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27 Cards in this Set
- Front
- Back
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What is Chapter 6 about? |
Chapter 6 is about career issues |
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What does this chapter aim to teach us? |
1. Career anchors 2. the difference between career paths/career patterns 3. working couples and different family patterns 4. wok-family conflict, and its types 5. work family balance and its demand on couples |
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What else does this chapter aim to teach us? |
6. the actions taken by organisations to accommodate employees balancing work-life 7. types of Career plateauing 8. organisational steps taken to address this 9. definition of obsolescence 10. different models of obsolescence |
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What else does this chapter aim to teach us? |
11. organisational steps to combat obsolescence 12. job loss and unemployment 13. effects of job loss on the individual 14. how people are affected by losing their job 15. the stages of job loss 16. organisational actions taken to assist people who have been laid off |
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What are career anchors? |
- These are patterns of self-perceived talents and abilities, values and motives that influence decisions - Anchors signify psychological factors for the reason people make decisions - it was developed by Schein 1961 - There are 8 career anchors that fall in three distinctive groups |
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What are these 3 distinctive groups? |
1. Talent Based career anchors 2. Value Based career anchors 3. Need-based career anchors |
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What are the anchors that slot under these 3 distinctive groups? (1 - talent) |
Talent based career anchor
1. technical/functional competence - people who want to improve their skills 2. General managerial competency - continuous attempt of opportunity attainment and integration of others for maximum output 3. Entrepreneurial Creativity - Possibility of creating own business |
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What are the career anchors that slot under these 3 distinctive groups? (2 - value) |
Value Based Career anchor 1. Service/dedication to a cause - where the individual will always be prepared to do something for someone 2. Pure challenge - the idea that the more challenging or the more complex a task, the more appealing |
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What are the career anchors that slot under these three particular distinctive groups (3 - need) |
Need based career anchors 1. autonomy and independence - here the person wants control over their job and the way they do it 2. Security and stability - the person needs material and job security 3. Lifestyle - The person wants to harmonize their personal life with their career |
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What else should be known about career anchors? |
1. Determining career anchors is a process of self-discovery 2. career anchors have a major influence on work and family life 3. divergent career anchors supply organisations with flexible and diverse workforce 4. there is usually correlation between people most dominant career anchor and the nature of their job |
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What else should be known about career anchors? |
5 - Career anchors are good predictors of career involvement 6 - Employees should be aware of their career anchors to add value to their decision making |
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What are career patterns? |
Career patterns is a model developed by driver 1979 which suggests that: - people have their own views on how their careers should develop and which path their careers should take - the values that guide these people and work as internal compass guide their future career decisions and help explain pats career movements |
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What are the four career patterns? |
1. linear 2. expert 3. specialist 4. transistory |
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What can be said about working couples? |
There are three basic types 1. dual-career couples -each is career orientated while maintaining a family 2. dual earner couples - both earn but their view on their work might be less than satisfactory 3. working couple - the family decisions are influenced by their working environments |
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How do family factors influence working couples? |
Finding a balance between work and family by: - quality communication - setting priorities - clarifying roles - concerning hobbies - examining roles - managing daily life - managing stress |
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What three basic family patterns are there? |
1. Conventional - Both partners are career orientateb but the woman bears the child responsibility more than the man 2. Modern - Both partners share the child responsibility 3. Role Sharing - Both partners are involved in household, career and parental duties |
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What kinds of work-family conflict are there? |
1. Time-based conflict - Physically demands that someone is in two places at once 2. strain-based conflict - Spill over or strain from one domain to the next 3. Behavior-based conflict - incompatibility with behavior requested in both lines of life |
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What is Career plateauing? |
1. makes reference to a persons career where there is no career advancement or opportunity 2. This can be caused by many things: - wrong set of skills - low career mobility - baby boomers holding positions longer - not making the cut for promotion - narrowing of organisational structure at top - choice |
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There are three types of career plateauing |
1. Structural plateauing - where the individual has reached the highest level and can't advance or where there are no more opportunities 2. Content plateauing - where there is nothing new to be learned to to expertise in all matters work related 3. Life plateauing - Feelings of being unsuccessful in work translate to feelings of being trapped in life |
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What is the Plateau performer? what characteristics does this individual hold in the context of their work? |
Productively Plateaued - encourage stimulation and challenges
Partially plateaued - Where the employee feels the organisation is doing little for them but some interest keeps them in the job Pleasantly plateaued - person is no interested in training or development courses offered for advancement by the company Passively plateaued - no movement or advancement with intimate knowledge but room for learning |
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What are the negative outcomes of plateauing? |
1. low levels of job involvement and motivation 2. lower individual self-image 3. low productivity and performance 4. low levels of career and job satisfaction 5. employees are less committed to the organisation 6. plateaued workers see themselves as deadwood and sidelined by coworkers and employers 7. work-related stress and strain develops |
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What are some of the positive outcomes of plateauing? |
1. There is time for self-reflection and planning of the next career path
2. The workers have more time to invest in non-work related aspects of their lives like family and social |
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what is Obsolescence? |
- in the organisational context means to not be able to keep up performance in their future work roles due to lack of prefessionals - There are four components, or models, that explain how obsolescence comes into being: 1. environmental change 2. individual characteristics 3. nature of the work 4. organisational climate |
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What do we need to know about job loss and unemployment? |
- defined as involuntary withdrawal from workforce - can be more traumatic of the following happens: 1. the employee sees job as lifelong occupation 2. the employee has few transferable skills 3. employee has no other job experience 4. employee has perception of unemplyable |
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How are people affected by the loss of a job? |
1. experience the feeling of loss
2. economic deprivation - broke 3. change in roles in life 4. changes in self-esteem are experienced 5. increase of stress 6. change in social support 7. change in family relationships 8. deficits or illness |
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What are the four stages of job-loss? |
1. Shock, relief and relaxation 2. period of concerted effort 3. vacillation, self-doubt and anger 4. withdrawal |
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How can retrenched employees be assisted? |
Help with managing job/career transition: - executive transition services - professional and mid-level manager career transition services - lower level employer career transition services - career transition centre |
