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Career Development
Chapter#10
 Definition of Career
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The English world Career stems from various

languages. It has taken from the French word
Carriere, Italian word Carriera and Roman
word Carraria.

Career has several meanings. Actually it is the

way of making a livelihood and advancing
oneself. That is career is the way of earning
money, social status, reputation and the path for
maintaining livelihood during the whole period
of working life of an individual.
Contd.
1. Decenzo & Robbins: Career is the pattern of
work related experiences that span the course of
persons life.
2. Werther & Davis: A career is the all jobs that are
held during one are working life.
3. Jhon Crites: An individual career is a sequence of
work related experience in which a person
participates during the span of work life.
4. Milkovich & Anderson: An organization career is
a relatively standard set of rules to be performed,
which interact with the flow of individual within
the organization.
Difference between Individual and Organizational Career

Points of Individual Career Organizational Career

Difference
It relates works throughout a It is related to the work during that
1. Nature mans life. particular organization only.

It is related to individual objective. It is related to organizational

2. Objective objective.

3. Benefit A person gets benefits from An organization gets benefits from

developed individual career. this type of career.

Personal policy may vary from
4. Policy Variation man to man in the organization.
Initiative may come from the
5. Initiative person himself.
Organizational career policy may not
be different, but common to all
employees.
Organization may take career plan
for its own purpose.

Status is very important as well as Organization considers social as well

6. Status rewards. as monetary return.
 Benefits of Organizational Career
Decease & Robbins discussed a few benefits of
organizational career in their book (Human Resource
Management).
1) Needed Talent
2) Improvement of Organizations Ability
3) Benefits of Minorities and Women
4) Reducing Employee Frustration
5) Enhancing Cultural Diversity
6) Promotion of Organizational Goodwill
 Purposes of Career Development
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1) To help achieving effectiveness

2) To prepare equal opportunity program

3) To reduce obsolescence

4) To increase morale

5) To attract committed people

6) To create image

7) To ensure success

8) To fulfill the ego needs

Factors Influencing Career Development in Bangladesh
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1) Genetic Forces
2) Family Background
3) Natural Instinct
4) Physical Condition
5) Mental Health
6) Managing Stress
7) Facing Emergency
8) Personality
9) Inter Personal Relations
10) Conceptual Ability
 Managing Career
A. Making the Career Decision
1) Identify and Organize Skills

2) Convert this Information into General Career

3) Test Your Career Possibilities

 B. Achieving The Career Object
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1. Select first work judiciously
2. Do good work
3. Present the right image
4. Learn the power structure
5. Gain control of organizational resources
6. Stay visible
7. Dont stay too long in your first job
8. Find mentor
9. Support your boss
10. Stay mobile
11. Think laterally
12. Think in terms of skills acquiring and continue upgrading those skills
13. Work harder than ever.
Problems of Career Development in Bangladesh

1. Problems of Unemployment
2. Lack of Career Opportunity
3. Insufficient Guidelines (motivation)
4. Limited Number of Organizations
5. Poor Profile of Candidates
6. Not enough Rules and Regulations
 Benefits of Career Development in Bangladesh

1. Achievement of organizational talent level

2. Ability skill and efficient employees and managers
3. Retraining high talent employees and managers
4. Attraction of promising employees and managers
5. Increasing motivation and job satisfaction level
6. Reduction of frustration and turnover
7. Creation of dynamism
8. Minimum rate of indiscipline
9. Reduction of industrial disputes and conflicts
10. Enhancement of labor-management relations (LMR)
11. Promotion of organization goodwill (Image)
 Career Stages
1. Exploration Cu` gveviK

2. Establishment
3. Mid Career
4. Late Career
5. Decline (late Stage)
6. Retirement Stage
7. Post Retirement Stage
Guidelines for Effective Career Development
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1. Establishment of Career Paths

2. Feedback of Achievement and Potentiality

3. Development of Practical Expectation

4. Analysis of Personal and Organizational Responsibility

5. Collection of Data

6. Adjusting Employees and Jobs

7. Sequence and Flexibility

8. Adjusting with Other Personal Functions

 Cu` gveviK

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