Transcript Diapositiva 1 - University of Waikato
General Staff – Professional Development Day
The Psychology of Careers
How careers are enacted in today’s world
The Psychology of Careers
Donald Cable – University of Waikato [email protected]
Who is this bloke?
A quick introduction…
The Psychology of Careers
What do we mean by career?
– Old Meaning = a course of professional advancement; usage restricted to occupations with formal hierarchical progression, such as managers and professionals
(white middle-class American males, cf Brown, 2002)
– New Meaning = the unfolding sequence of any person’s work (paid or unpaid) experiences over time
(Arthur & Rousseau)
The Psychology of Careers
What is Career Development?
No longer synonymous with career progression • Career Development = – Learning (training, education), mentoring, stretch • Career Progression = – Promotion (vertical/lateral), reassignment, transition • Career Planning = – Career goal setting • Career Management = – Career Development
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Career Progression
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Career Planning Career Management –
an individual responsibility
New career dynamics: The Protean Career
• Linear career – an anachronism past its “use-by” date • Driven by the person, not the organization – Self-direction • Psychological vs Vertical/Hierarchical success • Employability (self) vs Security (organization) • Continuous learning/development • Self-awareness, Identity, Adaptability • Personal responsibility • Passion - “Path with a heart” (Joseph Campbell) • New Psychological Contract
New career dynamics: The Boundaryless Career
• Careers for many individuals likely to span across occupational, organizational, political, and geographic boundaries • In response to organizational uncertainty • Networked/Boundaryless organizations • Across levels/functions/companies • Career Independence vs Career Dependence • Multi-skilled/talented “specialist” – Kitbag of competencies • Workforce segmentation: – Core & Contingent (Contractor/Temporary (JIT)) • Decreased organizational tenure – Increased mobility
The Employment Relationship:
The environment within which careers are enacted What has changed?
– Loyalty: more to self – Employability: individual responsibility – Job Security: replaced with employment security – Trust: redefined (mutuality – self & organization) – Career Development: shared responsibility – Career Management risk: transferred from employer to employee – Shared Commitment: to organization and individual success – Shift in Attachment: from organization to career or others
Who provides what?
•
Employer Provides:
– Opportunities to enhance employability – Opportunities for learning – Flexibility – Performance-based compensation – Greater participation and involvement – Interesting and challenging work
Who provides what?
•
Employee Provides:
– Commitment to business objectives – Shared responsibility for success • Individual and Organizational – Quality performance – Flexibility • Work arrangements/assignments – Judgement – decision-making – Strategic skills/competencies • Aligned to organization’s objectives – Continuous improvement • Competencies and performance
Dual Responsibility for Career
• Organization - Primarily to fulfill the
organization’s
needs: – Succession planning / fast-track programs – Development centers – Information about career ladders/paths – Identify training needs and developmental needs and goals – Provide training/development opportunities – Provide information about career/job opportunities – Provide information about organization’s goals • Organization - Primarily to fulfill the
individual’s
needs: – Career Management System (online/intranet) – Self-study materials – Career planning workshops – Career counseling (component of performance management) – Mentoring programs – Provide feedback on performance
Dual Responsibility for Career
• Individual – Maintain Employability: – Free agent – Continuously improve P-J/P-E fit – Identify KSAs (competencies), interests, values – Identify & pursue developmental opportunities – Continuous learning/development – Seek out career paths – Set career goals and plans – Achieve career goals
Research confirms:
Individuals that take control fare better in the employment stakes
The Job Market
What’s happening out there?
• Ascendency of the external labour market – Buy versus Build • Pay the person, not the job • Globilization – economies, job markets • Increased Mobility • Transitions the norm • Employability • “70” is the new “65” – squeeze at the top • Under-employment, over-qualification – Levels of education exceeding market requirements