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Definition of Career:
1. Career is a sequence of attitudes and behaviors associated with the series of job and work related
2. Succession of related jobs, arranged in hierarchical order, through which a person moves in an
organization.
Exploratory stage
Establishment stage
Maintenance stage
Stage of decline
Exploratory Stage
Ensure the availability of accurate information about the various occupations existing in the
Create opportunities to enable new employees to get information with the organizational careers
Sponsor educational and training programmes for ensuring supply of potential talent in future.
Establishment Stage
Maximum learning and favourable attitudes of the employees towards the organization
Assigning challenging jobs to employees to enable them test their abilities and skills
Designing of development plan, identification of development needs, deciding career steps, etc.
Maintenance Stage
Strategies motivate employees, so that they can be productivity utilized even without promotion
Adequate opportunities for transition from specialist cadres to generalist position at higher levels of the
organization
Help employees to adjust to their changing roles, their careers shifts from active position to advisory
position
Decline Stage
Invent new creative part-time roles for which can use their knowledge, experience and wisdom
It ensures better utilization of employee’s skills and provides increased work satisfaction to employees
Career development programs ensure equitable promotional decisions for every human in an
organization
1. Growth and survival of the organization are the responsibilities of the top management
3. Succession planning is done in different time frames to ensure the availability of right positions for
4. Good organizations try to make succession planning in three different time frames
Intermediate (1 to 5 years)
1. Prepare and develop a management staffing plan for all anticipated needs in different time frames
2. The second step is staffing and development. Staffing is concerned with recruitment, selection and
placement. Development means development of managerial personnel through training, job rotation,
3. The third step is to ensure congenial organizational environment to retain the desired managerial
personnel
4. The fourth step is to develop a good performance appraisal system to get feedback on managerial
5. The fifth step is the preparation of the management resource inventory. Such inventory contains details
of personal data, performance records, skills, potential, career goals and career paths of managerial
personnel
Management development
Management development is a scientific training process for managers and executives to enrich their
knowledge and skills so as to make them competent to manage their organization effectively
1. A continues process
5. A deficiency improper
6. A self-development process
Components of management development
1. Selection
Selection process enables us to understand the innate potentiality of the executives and the
2. Intellectual Conditioning
It is the process of educating managers and executives on different managerial tools and
techniques
3. Supervised training
It is the process of guiding managers and executives while they apply and use their knowledge
To make available managers and executives with requisite knowledge and skill to meet the present
To encourage managers to develop their full potentiality for handling greater responsibility
To improve the functional competence of the managers, making them more transparent and
To develop managers for higher assignments, duly replacing the elderly executives.
1. Purpose of the management development efforts in most of the organizations are often characterized by
insincerity
2. Some organizations are too much concerned to get the immediate benefits of MDP’s
3. In some cases, lessons imparted in MDP’s are in direct conflict with the philosophy of the organization
4. There is no system to evaluate the effectiveness of the MDP’s by such outside agencies
Performance Appraisal
strengths and weakness. Or, performance appraisal is evaluating employee contribution to the job.
Purpose of development
A career can be defined as a pattern of work experiences comprising the entire life span of a person and
which is generally seen with regard to a number of phases or stages reflecting the transition from one stage
of life to the next (Weinert, 2001). Similarly, Collin (1998) explains that the term career arises from the
interaction of individuals with organisations and society. This interaction, as Savickas (2009) proposes, is no
longer merely just a sequence of jobs but is now a story that working people build about themselves.
The term “career” can therefore be defined as the sequence of interaction of individuals with society,
education and organisations throughout their lifespan. It is necessary, however, to emphasise that the
majority of the responsibility now rests on the individual for their own career progression, which requires
According to Baer, Flexer, Luft and Simmons (2008) an individual’s career development is a lifetime process
that encompasses the growth and change process of childhood, the formal career education at school, and
the maturational processes that continue throughout a person’s working adulthood and into retirement.
Schreuder and Coetzee (2006) explain that a career consists of different stages and the individual is
that they evaluate, make personal decisions and implement career transition actions at several points during
their lifetime.
Super (1957) identified five stages - growth, exploration, establishment, maintenance, and decline that were
thought to capture individuals’ work related experiences from the years of childhood to retirement. Miller and
Form (1951) and Hall and Nougaim (1968) also identified five career stages, and Schein (1978) proposed a
Planning in life is always very important and pay as it is based on advance level of pros and cons with deep
evaluation. Similarly Career Planning is of prime importance in growing career of the individual. Career
planning involves lots of factors and aims behind their working and decision. It may include the following:
Personal interests, Financial stability, Market requirement, Family involvement, Switching between careers
(Sana Butt)
ETHICS IN CAREER DEVELOPMENT & CAREER ORIENTATION
Workplace ethics play a vital role in both career development and professional growth. They build a
Employers seek candidates with integrity to ensure increased productivity which means ethical workers
Having top qualifications without strong ethics compromises career development opportunities.
These qualities are drawn from life experiences and personal values. However, professional ethics are
a product of education and can be fortified with exposure to great organisational culture.
A strong workplace culture focuses on key values, such as integrity and openness. Successful business
promotes a strong alignment between ethical practices and overall company values. Many organisations
Adhering to the code makes it easy to provide a high quality and reliable service. A company that does
not value integrity can easily face legal woes because of the behaviour of its leaders and workforce.
That is a major reason why 79% of employees believe that ethics are important in continuing to work for
their employers.
Accountability – the norms, values and ethical expectations set by the organization and its management
practices. Having accountability means that the organization sets its ethical expectations up front. The
company’s values are clear to each individual working for it. Everyone is expected to stay true to these
Fairness – the perceived justice of the policies and practices that affect employees and their work. It is
the perception of the greater majority that the policies in place inside the organization are reasonable
and impartial. Employees should see justice in the daily practices of the company as well. They must
view themselves and the work receiving fair treatment in all aspects from pay to promotions.
Motive-based trust – the assessment employees make regarding the ethical character of those with
whom they interact at work. as for leaders, employees are looking for individuals whom they can trust
based on their character. People want to follow managers that are able to listen to criticism instead of
just shutting things down. They must be quick to take responsibility for their ethical mistakes. They must
also practice humility – not above asking for forgiveness and taking corrective action.
Integrity – implementing fair dealings with customers and vendors including competitive pricing, timely
payments and the highest quality standards in the manufacture of its products. Integrity is vital as it is
the cornerstone of the trust placed by the customers and vendors on the company. Dealings must be
fair and honest in all facets. The prices given must always be competitive, the payments made in a
Respect – demonstrating respect for its employees by valuing opinions and treating each employee
equally. Leaders should be the first ones to show respect to their followers. Managers demonstrate their
respect for employees by listening to their thoughts and opinions, acting on them if the situation calls for
it. They should treat each of them equally with no hint of any favouritism that might compromise their
judgment.
Self-transcendence – is the ability to look beyond one’s self and consider the well-being of others.
Leaders should exhibit values such as concern and sense of responsibility to uphold the rights of every
person, especially those working for them. This can also extend to nature with environmental protection
Compassion – is the concern for all of those that are affected by the business whether it is a person or
creatures in the environment. If people see this in their leader, they will follow the example.
Loyalty – displaying loyalty toward employees help they work to maintain the relationship and work harder
toward that end. If employers are loyal to their employees, then the latter will repay the former in kind.
This type of loyalty is increasingly rare in the business environment where the movement of individuals
is often dizzying quick. Those who recognize their good fortune of having a dependable leader will want
On the flip side, strengthening ethical behaviour leads to a positive workplace culture, which translates
into stock market success. These companies also benefit from lower turnover as workers enjoy their
environment. They feel less pressured as they don’t have to compromise their own personal values.
Employees in these companies also have higher job satisfaction ratings compared to the average in
their industry. They are more motivated to commit to the organization and its goals. They are also more
engaged in their work and are willing to push themselves harder to complete their tasks.
individuals at the middle school level with the necessary information and experience to prepare them
for living and working in an ever-changing economy, society, and environment. It is a career
Objectives:
To gain valuable career information and related job training options and opportunities.
To become acquainted with various forms of employment and to develop job acquisition and job
retention skills.
To experience hands-on activities for self appraisal purposes and for exploratory career experiences.
To develop a tentative career and educational plan relevant to their individual interest, abilities, aptitudes,
and goals.
Being favourably competitive on the job market combines a variety of aspects and factors including;
educational background, environment, access to labour markets information, ability and willingness to
Conflict resolution
Customer care
Report writing
CONCLUSION
In life, we have to set goals and priorities. We need to understand ourselves and also the environment
that we are living. We need to make strategic, rational and sound decisions and judgement; although
there will be challenges in your pursuit for happiness, the bottom line is to see opportunities and place
By now we all have heard that people will change careers (not just jobs) 5-7 times in a lifetime. This
being true, career management is an important life skill to develop and cultivate. According to "Get
Smart! About Modern Career Development", there are six stages of modern career
career development professionals, it is important that we are aware of what occurs in each stage as
well as what part emotions play. As you read through this basic outline, notice which stage you feel
best qualified to work with clients on and in which stage you need to gain more confidence. Take note
of the activities and tools you use to help clients successfully navigate from one stage to the next.
In the Assessment Stage, you are getting ready for your life's work. This stage is characterized by
unawareness, in that you are not sure what your values, strengths, and weaknesses are. You start to
feel like you want to know more about yourself and make a conscious effort to get in touch with who
Key Tasks:
In the Investigation Stage, you are researching what work exists in the world. This stage is
characterized by feelings of confusion, in that you are not sure what career options exist for you. You
may feel overwhelmed with all of the different jobs and opportunities that exist as you begin the
process of researching the modern world of work. But if you approach this stage with a positive frame
of mind, you will find that you will learn about many possibilities you may have never considered.
Key Tasks:
Researching the world of work
In the Preparation Stage, you are still getting ready to do your life's work. This stage is characterized
by feelings of excitement, as you think of how wonderful it will be to perform meaningful work. However,
there is still much work to be done, and in order to be successful, you have to be prepared.
Key Tasks:
In the Commitment Stage, you feel confident, in that you have figured out what you are meant to do.
Sometimes people have known all along what they were meant to do, but were not able to commit to
the process of making it happen. At this stage, more than ever, you must focus your energy and keep
Key Tasks:
In the Retention Stage, you feel comfortable in your career field, as you now have figured out how
things work in your industry. You may want to remain committed to your career by continually updating
Key Tasks:
be doing next (and/or if you will be happy). In this stage, you learn to make conscious changes in your
career direction.
Key Tasks:
Developing resiliency
CAREER DEVELOPMENT IN OLD PRACTICE
It is important to note that, for most individuals, career development occurs without any intervention
from other people. There also isn't a set age for when it will begin—some people will start to think
about occupational choices very early in life, while others won't give this subject much thought until
they are relatively close to having to decide how they will earn money.
It is seen as a very systematic and comprehensive process of targeting career development and
implementation of strategies, self assessment and analysis of opportunities and evaluate the results.
The career planning process involves both the organization and the individual responsibility. Thus,
the individuals must identify their aspirations and abilities, and through assessment and counseling to
understand their needs of training and development; the organization needs to identify its needs and
opportunities, to plan its employees and to ensure its staff the necessary information and appropriate
The specialized literature recommend that career counseling activities should be introduced for all the
employees, as a formalized activity of the human resources department. Creating a special service for
career counseling, consists of specialists with psychosocial and / or managerial trending, who knows
both individuals and organizations needs, would lead to a better alignment between the individuals
needs of fullfilment and organization objectives. According to the experts in human resources
management (Mathis et al., 1997) are the following models of career planning:
chance and luck” model. This model is that employee, to get the desired position, is based only on
one job to another according to the needs. This model is supported mainly by young employees, who
are dependent on adults forall the views, and less than adults employees.
self – oriented” model. This model provides importance to the individuals; the employees are
establishing their own development during their career, while having assistance too.
There are two approaches to career planning (Manolescu, 2003)), depending on the emphasis on the
a) the organization centered planning system which aims: the development of Human Resource
needs;
• audit and control of the planning and career development system. b) the person centered planning
establish the extent to which the two parties (individuals and organizations) are responsible in this
process. On one hand, the individual is responsible for its development along the stages of his life and,
secondly, the organization involved in planning and development of career helps to improve the
Senior manager and high potential staff. Are receiving renewed attention and are still expected to
have a career with the organization, even if not a career for life. Succession planning is being
Highly skilled workers. Will indeed be managing their own careers, and need to maintain their
external employability. Their employment relationship is quite flexible both in duration and in the range
The wider workforce. presented the case study organisations with a real problem. The contribution
position (where self development is seriously supported in exchange for a broader contribution to
business performance)