decided on a career goal – Next consider whether the selection was made in a well-informed fashion (the vigilant type), or was conducted in a tense and hasty manner (the hypervigilant type) – Premature selection of, and commitment to, an inappropriate career goal could have unfavourable consequences, such as negative work attitudes and extensive life stress – Hypervigilant individuals encouraged to slow down and consider whether their choices are truly consistent with their abilities, interests, and aspirations.  Career indecision is a multifaceted state – A function of an individual’s informational needs, personality, and environmental circumstances Important lesson from career indecision – Selection of a career goal is not positive or negative per se, but is dependent on the circumstances – Being undecided about one’s career because of a lack of sufficient information (i.e., developmentally undecided) is appropriate – Being career decided but ignoring one’s true interests and talents, could prove to be a source of dissatisfaction for the individual and ultimately harm the organization as well Ideally, all career decision-making should be performed in a "vigilant" fashion, wherein the career goal is selected with substantial knowledge and awareness  Career Strategies Important objective for deployment of career strategies – To attain and maintain employability over the course of the career – Employability requires individuals to enact various career strategies to ensure that they have the ability not only to find employment or reemployment quickly, but also to achieve their career goals. Definition of a career strategy – Any behavior, activity, or experience designed to help a person meet career goals  Major Career Strategies Attaining Competence in the Current Job Putting in Extended Hours Developing New Skills  Developing and Pursuing New Mobility Opportunities – To become aware of opportunities that are consistent with those aspirations, including self- nomination, networking, and the building of social capital. Gaining a Mentor – Actions designed to seek, establish and use relationships with a significant other to receive or provide information, guidance, support, and opportunities  Building One's Image and Reputation – Can include the acceptance and completion of high-profile assignments that build one's reputation within the organization. Engaging in Organizational Politics – Attempt to use flattery, conformity, coalition, and trading of favors and influence as a means for attaining desired outcomes  Suggestions On The Development Of Career Strategies No "one best" strategy that is equally effective in all situations. Effectiveness of a particular strategy depends on – Nature of the career goal – Organization’s norms and values Should not limit themselves to one single strategy but should engage in a variety of strategic behaviors. Strategies used not only to reach a career goal but also to test one’s interest and commitment to a goal Career strategies should reflect steps to be taken, as well as areas to be avoided  Five-Step Process for Developing Career Strategies Reexamine your long-term goals Identify behaviors, activities, and experiences that will help you reach long-term goals Examine short-term goals Identify behaviors, activities, and experiences that will help you attain the short-term goals Combine the lists of strategies for short-term and long-term goals  Strategies to Achieve Long-Term Goal of Director of Corporate Human Resources Activity Purpose Time Frame Perform effectively on current job To remain productive, grow on job Ongoing Receive promotion to manager of To gain competence, experience, and 2–3 years human resources visibility in Company Receive MBA degree with To gain specialized knowledge and 3–4 years specialization in human resources credibility Strategies to Achieve Short-Term Goal of Manager of Human Resources Activity Purpose Time Frame Perform effectively on current job To remain promotable, grow on job Ongoing Take beginning courses in MBA To gain greater knowledge of labor 0–6 months program relations Discuss career goals with supervisor To make supervisor aware 0–6 months of career aspirations, obtain feedback and suggestions Obtain information on possible human To assess likelihood of achieving short- 0–6 months resources manager opening in term goal company Contact search firm To assess likelihood of achieving short- 6–12 months term goal in another company Attempt to initiate quality of work– To enhance productivity, develop 1–2 years life program in conjunction with relationships with line management, gain current human resources manager and experience in quality of work life operations  Career Appraisal If career management is to be a flexible, adaptive process – Must be some way for people to adjust to new information about themselves or the environment – Career appraisal serves this function Career appraisal is defined as the process by which career-related feedback is gathered and used  Functions of Career Appraisal Test the appropriateness of a career strategy Test the appropriateness of a goal itself Appraisal can lead to career adaptability on the part of the individual Adaptability is a career competency that allows the individual to make alterations in career goals, strategies, and behaviours in light of new insight gained from appraisal  Classifications of Career Feedback The conceptual goal – What has the individual learned about values, interests, talents, and desired lifestyle? – Is this information consistent or inconsistent with the person’s conceptual goal? The operational goal – What has the individual learned about the appropriateness of the operational goal? – Is a match still possible between the conceptual goal and the operational goal? Is it still believed that the targeted job is compatible with the conceptual goal? Strategy – What has the individual learned about the appropriateness of the strategy? – Is it working? – Does the individual experience a sense of progress toward the goal? Guidelines for Effective Career App raisal Most basic principle – Willingness to see the world clearly and to make revisions in goals and strategies when appropriate – An "escalation effect" can occur when people persist in a course of action despite its lack of success Use your career strategies to provide benchmarks of accomplishments – Statements of strategies should include purposes and desired outcomes – Test the usefulness of the strategies against these specific benchmarks  Strategies – Learning opportunities as well as vehicles for accomplishment – Periodically review the appropriateness of career goals in light of what you have learned in the process of implementing strategies If employed – Structure your interactions with your supervisor to acquire desired information – What can you learn from your manager about your current performance, your strengths and weaknesses, and the organization’s needs that will help you appraise your goals and strategies? – What should your manager know about your aspirations that will help him or her provide useful feedback?  Share experiences and feelings with trustworthy people – Form a network, either inside or external to the work organization, that provides mutual feedback, guidance, support, and stimulation Seek feedback from non-work sources – Career strategies should be examined for the impact they have on life outside of work  Unit Summary Career Exploration – Assess the importance of work, family, community, self- development, and leisure roles in your life. – Share your life priorities with significant people in your life. – Understand the effect of your work experiences on your physical and psychological health. – Be aware of the implications of different jobs, career fields, and career paths on your family and personal life. – Be aware of the impact of your family and personal aspirations on your career. Career Goal-Setting – Set a conceptual goal that incorporates your desired balance between work and other important parts of your life. – Understand how the achievement of your career goal would affect your family and personal life, and how your family situation might affect the likelihood of achieving your career goal.  Career Strategies – Recognize the implications of specific career strategies (for example, extended work involvement, rapid mobility, relocation) on your family and personal life. – Discuss career strategies with significant people in your life before and during their implementation. – Always consider the personal acceptability of a strategy as well as its instrumental value. Avoid strategies that violate ethical or moral beliefs. Career Appraisal – Seek feedback from different people regarding various parts of your life. – Discuss changes in personal and career values with family members. – Examine the effects of career strategies on your work and non-work lives on an ongoing basis. – Be willing to admit mistakes and make changes to your career or family or personal life if necessary.