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Flashcards in HC 9 Deck (17)
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1
Q

Definition of career

A

The pattern of work related experiences that span the course of a persons life
Consists of:
- objective events (e.g. jobs)
- subjective events (e.g. attitudes, values, expectations
- Influenced by: the individual, environment, organization
- focus away fromcareer thats stable longterm, predictable, organization driven sequences of vertical moves.

2
Q

Definition career development

A

An ongoing process by which individuals progress through a series of stages, each of which is characterized by a relatively unique set of issues, themes, and tasks

3
Q

Spectrum of career development activities

A

1) employee centered
1. 1) Self directed workbooks and tape cassettes
1. 2) Company run career planning workshops
1. 3) Corporate seminars on organizational career
2) Mutual focus: manager-employee planning
2. 1) Manager employee career discussions
2. 2.) Developmental assesment centers
2. 3) Corporate talent inventories
2. 4) Corporate succession planning
3) Organizational centered career management

4
Q

Four stage model of career development

A

1) Occupational and organizational choice: preparation for work.
2) Early career: establishment and achievement
3) Midcareer
4) Late career

5
Q

Four stage model of career development: stage 1

A

Occupational and organizational choice: preparation for work

  • age: 0-25
  • Major tasks: develop occupational self image, asses alternative occupation, develop occupational choice, pursue necessary education, obtain job offers from desired organizations, select appropriate job based on accurate information
6
Q

Four stage model of career development: stage 2

A

Early career: establishment and achievement

  • Age: 25-40
  • Major tasks: Leam job. learn job, learn organizational rules and norms, fit into occupation/organization, increase competence, pursue “The Dream”
7
Q

Four stage model of career development: stage 3

A

Midcareer

  • age: 40-55
  • Major tasks: reappraise early career and early adulthood, reaffirm or modify “the dream”, make choices appropriate for middle adult years, remain productive in work
8
Q

Four stage model of career development: stage 4

A

Late career

  • age: 55-retirement
  • Major tasks: Remain productive in work, maintain selfesteem, prepare for effective retirement
9
Q

4 “line based” views of career development. y = power&status, x=time

A

1 linear: stepwise linear improvement
2 steady state expert: stepwise until max power&status, after that stable
3 spiral: stepwise, but also steps down, but general direction is up
4 transitory: steps up and down, general direction is stable low.

10
Q

Managerial practice of generations

A

Workforce consists of generations from different times, with different customs, needs, technologies, etc.

11
Q

Generational theory (Joshi, Dencker, Franz, and Martocchio, 2010): Three approaches to conceptualize generations

A

1) generational cohort theory: Individuals born at (+-) the same time experienced the same historical events at the same point of their development
2) Generational group: cohort of individuals that experienced a particular event, (such as organizational entry?) within a specific interval
3) Kinship based groups: focus on intrafamilial relations.. resource exchanges among present, past, future incumbency (predikantsplaats) based generations

12
Q

4 dangers of generatoinalized thinking and 1 alternitive

A

1) Eclusive instead of inclusive thinking
2) Represents reductionism, oversimplifies terms
3) Focusses attention on “wrong” mechanisms of age related change
4) It assumes category membership determines individual attributes
Alternitive: lifespan perspective

13
Q

Problems with the generation concept

A

1) Some scientists are highly sceptical about existence of generations
2) Criticism on research/emperical studies: differences in cross sectional samples cant say anything about changes over time

14
Q

Intergenerational learning: Why care

A
  • aging workforce

- Imminent waves of retirement

15
Q

Three perspectives on age and HRD:

A

1) adress hrd needs of different age group (learning of different age groups)
2) Investigate what happens when individuals from different age groups learn together (learning from/with eachother)
3) How can learning from eachother be improved.

16
Q

Types of knowledge

A

1) Expert knowledge
- discussion
- asking questions
- learning sessions
2) practical knowledge
- demonstration
- feedback
- imitation
3) Social knowledge
- role modelling
- concillatory interventions
4) Meta cognitive knowledge
- role modelling
- explanations

17
Q

Phase model of intergeneratinal learning

A

1) Familiarization
- Expert knowledge
- Practical knowledge
2) Assimilation
- Practical knowledge
- Social knowledge
- Meta-cognitive knowledge
3) Detachment
- social knowledge