Module-02

Career management- model- Career exploration- types- techniques for effective self-exploration- environmental
exploration- career goal setting- career Indecision- developing career strategies – career appraisal

CAREER MANAGEMENT
BM Staw and J Ross “Career Management is a process by which individuals develop, implement and monitor
career goals and strategy”
Career management is the continuing process of setting career goals, formulating and implementing strategies
for reaching the goals and monitoring the results.

CAREER MANAGEMENT- MODEL

The career management model describes how people should manage their career. It is the abstraction of reality.
It is a standard or example for imitation or comparison. It contains a set of variables related to each other in a
specified manner so that we can better understand some piece of the world.

The career management model consists of 7 important components

1. Career Exploration

 Career exploration is the collection and analysis of information on career related issues(knowledge
and skills, career growth opportunities, challenges, duties and responsibilities, rewards etc).
 The purpose of career exploration is to help the individual develop a greater awareness of self and
environment so that realistic goals can be established and appropriate strategies developed.
 Most people tend to gather information so they can become more keenly aware of their own values, interests,
and abilities, as well as the opportunities and obstacles in their environment. It is assumed that the more
extensive and more appropriate the career exploration, the more likely people will become aware of
different facets of both themselves and the world of work.
 Career exploration can provide an individual with a completer and more accurate picture of himself or herself.
Knowledge of different occupations, organizations and career opportunities can also benefit from an active
exploration of the environment.

To effectively pursue career exploration, an individual should explore both their internal and external
environments. There are two types of career exploration: self- exploration and environmental exploration.
Career exploration should enable an individual to become more fully aware of himself and his environment.

Types of career exploration

i) Self-exploration
 It can provide a greater awareness of personal qualities. People may come to possess a deeper
understanding of the activities they like and dislike(interests),talents and their unique individual
persona(personality).They may examine how much challenge (security , money, or travel)they want from a
job. Self exploration can also provide substantial information about strengths, weaknesses , talents and
limitations.
 Finally, self -exploration can provide a better understanding of the balance of work, family and leisure
activities that best suit a preferred lifestyle. Self-awareness or self-assessment involves identifying and
understanding ones interests, skills and values as a foundation for career decision-making, planning and action.

Career self-exploration involves techniques and strategies to help individuals better understand their interests,
strengths, values, and career preferences. Below are some effective techniques for career self-exploration:

1.Self-Assessment Tools
 Personality Assessments:
o Tools like the Myers-Briggs Type Indicator (MBTI) or Big Five Personality Test help identify
personality traits and suitable work environments.
 Skill and Competency Tests:
o Assess technical, creative, and soft skills through tools like StrengthsFinder or SkillScan.
 Values Clarification:
o Explore career values using tools such as the Career Values Test to understand what drives
motivation (e.g., work-life balance, innovation, teamwork).

2. Career Interest Inventories

 Holland Code (RIASEC):
o Identifies career interests based on six types: Realistic, Investigative, Artistic, Social,
Enterprising, and Conventional.
 Career Clusters:
o Use frameworks that categorize careers into industries to find areas of alignment.
3. Journaling and Reflection
 Career Timeline:
o Create a timeline of past achievements and experiences to identify patterns in interests and
successes.
 Strengths and Weaknesses Matrix:
o List skills and categorize them into strengths and areas for improvement.
 Passion Projects:
o Reflect on hobbies or volunteer activities to uncover hidden career preferences.

4. Informational Interviews
 Learn from Others:
o Interview professionals in industries or roles you’re considering to gain insights into their
experiences.
 Network Exploration:
o Expand your understanding of career opportunities by attending events or joining professional
groups.

5. Career Visualization
 Vision Boards:
o Create a visual representation of your ideal career and lifestyle using images, quotes, and goals.
 Day-in-the-Life Research:
o Explore typical responsibilities and work environments of roles you’re interested in through job-
shadowing or online resources.

6. Strength-Based Techniques
 SWOT Analysis:
o Evaluate your Strengths, Weaknesses, Opportunities, and Threats in relation to your career goals.
 Feedback:
o Seek input from mentors, colleagues, or peers to identify untapped potential and growth areas.

7. Career Simulations and Trials

 Volunteer Work:
o Gain real-world experience in areas you’re considering.
 Internships or Part-Time Roles:
o Test your fit in industries or roles through short-term commitments.
 Freelancing:
o Explore career interests by working on projects in different fields.

8. Online Tools and Resources

  Career Path Platforms:
o Utilize tools like LinkedIn Career Explorer, Glassdoor, or O*NET to research job roles and
industries.
 E-Learning Platforms:
o Explore online courses in areas of interest to identify skill gaps and new passions.

9. Professional Coaching
 Career Counselors:
o Work with a professional career advisor to assess your interests and set achievable goals.
 Mentorship:
o Engage with mentors who can offer guidance and share their career journey.

10. Experimentation and Growth Mindset

 Side Projects:
o Undertake small-scale projects in areas of curiosity to build skills and confidence.
 Cross-Functional Collaboration:
o Participate in tasks outside your current expertise to broaden your understanding.

ii) Environmental exploration (alternative organization e.g public/private sector)

 It helps one learn more about some aspect of the environment.
 Environmental exploration includes occupations, industries, necessary skills, job alternatives within a
given organization or alternative future jobs, experience needed to move from a current line position to a
staff position, company alternatives and the impact of family on career decisions.
 Environmental exploration focuses on understanding the external factors that influence career choices
and opportunities. It includes:
1. Industry Trends
o Researching emerging fields (e.g., AI, renewable energy, green technology).
o Analyzing growth sectors and job market demands.
2. Workplace Culture
o Understanding company values, diversity, inclusion policies, and work environments.
o Identifying organizations that align with personal preferences.
3. Geographic Factors
o Exploring career opportunities in various locations, including urban vs. rural settings.
o Considering remote, hybrid, or on-site work arrangements.
4. Economic and Social Context
o Evaluating the impact of economic factors (e.g., recessions or booms).
o Recognizing the role of societal changes (e.g., sustainability, DEI initiatives).
5. Networking and Mentorship
o Connecting with professionals in desired fields to gain practical insights.
 o Participating in community events, conferences, or career fairs.

2. Awareness

 Exploration increases awareness. Awareness is a central concept in career development. Awareness is a

relatively complete and accurate perception of a person’s qualities and characteristics in this relevant
environment.
 A through awareness of self and environment allows a person to set the right career goals and strategies.
 Indeed, it would be difficult to set realistic goals in the absence of an accurate view of self and
work.How can one set a realistic goal to become an accountant, for example, without a clear picture of
the duties, requirements and rewards of accountant positions as well as an accurate assessment of one9s
talents and interests in those relevant areas?
 Researchers have found that students who reported extensive awareness of their values and their chosen
field tended to establish more satisfying occupational goals than those who were relatively unaware of
self and career field. Information and awareness are likely to enhance the presence and clarity of
career plans. Furthermore, information acquired about oneself or one9s environment can help one
develop realistic job expectations and attain higher levels of job satisfaction. Thus, research
evidence suggests that awareness can have a positive effect on career management.

3. Goal Setting
 A career goal is a desired career-related outcome that a person intends to attain. Career goals must be specific
and concrete to develop an effective strategy to achieve the goal. The career goal of a person is to receive quick
promotion. Career goals involving a promotion require careful planning and execution

 One of the most consistent research findings in the organization behavior literature is that employees who are
committed to specific, challenging task goals outperform those
who do not have goals or have a weak commitment to established goals. The advantage of establishing a career
goal is that a person can direct his or her efforts in a relatively
focused manner.

4. Strategy development
 A career strategy is a sequence of activities designed to help an individual attain a career goal.
 A career strategy is a structured approach to developing capabilities, tools and resources in a n
organization, which will enable people to navigate their career journey successfully.
 Establishing a realistic goal or set of goals can facilitate developing and implementing a career strategy.
 Experts identify different kinds of strategies that employees can use to improve their chances of career
success.
 The main strategies are, for example, competence in the present job, extended work involvement,
development of skills through training, opportunity development, development of supportive
relationships ( mentors, sponsors and peers), image building and organizational politics
 Developing a strategy for career management involves setting goals, aligning personal aspirations with
professional opportunities, and creating a structured approach to achieve long-term success.
5. Strategy Implementation

Strategy implementation is the process that puts plans and strategies into action to reach goals. Implementing a
reasonable strategy can produce progress toward the stated career goal.
Priority and time to implementing career action plan to ensure achieve desired outcomes and commit to a
lifelong learning strategy to say employable.

Some steps a person may need to take to implement his action plan include the following
 Seek advice from supervisor regarding ways to implement action plan and fill any gaps in skills and
experience
 Engage in short-term development training to develop identified skills
 Enroll to do a more formal study
 Investigate hidden opportunities both within and outside the organization, explore how to develop good
networks inside and outside the organization
 Know-how, negotiating salary or conditions and committing to a lifelong learning strategy to stay
employable.

6.Feedback
Feedback is a response to the sender of a message. The implementation of a career strategy can provide useful
feedback to the person. This feedback can enable the person to appraise his career.
Great supervisors know that motivating employees is about more than charisma and vision. To help employees
perform their best, a great manager will provide feedback- the right kind, at the right time.
To verify the effectiveness of career progress, a person must have feedback.
The accomplishment of a career goal is confirmed by feedback. Feedback should be specific, timely and
sincere.

7. Career Appraisal

Career appraisal is how people acquire and use career-related feedback to determine whether their goals and
strategies are appropriate.
Career appraisal permits a person to monitor the course of a career and represents adaptive and feedback
functions of career management.
The career appraisal process may lead to a re-examination of career goals. The additional information obtained
from career appraisal becomes another tool for career exploration that continues the career management cycle.

CAREER INDECISION
Career indecision is the difficulty, or inability, to make a career decision. It can arise due to internal conflicts,
lack of information, external pressures, or psychological barriers.

Causes of Career Indecision

A. Internal Factors
1. Lack of Self-Knowledge:
o Uncertainty about personal interests, strengths, values, or goals.
2. Low Self-Confidence:
o Fear of failure or doubting one’s ability to succeed in a chosen field.
3. Overwhelming Options:
o Difficulty narrowing down career choices due to too many possibilities.
 4. Perfectionism:
o The need to make the "perfect" choice can lead to procrastination.
B. External Factors
1. Social Pressure:
o Expectations from family, peers, or society to pursue specific careers.
2. Economic Concerns:
o Worry about job stability, income, or market demand for certain careers.
3. Lack of Resources:
o Limited access to career information, mentorship, or professional guidance.
C. Psychological Barriers
1. Anxiety or Stress:
o Fear of making a wrong decision can create mental blocks.
2. Decision-Making Avoidance:
o Procrastination or avoidance as a coping mechanism for fear or uncertainty.
3. Indecisiveness as a Trait:
o Some individuals inherently struggle with decision-making across all life areas.
Effects of Career Indecision
 Emotional Impact:
o Increased stress, anxiety, or feelings of inadequacy.
 Career Stagnation:
o Delayed career planning, resulting in missed opportunities.
 Reduced Motivation:
o Lack of clarity can lead to decreased effort in career development activities.

Strategies to Overcome Career Indecision

A. Self-Exploration
1. Identify Interests and Strengths:
o Use self-assessment tools (e.g., MBTI, Holland Code) to clarify preferences.
2. Reflect on Values:
o Determine what matters most in your career (e.g., stability, creativity, impact).
B. Structured Decision-Making
1. Set Goals:
o Define short-term and long-term objectives to guide decision-making.
2. Use Decision-Making Models:
o Pros and Cons List: Weigh the advantages and disadvantages of career options.
o Cost-Benefit Analysis: Evaluate the potential risks and rewards.
C. Research and Exploration
1. Gather Information:
 o Research career options, industries, and roles to understand opportunities.
2. Experiment with Roles:
o Try internships, job shadowing, or volunteer work to gain hands-on experience.
D. Seek Guidance
1. Career Counseling:
o Work with a professional counselor to explore options and reduce uncertainty.
2. Mentorship:
o Talk to mentors who can provide advice based on their experiences.
E. Address Psychological Barriers
1. Develop Coping Skills:
o Practice stress management techniques like mindfulness or journaling.
2. Challenge Negative Beliefs:
o Replace self-doubt with affirmations and a growth mindset.
3. Focus on Action:
o Take small, manageable steps rather than aiming for perfect decisions.