Career Development Theories - Essay Example

PERSONAL CAREER PLAN Name: Institution: Date: Introduction Researchers and psychologists have come up with various interesting theories to explain career development and preferences. In this paper I will focus mainly on those theories that I believe have contributed much to career development and planning. The paper explains various interventions and their benefit to career. Career development strategies and career planning practices are also discussed in relation to local contexts and global market. Career Development Theories Career development is constant learning experiences over life time of a person that is focused on searching, finding and evaluating information about oneself, getting to know the best choice of education and occupation among the possibilities, changes in lifestyle and part alternatives (Brown, Lent, 2013). Career theories bring sense of the knowledge thus gathered and assist on work with others in making proper decisions on career. There are a number of career development theories that have contributed much to career development that have evolved for the last couple of decades and can be categorized into four groups. These four I think have contributed most to career development. Trait-factor theories Psychological or social learning theories Theory of work adjustments or decision Developmental theories Holland’s trait factor theory Trait factor theory has best been explained by Holland. His theory is supposed to be the best theory that has been properly researched and is the most applied by experts. In summary, the trait factor theory by Holland explains different personalities that are essential to career choice and development and matching these traits to the work environment. He states that well persons who understand their personalities well and choose to work in the stimuli that match their traits get satisfaction in their career and are successful. The feelings and actions of individual at work are dependent largely on the environment of the work. One will be much comfortable working with people of similar traits since they are able to do many things that colleagues do (Holland, 1985).  Theory of Krumboltz Learning theory of career development and preference has backbone of establishment in the work of Krumboltz. He asserts that observation and experience are the major platforms for learning. He then narrows down the vocation selection process on the events of life that affect the choices though he states that Individuals with inherited qualities might possess unique capacities to do particular tasks yet others might be limited. Experiences from learning may lead to one developing some skills and do some activities that will lead to their career preference. The theory takes into account the changes that are likely occur in the work places and the social setup need to be dealt with appropriately. His theory thus gives deep look into the means of dealing with the some vocation experience whose control is limited. He states that social factors which are not predictable, other events that happen by chance and the factors in the surrounding have significant effect on the life of workers. Thus the counselors have a duty to assist people to have positive approach to events that happen without expectation (Ghojavand, Zahra, kishan, Neelam. Ramnath, 2012) Social Cognitive Career Theory Social Cognitive Career Theory (SCCT) also known theory of work adjustments or decision as, was developed by Albert Bandura, he focuses majorly on the individual’s effectiveness or efficiency which is the trust in one’s capacity to integrate and act upon the work problem effectively and produce the required result. He asserts that the level of self-effectiveness determines whether the individual’s expending effort to solve personal and interpersonal problems is acted upon, the amount of effort that comes out, and the endurance or the length of time the effort is sustained in the presence of a challenge (Super, Bachrach, 1957). This theory gains ground since self-efficiency has effect on the functioning of most people as it leads to persons making best choices concerning behavior, it gives motivation to the individual because of their belief that they are efficient, it influences the patterns of thinking of persons and even their responses to situations. Self-efficiency faith and results prospect thus determines person’s interests, aims, undertakings, and their eventual achievements. Donald Super’s Developmental theories Developmental theories developed by Donald Super points to the biological, psychological, sociological and cultural factors that affect the choice of occupation, changing occupation, and leaving occupations. It is much more on developing and practicing a self-concept which it is more realistic and stable leads to a stable occupational choice and a stable character. The idea of Super has had significant influence on most education programs on career and has been widely applied in the same (Super, 1995).  These theories of career development differ in perspectives yet one still complements the other. Each theory has its own strengths and weaknesses and disadvantages at the same time. I believe Donald Super’s developmental theory best reflect my belief in the manner in which careers develop. This is because personally I have gone through numerous changes in career development in the course of my life, the change that tends to follow the developmental theory from age to age as I discover myself and tend to earn more about the changes in preferences of employers and the work environment (Super, 1995). The nature of my career order is been much due to life stages featured by growth, exploring, establishing, maintaining and declining plus having tried several careers which have reshaped my desire and preferences. For example at some instance of my young age I was attracted to become a soccer player, at one time it changed to boxing, then to doctor, pilot and engineer until an age of establishment and self-discovery that I work on my statistical career goal. Career interventions Career interventions are those actions with the main goal of exploring and advancing an individual’s career development by aiding the person in making, carrying out, and deriving benefits from a range of decisions on career (Duggan, Jurgens, 2007). There exist various features of career intervention that have been employed in this century the best of which I think will help me achieve the best out of my occupation include but not limited to: seeking counseling on my career, assessment interpretation, attending varied career workshops and different classes on career, employing career guideline methods from computer aid. From these systematic interventions on career development I will be in a better position to: develop as well as maintain awareness on my occupation and career; develop and save skills and knowledge for my career; get knowhow on engaging in lifelong learning; seek employment efficiently and be able to receive as well as promote mentorship on career; develop and maintain skills in diversity of culture and communication. Super’s theory of career development clearly shows that mentoring and coaching could by career intervention practices. As one develops from stage to the other and probably different interest and mindsets develop, once career path and choice could be deeply influenced by well-informed mentorship and coaching one into the desired occupation. This can produce very effective personnel in the chosen field (Super, 1995).  Career Development Strategies in local contexts There are many organizations that offer exciting opportunities for career development of their employees. Examples of such are DHL, Ericson, Omnicom Media Group, THE one, Estee Laudia, Weber Sandwick, fun city among others. These organizations have put in place strategies to help in coaching, training, developing and preparing one for greater opportunities and performances. The most effective strategies employed by these companies range from providing the best tools to employees, attracting the best talents and developing them into happier and more productive personnel. They breed a notion of excellent care for the workers hence excellent service. Many of them conduct surveys annually and discuss the outcomes with the employees to determine areas of improvement. Some organizations have come up with career development support to assist the self-initiated career development of workers.  There are also career seminars and counseling to workers when requested, providing the platform to focus on the future vocation plans and finds ways to increase their own development. Career Planning Practices in the local and global contexts Career plan development incorporates a choice of competency based elements that focus on the needs of the work groups. Here are some of the most effective practices on management of employees’ career plan and development. Engage in career learning programs and workshops on career planning. Many companies hold periodic workshops where the employees are equipped with knowledge that enable them take good charge of their occupations. This is done by first examining their capabilities, desires and core-values. This is followed by the process of plan in which an exploration of the organizations needs to forecast any future alternatives and how to get prepared for them. This makes the employees ready for career talks with their managers and supervisors thus production both locally and competitiveness in the global market (Rothwell, Jackson, Ressler, Jones, Brower, 2015). The Apple Computers is an example of organizations that have effectively employed this practice. Conducting vocation training for managers Conducting training workshops for the managers equip them with the knowledge on aiding employees efforts by familiarizing themselves with career assessment and planning process, putting into practice vocational training techniques, preparing for different and varied types of career talks initiated by the employees, and being able to honestly reply even as employees learn to take command of their occupations.  Hence they are at per with the trending and changing demands and development of the employees (Rothwell, Jackson, Ressler, Jones, Brower, 2015). Setting of career centers for employees Many organizations have established working career centers where employees go self-evaluation and assessment. These centers offer varied services that give effective and fast outcomes which range from assessing ones’ competence, confidential counseling, managing occupation and training on the ability to adapt to results of a catastrophic failure. A good example is Advanced Micro Devices, IBM, Motorola among others have set up career training centers (Marchington, Wilkinson, 2006 Doing business briefings openly Some companies have resorted to discussing openly those strategic decisions and plans that may affect the works and skills that may be demanded in the future as a platform to meet the employees as they as they plan for careers within the organization. For example Sun Microsystems, 3com, Advanced Micro Devices, Intel and Microsoft are doing that. At 3Com there is a weekly open discussion about the status of the business its implication to the employees and future expectations. IBM on the other hand runs an employee website that is always fed with the information on strategic direction of the company. Sun and Intel have efficient means and has promised their employees through their respective chairmen of disclosing constantly necessary information on strategic plan so that they can figure out whatever that would mean to them thus helping the employees to plan well even as thy develop their career (In Pendakur, 2016).  Mentoring program Many companies have formalized mentoring and support programs with the CEO and senior managers participating actively in the programs thus building a hierarchy of mentorship. This has led to retaining of most employees since most of the workers are well informed, equipped and with good plans for future demand of the company (In Busacca, In Rehfuss, 2016). Examples of companies that have implemented the same are: Hewlett-Packard, Texas Instruments, Ford Motor Company, IBM, PWC, Quaker Oats Company. There are many local companies which have also implemented these useful career planning practices and are doing great in terms of employee assistance in career development and upgrade. DHL is one such company which has many people practices and policies aimed at inspiring and developing their workers to the best. Omnicom Media Group is ever determined to see to it that its workers have plenty of good life balance by conducting human resource forums and allowing their employees to air out their views and demands (Friedman, 2014). Self-analysis So far I have acquired the following skills: strong interpersonal skills, effective team skills, communications, proper planning and organization, organizational knowledge and competence, problem solving and analytical ability, judgment, direction and motivation, decisiveness, flexibility. Yet I still need to work on and acquire more practical knowledge and skills on supervisory role performance, specialty competence, organizational knowledge, leadership competencies in terms of technical management, human resource management and influencing and negotiating. Below is a summary report on the result of a career test that I have taken on my skills. According to the test I can work well as operations research analyst where I will be needed to formulate and use statistical modeling and other methods of optimization in developing and interpreting information that will help management with decision making, formulation of policy. That I may collect, record and analyze data and develop decision support software, service or products. Develop and supply optimal time, cost, logistics network for program evaluation and implementation. Need proper knowledge in mathematics, computer and electronics, English language and judgment and decision making. The short term activity that I need to undertake to acquire the needed KSAs is to go through a systematic and vigorous training program as well as looking for mentorship programs. I will want to monitor trends and developments in my field, evaluate the current and future requirement of my career, identifying the gaps that may be between current and future state of the required skills and finally undertaking all the activities in the development plan. Short term goals My short term goal is to learn everything possible about statistics and data analysis. I intend to get into a position where I use the knowledge I have acquired through education to gain real life and outdoor practical experience. Thus my immediate goal is tom learn an become much skilled in the field statistical analysis using computer software analysis tools. Long term goals My long term goal is to complete my master’s degree supposedly in three years’ time 2018. Conducting a rigorous study and detailed study of big data and acquiring a career in a recognized and highly rated organization where I can apply the knowledge and further learn new ideas and become innovative in the field after completion of the university degree. I also intend to build effective data science learning directory that uses data science techniques to recommend content users to assist others to learn data science; a project I want to work on between 2017 and 2019. I want to reach a level where I have enough skills and projects under my supervision and management to call myself data scientist with a specialty in university data advancement. In one way or the other become a leader of a team of data scientists. References Brown, S. D., & Lent, R. W. (2013). Career development and counseling: Putting theory and research to work. Hoboken, N.J: Wiley. Duggan, M. H., & Jurgens, J. C. (2007). Career interventions and techniques: A complete guide for human service professionals. Boston: Pearson/Allyn and Bacon. Ghojavand, Zahra, & kishan, Neelam. Ramnath. (2012). The Effect of Career Counseling Based on Krumboltz’s Social Learning Theory (LTCC) on Improving Students’ Entrepreneurial Self-Efficacy - A Study. The International Institute for Science, Technology and Education (IISTE. Holland, J. L. (1985). Making vocational choices: A theory of vocational personalities and work environments. Englewood Cliff, NJ: Prentice-Hall. Rothwell, W. J., Jackson, R. D., Ressler, C. L., Jones, M. C., & Brower, M. (2015).Career planning and succession management: Developing your organization's talent--for today and tomorrow. Top of Form Bottom of Form Read More