Chapter 3

Valuesabstract outcome that a

person wants to attain, rewards, payoffs,
other aspects of a career, interests,
personality factors, talents or abilities,
lifestyle preferences, and any weakness or
short comings.
Learn values by analyzing life history,
identifying the kinds of career decisions
made, and examining the reasons behind
these decisions

Primary Life Values:

Theoreticaldiscovering knowledge
Economic
Aestheticcreating beauty in the world
Religious
Socialhelping others
Politicalgaining power

A person with strong material and political

values is unlikely to be happy in an
occupation that pays poorly and provides
little opportunity to exercise leadership
qualities

Interestslikes and dislikes

attached to specific activities or
objects which is derived from values,
family life, social class, culture and
physical environment.
People who choose career fields
compatible with their interests tend
to be more satisfied than those
whose incompatible

Orientations by John Holland:

SIX OCCUPATIONAL THEMES
Realisticthe doers
Investigativethe thinkers
Artisticthe creators
Socialthe helpers
Enterprisingthe persuaders
Conventionalthe organizers

Personality influence career choices.

Talent component referred to
aptitudes or capacities and currently
developed skills and proficiencies
which can be appreciated by
reviewing accomplishments in
school, work and other parts of life.

Cluster of self perceived talents, motives

and values, that forms nucleolus of a
persons occupational self-concept.
Career Competence Anchors:

Technical/Functional: remain within their

area
Managerial: integration of efforts of others,
accountability for total results, tying
together of different functions.

Career Competence Anchors:

Autonomy/Independence: decide when to

work, on what to work and how hard to work
Security/Stability: prefer stable and
predictable work
Service/Dedication: some valued outcome,
improving the life of others
Pure Challenge: solving unsolvable
problems, seek novelty, variety and
challenge

Career Competence Anchors:

Lifestyle Integration: harmonious

integration of family and career activities
Entrepreneurship: want freedom to build
and operate their own organization in
their own way
An accurate picture of work and non work
aspirations produce an awareness of a
desired life-style

Individual assessment instruments

Strong interest Inventory (SII)
Vocational Preference Inventory (VPI)
Self Directed Search (SDS)
These instruments attempt to measure
pattern of interest and link to specific
occupation that are satisfying to
individuals with same interest pattern

Individual assessment instruments

General Aptitude Test Battery (GATB)

Myers-Briggs Type Indicator (MBTI)
Sixteen Personality Questionnaire (16 PF)
Fundamental Interpersonal Relations
Orientation-Behaviour (FIRO-B)
Lifestyles Inventory
Rokeach Value Survey

It benefits both for individual employee

and for the company
Techniques:

Career planning Workshops: participants

formulate, share and discuss with each
other personal factors as strengths,
weaknesses, values and other personal
information

Techniques:

Career Workbooks: individual, self-directed

fashion rather than on a participative
interactive basis.
Assessment Centers: assess employee
career potential. Gain feedback on
personality styles, profeiciencies and
weaknesses

Occupations:

Task activities
Ability/training requirements
Financial rewards
Security
Social relationships
Physical setting
Life-style considerations

Time commitment to work

Work stress

Jobs:

Task variety
Task significance
Ability/training requirements
Financial reward
Security
Social relationships
Physical setting
Lifestyle considerations
Time commitment to work
Work stress

Organizations:

Industry outlook
Financial health of organization
Business strategies
Career path flexibility
Career management practices/policies
Size and structure
Reward system

Families:

Spouses career aspirations

Spouses emotional needs
Childrens emotional needs
Other family members need
Familys financial need
Familys desired life-style
Self and spouse career stage

Industry Outlook
Financial health, social, intrinsic rewards
Business strategy
Size w.r.t. mobility opportunities
Org support through training, appraisal, job
posting & seminars
Availability of flexible career paths
Cultural outlook

Two Categories

Externalgathering information on
specific occupations, jobs, organizations
and industries
Internalgathering of career related
information within ones own firm; include
job posting programs career ladders/career
path planning, career resource centers, inhouse seminars and workshops

Key Sources of Information:

Industry profiles
Annual report
Family, Friend and former co-workers
Reference materials about jobs and
occupations
Outplacement and career counseling firms
Dictionary of occupational titles
Internet

Incomplete exploration

Accept status quo

Dont Understand consequences
Little importance to work role
Low self-esteem need
Premature halt to gain sense of security

Coerced exploration

Pressure from a superior, relative or friend

Personal commitment

Random and Diffused exploration

Unfocused and does not build on results of

prior activities

Ineffective Forms of exploration

Speak to family member, attend a career

day seminar, seek part time employment,
contact professional organization or peruse
activities in combination

Defensive Self-exploration

Need to obtain information from an activity

and process it accurately and
constructively

Exclusion of Non-work
Consideration

Time and emotion spent at work can affect

quality of ones family or personal life.

Occupations are chosen, jobs are

sought and promotions are mostly
accepted without consideration of
consequences.
Work, family, community, leisure and
religion all need to be examined and
incorporated into career planning
programs