The Basic Nature of Careers

1
The Basic Nature of Careers

• Career DynamicsThe wide variety of factors that
  influence the nature of peoples career
  choices, the directions their careers take, and
  their ultimate success and satisfaction over the
  course of their working lives.
• The differences of career, job, and occupation
• Career The evolving sequence of work
  experiences over time.
• Job A predetermined set of activities a worker
  is expected to perform.
• Occupation A coherent set of jobs.

2
Todays Careers Are Not What They Used To Be

• Lifetime Employment Is A Thing of The Past
• Technological Advances.
• Economic Shifts.
• Social Norms.
• Careers Are Boundaryless
• Downsizing eliminates employment options.
• Careers progress more quickly outside the
  organization.
• Changing careers is more socially acceptable than
  ever.
• Where, when, and for whom you work are not
  necessarily fixed

3
Types of Careers

• Steady-state career
• characterized by a lifetime of employment in a
  single job.
• Linear career
• in which someone stays in a certain field and
  works his or her way up the occupational ladder
  from low-level jobs to high-level jobs.
• Spiral career
• in which people evolve through a series of
  occupations, each of which requires new skills
  and builds on existing knowledge and skills.
• Transitory career
• in which someone moves between many different
  unrelated positions, spending about 1 to 4 years
  in each.

4
Career Stages

• Preparation for work
• Acquire skills, knowledge, and education needed
  to work.
• Organizational entry
• Learn about specific jobs and companies.
• Early Career
• Develop the skills needed to succeed at ones
  chosen job.
• Middle Career
• Work on remaining productive.
• Late Career
• Keep from becoming obsolete and plan for
  retirement.

5
Making Career Choices

• Major factors the concept of person-job fit,
  self-concepts, job opprtunities.
• Hollands theory of vocational choice people
  will perform best at occupations that match their
  traits personalities.
• Hollands hexagon social, investigative,
  artistic, realistic, conventional, enteprising.
• Career Anchor a persons occupational self
  concept that is based on his or her
  self-perceived talents, abilities, values, needs,
  and motives.
• Cont

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Cont

• Five major career anchors Technical/functional,
  managerial competence, securitystability,
  creativity/entrepreneurship, autonomy
  independence.
• Job Opportunities.

7
Organizational Socialization

• The process through which people move from
  outsiders to effective, participating members of
  their organization.
• Anticipatory Socialization learning about
  organization before working there.
• Entry shock realistic job preview.
• The Encounter Stage faced as newcomers to an
  organization, learn their new duties, the
  organizations ways of operating.
• Corporate orientation programs formal sessions
  designed to teach new employees about their
  organizations.
• Cont

8
Cont

• The Metamorphosis Stage in which a person
  becomes full-fledged member of the organization.
• Occurs as the individual enters an organization
  attains full member status.

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MENTORING

• The process by which more experienced employee
  (mentor) advises, counsels, and otherwise
  enhances the professional development of a new
  employee (protégé).
• Mentor-protégé relationship phase initiation,
  cultivation, separation, redefinition.
• Benefit and costs of mentoring
• Mentor, proteges, and their org. come out ahead.
• Mentoring can be risky highly dependent on
  their mentors, the risk that a mentors advice
  might not be as good as it should be, slow to
  develop as self-reliant individuals.
• Cont

10
Cont

• Mentoring members of diverse groups
• Old boys network an informal collection of men
  who wield power within an organization.

11
Challenges In Established Careers

• Career Plateau the point at which ones career
  has peaked and is unlikely to develop further.
• Career developmet interventions systematic
  efforts to help manage people careers while
  simultaneously helping their organizations in
  which they work. Consist of seven steps asses
  skills, interests, and values, explore options
  consistent with those skills, interests, and
  values, select a new occupation consistent with
  one or more of those options, develop a plan for
  pursuing that occupation, periodically asses the
  plans effectiveness, revise the plan as needed,
  and new occupation.
• Outplacement programs systematic efforts to
  find new jobs for employees who are laid off.
• Cont

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Cont

• Making Career Changes
• The major reason
• People either dont like or cant succeed at
  their chosen profession.
• Prospects are poor for future employment in
  their present occupation.
• Their needs or interests have shifted, requiring
  a life change.
• Planning for Succession and Retirement
• Retirement in which people reach the end of
  their careers and stop working for their primary
  income. Either voluntary or involuntary.
• Cont

13
Cont

• Succession the systematic attempt to identify
  possible holders of particular positions ahead of
  time in preparation for an executives departure.

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Personal Challenges Strategies For Career
Management

• Job Rotation the practice of transferring
  employees laterally between different jobs in an
  organization. It can be useful to keeps life at
  work interesting and helps enhance career
  advancement.
• Entrepreneurship being an entrepeneur
  (individuals who start their own businesses) ?
• Starting a Home-Based Business
• Important challenges
• The earnings only 70 as much as people would
  make outside the home.
• Balance between work and family.
• Cont

15
Cont

• There is a limit to how large it can become.
• The Glass Ceiling barrier thats keeping women
  from reaching the highest organizational levels.
• What women can do to help break down the glass
  ceiling ?
• Be Yourself, Develop their own networks and
  support groups, and Consider all job options-even
  those that are traditionally male.
• Dealing With Dual Career
• Dual-career couples married couples in which
  both partners are employed.
• Cont

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Cont

• Dual-career conflict a situation in which the
  career demands on one member of a couple are
  incompatible with the career demands on the other
  member of a couple.
• Career break the practice in which an employee
  leaves then subsequently reenters a job
  following an agreed upon period pf absence.
• Sabbatical time taken off the job, typically
  for purposes of recharging, coming back fresh,
  and avoiding potential stress-related problems.
• Dropping out the practice of resigning from a
  job for a long period of time and then taking
  another job at another time.
• Cont

17
Cont

• Corporate Refugees people who leave corporate
  jobs so they can start their own small
  businesses.
• Hiring a Career Coach
• Career Coach an expert hired for purposes of
  helping someone accomplish his or her career
  objectives.

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THE END

• THANKS FOR YOUR ATTENTION
• THE MEMBER OF GROUP 4
• Joko Purwanto Ek / 15285
• Ngakan Putu N. K.Yudha Ek / 15294
• Annas I.Wibowo Ek / 15300
• Muhamad Haviz Ek / 15335
• Fakhrul Hadi Ek / 15356