1. Introduction
The relevance and sustainability of the notion of employability in organizations in the postmodern era has being contributed due to global market pressure, high technology mass communication which has resulted in protean career. Employability can be defined as the ability of an individual to move within an organization or between jobs. In the modern world conditions like external environment of organization have influenced and shaped the nature of careers within organizations. The essay will also discuss types and levels of workers especially the postmodern idea of knowledge workers, which has affected traditional, hierarchical models of organization as opposed to more mordent adult-adult relationships. Individual career choice models have being influenced by personality characteristics of individuals, including attitudes and behaviors. According to Marilyn and Margaret 2007, the new psychological contract and the nature of covenants is mostly transactional elements (e.g. short-term monetary) than relational elements (e.g. loyalty and commitment)
2. Discussion
2.1 Employability and the protean career
According to Crowley-Henry and Weir (2007), protean career is having the ability to reform oneself for career path to achieve psychological success for example; life satisfaction and career satisfaction. According to Hetty van Emmerik et al (2011), employability opportunities increase for protean career because the individuals are highly skilled and motivated, educated, trained and have experience, which forms organizational human capital assets.
Today global business environment has become extensively dynamic and erratic that requires individuals who are flexible and can easily adjust. Bogdanowicz and Bail...
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The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities. Self-assessment is also involved with some exercises which able the employees to identify their career future plan, where are they for now and also how their career match with the current situation and resource that available (Noe, 2010). After done with the exercises, career counsellors usually used to assist the employee in their self-assessment process and also provide explanation about their result of psychology tests. Then the employees assess their current skills and abilities and also capabilities they are lacking with some informa...
The Career Decision Self-Efficacy Scale (CDSE) was developed by Karen Taylor and Nancy Betz to apply Albert Bandura’s theory of self-efficacy expectations to the domain of career decision making. Career decision self-efficacy was originally defined by Taylor and Betz as the individual’s belief that he or she can successfully complete tasks necessary in making career decisions. To define these tasks, the theory of career maturity of John O. Crites was used. Crites’s theory defined career maturity as the individual’s degree of possession of five career choice competencies and five career choice attitudes. The five career choice competencies and sample items are: 1. accurate self-appraisal, 2. occupational information, 3. goal selection, 4. planning, and 5. problem
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These examples of career changes reflect a common trend—increased job mobility. The linear career path that once kept people working in the same job, often for the same company, is not the standard career route for today's workers. Today, many workers are pursuing varied career paths that reflect sequential career changes. This set of ongoing changes in career plans, direction, and employers portrays the lifetime progression of work as a composite of experiences. This Digest explores how changing technologies and global competitiveness have led to redefinition of interests, abilities, and work options that influence career development.
Career change can be incorporated into the tran-theoretical model of change (TTM) to examine the lifespan and approaches to career development. “With the new paradigm of modern workers facing repeated career changes due to voluntary and involuntary turnover, a model outlining the change processes may contribute to more effective counseling strategies” (Barclay, 2010). Although, this model does not reflect the path of career changers, it offers an explanation of why people change careers when they leave
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The national career development association (2003) defines career development as the absolute combination of psychological, Sociological, educational and economic factors which influence the significant of work in the total life span of any individual. It is a route through which individuals choose a career path or professional occupation, continue to develop it through their lives and have several major career change as personal needs and interests change.
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Employability skills and Career readiness have become an integral part of education. Employers are looking for people with a combination of skills such as soft skills, customer service skills and life skills. Not having sufficient employability skill sets, is one of the main reason for many students not getting selected in campus drives. Focus is more on technical knowledge than soft skills in their curriculum. During the course of their education , required level of importance is not given to key qualities like effective communication, leadership qualities, time management skills, self motivation, problem solving skills and creative thinking.