PART ONE THE CAREER MANAGEMENT PROCESS:THEORY AND APPLICATION 1
CHAPTER 1 INTRODUCTION TO THE STUDY OF CAREERS 1
The Changing Landscape of Work 4
Job Loss 4
Internationalization 4
Technology 5
Changing Structure of Organizations 5
Changing Nature of Work 6
Work and Family Life 7
Culturally Diverse Workforce 7
Definitions of Career Concepts 8
What is a Career? 8
Career Management 12
Career Development 12
Need to Understand Career Management 13
Individual Perspective 13
Organizational Perspective 15
Summary of the Contemporary Workplace 17
Discussion Questions 18
Assignment 18
Summary 18
Endnotes 19
CHAPTER 2 MODEL OF CAREER MANAGEMENT 23
Overview of the Career Management Model 24
Theory and Research on the Career Management Process 26
Career Exploration 26
Types of Career Exploration 27
Awareness 29
Effect of Career Explorationon Career Management 29
Career Goal 30
Career Strategy 31
Career Appraisal 32
Career Management as an Ongoing Process 34
Indicators of Effective Career Management 35
Summary 37
Assignment 37
Discussion Questions 37
Endnotes 38
A Note to the Reader on Learning Exercises 41
Types of Career Exploration 41
CHAPTER 3 APPLICATIONS OF THE CAREER MANAGEMENT MODEL:A Gu1DE TO CAREER EXPLORATION 41
Self-Exploration 42
Techniques for Effective Self-Exploration 47
Collection of Data 47
Integrated Career Planning Systems 50
Organization-Sponsored Self-Exploration Programs 50
Informal Self-Exploration 52
Theme Identification 52
Environmental Exploration 53
Techniques for Effective Work Exploration 57
Understanding One s Preferred Work Environment 58
Overcoming Obstacles to Career Exploration:A Set of Guidelines 59
Self and Environmental Exploration:A Reciprocal Relationship 62
Summary 63
Assignment 63
Discussion Questions 63
Endnotes 64
CHAPTER 4 APPLICATIONS OF THE CAREER MANAGEMENT MODEL:GOALS,STRATEGIES,AND APPRAISAL 67
Career Goal Setting 67
Components of Career Goals 68
Development of Long-Term and Short-Term Conceptual Goals 69
Development of Long-Term and Short-Term Operational Goals 70
Are Long-Term Career Goals Necessary? 70
Overcoming Obstacles to Goal Setting:A Set of Guidelines 71
Inability to Set Career Goals:Career Indecision 75
Implications of Goal Setting for Organizations and their Employees 80
Facilitate Self-Awareness 80
Facilitate Awareness of the Environment 80
Encourage Experimentation 81
Respond to Chronic Indecision 81
Benefits to Organization 82
Discourage Career Hypervigffance 82
Career Strategies 84
Types of Career Strategies 84
Guidelines for the Development of Career Strategies 87
Career Appraisal 91
Types and Sources of Information Derived from Career Appraisal 92
Guidelines for Effective Career Appraisal 93
Career Management:A Blend of Formal and Informal Activities 94
Summary 96
Assignment 97
Discussion Questions 97
Endnotes 98
CASE 1:CAREERS OF MICHELE TERRY AND JOE FRANCIS 101
PART TWO STAGES OF CAREER DEVELOPMENT 105
CHAPTER 5 CAREER DEVELOPMENT:AN OVERVIEW 107
Adult Life Development 108
Erikson s Approach to Life Development 108
Levinson s Approach to Adult Life Development 109
Stages of Career Development 117
Stage 1:Occupational Choice:Preparation for Work 117
Stage 2:Organizational Entry 118
Stage 4:The Midcareer 120
Stage 3:The Early Career 120
Stage 5:Late Career 121
Difficulties in Applying a Career-Stage Perspective 121
Summary 123
Assignments 124
Discussion Questions 124
Endnotes 124
CHAPTER 6 OCCUPATIONAL CHOICE:PREPARATION FOR WORK 127
Theories of Occupational Choice 128
Occupational Choice as a Matching Process 129
Occupational Choice as a Developmental Process 131
Occupational Choice as a Decision-Making Task 133
Social and Cultural Influences on Occupational Choice 135
Occupational Choices of Women 138
Occupational Choices of American Minorities 142
Guidelines for Effective Occupational Decision Making 144
Development of Self-Awareness 144
Development of Accurate Occupational Information 145
Effective Goal Setting 146
Development of Career Strategies 146
Assignments 148
Summary 148
Discussion Questions 149
Endnotes 149
CHAPTER 7 ORGANIZATIONAL ENTRY 155
Theories of Organizational Choice 157
Role of Expectations in Organizational Entry 158
Development of Unrealistic Expectations 158
Organizational Entry in Later Adulthood 163
Organizational Actions During the Entry Process 164
Attraction of Job Candidates 164
Realistic Recruitment 166
Do Realistic Job Previews Work? 167
Assessment and Selection 169
Individual Actions During the Entry Process 170
Development of Self-Awareness 171
Identification of Prospective Employers 171
Effective Job Interview Behavior 172
Assessing Organizations 174
Choosing Organizations 176
Summary 176
Assignment 177
Discussion Questions 178
Endnotes 178
CHAPTER 8 EARLY CAREER:ESTABLISHMENT AND ACHIEVEMENT 181
Establishment Period 182
Content Areas of Socialization 183
Stages of Organizational Socialization 184
Mutual Acceptance and the Psychological Contract 188
Continuing Tasks 189
Floundering:Leaming through Experience 190
Effective Orientation Programs 192
Effective Recruitment 192
Organizational Actions During Establishment 192
Early Job Challenge 193
Frequent and Constructive Feedback 195
The First Supervisor:A Critical Resource 195
Encouragement of Mentor Relationships and Other Supporting Alliances 196
Individual Actions During Establishment 199
Career Exploration and Goal Setting 199
Career Strategies—Influencing the Environment 199
Achievement Period 201
Provide Sufficient Challenge and Responsibility 202
Organizational Actions During Achievement 202
Performance Appraisal and Feedback 204
Construction of Realistic and Flexible Career Paths 204
Stimulate Career Exploration 205
Individual Actions During Achievement 206
Set Realistic Goals 206
Performance and Responsibility on the Current job 207
Mobility Paths 207
Attaining Sponsorship 209
Word of Caution 209
Summary 210
The Early Career:A Question of Timing 210
Assignment 211
Discussion Questions 211
Endnotes 212
CHAPTER 9 MIDDLE AND LATE CAREER ISSUES 219
Middle Career Years 220
Confronting the Midlife Transition 220
Remaining Productive:Growth,Maintenance,or Stagnation? 221
Career Plateau 221
Obsolescence 225
Midcareer Change 226
Organizational Actions During Midcareer 228
Help Employees Understand Midcareer Experiences 228
Provide Expanded and Flexible Mobility Opportunities 229
Utilization of the Current Job 229
Encourage and Teach Mentoring Skills 230
Training and Continuing Education 230
Broaden the Reward System 231
Individual Actions During Midcareer 231
Dealing with job Loss 232
Late Career 234
Productivity 235
Preparation for Retirement 236
Organizational Actions During Late Career 238
Performance Standards and Feedback 238
Education and Job Restructuring 239
Development and Enforcement of Nondiscrimination Policies 239
Development of Retirement Planning Programs 239
Establishment of Flexible Work Patterns 240
Individual Actions During Later Career 240
Summary 241
Discussion Questions 242
Assignment 242
Endnotes 243
CASE 2:NATALIE THE RETAIL MANAGER 249
CASE 3:GEORGE THE BANKER 255
PART THREE CONTEMPORARY ISSUES IN CAREER MANAGEMENT 259
CHAPTER 10 JOB STRESS 261
job Stress:An Overview 262
Sources and Consequences of Stress 263
Type A Behavior as a Source of Stress 267
Career Transitions as a Source of Stress 269
Employment Bias as a Source of Stress 271
Burnout 272
Coping,Social Support,and Stress 275
Organizational Actions 278
Summary 282
Assignment 283
Discussion Questions 283
Endnotes 283
CHAPTER 11 INTERSECTION OF WORK AND FAMILY ROLES:IMPLICATIONS FOR CAREER MANAGEMENT 289
Model of Work-Family Conflict 290
Work-Family Integration 295
Two-Career Family 296
Sources of Stress in the Two-Career Relationship 297
Work-Family Conflict 297
Restricted Career Achievements 298
Competition and Jealousy 300
Identity Problems 300
Impact of Two-Career Status on Children 301
Quality of Life In Two-Career Families 301
Social Support 301
Coping with Two-Career Issues 302
Flexibility 303
Organizational Responses to Work-Family Issues 304
Dependent Care 305
Flexible Work Arrangements 307
Changing the Organization s Work-Family Culture 311
Career Management and the Quality of Life 314
Summary 318
Assignment 318
Discussion Questions 319
Endnotes 319
CHAPTER 12 MANAGING DIVERSITY 325
Fairness in Organizations 326
Career Advancement 327
Job Performance Assessments 328
Lost Opportunities 329
Model of Organizational Fairness 331
Stereotypes 332
Psychological Distance 333
Cultural Misunderstandings 334
Is Diversity Inherently Valuable? 335
Conclusion 337
Elimination of Access Discrimination 338
Organizational Actions 338
Characteristics of the Multicultural Organization 338
Mutual Accommodation 339
Elimination of Treatment Discrimination 339
Structural Integration 340
Minimal Intergroup Conflicts 340
Responsive to Work-Family Issues 340
Organizational Approaches to the Challenges of Diversity 341
Affirmative Action 341
Organizational Programs and Policies 342
Valuing Differences 342
Managing Diversity 342
Communication Regarding the Meaning and Importance of Diversity 343
Unbiased Hiring Systems 344
Identification of Critical Diversity Issues 344
Diversity Training 345
Language Policies and Programs 345
Sexual Harassment Policy 346
Full Use of Career Systems 346
Leadership and Accountability 348
Family-Responsive Programs and Policies 348
Managing Diversity: Opportunities and Competence 349
Individual Actions 351
Summary 353
Assignment 354
Discussion Questions 354
Endnotes 354
CHAPTER 13 ENTREPRENEURIAL CAREERS 361
Entrepreneurship:An Overview 362
Choosing an Entrepreneurial Career 363
Autonomy and Independence 364
Personal Characteristics 365
Environmental Conditions 367
Passion for a Product or Service 369
Presence of Role Models 372
Support for the Entrepreneurial Career 374
Characteristics and Experiences of Female and Minority Entrepreneurs 376
Female Entrepreneurs 377
Minority Entrepreneurs 379
Selecting and Managing the Entrepreneurial Career 381
Summary 384
Discussion Questions 385
Assignment 385
Endnotes 386
CASE 4:STRESSED SALESWOMAN 393
CASE 5:BUDDING ENTREPRENEUR 395
PART FOUR CAREER MANAGEMENT IN WORK ORGANIZATIONS 399
CHAPTER 14 HUMAN RESOURCE SUPPORT SYSTEMS 401
Integration of Career Management with Human Resource Systems 402
Organizational-Level Activities 405
Individual-Level Activities 412
Matching Processes 414
Illustrations of Career-Oriented Human Resource Systems 417
Summary 418
Assignment 419
Discussion Questions 419
Endnotes 419
CHAPTER 15 ORGANIZATIONAL CAREER MANAGEMENT SYSTEMS 423
Overview of Career Management Practices in Organizations 423
Anticipatory Socialization via Internships and Apprenticeships 424
Realistic Recruitment 426
Employee Orientation Programs 428
Individual Leaming and Development 429
Job Challenge and On-the-Job Experiences 431
Performance Feedback and Coaching 432
Mentoring and Supportive Alliances 433
Dual Promotion Ladders 435
Dealing with the Career Plateau 437
Late-Career Activities 438
Redeployment and Outplacement Programs 440
Pre-retirement Programs 441
Summary 442
Endnotes 443
Discussion Questions 443
Assignment 443
CHAPTER 16 CLOSING THOUGHTS ON CAREER MANAGEMENT 447
Preparing for the Future 448
Assignment 449
Discussion Question 450
Endnotes 450
CASE 6:CASE OF THE STAR PERFORMER 451
CASE 7:CASE OF THE CORPORATE POLICY CHANGE 453
LEARNING EXERCISES 455
INDEX 475