Employment Relationship and Career Dynamics

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C H A P T E R
Employment Relationship and Career Dynamics
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Psychological Contract

• Beliefs about the terms and conditions of a
  reciprocal exchange agreement between that person
  and another party.
• Inherently perceptual both parties may have
  different interpretations of the psychological
  contract

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Types of Psychological Contracts
Transactional
Relational
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Three Types of Trust
Identification
Highest level of trust Based on mutual
understanding
Knowledge
Medium level of trust Based on predictability
Calculus
Minimal level of trust Based on punishments
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Trends in Employment Relationships
Employability
Job Security

• Limited job security
• Jobs are temporary
• Career self-management
• High emphasis on skill development

• Lifetime job security
• Job are permanent
• Company manages career
• Low emphasis on skill development

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Contingent Work

• Any job in which the individual does not have an
  explicit or implicit contract for long-term
  employment, or one in which minimum hours of work
  can vary nonsystematically.

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Types of Contingent Workers
High
Temporary Temporaries (2/3)
Transitioning to Permanent
Desire for Permanent Employment
Free Agents
Transients
Ability to Get Permanent Employment
High
Low
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Reasons for Contingent Work

• Provides more flexibility
• Contracting needed skills is faster than
  retraining
• Potentially reduces costs
• Lower pay, fewer benefits, less union power
• Easier to contract services
• Information technology supports free agents

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Organizational Socialization

• The process by which individuals learn the
  values, expected behaviors, social knowledge
  necessary to assume their roles in the
  organization.
• Effectiveness of process may increase or hinder
• job performance and motivation
• job satisfaction and commitment

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Stages of Socialization
Pre- Employment

• Insider
• Changing roles and behavior
• Resolving conflicts

• Newcomer
• Testingexpectations
• Reality Shock

• Outsider
• Gathering information
• Forming psychological contract

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Hollands Occupational Choice Theory

• Degree of congruence between an individuals
  personality traits the work environment has a
  significant effect on the persons performance,
  satisfaction, length of time in that career
  occupational choice is an expression of his or
  her personality.

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Hollands Occupational Choice Theory

• Six Types or Themes represent characteristics
  of both the work environment personality traits
  of people working in those environments.
• Realistic
• Investigative
• Artistic
• Social
• Enterprising
• Conventional

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Hollands Occupational Choice Theory

• Realistic
• Personality Traits
• Practical, shy, materialistic, stable
• Work Environment
• Using hands, machines, or tools tangible results
• Sample Occupations
• Assembly worker, mechanical engineer

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Hollands Occupational Choice Theory

• Investigative
• Personality Traits
• Analytical, introverted, reserved, curious,
  precise, independent
• Work Environment
• Discovering, collecting, analyzing focus on
  problem solving
• Sample Occupations
• Biologist, dentist, systems analyst

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Hollands Occupational Choice Theory

• Artistic
• Personality Traits
• Creative, impulsive, idealistic, emotional
• Work Environment
• Creation of new products or ideas, unstructured
  setting
• Sample Occupations
• Journalist, architect, advertising executive

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Hollands Occupational Choice Theory

• Social
• Personality Traits
• Sociable, outgoing, conscientious need for
  affiliation
• Work Environment
• Serving or helping others working in teams
• Sample Occupations
• Social worker, teacher, nurse, counselor

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Hollands Occupational Choice Theory

• Enterprising
• Personality Traits
• Confident, assertive, energetic, need for power
• Work Environment
• Leading others focus on goal achievement
• Sample Occupations
• Salesperson, stockbroker, politician

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Hollands Occupational Choice Theory

• Conventional
• Personality Traits
• Dependable, disciplined, practical, efficient
• Work Environment
• systematic manipulation of data or information
• Sample Occupations
• Accountant, banker, administrator

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Hollands Occupational Choice Theory

• Few people fall squarely into only one type
• Differentiation
• Extent to which individual fits into one or
  several types
• Highly differentiated person is aligned with a
  single category
• Most people relate to 2 or more categories

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Hollands Occupational Choice Theory

• Hexagonal Model
• Consistency
• Extent that a person is aligned with similar
  rather than dissimilar types
• Similar types are adjacent to each other
• Dissimilar types are opposite each other

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Lateral Career Development

• Career success defined as challenging work, not
  number of steps up the hierarchy
• Reasons for lateral careers
• Career ladder still clogged with baby boomers
• Shift from tall hierarchies to team-based flatter
  organizations
• Shift from job status to competencies
• Trend toward employability rather than job
  security

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Boundaryless Careers

• Careers operate across company industry
  boundaries, not just in one organization
• Average employee has 12 to15 jobs over course of
  career, and between 5 7 jobs by age 30
• Reasons for boundaryless careers
• Downsizing forced job changes
• Employability psychological contract
• Job hopping viewed more favorably

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Dealing with Boundaryless Careers

• Provide more career opportunities within the
  organization
• Try to build more loyalty
• Recognize that some job hopping is inevitable and
  desirable
• Keep track of former employees
• Welcome back boomerangers

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Careers Rules for the Road Ahead

• Understand your needs and values
• Understand your competencies
• Set career goals
• Maintain networks
• Get a mentor