Tooba Humera Sadaf

Research
DilAwaiz - Amna
Effect of Individual
Characteristics on Carrier

PaperDevelopment through
Continuing Management
Education.
Table of Contents
ACKNOWLEDGEMENT................................................................................................ 2
ABSTRACT.................................................................................................................. 3
INTRODUCTION.......................................................................................................... 3
i. BACKGROUND HISTORY................................................................................... 3
ii. CURRENT SCENARIO......................................................................................... 4
iii. RATIONALITY................................................................................................ 5
iv. RELEVANT THEORIES.................................................................................... 6
v. OBJECTIVES...................................................................................................... 6
LITERATURE REVIEW................................................................................................. 7
THEORETICAL FRAMEWORK................................................................................... 10
a. Diagram............................................................................................................ 10
b. Interpretation.................................................................................................... 10
c. Variables........................................................................................................... 10
i. INDIVIDUAL CHARACTERISTICS..................................................................10
ii. CONTINUING MANAGEMENT EDUCATION....................................................10
iii. CAREER DEVELOPMENT...........................................................................11
d. Hypotheses........................................................................................................ 11
RESEARCH METHODOLOGY..................................................................................... 12
a. Research Design................................................................................................. 12
b. Sampling........................................................................................................... 12
c. Scale................................................................................................................. 13
CONCLUSIONS.......................................................................................................... 13
LIMITATIONS............................................................................................................ 13
FUTURE RECCOMENDATIONS...................................................................................14
REFERENCES............................................................................................................ 14
TABLE OF FIGURES................................................................................................... 15
TABLES AND GRAPHS................................................................................................ 16
PICTURE GALLERY................................................................................................... 17
APPENDICES............................................................................................................. 18
............................................................................................................................. 28
REFERENCE TO OUR ARTICLE.................................................................................. 32

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 ACKNOWLEDGEMENT
We are glad to achieve the completion of our research project for the
graduation program for which we present our gratitude to Allah
Almighty for his benevolence upon us and our respected Course
Instructor Ms. Abida Ayub for providing us this opportunity to work
together and gather knowledge about genuine research procedure. I
would like to thank my group members who performed really hard for
data provision and overcame the communication barriers successfully.
Although the constraints of data access and collection were
irredeemable, we tried to make sure we performed our best and we
ensure you that we have proper understanding of conducting a standard
research.

Thank you so much for your considerable time and effort!

Regards, Research Team
BBA Semester 6

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ABSTRACT
This study is based on determining the influence of individual characteristics on pursuing continuing
management education for carrier development of employees. That being educated in certain area of
technical expertise, and being managerially trained are two different perspectives and how the later one
effects the personal and professional growth of an employee. Due to some constraints, the data is
collected from potential employees in areas which require continuing management education programs.
The data is collected in form of quantitative questionnaires expanding over the scope of this research. The
data analysis is not performed due to time constraint. The assumed results indicate that individual
characteristics actually have strong impact on selection of appropriate CME program. And other two
hypothesis are confirmed with the previous study.

INTRODUCTION
i. BACKGROUND HISTORY
The knowledge is continuously expanding in the recent era, where
people are doing continuous researches resulting in expansion of
existing knowledge. The degrees the certificates matter a lot in the
current corporate culture. So to cope up with these requirements of
the recent era, and individual must decide that what would be his next
step of survival. Whether he wants to survive the competition by
gaining extra knowledge or he wants to stay at a stable stress-free
platform in the organization and be most likely to lose his job over the Figure 1. Need of Survival
competition.
Being extinct of an employee does not matter for the organization, but
it highly affects the career development and overall morale of that
individual. So to move forth in the steps of carrier developmental
process and employee must acquire additional skills and capabilities
through continuing management education. Sometimes a person is
good at his technical expertise, but needs some management skills to
make sure he manages efficiently and effectively. This specially
happens when a person is having a highly technical educational
background and he is handed over the responsibility of a manager in Figure 2. Requirements of
Employee
position in an organization so he is in need of education in the
management field so he can plan, organize, lead and control the faculty and resources with maximum
precision and accuracy possible.
Suppose a person is a part of an organization for his whole lifetime. He knows everything about his
organization, the past, the present, the people working in it, everything. But suddenly a drastic change
comes in an organization and the person is no more having the required managerial skills for his position.
The company's organizational structure is completely shifted towards a new paradigm so that that that
person cannot cope up with the changes what will be the next step of that organization? That employee
may not be a single employee but the set of employees having the same attributes and problems. Will the
organization agree upon losing such golden employees so easily? No this is a very bad loss of Human
Resources. The organization will instead provide them with sufficient knowledge required to back up

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there information regarding the organization. It would facilitate them by providing some continuing
management education to make sure they are a useful asset.

ii. CURRENT SCENARIO

Nowadays people are facing many difficulties regarding the carrier.
They are in a position in an organization and they need to move
forward in the hierarchy of authority. To exploit their strengths and
suppress there weaknesses they are required to gain extra knowledge.
Knowledge to make sure they are worth of their new position in the
organization. Institutes are providing management education for the
people who are currently enrolled as employees of some existing
organizations. They are willing to provide flexibility to the people who Figure 3. Promotion
Opportunities
can manage some hours from the tight work schedule.
Why is this need arising? Why are people needed to gain extra education? Because of the tough
competition in the employee hiring and staffing. An individual has to acquire some competitive edge
over the other pool of applicants arising for a vacant position in the company. They need that
distinguishing factor for which they will be selected over others, they will be prioritized over others. A
person is most of the times not satisfied from the current position in an organization he wants to go up and
beyond his current power and expertise.
People are not used to of getting rejections. Especially from the area there
they think they perform their best. A person's job and carrier is mostly the
very important part of his life where he wants to achieve success and
appreciation through his social circle. Being rejected on the basis of not
having required skills and education for the promotion is a very
unacceptable. So a person decides to take it in his hands. He seeks for the
appropriate additional educational facilities he can get either through his
organization or through an external Institute. Luckily he can find enough Figure 4. Avoiding
opportunities do avail his this desire of competing. The competition exists Rejections
because the opportunities are limited but the person to fulfill those
opportunities and unlimited. Hypothetically speaking, there are many thousands and thousands of people
awaiting for a good opportunity to pursue who has better skills and abilities for that specific job. So to
cope up with them and to make sure that we still exist in that competition, a person avails all
opportunities regarding any additional education.
Being stuck in a single job position is stable but not healthy for carrier development. A person must learn
to move forward and embrace the competition of his existence in an organization. A persons mental and
cognitive abilities are not enough for him, so that he would be capable person for an organization. But his
mental abilities for deciding the necessary requirements he would achieve to stay in that organization are
relevant. He might not be thinking about having a promotion in the organization but he needs that skills to
make sure he is managing the resources appropriately. There are numerous types of Management
education programs provided for the employees but he must be wise to choose the specific area where he
needs the know-how. Is it motivation, team building, management of resources? Or any other like
financial, marketing, logistics, productions and operations or customer satisfaction area? He must choose
the area responsibly. There, he must be performing cost and benefit analysis of which one is better for

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him, that he must be enrolled in a diploma or a degree program as per
requirement.
A persons thoughts, ideas and way of conceptualizing is unique,
and varies from individual to individual. He may prioritize his
pay check, or repute among the peers. Or he may just focus on
personal progress and his expansion in current proficiency. In
either ways, he would need a supporting mechanism of
Figure 5. Moving up or
achievements in terms of knowledge. He cannot lose his current below
job, and the company will also not allow such a large leave or
even lay off of a prospective employee having such a high
degree of enthusiasm for going on top. So they would allow him
to engage in some part time learning experience where the
timings and stress would not much likely collide with the job
timings and will be beneficial for the employee as well as the
organization. Figure 6. Increase in personal and
organizational benefits
How the person selects whether he wants a CME program or
not, or which type of CME program he will most likely select depend on his personal characteristics.
What are his motives of having the CME program, and why is he managing the extra load of a job and an
additional, and sometimes not so necessary CME program. It will always be his personal benefit, along
with partially shared organizational benefit. So, if he is willing to take the pressure and strain of handling
more than routine tasks on his plate, then he must be enthusiastic enough to claim the benefits of being a
better employee and thus, moving a step further in his carrier development. It is always difficult to come
out of ones comfort zone, but once you try to do so, you will be happy to reap the rewards.
So in todays , a person must consider continuing management
education whichever field of knowledge they operate in. being
aware as a manager and utilizing the techniques and understanding
the theories provided by management sciences is taking the
existing knowledge a step forward in whatever area of interest a
person is currently pursuing. Because organizations involve people
to work with, to negotiate with, to compensate with, to conflict
with, to cooperate with as well as the resources to handle, the
inventories to keep up, the deadlines to meet. Management is
Figure 7. Fitting the pieces
required everywhere. together

iii. RATIONALITY
This study is new in various dimensions. First of all, the research covers the management section of
knowledge involving employees working in an organization. And it emphasizes on the need of survival
and moving forth in the existing system. Secondly, it is combined with the psychological aspects of
personality and characteristics of an individual for analyzing unambiguous decision making traits in
certain scenario. The scenario in this case is the continuing management education programs provided by
various institutions. So these elements are not studied collectively together before.

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 iv. RELEVANT THEORIES
The Myer-Briggs Type Indicator (MBTI) Theory supports our research where it is said that each
individual possesses specified type of characteristics regarding their personality. It can be summarized as
follows:
Table 1. Myer-Briggs Type Indicator - Summarized

ORIENTATION TO WORLDS
EXTRAVERTED INTROVERTED
Energized by others Energized by ideas, emotions, memories
TAKE IN INFORMATION
SENSING INTUITION
Using five senses Using guts or instincts
MAKE DECISIONS
THINKING FEELING
Logical problem solvers considers others, compassionate
TAKE IN INFORMATION OR DECIDE
PERCEIVING JUDGING
Taking in information organizing information and making decisions

We will focus the decision making dimension where according to this theory a thinker solves the problem
logically, whereas a feeler is sympathetic and considers the people around him as well.

In addition to this, the rational choice theory is also a support, where it says that a person makes decision
using his own rational capacity and chooses what benefits him the most, irrespective of the other factors.

v. OBJECTIVES
The research was conducted to achieve following objectives:

1. To check the impact of individual characteristics on selection of CME program

2. To check importance of CME for employees
3. To evaluate the relation of CME with the professional and personal growth of an individual.
4. To check the overall awareness of CME in people

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LITERATURE REVIEW
Individual Characteristics
Individual characteristics are those qualities which exist in human beings and which distinguish them
from others. Every person have diverse characteristics which renders its personality and which helps him
toward various features of human behavior including motivation, learning, performance and also career
development (Robbins, 1996, pp. 109-111). Every individual have different type of behavior and he acts
according to his own cognition, perception and shows behavior which he accepts for himself. Good
personality traits are very significant for an effective manager even for every employee because it leads
him to success. Good personality traits ultimately results in being very helpful for stage to stage career
development. Individual characteristics can be identified through observation, interviews and surveys.
Individual characteristics also emphasize the individual to take the decisions related to occupation and in
that professional decision outcome, individual desires eventual goal achievements. This stage also
involves expectations from surrounding people and environment which is very important for job
satisfaction (Eka Daryanto, 2014). According to (Patton & McMahon, 2006) personality traits resolute
through individual characteristics which can be measured by certain description. It is necessary for an
individual to attain his superior level job performance. Individual characteristics play a vital role to
achieve a successful career because if an individual have ability to achieve a specific goal and he knows
it, then he will try to do better and he will try to get his goal through learning. Finally he will achieve his
goal so in result of it he acquires better personality traits so individual can move on with better self. The
most necessary elements which must be in individual for success in career development include job skills,
demonstrative intelligence and also IQ level (Muchlas & Makmuri, 2005). Individuals have always some
capacity to learn more either it is related to any skills or behavior because learning process can occur any
time and there are many chances to be acknowledged, to enhance your personality and he can also
improve his career. According to (Mushriha, Dra, & Msi, 2013) individual characteristics keep changing
and it can be learned at any time and any place. Individual behavior is also result of the life experience of
person and this behavior can also be changed through learning. Learning process can change the behavior
of individual. Individual characteristics play very important role in decision making which is very
important to choose any occupation because right option can lead you to success. Success is also a
motivation factor to doing something if there is no motivation of gaining something then the interest of
employee will be less as compare to if he have some ambitions and also loyal to himself and also with the
organization in which he is working. (Robbins, 1996) defines that around there are four features of an
individual as a worker in relative to work. Those four features are: biographical, capabilities, personality
and last is learning. These fours are matter a lot in individual life either in his/her personal life or
professional life. Age, gender also effect performance and these factors make his/her personality
according to which he act and show his/her interest.
Individual characteristics have close link and important role to make his career through continuous
management education which is also important in this era to compete with other and for survival because
if they do not learn new skills and technology then there is less chance of their successful career.
Continuous Management Education
World has been changed and become a global village. Everyone have to compete if he have to survive in
the present era. As now world became a global village so there are different cultures in different countries
according to which they used their technologies so it is necessary to adopt these cultures according to the

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requirement of the organization, for this they must be trained employees and organizations must also give
them relevant education for better result. (Gupta, Bhaskar, & Singh, 2015). Continuous management
education is important for employees for their career development and also for organizational
development. For continuous management education it is necessary that employees should be aware of
the benefits provided by CME and also motivated to continue their study for further steps. The adults or
persons involved in practical fields when acquire education, they can use it more efficiently as compared
to children gathering random knowledge because they know where to concentrate and where the
knowledge is applicable. (UNESCO Institute of lifelong learning, 2010). For CME employees have an
option for selection of the courses which are most relevant to their occupational requirement and through
which their personal skills will also enhance along with other carrier development benefits.
In history, many studies have been done in which they discussed the importance of continuous
management education. People (Kim & Nancy, 1990) have studied and knew that CME is not only option
but also an essential in corporate world to acquire promotions, good salaries and also for work satisfaction
in present era. Other researches emphasized that Continuous management education (CME) is very
helpful for employees because CME teaches them to keep discovering themselves. It gives them latest
knowledge to deal with different types of hurdles and also resolve and overwhelmed every unusual
situation. In fact it gives them strength and capacity to resolve issues before they actually occur and cause
loss. (Gupta, Bhaskar, & Singh, 2015) The researchers have discovered the importance of continuous
management education for employees. They examined the impact of continuing professional education on
the performance of employees and found the results. He also realized that performance of employees can
lead to better result through continuous management education (CME) and can make further progress in
their respective field. Continuous management education (CME) is not only important for advancement
of their prospective field but also promote them into next rank also increase their knowledge, abilities,
skills and by improving their learning skills and enhancing their personality. (Walker, Jeffes, Hart, Lord,
& Kinder, 2010)
Usually the organizations management support the choice of CME programs but most often, the
individual selects the most suitable program in relevance to his own personality regardless of the
organizational benefits, he prioritizes his personal benefits (Ofsted, 2010). The first and the most
important element for an employee is salary income, income is very important for them and income
determine their status in society and also shapes their lifestyles so through continuous management
education (CME) they not only improve their personal and professional growth but also raise their income
and which is also a very important motivation factor for employee obtained by getting more skills and
knowledge through continuous management education (CME). (Walker, Jeffes, Hart, Lord, & Kinder,
2010). No one can deny the importance of continuous management education (CME) for employees for
their career development as individual characteristics are important for career development in the
irrespective of the field in which they are working.

Career Development
Every individual have some plans for future. These plans can be for his professional growth or for
personal growth. Both things are included in career development and both are important for individuals.
In these days mostly organizations plan career development for employees. The basic purpose of this
planning is the professional as well as personal growth of employees which leads them to their successful
career and also beneficial for the organization. (Kim & Nancy, 1990). It is also said that career
development is a formal term which is used in business and also it focuses on continuously increasing the

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skills and abilities of employees. Through career development, employees improve their abilities and also
become more motivated to perform their tasks in dynamic environment (Nawawi & Hadari, 2000, p. 289).
According to the results of another research, young employees are more motivated to beginning a career
in the replacement because of high level of values they perceive as compare to old employees, because
old employees have minimum level of motivation and also low interest for career development they do
not want frequent variations and modifications in their work atmosphere. They also do not want to work
in dynamic environment because generation X usually comprises of Herzbergs Theory X type employees
so they do not like diversity and thats why career development is less in old employees (Campion, et al.,
1994).
According to (Dubrin & Andrew, 1982, p. 197) the career development in the view point of the
organization, is personal activity in which his/her colleagues help individual plan in future. For the help of
individual and for the creativity in the organization to achieve maximum self-development. Many
programs are offered for the development of employees and career development is essential staffing
activity which helps employees to plan for future career in the organization where employees which
have concerns about their career can advance their selves. (Handoko & Hani, 2001, p. 123) said that the
career development is a personal improvement which one does to achieve his/her career plan. It is
personal activity to plan career achievement it can be professional growth and also can be personal
growth. For career development motivation factor should be there in employees otherwise they do not
make plans for career. For this purpose many organizations also aware their employees that how much
career development is important for employees as well as for the organization. If employees are not
conscious of their future plans they do not know in future which goal they would be supposed to achieve
in the organization for professional growth. This results in the employees having low level of loyalty
toward organization. Thats why it is also important to spread awareness of career development to
employees.
The decision of carrier development is based on three dimensions, first of all relationship between
commitment and action, secondly, history and experience of the person deciding, and thirdly the dynamic
linkages between networks involved (Langley, Mintzberg, Pitcher, Posada, & SaintMacary, 1995). These
decisions also involve the status quo bias that the individual would prefer the existing line of decisions
made by him and thus he will act to stick with the old intentions. He may want to carry his social image
within the organization or want to do the usual personality up-gradation decisions regarding his carrier.
(Sameulson & Zeckhauser, 1988 ).

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THEORETICAL FRAMEWORK
a. Diagram
A summarized diagram of the research to be conducted is given below. The boxes represent the variables
involved and the arrows show the direction of effect of the variables.

INDIVIDUAL CONTINUING CARRIER

CHARACTERIS DEVELOPMENT
TICS MANAGEMENT
1. Personal
EDUCATION Growth
2. Professional

Figure 8 - Theoretical Framework

b. Interpretation
Following theoretical framework comprises of basically three types of variables. The independent
variable is Individual Characteristics (IC), which is moved towards the Dependent Variable through an
intervening variable which is Continuing Management Education (CME). The dependent variable is
Carrier Development (CD), which comprises of two dimensions, the personal growth and professional
growth of the concerned individual. This framework is quite self-explanatory, where the relationship
between the independent IC and dependent CD variable is not possible without the intervention of
Continuing Management Education (CME).

c. Variables
i. INDIVIDUAL CHARACTERISTICS
The individual characteristics are a unique set of capabilities and traits held by an individual.
They can either be by birth, or can be modified by the learning process. They can be (as a whole)
similar to some extent, but are always different in many other ways. A person encounters many
special phases in life, where he has to make certain decisions based on his preferences. So, he
uses his approach of maximizing the benefits and minimizing the costs. And these approaches
vary from person to person, according to the distinctive collection of characteristics they own.

ii. CONTINUING MANAGEMENT EDUCATION

Continuing education usually refers to college courses or other vocational training obtained by older
adults or working professionals. Continuing education is defined as Continuing education or Further
education is the education after 10+2 (postsecondary) which includes a broad spectrum of learning
activities and programs ranging from basic skills training to higher vocational qualifications. Continuing
education programs are designed to provide further skills or knowledge to an individual, which can be
applied in his/her line of work. (Gupta, Bhaskar, & Singh, 2015) The objective of these programs is to
educate individuals on new advancements, or to build upon his/her expertise in a given field. The need
for continuing management education (CME) is now well recognized. Continuing education can open up
previously closed doors or lead to better job opportunities.

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 iii. CAREER DEVELOPMENT
Building a carrier is one of the most important phase of life. It defines the professional
capabilities of an individual and makes an overall statement. Why is Carrier Development a
variable? Because different type of individuals encounter different conditions and alternatives
which lead to a different level of growth among them, relative to one another. So Carrier
Development is a highly varying factor whose effects are diverse for distinctive individuals. It
comprises of two major phases in Application.

1. Personal Growth: An individual when focuses to develop his or her carrier the primary
focus is on his or her own self's personality growth. . Because a person always wants to
adapt to the environment, so when he actually becomes part of an organization, he
improvises his personality. The transition from a mediocre to achievement based carrier
molds a person into someone different by addition of some useful experiences and
qualities. A person can learn from his mistakes and can improve himself. He can guide
others as well by passing them successfully through similar situations and for the choices
they make. A person being part of an organization develops a certain set of skills and
capabilities which are enhanced over a period of time and can be polished through
additional education relevant to the position in the organization. Different phases in one's
carrier show different levels of personality growth.
2. Professional Growth: Process of improving and increasing capabilities of staff through
access to education and training opportunities in the workplace, through outside organization,
or through observing others perform the job. Professional development is the continuous
process of acquiring new knowledge and skills that relate to ones profession, job
responsibilities, or work environment. It plays a key role in maintaining, trained, informed and
motivated employees regardless of job classification. The objectives of professional
development are to help employees enhanced their job skills, obtain job-related knowledge and
information, increase productivity and efficiency, and prepare for higher level position
professional development of employees are different in every employees due to his personal
characteristics instead of same level, same education or same post but every employee have
different professional development.

d. Hypotheses
Following hypotheses are formulated keeping the Figure 8 - Theoretical Framework in mind. These are
directional hypotheses telling about the strength and direction of the relationship between the considered
variables. But as the hypothetical nature of the following statements suggest, they can either be true or
false according to the study we are going to conduct. They are mentioned below:

H1: IC are important for CME

H2: CME is important for Personal Growth
H3: CME is important for Professional Growth
H4: IC are important for Carrier Development through CME

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RESEARCH METHODOLOGY
a. Research Design

Purpose of Study: In this research we conduct descriptive study, as our

study only describe variables and collect information about the variables
whether CME effect career development or not, without manipulating the
environment. And as we gathered data from the previously developed valid
questionnaires so, we conducted a descriptive study.
Type of investigation: In this research, correlational study is held as we
found that whether there is an effect of individual characteristics on career
development through CME or not. We were only trying to find the cause and
effect relationship among the variables and their strong or weak impact on
each other.
Extent of Researcher Interference: As our study finds the relationship
between the variables and collect data from the potential managerial persons
in order to know the strength of relationship among the variables so the
researcher inference has been minimal.
Study setting: As our study is co relational study and is conducted in
natural environment so conducted in non-contrived setting. It is non-
contrived setting because our research is a field study and there is minimal
researcher interference.
Time horizon: The study is cross sectional study because in order to answer
our research questions, we gather data just one time .so it is one shot study.

b. Sampling
Population: In this study the target population is the student of 5th and 8th semester of different
departments e.g. Business Administration department, IT department .psychology department
etc. The all target population belongs to UOG CAMPUS RAWALPINDI. As most of the students
from these departments might be a select a managerial fields in future and has very well
knowledge about continuing management education programs and it importance on career
development .so due to the we consider them as a potential managers for our research.

Sample Frame: Sample frame is the procedure that defines, from which the sample is drawn. In
this study we received data from the different departments of the university e.g. BBA, IT,
Psychology etc. We received quantitative data from the clerical office in order to know the exact
population presents in these different departments with their respective semesters.

Sampling Design:
The initial sampling technique is convenience sampling according to which we are including only
one educational institution. Within the convenience sampling, we are following stratified random
sampling where the population is divided into department wise strata and the sample is
withdrawn from those strata according to their relevance to the subject and contribution in
population. The senior two batches are more related to the subject so they are selected for the
respective correspondents. Total departments are 14 with 4 batches each and maximum batch size

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 is 55 students which is the quota allotted by University of Gujrat. We selected 4 departments
relevant to our study, and applied thumb rule of 5%on their population according to which 40
questionnaires were to be solved. But to eliminate the statistical fluctuations and to minimize
human errors, we added 10 more questionnaires and the sum total became 50.

Population Size (Approx.) Sample Size

(Thumb Rule)
Department 1 200 10
Department 2 200 10
Department 3 200 10
Department 4 200 10
TOTAL 800 40 10
Table 2 - Sample Distribution

c. Scale
The most commonly used tool for the measurement of our variables (IC response
toward career development through CME) is the rating scales. Different level of
scale has been used to compute the level of satisfaction and dissatisfaction of the
managerial employees toward career development through CME Programs. For this
study we used different scales for different number of questions, listed in Table 3 -
Scale Distribution. As you can see, we carefully selected a scale having 5 Likert
measure, covering the three of variables. The first type is based on the agreement
of respondent to the corresponding item, with (Strongly Disagree Disagree
Neutral Agree - Strongly Agree) dimensions, second is based on importance- based
(Not at all important - Less important Neutral Important - Very Important) and
third is based on the items impact on respondent having impact based options (No
Impact Low Impact - Neutral High Impact Very High Impact). In addition to this,
the items collecting information about the respondent like gender and education
level were nominal scale items, and the one asking age group was an interval scale
item. Number of items per type are mentioned below:

Type of Scale Number of items

5 Likert Scale (Agreement-wise) 15 items
5 Likert Scale (Importance-wise) 12 items
5 Likert Scale (Impact-wise) 8 items
Nominal Scale 2 items
Interval Scale 1 item
Table 3 - Scale Distribution

CONCLUSIONS
The data was not analyzed due to time constraints. But the assumed conclusions propose that the
suggested hypotheses are correct. It means the individual characteristics actually have a strong impact on
carrier development through choice of appropriate CME programs. Because an individual when makes
certain decisions regarding the CME program, his personality traits have strong influence over the
decision. And the decision thus impacts his personal and professional growth. So, the hypotheses
proposed in this research are presumably valid.

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LIMITATIONS
We, being researchers faced many problems in execution of this research. The sampling was convenience
based as seen in head Sampling before, where the population from given institute was included mostly.
The population was supposed to be organizational employees currently in working position, but we
assumed potential employees and the research was based on assumptions. But we made sure the
respondents were sensible enough to fill the questionnaires. In addition to this, we didnt had access to
reputed research journals for finest literature review and more dependable support.

FUTURE RECCOMENDATIONS
If someone wishes to continue this research, we would recommend them to use
authentic population as per the study, i.e. actual managerial or technical field
employees who can require continuing management education in their field.
Another variable which they can study is the tenure of the person, i.e. is there a
relationship between the carrier development stage and its impact on CME program.
They can check which employees prefer to enroll in CME program, the ones at entry
level, at mid-level or final level, and what can be the possible variations in the
choices they make in relevance.

REFERENCES
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Dubrin, & Andrew, J. (1982). Personal and Human Resource Management. California:
Kent Publishing Company.
Eka Daryanto. (2014). Individual characteristics and carrier development: a study on
vocational school teachers, satisfaction in Indonesia. American Journal of
Research Volume 2 , no. 8,698702.
Gupta, K. P., Bhaskar, P., & Singh, S. (2015). Role of Continuing Management
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TABLE OF FIGURES
Figure 1. Need of Survival........................................................................................... 3
Figure 2. Requirements of Employee..........................................................................3
Figure 3. Promotion Opportunities..............................................................................4
Figure 4. Avoiding Rejections...................................................................................... 4
Figure 5. Moving up or below...................................................................................... 4
Figure 6. Increase in personal and organizational benefits.........................................5
Figure 7. Fitting the pieces together...........................................................................5
Figure 8 - Theoretical Framework............................................................................. 10

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TABLES AND GRAPHS

INDIVIDUAL CONTINUING CARRIER

CHARACTERIS DEVELOPMENT
TICS MANAGEMENT
3. Personal
EDUCATION Growth
4. Professional

Type of Scale Number of items

5 Likert Scale (Agreement-wise) 15 items
5 Likert Scale (Importance-wise) 12 items
5 Likert Scale (Impact-wise) 8 items
Nominal Scale 2 items
Interval Scale 1 item

ORIENTATION TO WORLDS
EXTRAVERTED INTROVERTED
Energized by others Energized by ideas, emotions, memories
TAKE IN INFORMATION
SENSING INTUITION
Using five senses Using guts or instincts
MAKE DECISIONS
THINKING FEELING
Logical problem solvers considers others, compassionate
TAKE IN INFORMATION OR DECIDE
PERCEIVING JUDGING
Taking in information organizing information and making decisions

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PICTURE GALLERY

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APPENDICES
APPENDIX A E-QUESTIONNAIRE:
It was filled by the respondents online (with fill-able check boxes), whose entries were added manually
on hard copy. You can find the file attached in in e-mail. Following are images of document, inserted.

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APPENDIX B SCREENSHOTS OF E-MAIL SENT TO RESPONDENTS
Some of the respondents who filled the questionnaires online were sent this email, with detailed account
of the document attached and how to fill and submit it.

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APPENDIX C ORIGINAL SCALE FROM DEVELOPER

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APPENDIX D OTHER DOCUMENTS FROM DEVELOPER
Regarding information on research team of developers and validity of the questionnaire.

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APPENDIX E ANOTHER SCALE UTILIZED
Variable: Continuing Management Education whose source is the base paper (Gupta, Bhaskar, & Singh,
2015)

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APPENDIX E A SOLVED QUESTIONNAIRE

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REFERENCE TO OUR ARTICLE
The reference to this research article in standard APA format according to Microsoft Word is given below:

(Chaudhry, Naz, Naz, Kiani, & Ashfaq, 2016)

Chaudhry, T. I., Naz, S., Naz, H., Kiani, D. S., & Ashfaq, A. (2016). Effect of Individual
Characteristics on Carrier Development through Continuing Management
Education. 30.

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