Professional Documents
Culture Documents
Conceptual: persons significant values, interests, talents, and lifestyle preference Operational: translation of a conceptual goal into a specific job or position
Expressive: intrinsic enjoyment derived from goal related experience Instrumental: accomplishment to attainment of subsequent goal; e.g. Manager to VP
Lack of self information Lack of internal work information Lack of external work information Lack of decision making OR fear and anxiety Non-work demands
Encourage Experimentation
Speaking with counselor Joining a support group for newly transferred employees Attending seminar/s
Complete elimination of decision making stress and anxiety and reexamine decisions
Vigilant Type: selection of decision was made in a well informed fashion Hyper-Vigilant Type: conducted in a tense and hasty manner
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Competence in Current Job: attempt to perform effectively in ones current job Extended Work Involvement: devote time energy and emotion by working beyond normal hours and extended work involvement Skill Development: acquition of skills through education, training and job experience to help performance in
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Image Building: to convey an appearance of success and suitability. E.g being married, participating in community activities and dressing properly Organizational Politics: agreeing with or flattering boss, advocating company practices, not complaining about rules or regulations and forming alliances or coalition with others in the organization
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Particular strategy depends on nature of career goal. Depends on organizations norms and values No limit to one single but a variety of strategic behaviors Test interest and commitment to a goal Reflect steps to be taken and area to be avoided
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Reexamine your long-term goal Identify behaviors, activities and experience to reach long term goal Examine short term goal Identify behaviors, activities and experiences to attain short term goal Combine list of strategies for short and long term goals
Career Appraisal
Its an early warning control system Career related feedback gathering and using, serves this function. There are two specific functions:
1. It can test appropriateness of a particular career strategy 2. Feedback can test the appropriateness of the goal itself
Willingness to see and make revisions in goals and strategies when appropriate.
a. Be honest with yourself b. Be less concerned with having to justify your prior decisions to others c. Be willing to be inconsistent
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Periodically review appropriateness of your conceptual and operational goals Structure your interactions with your supervisor to acquire desired information, your strengths and weaknesses and organization needs Seek feedback from non work sources
Others may see parts of you that are hidden to yourself. Verbally expressing goals, desires, reservations and strategies may help clarify your own feelings Others may be willing to share their own successes, failures and revelations that bear on your circumstances