Beruflich Dokumente
Kultur Dokumente
- If there’s any Interest Inventory you should take in your career, you should take this!
- If you take the test a few times, years apart from taking each test, you will end up with the
same results. Why? Because interests are enduring and don’t change – in fact, they get
stronger!
- Dr. Dave and the Strong Test Inventory
o Enterprising result (not entrepreneurial)
Leading
Persuading
Public speaking
- The Strong Test is reliable and valid
- Why is it intriguing that people of similar occupations have similar interests? Because we can
use this at a benchmark!
Aptitudes
You can:
- Inherit them;
- Be born with them; or they can be a
- Combination of your genetics and your environment
- Have
o High Aptitudes
o Moderate Aptitudes
o Low Aptitudes
High Aptitudes
Abilities
- If the glass is your aptitude, the water to the glass are your abilities
Interests
Interest
Aptitude Types
Low Aptitudes
- Short glasses
Moderate Aptitudes
High Aptitudes
- Tall glasses
o High ability – fills the glass
o Low ability – doesn’t fill the glass
- Includes all your aptitudes, we’ve all got low, medium, and tall sized glasses
3Dimenstional matrix/abilities matrix
Ability
A B
Interest
An embarrassment of riches
- Hundreds of aptitudes
o What helps you choose? Your Interests!
- Work as mastery – high interest, high aptitudes
- Career success emerges and evolves – in line with the notion of a career as an evolving
sequences of work experiences over time.
- 4 questions for finding your career fit
o What can I do? Potential aptitudes and abilities
o What do I want? Interests
What do I want?
“The place where your deep gladness…and the world’s deep hunger meet.”
- Career anchor
o Thing most reluctant to give up or compromise
o What a role must provide in order for you to find it satisfying
o There are 8 career anchors
- 7 global dimensions
- Paper concluded that different things, have different meanings, across different people
across different cultures
Next Week:
MGMT5940
Reading 1
“Enabling Career Success as an Emergent Process”
Peter A. Heslin, Daniel B. Turban
Career Definition
A Career is a person’s evolving sequence of work experiences over time. Although there are many
definitions of career success, most of them construe it as the culmination of a person’s objective
attainments (e.g. pay, promotions, and status) and feelings of personal satisfaction and
accomplishment with his or her career to date.
Cumulative Outcome: something to be optimised, such as that at the end of the day, whenever that
occurs, you will be pleased with what you have accomplished and with your overall career.
Questions that might stem from conceiving of your career success as cumulative outcome include:
- What you attain will be the fruit of not only how hard you work but also of factors largely
beyond control such as workplace politics, economics and policy changes
- When multi-millionaires are asked how much money would be enough to satisfy them they
often respond, “just a little more”. This illustrates tendency for people to rest their
aspirations to be just out of reach
- A sustained focus on high objective career goals can prove costly in terms of other important
life facets such as family and personal relationships, physical and spiritual health, and overall
happiness etc.
Career success can only be viewed as being more about the quality of the journey rather than the
destination; whether you are self-actualising rather than whether you have attained self-
actualisation.
Conceiving of career success as an emergent process is in line with the notion of a career as an
evolving sequences of work experience over time. Viewing careers as an emergent process may
bring to mind the following questions:
- Am I working in a role and organisational culture that feels right to me?
- Have I seriously considered what career success means to me?
- Am I developing myself and my work roles in ways that benefit all concerned?
- Do I have a good balance between work and other aspects of my life?
This addresses the overarching question; What would I do to have a more successful career if I
thought about it as an emergent process?
Am I working in a role and organisational culture that feels right for me?
- Working in a role that accords with your enthusiasms and natural abilities are exercised
provides foundation for useful and happy life
- Enables you to fully invest yourself in work and provides meaningful sense of contribution,
achievement, and joy along path to attaining financial and other career aspirations
- Three ingredients for making wise job choice
o Clear understanding of self, aptitudes, interests, ambitions, resources, limitations,
causes
o Knowledge of requirements and conditions of success, advantages, disadvantages,
compensation, opportunities
o True reasoning on the relationships between these two groups of facts
- These 3 ^ broad considerations for seeking or crafting a work role that feels right for you
o 1. What can I do? What do I want? (my capabilities and preferences)
What Can I do?
What are you able to do, achieve, and contribute at work
Educational attainments, experiences, strengths, knowledge, skills,
abilities, work-role accomplihsments
Awareness can be developed through developmental activities such
as 360 degree feedback, coaching, workshops, psychometric
assessments
What do I want?
Developing self-insight – what are my life goals, what makes me feel
most alive? What truly gives me joy? What makes me angry? Etc.
o Ascertain your career anchor – one thing you would be
most reluctant to give up or compromise and thus what a
role must provide in order for you to find it satisfying?
o 2. What do they want? What will they provide? (job requirements and offerings)
What do they want?
Organisations wants individuals with capabilities and inclinations to
achieve goals
They have needs and expectations in order for their career to
survive and thrive
What will they provide me?
Discovering your place under the sun – a role that is a good fit for
you
Determining career options they’d provide in terms of Intrinsic
(L&D, stimulating projects, etc.) and extrinsic rewards (security,
flexibility, awards, etc.)
This depends on answering What do I want?
Career culture: shared norms, assumptions, artefacts that shape the
meaning of careers within an organisation. 2 Dimensions;
o Assimilation - career cultures value assimilation into shared
org identity through strong socialisation practices
o Differentiation - celebrates and enables career success
through unique contributions.
o Career Cultures:
Apprenticeship Cultures: Assimilation and intrinsic
values
Prestige Cultures: assimilation and extrinsic values
Protean Cultures: Differentiation and intrinsic values
Merit Cultures: differentiation and extrinsic values
- Career Anchors (as aforementioned)
o General Management Competencies
Demonstrate competence as a general manager of others and climb to
higher levels in an organisation
o Technical Functional Competence
Not give up opportunity to further develop and apply your skills in a
particular line of work
o Entrepreneurial Creativity
Not give up opportunity to create your own enterprise or organisation
o Autonomy/independence
Not give up opportunity to define own work and way of working
o Security/Stability
Not give up opportunity to have employment certainty and long-term job
tenure
o Service/Dedication to a Cause
Not give up opportunity to pursue work that you believe contributes
something of value to society
o Pure Challenge
Not give up opportunity to work on solutions to seemingly difficult
problems, to win out over worthy opponents, or overcome obstacles
o Lifestyle
Not give up opportunity to integrate and balance personal and family needs
while meeting the requirements of a work career
- Idiosyncratic Ideal (i-deal)
o What an employer can provide you with can be negotiable ^
o They typically involve mutually beneficial arrangements of the following 5
Development opportunities
Desires tasks or ways of working
Flexible work schedule or location
Reduced work hours
Financial compensation
o They can be negotiated before joining organisation (ex-ante) or after doing so (ex-
post)
Have I seriously Considered What Career Success Means to Me?
- High income does not equate to feeling successful in your career nor the opposite
- Career Shock: an economic development that alters your perceived career prospects.
- In contemplating what career success means to you and thus how you will allocate your
time, talents, and energy it can be useful to consider streams of research people considered
when evaluating success:
o Recognition
o Quality work
o Meaningful work
o Influence
o Authenticity
o Personal life
o Growth and development and
o Personal satisfaction with their career
- Revealed around the world people evaluated their careers in terms of their preferred
combination of:
o Financial security
o Financial achievement
o Learning and development
o Work-life balance
o Positive relationships
o Positive impact
o Entrepreneurship
- You can take responsibility for your career by actively striving to discover your answer to the
four questions (aforementioned)
- When people are proactive, beyond attending formal training, they look for ways to improve
their job and the way things function in their workplace; going beyond call of duty by
initiating projects, joining other projects, managing change, managing boundaries between
workgroups or organisations.
- When people take on challenging, highly visible, and potentially risky assignments, they
develop competencies that are valued at higher levels of the organisation
- People are more likely to be proactive at work, when they experience 3 internal motivations
o Can do motivation (belief they can make change)
o Reason to motivation (internal reasons to be proactive)
o Energised to motivation (enthusiasm and energy to be proactive)
- A proactive initiative Is likely to be wise if it meets the three criteria of being
o Contextually sound – likely to make sense and have positive impact on business
o Other-focused – likely to be deemed helpful and/or considerate of others
o Personally-sound – in alignment with your values, strengths, interests, passions, and
career goals
Am I engaged in mutually supportive relationships at work whereby I am helped and help others?
- Most people have psychological need to feel connected to people they care for and who
care about them
- Traditional mentoring relationships have two prime functions
o Career support
Mentor trying to help a protégé settle into and advance within an
organisation by providing sponsorship exposure and visibility, coaching,
protection, and challenging assignments
o Psychological support
Involves mentor working to enhance a protégé’s sense of competence,
identity, and effectiveness in a work role by providing friendship,
counselling, role modelling, acceptance and confirmation
o Proteges and mentors can learn from each other
o Benefits of mentoring are increased vitality, creativity, identity, authenticity,
meaning as well as personal and professional growth
- Unanticipated developments within both yourself (evolving career aspirations) and your
career context (being caught up in a downsizing) can radically alter the expected trajectory
of your career
- They may be expected or unexpected, positive or negative
- Resilience – ability to bounce back from shocks, by continuing to make progress toward
current career goals with resources and strategies already developed
- Adaptability involved reformulating your goals and or strategies to adapt to new work and
career realities
o Manage distracting emotions
o Nurture growth mindset
o Re-balance career goals
- Behaviour strategies recommended for increased resilience and adaptability focus on how
to:
o Develop an effective relationship with your boss
o Undertake suitable training and development opportunities
o Seek job challenges and fit, and
o Develop an effective career network
Conclusion
Clayton M. Christensen
- Teaching others how to think instead of what to think – reaching the correct decision on
your own
- Theoretical Lenses on yourself
o How can I be sure that I’ll be happy in my career?
o How can I be sure that my relationships with my spouse and family become and
enduring source of happiness?
o How can I be sure I’ll stay out of jail?
- Frederick Herzberg – asserts that the powerful motivator in our lives isn’t money; it’s the
opportunity to learn, grow in responsibilities, contribute to others, and be recognised for
achievements.
- Management can be the most noblest of professions when practiced well
- Decisions about allocating your personal time, energy, and talent ultimately shape your life’s
strategy.
- How much time to I devote to my pursuits?
- Allocation of choices can make your time turn out to be different from what you intended.
Sometimes, that’s good; opportunities that you never planned for, emerge. Mis-invested
resources, can result in a bad outcome.
- People who are driven to excel have this unconscious propensity to underinvest in their
families and overinvest in their careers – even though intimate and loving relationships with
their families are the most powerful and enduring source of happiness
Create a Culture
- Two Dimensions
o Extent to which members of the organisation agree on what they want from their
participation in the enterprise
o Extent to which they agree on what actions will produce the desired results
- When there is little agreement on both axes, you have to use “power tools” – threats,
coercion, punishments, to secure cooperation.
- Building a culture where people don’t even think about whether their way of doing things
yield success. They embrace priorities and follow procedures by instinct and assumption
rather than by explicit decision.
- Design this into family culture and to think about this early on.
Avoid the “Marginal Costs” Mistake
- Humility – high levels of self-esteem; they knew who they were and felt good about who
they were.
- If your attitude is that only smarter people have something to teach you, your learning
opportunities will be very limited.
- Generally, you can be humble if you feel good about yourself – and you want to help those
around you feel really good about themselves too
- Life assessed not by dollars but the individual people whose lives I’ve touched
- Worry about the individuals you’ve helped become better people
Reading 3.
- Evaluating career success in terms of recognition, quality work, meaningful work, influence,
authenticity, personal life, growth and development, and satisfaction.
- Literature mainly focuses on WEIRD – Western, educated, industrialised, rich, democratic
counties
- Emic view – perspective and methodology whereby individuals from all major cultural
regions of the world express their views regarding their careers in their own words without
preformed categorisations
- Identified seven globally relevant meanings or dimensions of career success that people
consider when they evaluate their careers
o Financial security
o Financial achievement
o Learning and development
o Work-life balance
o Positive relationships
o positive impact
o Entrepreneurship
Material Concerns – security and achievement
Financial Security
- Inseparably linked with being able to provide the basic necessities for living
- Resonates strongly with the notion of being a successful breadwinner who can provide for
his/her family or broader networks (clan)
- For financial security to be considered career success, it needs to occur consistently for an
extended, non-interrupted period of time, if possible for the whole course of the career.
- As long as financial security is inadequate, it looms large in people’s overall sense of their
career success.
- When financial security is achieved, conception of career success evolves to make other
success meanings more prominent.
Financial Achievement
Work-Life Balance
Positive Relationships