Weeks 4 & 5 Flashcards
(29 cards)
Define ‘career management’
The process through which employees (1) become aware of their own interests, values and weaknesses, (2) get information about job opportunities with an organisation, (3) identify their career goals and (4) establish action plans to achieve their career goals.
Explain career management
- Career development is important for companies to create and sustain a continuous learning environment.
- The biggest challenge companies face is how to balance advancing current employees’ careers while simultaneously attracting and acquiring employees with new skills.
- In contrast – the challenge is different in difficult economic times
- The growing use of teams is influencing the concept of careers: for example, project careers (a career based on a series of projects that may or may not be in the same organisation
Why is career management important?
From the organisation’s perspective, the failure to motivate employees to plan their careers can result in:
a shortage of employees to fill open positions
lower employee commitment inappropriate use of money allocated for training and development programs.
From the employees’ perspective, lack of career management can result in:
frustration feelings of not being valued by the organisation
being unable to find suitable employment should a job change be necessary due to mergers, acquisitions, restructuring or downsizing.
What is the connection between career management and career motivation?
Career motivation refers to:
- employees’ energy to invest in their careers
- employees’ awareness of the direction they want their careers to take
- the ability to maintain energy and direction despite barriers they may encounter.
Career motivation has three aspects:
- career resilience
- career insight
- career identity
Define ‘career motivation’
Employees’ energy to invest in their careers, their awareness of the direction they want their careers to take, and their ability to maintain energy and direction despite any barriers that they may encounter.
Define ‘career resilience’
Employees’ ability to cope with problems that affect their work
Define ‘career insight’
The degree to which employees know about their interests as well as their skill strengths and weaknesses; the awareness of how these perceptions relate to their career goals.
Define ‘career identity’
The degree to which employees define their personal value according to their work.
Explain what a career is
A career is the individual sequence of attitudes and behaviour associated with work-related experiences and activities over the span of the person’s life.
Four different meanings can be applied to the concept of careers:
- as an advancement
- as a profession
- a lifelong sequence of jobs
- a lifelong sequence of role-related experiences
E.g. kaleidoscope and butterfly careers
Define ‘career’
The pattern of work-related experiences that span the course of a person’s working life
Explain ‘boundryless careers’
Crosses organisation boundaries
Seen as boundaryless by individual
In and out of work
Outside traditional organisation structures
Define ‘protean career’
A career that is frequently changing based on changes in a person’s interests, abilities and values as well as changes in the work environment.
Define ‘psychological contract’
The expectations that employees and employees have about each other and about the employment relationship.
Explain ‘career development’
Career development is the process by which individuals progress through a series of stages.
Each stage is characterised by a different set of developmental tasks, activities and relationships.
Career development models include:
- life-cycle models
- organisation-based models
Define ‘career development’
The process by which employees progress through a series of stages, each characterised by a different set of developmental tasks, activities and relationships.
Define ‘life-cycle model’
A model suggesting that employees face certain developmental tasks over the course of their careers and that they move through distinct life or career stages.
Define ‘organisation-based model’
A model suggesting that careers proceed through a series of stated with each state stage involving changes in activities and relationships with peers and managers
Define ‘directional pattern model’
A model describing the form or shape of a career
Define ‘exploration stage’
A career stage in which individuals attempt to identify the type of work that interests them
Define ‘apprentice’
An employee in the exploration stage of their career who works under the supervision and direction of a more experienced colleague or manager
Define ‘establishment stage’
A career stage in which an individual finds his or her plan in an organisation, makes an independent contribution, achieves more responsibility and financial success and establishes a desirable lifestyle.
Define ‘maintenance stage’
A career stage in which an individual is concerned about keeping their skills up to date and being perceived by others as somepone who is still contributing to the organisation
Define ‘mentor’
An experienced, productive senior employee who helps to develop a less experienced employee
Define ‘disengagement stage’
A career stage in which an individual prepares for a change in the balance between work and non-work activities
