At the end of the course, students should be able to:
· better manage their own careers, in general, and prepare for the job search process,
The Need to Understand Career Management
Case Study 1-Richard Information Systems Executive
Contemporary perspectives on Careers: The Boundaryless Career
Stage –based perspective on Careers
Chapt-2(Text Book)
· Career goal and Awareness · Career Strategy · Career Appraisal
Chapt-3(Text Book)
· Matching your career and personality · Self-Exploration · Informal Self-Exploration · Integrated approaches to Self- Exploration
Activity3 :Application of Edgar Schein’s Career Anchors in student’s self-exploration and theme development
· Occupational and Organizational Choice · Organizational Actions During Entry Process · Individual Actions During Entry Process
Activity4:
The Identity Exercise (life roles / sub-identities)
Case Study2:Natalie the Retail Manger
· Organizational Actions During Establishment phase and Achievement phase · Individual Actions During Establishment phase and Achievement phase
Activity 5:Measuring Effectiveness of Psychological contract
13
· Confronting the Midlife Transition · Remaining ,Productive,Growth,Maintenance &Stagnation · Organizational Actions During MidCareer
Activity 6:
Complete the Holland’s Vocational Choices
· Managing Diversity · Type A Behaviour as a source of stress · Employment Bias as a source of stress · Technology-induced stress · Tapping Potential Old Workers
Activity 7:
Social Network assessment exercise will be conducted.You are to submit your Self-Reflection (1 page) on how you feel you did and again how well it reflects your current social capital.
· Choosing Entrepreneurial Career · Encouraging Entrepreneurial Career Passion and Emotion at Entrepreneurial Career
Case Study: Dave the Aspiring Executive
Prepare Career Autobiography for yourself
The academic integrity would be followed as per the norms laid down in the Student Handbook of the Xavier Institute of Management, Bhubaneswar.
CAREER MANAGEMENT
Course Objectives:
This course is especially helpful for those who are striving to learn more about who they are, which direction their life should take, to learn more about others around them, or even if they work in human resources and want to learn more about life skills and how it may impact on career management. In recent years, there has been a profound change in both the workplace culture and its composition. The employer-employee contract has been dramatically altered as organizations have moved from practices of lifelong (or long-term) employment to a “free-agent” approach to managing their workforce. This change in the psychological contract has led to the establishment of a new career model which is increasingly organization-independent. As individuals depend less on their employers to provide stable jobs and career paths and as changes in the labour market call for more frequent job and even career changes, working people have come to realize that “we are all self-employed.” These changes have occurred at the same time as the nature of families and their relationship to work have also changed. Today, the majority of families are led by a dual-career couple. These factors, along with the rising demands for elder care which we are presently experiencing and will soon be feeling even more acutely as our population ages have put work-life integration at the top of the issues that people value when identifying and selecting a potential employer. Navigating careers and maintaining work-life balance are therefore now necessary skills for all individuals, regardless of the sector in which they are employed. This course will look at these issues and will help students develop understanding, awareness and critical competencies needed to successfully manage their career development .You will also learn about some self-management skills which would shape your behaviour as per the career choice in a better way.
Learning Outcomes: 1. You will complete a highly rigorous self-assessment process that will help you clarify your background, interests, values, skills, career goals, and aspirations. Students will use this information to formulate career-life themes that clarify their personal and professional goals. Be able to identify their unique talents and values 2. Be able to create a powerful first impression and visibility .You will utilize your self-assessment, along with an understanding of the labor market, career options, and potential employers in order to successfully define and make plans to attain your desired career outcomes. 3. Be able to leverage their personal network and support career development 4. Be able learn about your own personality and how you can use that information in career choices and to make change 5. The Career Autobiography. The purpose of this activity is to do a very thorough job of recounting and reflecting on the major experiences and people that have influenced your thinking, your work, and your life.
Career choice The career of the person will be designed or formulated by any one of the situation An individual's decision to join a firm may depend on any of the three factors viz. objective factor, subjective factor and critical contact.
· Objective factor theory assumes that the applicants are rational. · The choice, therefore, is exercised after an objective assessment of the tangible benefits of the job. Factors may include the salary, other benefits, location, opportunities for career advancement, etc. · Subjective factor theory suggests that decision making is dominated by social and psychological factors. The status of the job, reputation of the organization and other similar factors plays an important role. · Critical contact theory advances the idea that a candidate's observations while interacting with the organization plays a vital role in decision making. This theory is more valid with experienced professionals Impact of organization Culture and Management theory which drive the employee to change Career: The concept of theory X and theory Y was first proposed by Douglas McGregor in his book Human Side of Enterprise as an alternative sets assumptions about behavior and nature of people at work. McGregor stated that way many managers deal with their subordinates suggests a set of underlying assumptions. The assumptions of these theories are described below.
Theory X · Humans inherently dislike working and try to avoid work. · Because people dislike work, they have to be made to work by putting pressure and controlling their activities closely. · Average people prefer to be directed by others. · Average people avoid taking responsibility. · Average people are unambitious and prefer security at work Theory Y · Work is an activity as natural to people as play and rest. · When suitably motivated people are self directed to achieve organizational objectives. · Commitment of employees can be obtained by ensuring job satisfaction for them · People learn to accept responsibility and under suitable conditions actively seek responsibility. · People are imaginative and creative. Using the terminology of McGregor, William Ouchi suggested another set of assumptions called 'Theory Z' which he believed to be more appropriate for applying Japanese style of management
Theory Z · Employees want to build cooperative relationships with their employees, superiors, colleagues and juniors · People require support in form job security and facilities for developing multiple skills essential for improving performance. · People value their family life, culture, traditions and institutions as much as they value their material gains. · People have well developed sense of dedication, moral obligation and self discipline. · They can make good collective decisions through consensus. Key reasons why people don’t change careers Sometimes there are very good reasons we feel that we need to stay right where we are in our current job. But if we take a moment to think about them, the reasons may not be as insurmountable as we at first think. The theory Z makes them not to take risk to change the job /career .The key reasons why they don’t change the career/job
· They’re comfortable where they are (even if not particularly happy) · They make more money than they could make in something they love · They’re just plain scared · They don’t believe they can find anything better and / or deserve better · They don’t know how When they prefer to change their career? The following are the few stages may everyone be crossed at any point of verge to change their career any one or all of the stages which mentioned below,
· Denial and isolation · Anger · Bargaining · Depression · Acceptance CAREER DEVELOPMENT · Career development occurs through life. · Career development is enhanced by lifelong learning. · Career development is linked to personal maturation. An individual’s career development is a lifetime process that encompasses the growth and change process of childhood, the formal career education at school, and the maturational processes that continue throughout a person’s working adulthood and into retirement. A career consists of different stages and the individual is confronted with different issues during each of these stages. The common pattern of multiple careers during individuals’ adult years requires that they evaluate, make personal decisions and implement career transition actions at several points during their lifetime.
Further it is identified five stages - growth, exploration, establishment, maintenance, and decline that were thought to capture individuals’ work related experiences from the years of childhood to retirement.
Employability Employability is about enhancing individual opportunities through active management and continuous development.It also refers to a person's capability for gaining and maintaining employmen Employability is about enhancing individual opportunities through active management and continuous development
Stage 1: Get Your Feet on the Ground (Audit and Alignment) Stage 2: Golden Goals (Career Goal Clarity) Stage 3: Creative Learning (Formal and Informal Learning) Stage 4: Talk the Talk (Self Presentation) Stage 5: Walk the Walk (Do the Work) To have better career achievement and develop /change there is Few Habits to Help Advance Your Career, which if followed will help you take your mind off everyday stress and focus on Career advancement · Know your career mission and pursue it with vigor · Competence alone will not get you what you want · Become an "intrepreneur" – view your job as a long term consulting assignment, not a permanent gig · Take some career development risks · Trust your gut · Network, network, network – even when you don't want a new job · Negotiate for a win-win solution · Fake it until you make it · Only pursue goals that you actually want to achieve · Fill your life with a combination of work, education and fun Created By: Bijoy Kar on 03/31/2017 at 01:44 PM Category: Course Outlines-HRM-II Doctype: Document