Career Development
Career development
not only improves
job performance but
also brings about
the growth of the personality. Individuals not only mature regarding
their potential capacities but also become better individuals.
Purpose
of development
Management
development attempts to improve managerial performance by imparting
ü Knowledge
ü Changing
attitudes
ü Increasing
skills
The major
objective of development is managerial effectiveness through a planned and a
deliberate process of learning. This provides for a planned growth of managers
to meet the future organizational needs.
Career Stages
Four distinct
career stages have
been identified: trial,
establishment/advancement, mid-career, and late career. Each stage
represents different career needs and interests of the individual
1 Trial
stage
The trial
stage begins with an individual's exploration of career-related matters and
ends usually at about age 25 with a commitment on the part of the individual to
a particular occupation. Until the decision is made to settle down, the
individual may try a number of jobs and a number of organizations.
Unfortunately for many organizations, this trial and exploration stage results
in high level of turnover among new employees. Employees in this stage need
opportunities for self-exploration and a variety of job activities or
assignments.
2 Establishment Stage
The
establishment/advancement stage tends to occur between ages 25 and 44. In this
stage, the individual has made his or her career choice and is concerned with
achievement, performance, and advancement. This stage is marked by high
employee productivity and career growth, as the individual is motivated to
succeed in the organization and in his or her chosen occupation. Opportunities
for job challenge and use of special competencies are desired in this stage.
The employee strives for creativity and innovation through new job assignments.
Employees also need a certain degree of autonomy in this stage so that they can
experience feelings of individual achievement and personal success.
3 Mid Career Crisis Sub Stage
The
period occurring between the mid-thirties and mid-forties during which people
often make a major reassessment of their progress relative to their original
career ambitions and goals.
4 Maintenance stage
The
mid-career stage, which occurs roughly between the ages 45 and 64, has also
been referred to as the maintenance stage. This stage is typified by a continuation
of established patterns of work behaviour. The person is no longer trying to
establish a place for him or herself in the organization, but seeks to maintain
his or her position. This stage is viewed as a mid-career plateau in which
little new ground is broken. The individual in this stage may need some
technical updating in his or her field. The employee should be encouraged to
develop new job skills in order to avoid early stagnation and decline.
5 Late-career stage
In this
stage the career lessens in importance and the employee plans for retirement
and seeks to develop a sense of identity outside the work environment.
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