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One of the most important skills for a student as well as for any professional of any age in any area of expertise is the career development. Career development involves managing your career either within or between organizations. It helps you to learn new skills, and make innovative improvements to grow you in your career. Career development is an ongoing, lifelong process to help you learn and achieve more in your career.

There are thousands of opportunities apiece year for continuing education. However, career development training can open up many professional opportunities, and are frequently used by those seeking to climb the corporate ladder. Many organizations offer career development training to its employees which in turn help them to move ahead in their careers.

This training includes varied career development programs like:

- Art of building strong professional network with your peers and bosses. This behavior is more likely to open up new positions in your career.

- Secondly, the programs include soft skills training which will train you to how to communicate with your seniors and leaders in the firm. As we all know communication plays a major role in an organization as well as to grow in your career as an individual.

- Also, it guides you to build contacts with those who are more experienced than you.

It’s a very important aspect for the young professionals to take on a mentor, who will help them learn some skills that will enable them to get ahead in their field.

- In additional, these programs help you to polish your subsidiary skills providing the benefit of increased knowledge and great efficiency.

Career development and training services will always play a large role in career advancement. Particularly during times of economic turmoil, when unemployment rates might be higher than usual, a solid history of career development programs can place a candidate ahead of the competition.

These are a few skills that will help professionals advance their careers, regardless of the type of industry that they are in. The Injazat Institute (Ti2), one of the leading Career Development, Training & Management institution in Abu Dhabi, UAE will unlock and maximize your career potential.

For detailed information on career development courses log onto: www.ti2.ae

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In the 1970’s some very interesting work was begun in the Sloan School of Management at the Massachusetts Institute of Technology by Professor Schein. Schein aimed to refer the major groups of motives that influence people in their careers. These motives were called career anchors. It is a critical part of any career development planning to comprehend your motivations and focus your activities on the right career search areas.

A career anchor can be thought of as a combination of self perceived talents, values and motivators that organize and give some context to our career oriented decisions. It is also very likely that career anchors wage us all with an important contribution to our own sense of identity. The primeval work by Schein has been enhanced by Dave Francis in his book “Managing Your Own Career”.

Career anchors do not appear to be something we sit down and select at a particular moment in time.

Rather, they appear to evolve slowly depending on our own personality, values, self image, and, of course, upon the experience that we have in life. Career anchors are particularly important in determining job satisfaction and, without a clear understanding of these, it is unlikely we will be healthy to maximize our enjoyment of work.

Below are the nine career anchors as developed by David Francis:

1. My suggestion is that you carefully read through them a couple of times and then honor 50 points amongst the 9 anchors.
2. The superior fit it seems to you the higher the points, if the anchor isn’t much like you then honor it a smaller number of points.
3. You must honor points to all 9 anchors but you select how many points.
4.

Add up your points and select your top 3 career anchors. Then have a goat answering this question:
5. How does this career anchor impact on my current and future career choices?

After extensive research Francis developed the following career anchors:

1. Material Rewards (MR)

These are defined as the physical assets such as money, possessions, housing and so forth that a mortal might acquire over a lifetime.

People who are highly motivated by a desire to have high levels of material rewards very often make decisions about their future career based upon their capability to acquire these. For example, a mortal who has a very high material rewards need will very often accept a position that offers lower long term prospects or less creativity in order to satisfy this need. A good example of this is people who spend some years in middle orient countries undertaking work that might not necessarily be very satisfying and in an environment that is very strange. However, for many of these people the compensation is the very low taxes paid in middle orient countries and the very high income.

2. Power and Influence (PI)

Francis has defined power and influence as a strong desire by the mortal to be in a dominant position and to have others in subordinate roles. A mortal with this career anchor has a strong desire to want to make decisions about policy and to have control over resources. People who have a strong power and influence anchor often seek out jobs that enable them to exercise considerable individualized control over other people and situations. They can be involved in jobs that do not necessarily pay particularly well, but have power. People with this anchor very often move into managerial or political roles. They usually have a great deal of confidence and clear ideas on how things should be done.

It is important to see that this, like other anchors, is not intrinsically positive or negative. Clearly there are many very caring and healthy managers as well as tyrannical managers, who are highly motivated by the power and influence anchor.

3. The Search for Meaning (ME)

Francis states that search for meaning is defined as being motivated to do things considered to be a contribution to something bigger, finer or greater than the individual, according to a religious, emotional, moral, social or intellectual criteria.

Individuals who have the search for meaning anchor are often very concerned to be doing things that are in accord with their fundamental beliefs. They are very often disinterested in money or influencing others, but are highly motivated to help other people or to work towards a spiritual goal. It is very important for these people to make what they see as a significant contribution to the world throughout their careers.

4. Expertise (EX)

People with this career anchor often want to become a specialist in a particular field. They derive great satisfaction from being healthy to solve mechanical, intellectual, scientific or practical problems that fool others. These are the types of people who are happy to spend much of their own leisure time reading work related material. Conflicts can arise for these individuals if they are pushed into a management position where they are expected to have control and influence over other people. This very often creates difficulties because these people are much more interested in mechanical procedures or academic knowledge than in getting on with others.

5. Creativity (CR)

People with this career anchor are very concerned to be healthy to create original objects, theories or experiences. They can work in many occupations, including the sciences, arts, literature and research, as well as in entertainment or in entrepreneurial activities. These people are driven to create new objects such as games or puzzles. They often have a good capability to tolerate frustration and difficulties, provided their creative energies can eventually be satisfied. Very often they are much less concerned about money or about power and influence even though they might actually have both of these things.

6. Affiliation (AF)

People who have this particular career anchor have a strong desire to seek nourishing relationships with other people. They are very often involved in social work of psychology or some other profession that makes use of their skills in this area.

When these people go looking for a job their most important criterion is whether they like the other people on the job. They are much less concerned with the money, or with their capability to get promotion, provided the people they are working with are friendly and caring.

7. Autonomy (AU)

People who have this particular career anchor very often want to take charge of their own lives. They are very uncomfortable when they are in organizations and have to work by defined job descriptions. They very often like to work for themselves or to be in Universities or other places that offer them considerable freedom. The most important concept to this sort of mortal is the freedom of choice.

8. Security (SE)

Individuals who have this as their primary career anchor want to ensure that the future is predictable and that they can refrain unnecessary risks. This type of mortal is prepared to take lower income, to have less freedom of choice, and to have future prospects for advancement in their career provided they are in a position where the risks are very small. These people are often quite concerned about material wealth, not from the point of earning a lot, but from the appearance of investing wisely and ensuring that they always have a secure financial base.

9. Status (ST)

People who have this as their primary career anchor very often want to undertake work that provides them with high esteem. They are concerned about symbols and formal recognition by prestigious groups. It is important to see that this is not necessarily something that is directly related to social class. For example, there is a very clear position hierarchy even in prisons, and sometimes people are highly motivated to commit crimes simply because of the prestige that it will result in.

Now that you have some understanding of career anchors, you can assess which anchors motivate you and incorporate that into you career development plan.

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Baby Einstein offers great DVD’s for teaching your child primeval and helping them to learn the world around them. These videos help your child discover the world through interactive programming that encourages development at all different ages. Baby Einstein offers videos and DVD’s that begin kids of as young as infants in learning all about their world. Parents can use Baby Einstein videos as a way to instruct their kids right up until the age of 3 or more. Baby Einstein also offers books, toys, CD’s, and games to help kids learn primeval concepts. Each item is developmentally appropriate based on your child’s age. My son actually learned his alphabet, shapes, colors, and how to read from these videos. You can buy any of the Baby Einstein items right online. See resource list below for links.

Integrity Matters instructs your child concepts of individualized growth. School age kids will love these videos and learn to become well rounded individuals based on the lessons in apiece DVD or video. Integrity Matters instructs your child moral development through values and behavioral discipline. The videos help your child learn concepts such as acceptance, friendliness, self-control, honesty, kindness, confidence, ethics, tolerance, and temper…to study a few. Kids learn to become well rounded people based on the lessons taught in these videos and find ways to develop good relationships with others. You can buy these integrity videos right online if you prefer. See resource list below for links.

Little Hardhats has educational videos for your child that instructs him all about professions and equipment. Kids can learn about farming, being a fireman, being a construction worker, various types of equipment and other ideas about how the world works. Tiny Hardhats helps kids place together concepts of their world based on ‘big machines’ that operate around them. Kids can learn about planes, firetrucks, dump trucks, tractors, and more depending on what your child is interested in. You can buy they videos and DVD’s online, plus more like games, toys, and books. See resource list below for links.VeggieTales is another great resource for educational videos for your children. VeggieTales offers videos and DVD’s that instruct your child about God and belief in a fun and upbeat way. Kids learn lessons from the VeggieTales stories that offer them individualized development and understanding of what it means to be a good person.

VeggieTales videos and DVD’s bring God into learning by helping kids comprehend what is good moral behavior and what is not. You can encourage your child to be a well rounded mortal by helping them to comprehend their own individualized development through good behaviors. VeggieTales videos and DVD’s can be bought online. See the resource list below for links.

Resource List:

http://www.babyeinstein.com/tenyears/

http://www.integrity-matters.com/home.html

http://www.littlehardhats.com/index.html

https://bigidea.com/products/shows/shows.aspx

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individualized career development grants you to monitor progress in your career. It is a reliable way, your motivations, ambitions and accomplishments to be analyzed. Many people focus on the career of a career development plan not only for certain purposes, so as to achieve a promotion or a raise, but also for career advancement. Therefore, it should be much more aligned.

Important career development plan

Create your professional development plan must be carried out continuously, instead of working on specific goals. This way, you can easily track any improvements or if necessary. It is not just limited to documents related to career, but might also include materials you have collected over time that reflect your motivation and goals when it comes to your career.

Here are some things you can plan to measure your professional development:

Update your resume. – Your resume is a crucial reflection of your professional career. Therefore, if you’re new or already existing skills, accomplishments in previous employment or individualized services, you’ll need on your resume.

List all your job descriptions. – It is important to plan your career. By evaluating and examining the performance of your previous jobs, you will be healthy to tell if it detects any improvements or areas that you need to improve. If you can, gather evidence of the benefits that you will come to them during interviews at hand.

Gather jobs. – This suggestion is also useful for workers. This grants you to determine whether there are other existing jobs that are ideal suited to your skills and offer self-realization.

Some people are constantly changing careers not because of compensation or competition, but rather because they have not personally very satisfied their career. Therefore, planning in developing your career, you need to create your own vision.

your career plan or objectives can be short or long term. So before you with your career planning, you determine your first question. There is much to think about when planning your career, individualized considerations should be above the list.

What are your individualized barriers to progress? What do you do for individualized satisfaction and success, or is what my family for my needs? As long as you have factors that are not only the people around you but you, so you can achieve the goals you have set to stay motivated.

Personal stages of career planning

1.Si you have to think about multiple careers trying to reduce it so you can focus on the career for the better.

2.Research on your career prospects. If you have more information and knowledge about your profession, you will also recognize the skills needed to succeed in this profession to be.

3.Si you looking to make a transition from one career to another, refer the necessary qualifications.

4 Once you have the qualifications for the new career, compare it to determine your skills. Assess the skills or knowledge, you must buy to meet the job search. If it requires a lot of work, you might need to reconsider whether a career change should be an option. If you’re close to qualification, then you can pass.

For planning long-term career, you must be precise and specific with your instructions. After all, you must manage the impact of your choice. When creating your individualized development plan, you must think about not only career opportunities in the market, but also your own skills and abilities.

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By Agaba Herbert

Introduction

According to wikipedia the career management process begins with setting goals/objectives. A relatively specific goal/objective must be formulated. This task might be quite difficult when the individual lacks knowledge of career opportunities and/or is not fully aware of their talents and abilities. However, the entire career management process is based on the establishment of defined goals/objectives whether specific or general in nature. Utilizing career assessments might be a critical step in identifying opportunities and career paths that most resonate with someone.

Ball (1997) notes that making career choices and decisions are the traditional focus of careers and interventions. The changed nature of work means that individuals might have to revisit this process more frequently now and in the future than in the past. Managing one’s organizational career concerns the career management tasks of individuals within the workplace such as decision making, life stage transitions, dealing with stress and so forth.Raddon (2005) (ed) notes that the changes in the drivers, form, content and structure of work have been evolving since the first exchange of goods and fag existed, but within the last century the pace of this evolution has accelerated, and information professions have been among some of the most rapidly changing areas. These changes have been taking place in a context of social, economic and technological flux…organizations have responded through the responding need of technologies, changing formal structures, decentralization, improved flexibility, structural alterations in the workforce, and different responses to issues of race and gender.

Career management at a Personal level

Sustainable career management starts when one is a child. It involves parenting styles and roles in a family. This means that both parents of a child should ensure that they closely monitor their child development in terms of the likes and dislikes, their thinking patterns; the way they socialize with others in terms of group activities with their friends. This stage is crucial because at that time the brain is growing so what the kids do and like is deeply ingrained. It is the role of their parents to try and comprehend these patterns so that they can guide their kids well. The challenge is that some parents seem to think that what worked for them will necessarily work for their kids something which might not be the case. This has affected the careers of many people who have gone on to do “famous” courses something which is regretted at the latter years of their careers. At this level, career management involves setting individualized goals and devising strategies to achieve these goals. It should be noted that career management is a an on-going process that involves self evaluation to find out if one is still on the same path s/he selected to take years back.

Organizational Development

Goodyear et.al (2006) note that the concept of organizational development (OD) is often used to represent the capability of an organization to continuously improve. French and Bell provided an academic and comprehensive definition of OD as “a long-term effort, led and supported by top management, to improve an organization’s visioning, empowerment, learning, and problem-solving processes, through an ongoing, collaborative management of organization culture…using the consultant/facilitator role and the theory and technology of applied behavioral science…. On a day-to-day level, a shorthand definition of OD is “an ongoing, thoughtfully planned effort by all members of an organization to improve how that organization operates, serves its stakeholders, fulfills its mission, and approaches its vision.

Career management is both an individual and organization concept. Organizational development enhances career management through visioning, empowerment and learning. This means that if these components of organizational development are well taken into statement by both the employers and employees the individual will grow within the organizational framework and the long-term learning will help the individual even if s/he decides to join another organization.

Components of Effective Career Management both at Personal and Organizational level

Learning

Career management thus is primarily an individual responsibility. Career planning and pursuing the desired career is a life long process for an individual, where he continuously learns about his purpose, personality, skills and interests. The process of career management by an individual involves rigor and focus at apiece step. See (alagse.com)

Since individuals are looking for a favorable and competitive career paths continuous learning to improve their skills, change their perceptions and attitudes about work is paramount. The individual learns a lot through life experiences and is healthy to share the skills and knowledge to those who are willing to learn and apply them for the betterment of society and human kind. 

Personal and Organizational Change

In the current career environment, individuals with alternatives obtain more challenging and growth-oriented opportunities. Individuals with alternatives need not accept consequences; rather they create opportunities for themselves…Given the organizational changes that have occurred in current years (downsizing, de-layering, decentralization, reorganization, cost-reduction, IT innovation, competency measurement, and performance related measurement), and their potential negative psychological impacts (anxiety, lowered self-esteem, competitive behaviors, frustration, stress, lowered self-efficacy, and low trust behaviors), a positive framework is required for approaching the future. see (Career Management Guide; career resources).

With a volatile work environment as it is this day many changes are happening and so managers, employers, employees, and other stakeholders should do all what they can in order to fit in this ever-changing environment. If this is not done then both the new and old companies will lose their footing. These changes do not only affect the structures and the ways of doing business but they also affect people’s careers.  In order to embrace these changes both the employers and employees should learn new skills, empower themselves in order to find their rightful place in this volatile work environment.

Skills Development

According toNoe (1996) in the study entitled “Is career management related to employee development and performance?”, career management process involves career exploration, development of career goals, and use of career strategies to obtain career goals. The relationship between different aspects of the career management process and employee development behavior and performance was analyzed in this study. Employees provided information concerning their individualized characteristics, career management strategies, their manager’s support for career development, and willingness to participate in development activities. Managers provided ratings of apiece employee’s job performance and developmental behavior. Position, manager’s support for development, environmental exploration, and distance from career goal explained significant variance in employees’ willingness to participate in development activities and developmental behavior. Career management was not significantly related to performance ratings.

This is crucial in the sense that different individuals need skills to improve on their work and enhance their careers. That is why serious organizations throughout the world spend a lot of money in training both the old and new staff.  Training can be in from of on-job but the knowledge acquired could also be used in future projects and some times in other organizations since the individual might not stay in one workplace for life.

Organizational culture

According to Morris (1992) Organizational culture is the shared values or common perceptions that are held by apiece member of an organization. This might be a small team, an operating department, plant site or a massive multinational organization. A value system has evolved (or perhaps formally defined and implemented) within the organization or group. Through corporate history, in-house training, speeches, tradition and informal story telling, these values are passed from senior members of a firm to new employees.

Organizational culture is a very important component of effective career management in that it helps in shaping one’s core values, common goals and teamwork. Values help in shaping a person’s character and different employees learn to work together and achieve their targets through teams. Individuals learn a lot through teams whose foundation is the organization through its culture and values. It should be noted that different organizations have different cultures something, which means that career management is not static it is dynamic. Development of one’s work ethic though is something that all serious organizations are expected to impart to their employees.

Knowledge Management

Knowledge management touches upon everything each mortal does at your firm. Since knowledge management is not a discrete function, the knowledge management organization can't be viewed as an isolated administrative function. It must be healthy to implement initiatives crossways all functions and practice groups. It needs to establish strong relationship with key administrative functions to implement firm-wide knowledge management initiatives. Gretta (2003)

All departments within an organization should take information gathering and knowledge management seriously. Employees must be availed this knowledge in order to enhance their career prospects. This will be useful for the individual and the organization. The organization should be a learning one that is abreast with the changes that are taking place both in the internal and external environments. The organization should make sure that individuals are given the freedom to learn and adapt new ways of thinking in order improve their skills and worldviews.

Coaching and Mentoring

Coaching is a way to give employees instruction on how they can superior use the skills and expertise they already have more effectively Bentley (1996).  Mentoring is a process of aiding another with transitions; it is about one mortal helping another Megginson (1995). It involves one person, the mentor, helping another mortal or mentee to reach his or her goals, through coaching, counseling, guidance, sponsoring, and the parlaying of knowledge Stueart (1993) Mentoring is usually “a three-way beneficial process,” which helps the mentor, the mentee, and the organization. The primary function of a mentoring relationship is to further the career of the mentee, but the mortal being mentored is not the only one who benefits from the relationship.

Coaching and mentoring are crucial in developing one’s career and cement the relationship between the employees and the organization. This also reinforces organizational strategy, and a more sustainable decision-making and problem solving mechanism.

Conclusion

A well-managed career helps the individual and the organization at massive to realize goals and devise strategies for achieving them, development of leadership skills and builds a focused, determined and visionary employers and employees. It helps the organization to manage change for the betterment not for the detriment of its employees. It also helps individuals manage and grow up in better-organized environments at their homes, communities and workplace.

 

References

Ball, B (1997) Career Management Competencies: The individual Perspective. Career Development International 2 (2). 74-79

Bentley, Trevor J. 1996. Bridging the Performance Gap. Gower,  England.

Gretta, Rusanow (2003) Knowledge management and the smarter lawyer ALM publishing New York.

Goodyear, Kathleen et. al (2006) Organizational Strategies for Fostering a Culture of Learning, Marilu. University of Kansas

Megginson, David, and David Clutterbuck. 1995. Mentoring in Action. Kogan page,  London.

Morris, Richard M., III (1992) Effective Organizational Culture is key to a company’s long-term success, Industrial Management

Noe, R. A. (1996), Is career management related to employee development and performance?. Journal of Organizational Behavior, 17: 119–133. doi: 10.1002/(SICI)1099-1379(199603)17:23.0.CO;2-O

Raddon Rosemary (2005) (Ed) Your career, your life: career management for the information profession.  Ashgate Publishing, Burlington

Stueart, Robert D., and Barbara B. Moran. 1993. Library and Information Center Management. Englewood, Colorado: Libraries Unlimited.

 

http://en.wikipedia.org/wiki/Career_management.

 

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www.cma-canada.org/…/Attachments/CareerGuide.pdf.

 

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http://www.alagse.com/hr/hr4.php.

 

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