Although some strategies may help you achieve your career goals, they may be unacceptable to you on other grounds. What factors should be taken into account when judging the personal acceptability of a career strategy? Have you pursued, avoided, or abandoned a career strategy that was personally unacceptable? What were the consequences of this decision?
Hereby, I would like to illustrate the application of this chapter on my own career strategy: When developing a career strategy one need to consider several perspectives starting off with the long-term goal that should give us an idea of developing our short-term goals. This topic affects my current lifestage because I will finish my MBA soon and I am currently thinking about the short-term strategies of how to be able to work towards my long-term goal of becoming an executive in an international organization. First of all, I am identifying possible factors and sources of indecision:
Lack of self-information: Hereby I am asking myself whether I really understand my interests, strenghts, values and also weaknesses. How could I transform my weaknesses into strenghts? Lack of internal work information: While currently working as the alumni assistant at Webster University Vienna it is questionable whether there would be an employment opportunity with promotional character? Lack of external work information: Do I have sufficient information about companies or organizations where I could find a job that fits to my profile?
The Essay on Career Goal-Setting Worksheet
1.Adjust your professional or career goal you created in Week Two based on the Career Plan Building Activities results from the My Career Plan assignment. How did the results of the Career Interest Profiler and Career Plan Building Activity on Competencies contribute to your professional goal development? The results of my Career Plan Building and Career Interest Profiler on competencies ...
Lack of decision making self-confidence: Am I confident to make my career decisions? Decision- making fear and anxiety: Even though I have done the general MBA, would there be a possibility to work in the field of marketing? Nonwork demands: As I am single and just at the start of my career I am able to invest also private time into work. Situational constraints: At the age of 24 I should be able to reach my career goals in expected 10 years with a possibility of attaining a second degree.
During my studies, I was working during summer for a technical company as a project assistant. Even though I saw this position as a step towards my long-term goal I soon realized that I could not manage the inflexible working hours and therefore quit the job with the aim of focusing more on the MBA program. Honestly, I do not regret my decision because during my first few working weeks, I realized that the technical environment did not fit to my preferred working environment, even though project management was of interest to me. The consequences of my action was the prioritization of my academic studies and the goal of working in an international environment, rather than a local one.
Do most people choose occupations that match their talents, values, interests and desired life-style? What are some obstacles to establishing such a match?
Do most people choose occupations that match their talents, values, interests and desired life-style? What are some obstacles to establishing such a match?
Four themes capture the thinking on the occupational choice process starting with the matching process where individuals seek an occupation that is consistent with their talents but finally it is the occupational decision making process that evolves over time as people develop themselves gradually. Moreover, the occupational choice is a decision-making task in which people evaluate the likelihood that alternative occupations will provide outcomes and last but not least the a person´s social background and the economic situation influence the entire decision making process. Even though many people are trying to choose an occupation based on their interests, talents or values, it is not always a straight-forward and easy task. Let me illustrate this point with an example. Think about a girl at the age of 14 having the dream of becoming a dancing star. Some obstacles that might arise are the following:
The Essay on Big And Working Girl Corporate America
Stephen Ferruzza Professor Housel March 8, 2000 Essay # 2 Opinions and views that take place in Hollywood movies are intended to be realistic. To the viewer, the plots and stories seem so believable that reality becomes faded and a simulated world becomes present inside their minds. In the movies Big and Working girl, Corporate America is portrayed actually the way it is. The atmosphere in ...
Can the girl afford to go to a dancing school?
What is the parent´s point of view regarding the girl´s dream occupation? Is there a high chance of earning a good salary when being a professional dancer? Does the girl understand the sacrifices involved when working towards the goal of becoming a dancer? When answering all these questions, one may find out that even though the girl´s interests lie in dancing, the person´s social background or economic situation might not allow the girl to pursue her dream.
Under mentoring we understand the relationship between junior and senior colleagues. To establish a relationship with a mentor is an event of early adulthood and finding a mentor is part of a developmental task of an early career.
A mentor has the duty to educate and guide the junior peer and acts mainly as a teacher or friend. Moreover, the senior peer´s aim is to educate the junior colleague on educational, occupational, physical, social and spiritual level. The mentor-protege relationship is based on trust and affection. Various mentoring functions can range from sponsorship which has the psychosocial function of role modeling to coaching and counseling. Other mentoring functions could be the building of a mutual friendship and protection from the mentor. Furthermore, proteges in their early career stage seek for a mentor in order to receive guidance in their development.
According to research it is proven that individuals who had a mentor were earning more money at earlier stage and were better educated. In some situations, the establishment of a network of mentors can be more beneficial than relying on only one mentor. The reason for this is that not every mentor can provide advice and support with the same intensity. If not having access to a mentor, subordinates, peer and customers can also provide job-related feedback, career strategy information and emotional support. Additionally, discussion groups, seminars and social gatherings are recommendable for junior colleges who need assistance with their career establishment or getting to know an organization´s values and goals.
The Term Paper on Supervisors And Manager Employees Organization Mrwmd
I'd give you an A, not many mistakes. Just check on a few things. ORGANIZSATION CULTUREATMRWMD: DOES IT SUPPORT THE ORGANIZSATION MISSION? Table of contents? Introduction 1. The Monterey Regional Waste Management District (MRWMD) had humble beginnings in 1951 when forward thinking county officials had a vision of a better waste management system for the Monterey Peninsula, ending the era of ...
Although plateauing can happen to anybody at a certain time of career stage, it is more relevant to seasoned employees. Therefore, plateauing is a main issue in midcareer. A career plateau is a a stage when an individual is unable to rise further within an organization or when the likelihood of additional hierarchial promotions is low. Firms mostly have two reasons for why they plateau an employee. First of all, the organization may have constraints or the employee might not be able to advance further. In general, organizations may plateau employees for organizational constraint or assessment reasons.
In some cases, employees declare their willingness to get plateaud due their own personal choice of not taking more responsibilites or having the desire to focus more on nonwork activities. Moreover, plateaud employees might be steretyped as “deadwood“. Most individuals regard plateauing as negative. There are two kinds of structurally plateaud employees: “the solid citizen“, who is still performing effectively in the current job and the “deadwood“ whose job performance is substandard. Although the solid citizen performs the bulk of the organization´s work, managerial attention and concern are frequently directed toward encouraging the fast track stars and punishing the deadwood. Therefore, a major challenge for management should be the prevention of solid citizens from becoming deadwood.
Finally, organizations can help plateaud employees to understand their unique problems, develop clear performance standards, provide continuous training and establish flexible work patterns.
