Hello.. I hope all is well. I need help with doing a homework. I’ve uploaded 2 files. the first one is the file you gonna answer the questions in. and the other file has all the answers so you gonna look at the second file and paraphrase the answers in the first file. I just need you to re-write the answers in your own words. i’ve answered from module 1-4. So answer the rest after module 4. Also, I need the answers from module 5-8 by this coming tomorrow. Can You do that for me? Thank you and if you have any question please let me know.
career_develompent_workbook_.docx
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SUMMER 2016
HURD 608
CAREER MANAGEMENT 4
SCHOLAR
WORKBOOK
Adapted From CAREER MANAGEMENT 4th Edition, Greenhaus, Callanan & Godshalk
Important Read!!!
Grading Criteria for this product is not solely contingent on you
filling in the blanks of this workbook, but your ability to thoughtfully
complete the following tasks located in the back of this workbook
beginning on page 30. This is inclusive of the following tasks:
1. Activities to Achieve Objectives – Module 1-6
2. Case Action to Achieve Objectives –Modules 7-13
and Discussion
3. Questions—Modules 1-13.
Failure to complete the workbook and required tasks will
result in a “0” grade for this required assignment.
Greenhaus, Callanan and Godshalk (2010) 1
Page 1
Table of Contents
PART I. THE CAREER MANAGEMENT PROCRESS: THEORY AND
APPLICATION
Module 1
Module 2
Module 3
Module 4
Module 5
Introduction To The Study Of Careers. . . . . . . . . . . . . . . . .
Career Contexts And Stages . . . . . . . . . . . . . . . . . . . . . . . . .
A Model Of Career Management. . . . . . . . . . . . . . . . . . . . ..
Applications Of The Career Management Model:
A Guide Career Exploration . . . . . . . . . . . . . . . . . . . . . . . . .
ACTIVITIES TO ACHIEVE MODULES 1-4. . . . . . . . . . .
Applications of the Career Management Model:
Goals, Strategies, and Appraisal . . . . . . . . . . . . . . . . . . . …
ACTIVITIES TO ACHIEVE MODULE 5 . . . . . . . . . . . . .
Page 4
Page 7
Page 10
Page 12
Page 30
Page 14
Page 34
PART II. STAGES OF CAREER DEVELOPMENT
Module 6
Module 7
Module 8
Occupational and Organizational Choice . . . . . . . . .. . . . .
ACTIVITIES TO ACHIEVE MODULE 6 . . . . . . . . . . . .
The Early Career Stage: Establishment And
Achievement
CASE ACTIVITIES TO ACHIEVE MODULE 7. . . . . . . .
The Middle And Late Career Stages: Career Challenges
For Seasoned Employee . . . . . . . . . . . . . . . . . . . . . . . . . . .
CASE ACTIVITIES TO ACHIEVE MODULE 8. . . . . . . .
Page 16
Page 34
Page 18
Page 35
Page 20
Page 35
PART III. CONTEMPORARY ISSUES IN CAREER MANAGEMENT
and Case Activities
Module 9
Module 10
Module 11
Module 12
Job Stress And Careers . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
ACTIVITIES TO ACHIEVE MODULE 9 . . . . . . . . . . . . .
The Intersection Of Work And Family Roles: Implications
For Career Management . . . . . . . . . . . . . . . . . . . . . . . . . .
ACTIVITIES TO ACHIEVE MODULE 10 . . . . . . . . . . . .
Managing Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
CASE ACTIVITIES TO ACHIEVE MODULE 11 . . .. .. . .
Entrepreneurial Careers . . . . . . . . . . . . . . . . . . . . . .. . . . . .
CASE ACTIVITIES TO ACHIEVE MODULE 12 . .. . .. . .
Page 22
Page 35
Page 24
Page 35
Page 26
Page 35
Page 28
Page 35
PART IV. CAREER MANAGEMENT IN WORK ORGANIZATIONS
Module 13
The Role Of Strategic Human Resource Management Systems
In Career Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
CASE ACTIVITIES TO ACHIEVE MODULE 13 . . . . .. . .
Activities to Achieve Objectives……………………………………………..
Case Activities to Achieve Objectives ……………………………………….
Discussion Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Closing Thoughts……………………………………………………………
Work Cited
…………………………………………
Page 29
Page 35
Page 30
Page 34
Page 35
Page 38
Page 39
Adapted from Greenhaus et.al, 2010
Greenhaus, Callanan and Godshalk (2010) 2
Page 2
MODULE 1
INTRODUCTION TO THE STUDY OF CAREERS
TERMINAL OBJECTIVE
Given a 1- hour learning experience, participants will discuss the study of careers within career
management; the level of acceptable performance will be determined by the facilitator.
MODULE OUTLINE
What is Career Management?
Why study Career Management?
What is a Career?
Understanding Career Management from an individual and organizational
perspective.
What are some causes of changes within organization structure?
Effect of a changing psychological contract.
Define Career Management and ways in which organizations have cut cost over the years.
Career management refers to the approach used to develop strategies to assist employees in
reaching their career goals. Career management refers to the steps taken to implement and
monitor career growth activities and to develop employees. Organizations have cut costs by
reducing waste, outsourcing, and downsizing employees. Employees rely on new technologies to
reduce costs and waste. Organizations have become more customer driven and rely on networks
to get the product or service to the customer.
List three characteristics of structure changes within organizations and describe each.
Customer –driven “horizontal”: cross-functional autonomous work teams are used to
manage instead of using many levels of management.
Network: a partnership of businesses working together. Additional resources provided by
the partnership allows for unlimited success.
Greenhaus, Callanan and Godshalk (2010) 3
Page 3
Modern: changes to the internal structure which include decentralization, use of
contingent workers, and outsourcing.
Identify ways in which the Psychological Contract has changed within organizations
and list two changes in workforce diversity and its affects on the current workforce.
The psychological contract has changed within the organization. Relationships between
the organization and the employee have become more transactional. Employees are expected to
be more flexible and receptive to changing work assignments and are required to develop new
skills. One way workforce diversity has changed is in the number of women and minorities in the
workforce. The current workforce has embraced the changing demographic of employees. The
second way the workforce has become more diverse because the retirement of the Baby Boomer
generation has created a need for employees. As a result organization are forced to hire from a
diverse population.
Employers have ways to reduce diversity in the workplace. If so, give details on how
the organization manages diversity. Explain how your organization manages diversity.
Employers reduce diversity by using discriminatory hiring practices. Employers must manage
diversity by hiring the person based on their experience and their skill not based on their race,
ethnicity, gender, or disability. Organizations who fail to engage in a fair hiring process are
breaking the law and could face legal repercussions.
Greenhaus, Callanan and Godshalk (2010) 4
Page 4
Explain two primary ways two view a career.
One primary way to view a career as a structural property of an occupation or
organization.
The second primary way is to view a career as the property of the individual.
Career Management can be briefly described as , . .
Career management is the development of career goals. Once a person develops their
career goals, they manage these goals by developing a career plan and taking the steps to
implement the plan. Lastly, career management is managing the career goals. The strategies will
outline the steps taken to reach career goals. This includes setting realistic career goals and
taking steps to obtain these goals.
Identify the importance of career management from an individual and
organizational viewpoint. Briefly describe each.
From an individual perspective, career management is important to obtaining career
goals. Without education and the necessary skills and experience, it would be far more
difficult to reach career goals.
For an organizational perspective, career management is properly managing people and
their careers to ensure their success which in turn will result in organizational success.
Greenhaus, Callanan and Godshalk (2010) 5
Page 5
What steps have you taken to manage your career and how has it affected
your current choices?
The steps I have taken include obtaining my associates degree and then working towards
my bachelor’s degree in order to obtain the education I need. I have also joined clubs and
organizations to make the necessary connections to further my career. I have also obtained a
position in human resources to help advance my career goals.
Review Career Management Facts and Information:
http://www.soicc.state.nc.us/soicc/planning/career_mgmt.htm
MODULE 2
CAREER CONTEXTS AND STAGES
TERMINAL OBJECTIVE
Given a 1- hour learning experience, participants will discuss career contexts and stages within
careers; the level of acceptable performance will be determined by the facilitator.
MODULE OUTLINE
Explore Career Perspectives.
Understand Social Influences on Careers.
Define Career Success.
Impact of Developmental Perspectives on Careers.
Explore theories of Life Development
Greenhaus, Callanan and Godshalk (2010) 6
Page 6
Identify and describe contemporary perspectives on careers and compare similarities
and differences. Discuss the impact of social influences on careers.
Contemporary perspectives on career include the boundary-less career. The organization
does not establish boundaries but allows for internal organizational movement for employees.
Another perspective on careers is the protean career. The Protean career involves the individual
management of career goals. Career goals are self-directed. They take control over their own
careers. Boundaries are set on career goals.
Developmental or Stage-Based Perspective on Careers
Complete the following tables on each theorist and develop the main ideas of
each theory below.
Table 2.1
Erickson’s Eight Stages of Development
Stage of Development
1. Basic trust vs. mistrust
2. Autonomy vs. Shame & doubt
3. Initiative vs. guilt
4. Industry vs. inferiority
5. Identity vs. role confusion
6. Intimacy vs. isolation
7. Generatively vs. stagnation
8. Ego integrity vs. despair
Greenhaus, Callanan and Godshalk (2010) 7
Age
Infancy
Ages 1 to 3
Ages 4 to 5
Ages 6 to 11
Puberty and adolescence
Young adulthood
Middle adulthood
Maturity
Page 7
Table 2.2 Levinson’s Eras of Development
(Late Adulthood)
65-Late adult life transition
60-Culminating Life Structure for Middle Adulthood
55-Age 50 Transition
50-Entry Life Structure for Middle Adulthood
45 Mid-life Transition
40- Culminating Life Structure for Early adulthood
33-Age 30 transaction
28- Entry life structure for early adulthood
Early Adult Transition
Child and Adolescence
Identify the stages of career development and briefly explain each stage.
Stage one is infancy. This is where the child learns to trust. The next stage occurs between the
ages of one and three and involves autonomy versus shame followed by guilt or initiative
between the ages of 4 and 5. Development between the ages of 6 to 11 results in industry vs.
inferiority while puberty and adolescence results in identity or role confusion. Between the age
of 6 and 11, the child is becoming more social and relationships outside the family become more
important. This is also true for the stage of puberty and adolescence. During this stage the child
will either gain confidence in themselves or begin to experience feelings of inferiority. In early
adulthood, the person is entering the career stages of their lives. Childhood development will
impact their success or failure. During this stage the person will also enter into romantic
relationships and marriage. Middle adulthood can result in stagnation especially if career goals
are not being achieved. The person seeks to be stable in their lives and career. In late adulthood,
the person will reflect on their life and experience either ego integrity or despair.
Greenhaus, Callanan and Godshalk (2010) 8
Page 8
Keeping in mind, “Levinson’s Eras of Development”; which stage of transition are you in
and how does it affect your current development? What changes can you make
to be prepared for the next stage or what can you do to be successful in your
current stage?
My current stage of transition is the early adulthood stage. I am currently
taking the steps to achieve the career goals I have set. According to Levinson’s
Eras of Development, early adulthood is a transition period. I am currently
building on relationships and taking the steps to obtain the skills and experience I
need to reach my career goals. In order to prepare for the next stage, I will need to
establish a strong family life and meet career goals.
MODULE 3
A MODEL OF CAREER MANAGEMENT
TERMINAL OBJECTIVE
Given a 1- hour learning experience, participants will discuss the model of career management
model; the level of acceptable performance will be determined by the facilitator.
MODULE OUTLINE
Examine the Model of Career Management
Identify types of Career Exploration
Learn characteristics of Effective Career Management
Greenhaus, Callanan and Godshalk (2010) 9
Page 9
Review the Model of Career Management in Exhibit 3.1. Briefly explain the model by
identifying each step and provide detail to your answer.
Step one: career exploration. The person will gain insight on their interests, values, and assess
their abilities. This includes establishing conceptual and operational goals.
Step two: awareness of self and environment: during this stage the person explore their options
by identifying their interests, skills, and talents.
Step three: goal setting. This is establishing realistic career goals based on awareness of self and
the established conceptual and operational goals.
Step four: strategy development. This involves establishing the actual steps that will be taken to
reach career goals.
Step five: implement strategy means implementing the steps outline in the strategy development
stage.
Step six: feedback stage: appraise current career status and steps needed to reach ultimate career
goals.
Complete the chart on the types of Career Exploration.
Table 3.1: Types of Career Exploration
Self-Exploration
Interests
Talents
Strengths
Weakness
Work value
Job challenge
Job autonomy
Security
Greenhaus, Callanan and Godshalk (2010) 10
Environmental Exploration
Types of occupations
Types of industries
Job skills
Job alternatives
Company alternatives
Career decisions impact on family
Page 10
Workplace Environment
What impact does Career Exploration have on Career Management and identify four
indicators of effective Career Management?
Career exploration helps the individual to gain awareness of their self and their career
environment. Career exploration will assist the person in having a deeper understanding of their
current situation and aid in making more strategic decisions concerning career goals. The four
indicators of effective career management are awareness, creation of a career goal, a strategy to
reach your career goal, and the evaluation of self to develop a career appraisal.
Using the indicators of effective Career Management, how do you measure
up? Also mention changes that you can make that will make you more
productive in your career exploration.
The first indicator of effective career management is awareness. I am aware of my career
goals and the steps it will take to reach these goals. My career goal has been decided and I have
been working towards meeting this goal. I have developed a solid strategy for gaining my career
goals which includes earning the necessary education and obtaining the necessary experience. I
do need to conduct a self-evaluation in order to better understand how effective I have been at
working towards reaching my goals and to determine if my goals are realistic.
Complete the Work Preference Inventory exercise online.
http://www.careerperfect.com/content/career-planning-work-preference-inventory
Greenhaus, Callanan and Godshalk (2010) 11
Page 11
MODULE 4
APPLICATIONS OF THE CAREER MANAGEMENT MODEL:
A Guide to Career Exploration
TERMINAL OBJECTIVE
Given a 1- hour learning experience, participants will practically examine career exploration;
the level of acceptable performance will be determined by the facilitator.
MODULE OUTLINE
Explore Self-Exploration
Review Techniques for Effective Self-Exploration
Review Techniques for Effective Work Exploration
Identify ways to overcoming Obstacles to Career Exploration
List the five basic personality factors which are used in as an area of Self-Exploration
and the eight career anchors introduced by Schein, which are used in Self-Exploration.
1. Five basic personality facotrs: extraversion, agreeableness, conscientiousness, emotional
stability, and openness to experience
2. Eight career anchors: technical/functional competence, general managerial competence,
autonomy/independence, security/stability, entrepreneurial creativity, pure challenge, and
life style integration.
List techniques that can be used for effective Self-Exploration and name ways in
which Self-Exploration programs can be integrated.
Collection of data
Individual assessment instruments
Assessment of values
Assessment of interests
Greenhaus, Callanan and Godshalk (2010) 12
Page 12
Assessment of personality
Assessment of abilities and talents
Self-exploration programs can be integrated through the use of curricular-based programs
which help the student to assess their skills and to establish career goals. Computer based career
support systems aid the person in their decision making concerning career goals and areas of
interest.
Define theme identification and the following steps that may be helpful in identifying
themes.
Theme identification means identifying themes present in research. A theme can be
identified through an inductive process. Hypothesis can be drawn concerning the presence of
themes in the research. Different data gathering devices can be used to support or refute the
presence of a particular theme.
.
Six guidelines to overcoming obstacles to Career Exploration:
1.
Incomplete Exploration: The three reasons for incomplete exploration include
complacency, hopelessness, and fear.
2.
Coerced Exploration: is explained by people’s tendency to learn and change when the
motivation comes from within not from a manger or relative.
3.
Random Exploration: which means that career exploration does not require constant
participation in formal programs.
4.
Ineffective forms of career exploration: most critical task within this guideline is to
estimate the likelihood that a particular activity will meet your informational needs. Ease does
not necessarily mean quality.
5.
Exclusion of Nonwork considerations: This guideline reminds the individual to consider
the impact of work experiences on other significant part of your life.
Greenhaus, Callanan and Godshalk (2010) 13
Page 13
6.
Diffuse Exploration: does not require continuous participation in formal career programs.
Complete the following exercise online
http://www.bbc.co.uk/science/leonardo/thinker_quiz/index.shtml
Greenhaus, Callanan and Godshalk (2010) 14
Page 14
MODULE 5
APPLICATIONS OF THE CAREER MANAGEMENT MODEL:
Goals, Strategies and Appraisal
TERMINAL OBJECTIVE
Given a 1- hour learning experience, participants will examine goals, strategies and appraisal
within the career management model; the level of acceptable performance will be determined by
the facilitator.
MODULE OUTLINE
Explore Career Goal Setting
Identify ways to overcoming obstacles to Goal Setting
Explore Career Strategies
Guidelines for Career Strategies
Guidelines for Effective Career Appraisal
Define Career Goal Setting and describe its components and identify ways to
overcome obstacles to goal setting.
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