...TITLE PAGE Abstract The purpose of this paper is to explain the career development process and outline an approach of how to progress through it. I will choose a specific Career Theory from the textbook that fits into my personal beliefs of human behavior and career development. I will provide the main points of this theory and use examples from my life to demonstrate how this theory will be beneficial. I will also identify any potential weaknesses or aspects that I may disagree with. What Is a Career? A career can be defined as the "time extended working out of a purposeful life pattern through work undertaken by the person" (Zunker, 2012). This also includes "activities and positions involved in vocations, occupations, and jobs as well as to related activities with an individual's lifetime of work" (Zunker, 2012). A career should be a job that one benefits from not only monetarily but also in some personal way. People should be careful in choosing a career because most people spend over half of their lives working. If one chooses the right career than they can lead a happier life. So many people have what can be considered job instead of a career. A job where one works only to receive money can lead one to be unhappy and cause quite a bit of stress. Overtime this can have an effect on an individual’s overall health. This is why the idea of career development can be so important. What is Career Development? Career development can be defined as...
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...comprehensive and complimentary approach to careers counsellors advising clients. The three theories I have chosen are Holland’s, ‘Theory of Types’, Supers ‘Life Span Theory ‘and Krumboltz’s Social Learning Theory. These three theories when used in conjunction with each other appear to provide the most comprehensive and complimentary approach for careers counsellors when advising clients. Holland’s Theory of Types is based on the assumption that personality types are reflected in an Individuals choice of employment. Individuals have a natural inclination to gravitate towards like- minded people, who in turn reinforce their ideas and view of the world, and who see things from the same perspective. In the work environment this allows an Individual to play to his strengths and play down his weaknesses. This sense of belonging and acceptance of attitudes, values and aptitudes allows an Individual to feel comfortable, whether that is at home, socially or in the workplace. The degree of fit with the environment in which an Individual finds himself and his view of it, Holland terms congruence i.e. compatibility. Holland uses personality traits to identify an Individuals predisposition towards certain roles. Theory suggests socially adept people will naturally find it easier to work in face to face occupations where contact with the public is a necessity, while realist types who enjoy practical applications in their employment role may be happier behind the scenes, where job satisfaction...
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...cultivating relationships is an integral part of any career strategy” (para. 1). The leader must understand the organizational culture and each team member’s attitudes, emotions, personality, behavior, and values before implementing the changes for the new motivational plan. Organizational Culture When identifying the culture of the organization, Robbins and Judge (2013) stated, “Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations” (p. 512). At each of level, division, department, and team, the cultural identification philosophy is also used. A leader can treat the culture as the personality of the organizational and align his or her management style to that personality. Mentor identified the organizational culture as fun and inviting with a high level of required results (personal communication, June 6, 2013); Palmira (2013) classifies this as a “Work Hard/Play Hard Culture” (para. 12). The personality is one of fun, humor, and dedication to the customer. When viewing the culture as a personality, Schein (1996) states, “Inattention to social systems in organizations has led researchers to underestimate the importance of culture – shared norms, values, and assumptions – in how organizations function” (para. 1). If the personality is poor, a good leader should use transformational leadership to lead employees in a new direction. Attitudes Mentor identifies his team member’s attitudes as good...
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...Table of Contents Summary 3 Introduction 4 Facts 4 Café Latte 4 Cynthia Chan 5 Stuart Chan 7 Rob Chan 8 Jeff Burns 8 The Chan Family 9 Inferences 9 Cynthia Chan 9 Stuart Chan 10 Rob Chan 10 Jeff Burns 11 The Chan Family 11 Problems 12 Decision –Additional Options 14 Behavior Assessment 15 Cynthia Chan 16 Stuart Chan 16 Rob Chan 17 Decision Assessment 17 Lessons Learned 19 Case Study: Café Latte, LLC Summary Café Latte, a new espresso bar, is about to open in Pocatello, Idaho. The business was formed as a limited partnership between three siblings and a friend, Cynthia, Stuart, and Rob Chan, along with Jeff Burns, respectively. The Chans are somewhat knowledgeable about running a business since their parents have operated a restaurant for years, and Stuart Chan continues to manage the restaurant. The three siblings are the principals in the business, while Jeff Burns is primarily a partner for financial purposes only. Cynthia, having the most free time, has spent the most time working on the business opening. Stuart has procured the equipment for the bar, with Rob’s help. Stuart has become angry at Cynthia for not spending enough time in preparations, and feels that she and Rob are not doing their fair share of work. Stuart wants to buy out Cynthia’s share, but later just apologizes for his outburst. In order to avoid further conflicts, a work schedule was devised...
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...FACTORS OF CAREER CHOICES AS DETERMINED BY EXTERNAL MILIEUS A Micro Research Paper Arabia, Lord Mark Anthony M. Villones, Wilson C. ED 4 Educational Research and Evaluation Masilang, Judy Marcia M. 22 March 2012 THE RESEARCH PROBLEM Career choice is an ongoing process, needs in-depth study, and requires much thought as it a decision that affects your future. As you learn new things you get an understanding of what you are interested in, what you would enjoy doing and what will be one of the best paying options. Career planning is a never-ending process as you gain experiences, grow, and improve. You need to give it a thought (Koonar, 2009). And there would always be a time that students will definitely begin to discern their future career. When the students reached this point, they now start to solicit ideas of what course to be selected as an embodiment of their future career. However, though most of them solicit ideas from the people who are learned in a particular discerning situation, they usually end up selecting their own choices (Polistico, 2009). When they fail to choose what their hearts desire, then would most likely shift course and end up the college level doubling the time intended for the particular course. The purpose of the study is to determine if career choice is really determined by the external milieus to which the students used to live. Furthermore, it seeks primarily to explore the extent of how these external factors could predict students’...
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...environment would create a sense of inner harmony for me. This was consistent with results in the Work Value Inventory, where I scored 16/16 for ‘fairness’ indicating my expectation for a workplace which treats workers equally. My previous manager in Pando co was an impartial employer who recruited individuals from different nationalities. I felt like everyone was being fairly trained and compensated. I felt happy and was further motivated to contribute my efforts leading to success in my work. From my perspective, a fair, righteous working environment helps increase my satisfaction at work and ultimately increases my job performance. Theme two: I am good at dealing with stress While there are many people who falter when encountering different types of stressful situations, I personally think that stress can be easily dealt with by...
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...Introduction The most popular psychodynamic personality theories that have been developed that have strengths and limitations in explaining personality. The research and supporting evidence in these theories are more reliable than others. Each theory is unique and differs from each other that can explain the casualties of personality and the distinct characteristics that are elusive to them. Many psychodynamic theorists have theorized the origins and contributions that cultivate personality (Feist & Feist, 2009). In the contents of this paper will analyze and compare the assumptions and theories of Adler, Individual Psychology and Karen Horney, Psychoanalytic Social Theory and the debate on deterministic versus free will. Alfred Adler – Individual Psychology Assumptions At one time Alfred Adler was in Sigmund Freud’s inner circle but eventually broke away and developed his own school of thought which he labeled “Individual Psychology”. Adler was in disagreement with Freud over the importance of sexuality in personality development (Ciccarelli & Meyer, 2006). Adler’s development of the theory that as young, helpless children, people all develop feelings of inferiority when comparing themselves to the more powerful, superior adults in the world (Ciccarelli & Meyer, 2006). However, Adler also states that a person’s personality and behavior represents how he or she perceives the physical world. Adler had the belief that a person’s personality is a whole unit and behavior was consistent...
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...External 2. What is meant by the term locus of control? (2 marks) Locus of control refers to the sense of control people have over successes, failures and events in their lives. It is measured on a scale; people with high internal locus of control largely feel that their actions are their own choice, while those with high external locus of control see their actions are controlled through luck or fate. 3. How does locus of control affect: (2 marks) (A) Conformity It has been proven that those who score higher on external locus of control are more easily persuaded and likely to conform than those with a lower score; this proves that a person’s level of locus of control can affect them when it comes to conforming. (2 marks) (B) Obedience Milgram’s study (1963) highlights the idea of obedience and that people are more likely to follow orders from an authority. Locus of control affects obedience as the participants may have blamed themselves for harming a person if they have a high internal locus of control or they will have a high external locus of control, meaning they blame the authority who told them to carry on. 4. Jason never takes responsibility for his actions and will often blame others for mistakes that he has made. In school, Jason misbehaves, especially when other members of the class egg him on. (a) Identify whether Jason has internal or external locus of control (1 mark)...
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...Personality & Values Organizational Behavior By: Rajitha Fernando Personality • The sum total of ways in which an individual reacts to and interacts with others • Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid. (Personality traits) 2 Jungian Personality Theory • Swiss psychiatrist Carl Jung • Jung proposed four main functions of consciousness: 1. Two perceiving functions: Sensation and Intuition 2. Two judging functions: Thinking and Feeling 2 • Each of the functions are expressed primarily in either an introverted or extraverted form • From Jung's original concepts, Briggs and Myers developed their own theory of psychological type, described below, on which the MBTI is based. 3 Myers-Briggs Type Indicator (MBTI) The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. Dichotomies Extraversion (E) – (I) Introversion Sensing (S) – (N) Intuition Thinking (T) – (F) Feeling Judging (J) – (P) Perception 4 Myers-Briggs Type Indicator (MBTI) Extroversion versus introversion • Extroverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy Sensing versus intuition • Sensing types are practical and prefer routine and order. They focus on details. Intuitives rely on unconscious processes and...
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... if a manager uses critical incidents as a method of performance evaluation, then ____ the focus of the evaluation will center on key bahaviors. ____involves evaluations ones performance against the performace of one or more others Foreced comparison The concept of____can be applied to apprasials to increase the perception that employees are treated fairly. Due process Which of the following is true with reguard to leadership? It focuses on downward influence of followers. ____is the only tactic effective across organizational levels. Rational persuation to avoid poiticking during peroformance evaluations, and orginazation should_____ use objective criteria reactive and protective behavions to avoid action, blame, orcahge are termed____ Defensive bahaviors Mintzberg's managerial four roles entrepreneur role, disturbance handlers, esource allocators, negotiator role The ability to understand, communite with, motivate and support other people, both individually and ind groups, may be defined as____ human skills (human skills- the ability to work with, understand, and motivate other people, both individually and in groups) conceptual skills The mental ability to analyze and diagnose complex situations. According to fred luthans and his associates, managers involved in traditional management activities undertook which of the following tasks? Decision making (Traditional management. Decision making, planning, and controlling...
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...Career Guidance Theories Career guidance theories provide insight into how individuals make career decisions and what influences impact on those decisions throughout the course of a person’s life. Most have derived from the different branches of psychology; personality, developmental, cognitive and social. More contemporary theories however consider the sociological influences on career journeys too. Most acknowledge the role of career guidance, although differ on opinion as to when, how often and the resulting impact of guidance. Career guidance practice is informed by theory. Theories are used to devise policies over careers education and guidance and to provide tools for evaluation and amendment of practices. In 1908 Parsons developed what is considered the first theory of vocational guidance. The ‘talent matching’ approach. Parsons based this theory on three ideas; (a) people are different, (b) jobs are different and (c) by studying both individual and jobs, it should be possible to match them up. This theory implies it is possible to measure individual talents and the skills required for particular jobs, assumes people perform best when matched to a job suited to their abilities and therefore assumes that career decision making is of a rational nature. Others have developed this theory, sometimes referred to as ‘person-environment fit’ or trait/factor further. Rodger (1952) developed a ‘seven point plan’ with matching at the centre of the process. He...
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...9/14/2012 Table Of Content Development Across The Life Span Social Clock: Ravena Helson Social And PD In Adulthood : Daniel Levinson Intimacy Vs Isolation: Erik Erikson Relationship Development: Bernard Mursntein Triangular Theory Of Love: Robert Sternberg Selecting A Partner Marriage Conflict Divorce UNIT 4 EARLY ADULTHOOD PERSONALITY DEVELOPMENT Career Choose And Embarking On Career Identity During Young Adulthood Career Development Holland’s Theory Ginzberg’s theory Gender And Career Choice Why People Work Career Transition Learning Unit Objectives Development Across the Lifespan Discuss about the personality development of early adulthood. Explain Social clock: Ravena Helson, Social and PD in adulthood : Daniel Levinson, Intimacy vs Isolation: Erik Erikson, Relationship development: Bernard Mursntein and Triangular Theory of Love: Robert Sternberg Discuss on issues about selecting a Partner as well as Marriage, Conflict in marriage and divorce Discuss issues related to Career. What makes people happy? Money? Materials? Objects? According to research, happiness in young adulthood is usually derived from feelings of independence, competence, or self-esteem (Sheldon et al, 2001). Therefore, the components of happiness: Fulfillment of psychological needs. Building relationships in Early Adulthood: Liking and Loving During early adulthood, romance,...
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...MAN 6245- PMBA Name _________________________________ Organizational Behavior Dr. Kroeck EXAM 1 STUDY QUESTIONS Summer-Fall 2010 Part I: Choose the ONE BEST answer. 1. Each of the following is a major category of abilities EXCEPT: - B) Creativity 2. In Deci's theory of intrinsic motivation, the enjoyment gained from task-challenge decreases when: - b) External rewards for success are provided 3. A mechanistic organization exhibits: - d) all of the above 4. Goals most likely to be obtained are: - D) All of the above 5. Many researchers have criticized Maslow's Need Hierarchy Theory because there is no clear evidence that: -d) all of the above 6. "Feedback," in goal-setting theory, refers to: -b) information 7. Which of the following is not a managerial implication of VIE theory? -d) reward all employees exactly the same. 8. Goal setting theory of motivation is similar to expectancy theory in that: - D) all of the Above 9. End of term grades are an example of which of the following reinforcement schedules? ...
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...Attitudes Attitudes, Job Attitudes, Personality and Values Attitudes Evaluative statements or judgments concerning objects, people, or events Cognitive Component The opinion or belief segment of an attitude Affective Component The emotional or feeling segment of an attitude Behavioral Component An intention to behave in a certain way toward someone or something 1 2 Nature of Evaluations Underpinning Attitudes • Attitudes not represented on single continuum e.g. totally +ve to totally –ve • Rather, evaluate attitude objects on both positive and negative dimensions (Cacioppo et al 1977) – – – – positive attitude = Hi +ve reaction & Lo -ve reaction negative attitude= Lo +ve reaction & Hi –ve reaction indifference = Lo +ve reaction & Lo –ve reaction ambivalence = Hi +ve reaction & Hi –ve reaction The Theory of Cognitive Dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes Individuals seek to reduce this gap, or “dissonance” Desire to reduce dissonance depends on: • Importance of elements creating dissonance • Degree of individual influence over elements • Rewards involved in dissonance 4 • Since evaluations of attitude objects ‘automatic’ some consider attitude formation to be a reflex e.g. Chaiken et al., 1996 – But range of personal and social factors influence nature of our evaluations Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict...
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...performance of their employees. As organisations grow and mature, managements try to adopt measures to improve the performance of their employees and a lot of questions arise on the best way to go about. Managing Director of Green Curve Interiors, an established interior design and build company, aims to implement an organizational behaviour aimed at ensuring improved job performance of their employees. This paper tries to answer one of his question, ”How does personality affect job performance among various occupational groups?”, by investigating the relation of the “Big Five” personality dimensions (Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness) to job performance for three occupational groups (Mangers, Skilled Workers and Sales). Office based employees at Green Curve Interiors were administered a widely acknowledged Big Five personality online test to obtain their personality trait score. Regression line and scatter charts were the tools used in our study to find the relation between the results of personality test score and job performance ratings. In our study we categorised green curve employees according to their occupational groups. From our analysis we found that conscientiousness was the best predictor for overall job performance among different occupational groups. We also found that extraversion and openness traits did not predict overall job performance, but they did predict success in specific occupations like managers and sales staff. We conclude...
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