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Introduction and background of career development
Career development strategy introduction
Theories of career development
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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. Drawing the concept from the above definition of career development provided by national career development association (2003) is reveal that there are various factors which influence the appropriate career development, included as ‘psychological, sociological, educational, and economic …show more content…
These group behaviors affect career development to a great extent. These factors can influence how a person thinks and later affect his decisions and his relations in his daily life. Vigroli (2009) investigated the role of adolescent global self-esteem and career indecisions on the relationship b/w mother and father attachment and self-esteem. The personality and interest are not the only criteria for choosing a career. An individual aptitude and intellectual abilities are equally of great importance. An aptitude is a potential for success in an area after undergoing same training but a layman may define aptitude as a flair for something. The context in which people live, their personal aptitudes, and educational attainment are other things that do influence people’s career …show more content…
Any individual may give the preference to choose a career because of the need of society or his own personal needs. The career choice taken by most of higher secondary school students depend on their socio-economic conditions because of mostly families are not able to teach their children’s in higher institutions. Currently poverty is the main issue entire the world that is facing every less developed country and has played important determining role in the opportunities available to all. The income level of the higher school student’s families is also a main issue in deciding the career choice of the students. Crites (1969), Gambari (1990) and Salami (1997), explained that people choose the occupation because of economic reasons with the aim that these occupations will provide them the appropriate financial rewards in their desire
In 2012 nearly 205,000 people were employed as a physical therapist in the United States. The average salary of a physical therapist in 2012 was $79,860 per year. The number of jobs is estimated to grow 36% from 2012-2022. This job of physical therapy involves many and very important tasks to fulfill the needs of their patients. It requires many different educational requirements and you must have strong people skills.
Analyzing career theory is an important task, not only as an individual but also on a large scale. If everyone has the career they are best at and enjoy above all others, the world would be a much happier place. Imagine a world where each individual viewed work as not something they have to do, but as something they want to do. Productivity would increase at all levels. Charitable foundations and businesses would be abundant. Whereas this ideal may not be fathomable at this point, if each person used this information, it would be only a matter of time before we are moving in that harmonious direction.
The Values Scale and Salience Inventory can measure an adolescent’s interests and values that may lead to career exploration, which will be discussed later in this section. The Career Development Inventory measures maturity and development. The Career Development Inventory has five subscales; Career Planning, Career Exploration, Decision-Making and World-of-Work information and Knowledge of the preferred Occupational Group (Scharf, 2013). This instrument focuses on measuring what the adolescent has done to help make their career decision, it also emphasizes not just what they have actually done but what they think they have done (Scharf, 2013). This is important in measuring their career maturity, the more thought given is reflective of high level of maturity (Scharf, 2013). The Career Maturity Inventory (CMI) developed from Super’s (1955) earlier theory mentioned above, provides a total score for career choice readiness, three scale scores reflecting career adaptability dimensions of concern, curiosity, and confidence, and a score reflecting relational style in forming occupational choices (Savickas and Porfeli, 2011).
It is imperative to understand yourself in your career development. No matter what your career stage, it is essential to assess your personal goals, interpersonal skills, strengths, weaknesses and desires to keep
The determination of a vocation or calling is a standout amongst the most essential things of life. However it is similarly troublesome. The absence of controlling administrations, legitimate advising and constantly expanding unemployment has further convoluted the matter. There is vicious rivalry. Accordingly, a large portion of the youthful men and ladies looking for suitable occupations are a befuddled, ambivalent and disappointed parcel. It has created a profound feeling of disappointment and indiscipline around the youngsters. A right decision of a profession is crucial essentialness. On it does depend one's prosperity or disappointment in life. A right decision may prompt blissful, prosperous and fulfilling profession and life. Then again, a wrong determination may bring about disappointment, bafflement and misery in life. The aftereffect of delayed hesitation rimy still demonstrates more terrible.
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
There are several milestones that our society uses to measure personal development and suitability for advancement to higher degrees of social responsibility. One such milestone is career selection and attainment. Some individuals may never find a satisfying vocation, whereas others know what they desire from the day they can communicate. A simple way to reduce the unfortunate friction of choosing a career is to be self-aware. Understanding what makes one happy, fulfilled, and the things that are important to them, is the easiest way to narrow down the world’s endless possible occupations and ensure job satisfaction. There are many ways to gain personal enlightenment, perhaps the simplest and most effective way is to take a course geared towards career development.
Career development is a continuous process of handling proactively work and changes in life in order to move forward and reach the goals set for a better future. It involves learning new skills, moving up in the position within the organization or altogether moving to new organization or even starting up a new business. A career development plan is created to set goals and how to reach these goals using your talents and skills in the working world. A five year plan is ideal to start with, as five years are enough to reach bigger goals while working for and achieving smaller goals.
Career development is an emphasis on employee training intended to help an employee meet his or her personal career objectives. By coaching an employee and helping them to develop the skills for the position that he or she desires, organizations typically see a higher level of commitment and better retention from its key employees. Placing emphasis on career development and training guards against a stale work environment where employees get comfortable in their roles and aren’t able to reach their full potential. One way to encourage employee development is to set goals. Goal setting helps employees to concentrate on gaps between their current skills and the skills they need to acquire to succeed at a higher level. The organization should provide ongoing training
Career counseling over the lifespan has more than an occupational focus, it deals with the person’s entire being with a vision that includes one’s lifespan. Career counseling takes into consideration character development, character skills, life roles, individual life and work history, goals, and obstacles. A career counselor not only assists a client with a career plan, but also with a life plan. This paper focuses on two categories of career counseling. The first focus is the history of career counseling as a field of study with the emphasis on when and why career counseling began (1800s as a study of how the shape of one’s head relates to vocational choice), who and what influenced it (Sizer, Parsons, and Davis), and how it has changed (from an individual/community vocational view to an individual/world lifespan view). The second focus is on the application of career counseling by researching two leaders, John Holland’s and Donald Super’s, contributions to career counseling, their theories and assessments and on the biblical aspects of career counseling and how each theory relates to the Bible.
Social cognitive career theory (SCCT) emphasizes cognitive-person variables that enable people to influence their own career development, as well as extra-person, contextual variables, which enhance or constrain personal agency (Lent, Brown, & Hackett, 1994). SCCT attempts to understand the processes through which people form interests, make choices, and achieve varying levels of success in educational and occupational pursuits (Lent, Brown, & Hackett, 2000). Cognitive-person variables include qualities such as self-efficacy and personal goals that enable people to exercise personal control or agency in their own career development; while environmental variables consider a person’s physical attributes, features of their environment, and particular learning experiences which have influence on career-related interests and choice behaviors. Environmental variables can be further divided into two basic categories according to their relative proximity to the career choice-making process. Distal factors are those which have had an impact on the learning experiences through which expectations have developed, for instance the type of career role models to which one is exposed and the support or encouragement one receives for engaging in
Career management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).
A career anchor is ‘that one element in a person’s self-concept that he or she will not give up, even in the face of difficult choices’
These decisions may also include the career they plan to take in the near future. As stated by Bettina Lankard (as cited in Vargas – Benitez, 2013), teens living happily with and seeing their family thriving due to a good career path are more likely to imitate the same path taken by their parents. However, it is not the same for those teens in the opposite situation – a teen who is lonely and sees that their family is financially struggling. These teens have a high chance to choose a completely different path from their parent’s career because of their desire to change their
Choosing a career is one of the most important decision most of us ever make. It is considered to be one of the vital developmental task of adolescents (Hirschi, 2009; Erikson, 1968, Creed, Patton & Prideaux, 2006) has to face. Adolescence is generally recognized as a critical time in the development of career. On the other hand, nowadays, most adolescents tend to be more independent in many aspects of life, especially in choosing the career they want to pursue. However, several studies have shown that some face the challenging task of deciding on their individual careers, which according to Creed, et al (2006), is not surprising given the wide array of career and educational options, and the need to be informed about one’s needs, values, goals and the information needed about the field of career. In accordance with the previous researches, Ma & Yeh (2005), stated that certainty and indecision are two variables that have been designed to assess career decision status. Career certainty refers to one's degree of certainty of having made a career decision while career indecision is defined as an inability to make a decision about the career one wishes to pursue