Transcript Assignment 1 - International University College, Sofia

Job application
Lecture 4
Professional Developments and Research
February 2012
Lecturer R. Milyankova
Tel. 0886 974 000
E-mail: [email protected]
Unit Outline – assessment
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Assessment:
The unit is 100% course work and will be assessed as follows:
10% - Attendance & Participation of Seminars (attendance to informal
workshops shall not be included in this mark)
Assignment 1- Individual
5% - Careers Management Skills – Application form - to be handed in
Friday 3rd February 2012 at the assessment office.
Assignment 2 – Group Work
35% - Research Methods Portfolio– to be handed in Tuesday 27th
March 2012 at the assessment office & on turnitin (one member of the
group – please say on assignment which member did this)
Assignment 3 – Individual
50% - Research Proposal - to be handed in Friday 4th May 2012 at the
assessment office & on turnitin.
Assignment 1
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Read carefully the information about the
company
Select one of the possible job positions –
personal SWOT, psychometrics
Fill in the Application form
!!! Do not leave empty boxes
Knowledge and understanding of some
inventories is obligatory
1. Type dynamic indicator
http://en.wikipedia.org/wiki/MyersBriggs_Type_Indicator
2. Careers Anchors
http://rapidbi.com/created/careeranchors/
3. Prospects planner
http://www4.dcu.ie/students/careers/hand
book/Sect3ProsPlanner.shtml
4. Belbin team roles inventory
1. Type Dynamic Indicator
Type Dynamic Indicator
Designed to prove the theory of Carl Jung called The
Theory of Psychological Type
 Jung proposed the existence of two dichotomous pairs of
cognitive functions:
- The "rational" (judging) functions: thinking and feeling
- The "irrational" (perceiving) functions: sensing and intuition
 Jung went on to suggest that these functions are
expressed in either an introverted or extraverted form.
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Type Dynamic Indicator
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From Jung's original concepts, Briggs and
Myers developed their own theory of
psychological type, on which the MBTI is
based
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
Type Dynamic Indicator
MBTI as four dichotomies
1. Introversion / Extroversion: How do you focus
your attention?
2. Sensing / Intuition: How do you acquire
information?
3. Thinking / Feeling: How do you make decisions?
4. Judging / Perceiving: How do you orient yourself
in the world?
Usage of the indicator:
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career counseling,
team building,
group dynamics,
professional development,
marketing,
family business,
leadership training,
executive coaching,
life coaching,
personal development,
marriage counseling,
workers' compensation claims.
pedagogy
2. Career Anchors
Career Anchors
While accumulating experience people acquire
information about themselves in three basic
areas:
1. They discover their true motives and needs
2. They discover the talents and skills they
possess
3. They discover their feelings of comfort or
discomfort in various work situations
What is the career anchor?
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Edgar Schein, widely acclaimed as one of the founders in the
field of modern organizational psychology, suggests that every
one of us has a particular orientation towards work and that we
all approach our work with a certain set of priority and values.
He calls this concept our Career Anchors
The anchor is those elements of the self-concept that people
would not give up even in the face of difficult choices
Career anchor is the evolving self-image, including selfperceptions of talents, motives, values and attitudes, which give
stability and direction to a person’s career – it is the ‘motivator’
or ‘driver’ of that person
The more life and work experience, the stronger the sense of
who we are and the stronger the anchor
Types of career anchors
1. Autonomy / independence
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People need and want control over work and want to be
recognized for achievements; can’t tolerate other people’s
rules or procedures; need to do things in their own way;
independent consulting and contract work would be a
good fit for these people; want to be left alone to do their
work; just give them instructions on what you want, when
you want it and let them “go to it!”
Type of work selected: seek autonomous professions
such as free-lance consulting, teaching, independent
small-business people, contract or project work, or even
temporary work; part or full-time acceptable.
Types of career anchors
2. Security / stability
People need long-range stability and security, after that they
need to relax
 For these people: safe, secure, predictable are buzz
words; motivated by calmness and consistency of work;
don’t like to take chances, and are not risk-takers; stable
companies are best bets; strive for predictability, safety,
structure, and the knowledge that the task has been
completed properly; unused talents may be channeled
outside work.
 Type of Work: stability and predictability are key;
emphasis on context of job rather than content or work (in
other words, pay, benefits, work environment most are
important).
Types of career anchors
3. Entrepreneurial creativity
People need to be personally creative in building
something larger than themselves. They measure
themselves by the success of this enterprise.
 These people like the challenge of starting new
projects or businesses, have lots of interests and
energy, and often have multiple projects going at
once; different from autonomy in that the emphasis is
on creating new business; often pursuing dreams at
early age.
 Type of Work: strong need to create something new;
bored easily; inventors; restless; constantly seeking
new creative outlets.
Types of career anchors
4. Pure challenge
People discover that what they need is a sense of challenge
or surmountable obstacles, or powerful opponents
against whom they can compete.
 Here the strongest desire is overcoming obstacles;
conquering, problem-solving; competition; winning;
constant self-testing; single-minded individuals.
 Type of Work: careers where competition is primary.
Types of career anchors
5. Technical / functional competence
People define themselves by their competence in a certain knowledge
base, skill or a craft. They are the best engineers, mechanics,
surgeons, salespersons and may fail when they are pulled into
managerial jobs.
 People enjoy using core skills; skills don’t have to be technical in
nature; can be a human resources worker or a secretary and enjoy
using the skills needed for those positions; motivated by learning new
skills and expanding current knowledge base.
 Type of Work: What turns these types on is the exercise of their
talent; satisfaction with knowing concepts. If it is not a challenge,
technical/functional types feel bored and/or demeaned. Content of
actual work more important than the context of the work. In other
words, it is the actual work they are concerned with not the
organization or the overall mission of their work; teaching and
mentoring offers opportunity to demonstrate expertise.
Types of career anchors
6. General managerial competence
People want to manage other people, to integrate functions and to
be responsible for an entire unit or an organization. They
measure their progress by climbing up the managerial ladder,
showing analytical skills, interpersonal and group skills,
emotional capacity to deal with high level of responsibility
 People view specialization as limiting; primarily want to
manage or supervise people; enjoy motivating, training and
directing the work of others; enjoy authority and responsibility,
and when someone strips of control it is “demotivator;” thrive in
three areas of competence – analytical,
interpersonal/intergroup, and emotional.
 Type of Work: high levels of responsibility, varied, integrative,
leadership.
Types of career anchors
7. Service or dedication
People define themselves by commitment to some deep
value as teaching, environmentalism, human resource
management, medicine, defence of the country, etc.
 People are motivated by core values rather than the work
itself; strong desire to make the world a better place.
 Type of Work: high concentration of service-oriented
professions, motivated by pursuit of personal values and
causes.
Types of career anchors
8. Lifestyle
This anchor is not specifically related to career but to
integration of work and family issues – the working career
is organized around the career of a spouse or in terms of
the geographic area in which they want to live
 People have a high need to balance work and the rest of
life; enjoy work, but realize that work is just one of many
parts of life that are important; subscribe to philosophy of
“work to live”, rather than “live to work.”
 Type of Work: careers must be integrated with the rest
of life flexibility; desire to work with organizations that
accept and promote balance; some individuals unwilling
to relocate for reasons of life balance.
3. Prospects planner
Prospects Planner helps students to:
Explore their skills, interests and motivations
Relate these to particular occupations
Access their chances to getting into particular area
Produce an effective application or C.V.
Prospect Planner involves:
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Finding about yourself
Finding out about occupations
Assessing your chances of success
Making applications
Prospects Planner helps you to
understand your skills:
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Controlling
Creative thinking
Dexterity
Flexibility
Logical thinking
Negotiating and persuading
Numeracy
Oral presentation
Prospects Planner helps you to
understand your skills:
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Organizing
Perceiving
Questioning and listening
Reading comprehension
Spatial sense
Written communication
More information in :
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“Access my personal profile”
http://ww2.prospects.ac.uk/downloads/documents/p
rospects/CareersServicesDesk/members/Prospe
ctsPlanner/Webversionmaterials/PlannerUserGui
de2007.pdf
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4. Belbin Team Roles Inventory
MEREDITH BELBIN’S TEAM ROLES
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Company worker
Chairman
Shaper
Plant
Resource investigator
Monitor-evaluator
Team-worker
Completer-finisher
(CW)
(CH)
(SH)
(PL)
(RI)
(ME)
(TW)
(CF)
MEREDITH BELBIN’S TEAM ROLES
Company Worker (CW)
Conservative, dutiful, predictable with organizing ability, practical common
sense, hardworking, self-discipline, lack of flexibility, unresponsive to
unproven ideas.
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Chairman (CH)
Calm, self-confident, controlled with capacity for treating and welcoming all
potential contributors on their merits and without prejudice. A strong sense
of objectiveness. No more than ordinary in terms of intellect or creative
ability.
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Shaper (SH)
Highly strung, outgoing, dynamic with drive and readiness to challenge inertia,
ineffectiveness, complacency or self-deception, proneness to provocation,
initiation and impatience.
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Plant (PL)
Individualistic, serious-minded, unorthodox with genius, imagination, intellect,
knowledge, up in the clouds, inclined to disregard practice details of
protocol.
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MEREDITH BELBIN’S TEAM ROLES
Resource Investigator (RI)
Extroverted, enthusiastic, curious, communicative with a capacity for contacting
people and exploring anything new. An ability to respond to challenge, liable to
lose interest once the initial fascination has passed.
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Monitor-Evaluator (ME)
Sober, unemotional, prudent, showing judgment, discretion and hard-headedness.
Lacks inspiration or the aility to motivate others.
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Team Worker (TW)
Socially oriented, rather mild, sensitive with an ability to respond to people and to
situations and to promote team spirit, indecisiveness at moments of crisis.
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Completer-Finisher (CF)
Painstaking, orderly, conscientious, anxious with a capacity for follow-through and .
perfectionism, a tendency to worry about small things.
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