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PART ONE THE CAREER MANAGEMENT PROCESS:THEORY AND APPLICATION1

CHAPTER 1 INTRODUCTION TO THE STUDY OF CAREERS1

The Changing Landscape of Work4

Job Loss4

Internationalization4

Technology5

Changing Structure of Organizations5

Changing Nature of Work6

Work and Family Life7

Culturally Diverse Workforce7

Definitions of Career Concepts8

What is a Career?8

Career Management12

Career Development12

Need to Understand Career Management13

Individual Perspective13

Organizational Perspective15

Summary of the Contemporary Workplace17

Discussion Questions18

Assignment18

Summary18

Endnotes19

CHAPTER 2 MODEL OF CAREER MANAGEMENT23

Overview of the Career Management Model24

Theory and Research on the Career Management Process26

Career Exploration26

Types of Career Exploration27

Awareness29

Effect of Career Explorationon Career Management29

Career Goal30

Career Strategy31

Career Appraisal32

Career Management as an Ongoing Process34

Indicators of Effective Career Management35

Summary37

Assignment37

Discussion Questions37

Endnotes38

A Note to the Reader on Learning Exercises41

Types of Career Exploration41

CHAPTER 3 APPLICATIONS OF THE CAREER MANAGEMENT MODEL:A Gu1DE TO CAREER EXPLORATION41

Self-Exploration42

Techniques for Effective Self-Exploration47

Collection of Data47

Integrated Career Planning Systems50

Organization-Sponsored Self-Exploration Programs50

Informal Self-Exploration52

Theme Identification52

Environmental Exploration53

Techniques for Effective Work Exploration57

Understanding One s Preferred Work Environment58

Overcoming Obstacles to Career Exploration:A Set of Guidelines59

Self and Environmental Exploration:A Reciprocal Relationship62

Summary63

Assignment63

Discussion Questions63

Endnotes64

CHAPTER 4 APPLICATIONS OF THE CAREER MANAGEMENT MODEL:GOALS,STRATEGIES,AND APPRAISAL67

Career Goal Setting67

Components of Career Goals68

Development of Long-Term and Short-Term Conceptual Goals69

Development of Long-Term and Short-Term Operational Goals70

Are Long-Term Career Goals Necessary?70

Overcoming Obstacles to Goal Setting:A Set of Guidelines71

Inability to Set Career Goals:Career Indecision75

Implications of Goal Setting for Organizations and their Employees80

Facilitate Self-Awareness80

Facilitate Awareness of the Environment80

Encourage Experimentation81

Respond to Chronic Indecision81

Benefits to Organization82

Discourage Career Hypervigffance82

Career Strategies84

Types of Career Strategies84

Guidelines for the Development of Career Strategies87

Career Appraisal91

Types and Sources of Information Derived from Career Appraisal92

Guidelines for Effective Career Appraisal93

Career Management:A Blend of Formal and Informal Activities94

Summary96

Assignment97

Discussion Questions97

Endnotes98

CASE 1:CAREERS OF MICHELE TERRY AND JOE FRANCIS101

PART TWO STAGES OF CAREER DEVELOPMENT105

CHAPTER 5 CAREER DEVELOPMENT:AN OVERVIEW107

Adult Life Development108

Erikson s Approach to Life Development108

Levinson s Approach to Adult Life Development109

Stages of Career Development117

Stage 1:Occupational Choice:Preparation for Work117

Stage 2:Organizational Entry118

Stage 4:The Midcareer120

Stage 3:The Early Career120

Stage 5:Late Career121

Difficulties in Applying a Career-Stage Perspective121

Summary123

Assignments124

Discussion Questions124

Endnotes124

CHAPTER 6 OCCUPATIONAL CHOICE:PREPARATION FOR WORK127

Theories of Occupational Choice128

Occupational Choice as a Matching Process129

Occupational Choice as a Developmental Process131

Occupational Choice as a Decision-Making Task133

Social and Cultural Influences on Occupational Choice135

Occupational Choices of Women138

Occupational Choices of American Minorities142

Guidelines for Effective Occupational Decision Making144

Development of Self-Awareness144

Development of Accurate Occupational Information145

Effective Goal Setting146

Development of Career Strategies146

Assignments148

Summary148

Discussion Questions149

Endnotes149

CHAPTER 7 ORGANIZATIONAL ENTRY155

Theories of Organizational Choice157

Role of Expectations in Organizational Entry158

Development of Unrealistic Expectations158

Organizational Entry in Later Adulthood163

Organizational Actions During the Entry Process164

Attraction of Job Candidates164

Realistic Recruitment166

Do Realistic Job Previews Work?167

Assessment and Selection169

Individual Actions During the Entry Process170

Development of Self-Awareness171

Identification of Prospective Employers171

Effective Job Interview Behavior172

Assessing Organizations174

Choosing Organizations176

Summary176

Assignment177

Discussion Questions178

Endnotes178

CHAPTER 8 EARLY CAREER:ESTABLISHMENT AND ACHIEVEMENT181

Establishment Period182

Content Areas of Socialization183

Stages of Organizational Socialization184

Mutual Acceptance and the Psychological Contract188

Continuing Tasks189

Floundering:Leaming through Experience190

Effective Orientation Programs192

Effective Recruitment192

Organizational Actions During Establishment192

Early Job Challenge193

Frequent and Constructive Feedback195

The First Supervisor:A Critical Resource195

Encouragement of Mentor Relationships and Other Supporting Alliances196

Individual Actions During Establishment199

Career Exploration and Goal Setting199

Career Strategies—Influencing the Environment199

Achievement Period201

Provide Sufficient Challenge and Responsibility202

Organizational Actions During Achievement202

Performance Appraisal and Feedback204

Construction of Realistic and Flexible Career Paths204

Stimulate Career Exploration205

Individual Actions During Achievement206

Set Realistic Goals206

Performance and Responsibility on the Current job207

Mobility Paths207

Attaining Sponsorship209

Word of Caution209

Summary210

The Early Career:A Question of Timing210

Assignment211

Discussion Questions211

Endnotes212

CHAPTER 9 MIDDLE AND LATE CAREER ISSUES219

Middle Career Years220

Confronting the Midlife Transition220

Remaining Productive:Growth,Maintenance,or Stagnation?221

Career Plateau221

Obsolescence225

Midcareer Change226

Organizational Actions During Midcareer228

Help Employees Understand Midcareer Experiences228

Provide Expanded and Flexible Mobility Opportunities229

Utilization of the Current Job229

Encourage and Teach Mentoring Skills230

Training and Continuing Education230

Broaden the Reward System231

Individual Actions During Midcareer231

Dealing with job Loss232

Late Career234

Productivity235

Preparation for Retirement236

Organizational Actions During Late Career238

Performance Standards and Feedback238

Education and Job Restructuring239

Development and Enforcement of Nondiscrimination Policies239

Development of Retirement Planning Programs239

Establishment of Flexible Work Patterns240

Individual Actions During Later Career240

Summary241

Discussion Questions242

Assignment242

Endnotes243

CASE 2:NATALIE THE RETAIL MANAGER249

CASE 3:GEORGE THE BANKER255

PART THREE CONTEMPORARY ISSUES IN CAREER MANAGEMENT259

CHAPTER 10 JOB STRESS261

job Stress:An Overview262

Sources and Consequences of Stress263

Type A Behavior as a Source of Stress267

Career Transitions as a Source of Stress269

Employment Bias as a Source of Stress271

Burnout272

Coping,Social Support,and Stress275

Organizational Actions278

Summary282

Assignment283

Discussion Questions283

Endnotes283

CHAPTER 11 INTERSECTION OF WORK AND FAMILY ROLES:IMPLICATIONS FOR CAREER MANAGEMENT289

Model of Work-Family Conflict290

Work-Family Integration295

Two-Career Family296

Sources of Stress in the Two-Career Relationship297

Work-Family Conflict297

Restricted Career Achievements298

Competition and Jealousy300

Identity Problems300

Impact of Two-Career Status on Children301

Quality of Life In Two-Career Families301

Social Support301

Coping with Two-Career Issues302

Flexibility303

Organizational Responses to Work-Family Issues304

Dependent Care305

Flexible Work Arrangements307

Changing the Organization s Work-Family Culture311

Career Management and the Quality of Life314

Summary318

Assignment318

Discussion Questions319

Endnotes319

CHAPTER 12 MANAGING DIVERSITY325

Fairness in Organizations326

Career Advancement327

Job Performance Assessments328

Lost Opportunities329

Model of Organizational Fairness331

Stereotypes332

Psychological Distance333

Cultural Misunderstandings334

Is Diversity Inherently Valuable?335

Conclusion337

Elimination of Access Discrimination338

Organizational Actions338

Characteristics of the Multicultural Organization338

Mutual Accommodation339

Elimination of Treatment Discrimination339

Structural Integration340

Minimal Intergroup Conflicts340

Responsive to Work-Family Issues340

Organizational Approaches to the Challenges of Diversity341

Affirmative Action341

Organizational Programs and Policies342

Valuing Differences342

Managing Diversity342

Communication Regarding the Meaning and Importance of Diversity343

Unbiased Hiring Systems344

Identification of Critical Diversity Issues344

Diversity Training345

Language Policies and Programs345

Sexual Harassment Policy346

Full Use of Career Systems346

Leadership and Accountability348

Family-Responsive Programs and Policies348

Managing Diversity: Opportunities and Competence349

Individual Actions351

Summary353

Assignment354

Discussion Questions354

Endnotes354

CHAPTER 13 ENTREPRENEURIAL CAREERS361

Entrepreneurship:An Overview362

Choosing an Entrepreneurial Career363

Autonomy and Independence364

Personal Characteristics365

Environmental Conditions367

Passion for a Product or Service369

Presence of Role Models372

Support for the Entrepreneurial Career374

Characteristics and Experiences of Female and Minority Entrepreneurs376

Female Entrepreneurs377

Minority Entrepreneurs379

Selecting and Managing the Entrepreneurial Career381

Summary384

Discussion Questions385

Assignment385

Endnotes386

CASE 4:STRESSED SALESWOMAN393

CASE 5:BUDDING ENTREPRENEUR395

PART FOUR CAREER MANAGEMENT IN WORK ORGANIZATIONS399

CHAPTER 14 HUMAN RESOURCE SUPPORT SYSTEMS401

Integration of Career Management with Human Resource Systems402

Organizational-Level Activities405

Individual-Level Activities412

Matching Processes414

Illustrations of Career-Oriented Human Resource Systems417

Summary418

Assignment419

Discussion Questions419

Endnotes419

CHAPTER 15 ORGANIZATIONAL CAREER MANAGEMENT SYSTEMS423

Overview of Career Management Practices in Organizations423

Anticipatory Socialization via Internships and Apprenticeships424

Realistic Recruitment426

Employee Orientation Programs428

Individual Leaming and Development429

Job Challenge and On-the-Job Experiences431

Performance Feedback and Coaching432

Mentoring and Supportive Alliances433

Dual Promotion Ladders435

Dealing with the Career Plateau437

Late-Career Activities438

Redeployment and Outplacement Programs440

Pre-retirement Programs441

Summary442

Endnotes443

Discussion Questions443

Assignment443

CHAPTER 16 CLOSING THOUGHTS ON CAREER MANAGEMENT447

Preparing for the Future448

Assignment449

Discussion Question450

Endnotes450

CASE 6:CASE OF THE STAR PERFORMER451

CASE 7:CASE OF THE CORPORATE POLICY CHANGE453

LEARNING EXERCISES455

INDEX475