Exploring the best practices in career development among students in New Zealand: career self management versus university services.
Considering a pace of modern technologies and changes in the world, essential to notice that the nature of the way people pursue their career has changed during the last decades. Career development practices are becoming a key factor to succeed in career and people need to adapt to new conditions. Despite the fact that career management issues have been widely studied by researches the question of correlation and interaction of career management in universities and individual career managment are still needs to be developed and researched.
This study will examine benefits and an impact of both approaches on
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With increasing demanding in the career service industries, this research would also serve to guide and assist career development institutions in ensuring competitiveness and profitability. Since the data would be obtained across New Zealand, It is expected that this research will assist in the development of competitive strategies of career development universities organisations within this country. It is also expected that the results of this research would further enhance the practice and teaching of best practises in career development regarding tertiary organisations as well as student's individual …show more content…
A quantitative research approach will adopted finding association between university's career practices and self-management behaviours. The source of data collection will be primary as well as secondary. The source of secondary data will contain journal articles, research papers, discussions and websites of professional career development associations and organisations. Important information from different secondary sources will be collected and used appropriately. The primary data will be collected using a structured questionnaire.
Timeline (normally 4 years):
First semester: Critically evaluation of the context of the profession and professional practice and critique their actions as reflective practitioners in an informed
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.
The exact stages of career development are often dependent on the organization and employment sector a person works for. An individual’s background, knowledge, skills, and interests are also important features that influence his or her career path very much. These days, being in a position of administrative assistant, an individual can develop in a variety of different job families such as finance, project management, strategic development and information
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).
Self-Concept Career Development, as described by Super, is ever changing growth process in and through five different developmental stages. The better the maturation/development of self-concept, the stronger the vocational development (career satisfaction) will be. A person must be ready to cope with the developmental tasks at each stage. This process utilizes both affective and cognitive strategies. It is important to recognize the changes that people go through as they mature. Career patterns are determined by the development of self or by physical growth and mental growth, personal experiences, environmental characteristics and stimulation.
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
Seminars in Career and Professional Development; The career and Professional Career Seminar series introduces trainees to the variety of career opportunities
Potential aims and plans to accomplish need to remain stable.
A personal trainer is someone who has a large amount of knowledge about the physical health field. The amount of knowledge that they have has come from multiple degrees and certifications for their field of study. As a personal trainer, people put trust in the knowledge of the trainer. There is very little, if any, doubt in the judgement of the trainer. A personal trainer is paid a salary, and they usually work at a gym. A personal trainer is helpful, such as a police officer or a firefighter, only specialize in a different field. Personal trainers need to know what it takes to become one, the different variations of the field, and the potential job outlook before they start it.
Career development is the process of integrating the extraneous situation consisting of social structures of family, education and works with the self and the self- efficacy and brings about changes in one’s personal, social and vocational situation. Career development is not just a decision to enter a particular line of work; it reveals a person accumulated
As Kevin J. Manning writes “The modern employment experience should push us to consider new ways of preparing and empowering students for careers. Otherwise, we will leave a new generation, already carrying loads of debt, adrift in an employment marketplace that is hypercompetitive and constantly changing. ( “Career preparation to chance”).William Bennett, former U.S. Secretary of
As a child, have you ever been asked what do you want to be when you grow up? When I was little, all I ever wanted to do was open up my own dance company. I chose to study Business Administration because I love the feeling of being an in professional and sophisticated manner. I really feel as though choosing the business field was the best option I ever made for myself because I’m getting the opportunity to show many people out there how professional I can be and also the skills I have as a person.
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).
The anchor is those elements of the self-image that people would not give up if they are forced to make a choice
My career that I have chosen is a bank manager at a First National Bank branch in Durban North. A bank manager is involved in the daily running’s of the bank. They are in charge of all operations inside the bank. They ensure that the branch that they are running is up to standard. The work I will be doing is, I will be involved in corporate meetings with the board, to help make financial solutions. I will be interacting with clients throughout the day who have problems with their accounts. I think this outfit would be perfect for being a bank manager because it is professional and neat. The heels used are closed which shows elegance and are formal, this will be easy to walk in and are block heels which will give support and will be comfortable to wear for the whole day. The skirt is a pencil