Dissertation on Career Planning

My desired career path is not necessarily based on a specific job or industry, but rather a job that appeals to my personal strengths and continues to grow my interest base. It is this flexibility that will allow me to succeed in various roles and industries; whether that may be in microelectronics, biomedical engineering, manufacturing, etc. The process of job hunting begins with self-exploration to understand my current state and future objectives. My current state encompasses personal values, strengths and interests. Future objectives include career goals and preferred working environment. The remainder of this section discusses the outcomes of a personal exploration exercise.

Based on our data, Division 1(manufacturing), reported significantly lower levels of job satisfaction in comparison to the other 4 divisions. Manufacturing employees reported lower comparative satisfaction levels in the following attitude measures: JDIPRO, UNDER, IMP1 and IMP4. This may be a result of limited job complexity. On the other hand, the research and development employees in division 3, reported significantly higher levels of satisfaction based on JDIW attitude measures. Higher satisfaction levels in R&D can be a result of higher skill variety and task identity in comparison to other divisions.

The theoretical career development framework that I chose to assist in Catherine’s career counseling process is Donald Super’s counseling theory. I decided to chose this particular career development framework because I thought it would be the most effective and appropriate to use with the client. The client is thirty-seven years of age and is dealing with a lot on her plate. Equally important, people grow and change throughout their lives and this theory respects that.

The author and researcher collect data on motivations at R&D department staff at the high tech companies. The study and research evaluate the data from several aspects: sample, operational measures, high tech vs traditional firms, stage in product life cycle, productivity, etc. The research shows that the high salary for the R&D staff is not enough as motivation.

Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

In this era of inconsistent careers, which emphasize greatly on psychological success and self-direction (Noe 2010, p. 410), the propensity of most successful employees is to take into consideration a career, more in terms of a life-long journey towards the achievement of personal goals and objectives, rather than in terms of a current position, job or role within a company. This has perhaps become mandated because in order for most companies to survive and remain viable in their operating environments, employee job descriptions and roles are constantly revised or been changed according to an improved or new strategic organizational direction that meet new business objectives. Terms such as “workforce

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

Our Senior year is rapidly approaching and sooner or later all of us will have to make an important decision. If we will be going to college, where we will be going to college, and most importantly: what our major will be. Thankfully during our U.S. Literature class we are taking a career unit to better understand ourselves, our interests, and future careers we would like to investigate deeper.

On the other hand, organizational performances can be enhanced in the following manner; by creating success requires respect for everyone’s needs, talents, and aspirations, as well as an understanding of the dynamics of human behavior in organizational systems. Organizations do well when the people in them work hard to achieve high performance, as individuals and as members of teams. The ultimate goal of OB is to improve the performance of people, groups, and organizations, and to improve the quality of work life overall (Schermerhorn, 2011).

Prior to data collection, Hurley (2014) conducted a pilot study to gain experience conducting the interview and to evaluate the appropriateness of the interview structure. Since the pilot study was conducted successfully, Hurley (2014) proceeded with data collection for his study. Overall, findings indicated that the participants perceived their career-ending

I’ve had an interesting nine weeks in Career Exploration. I learned an abundant amount of different skills, personality types, and careers. The assessments informed me more about myself and what group I am statistically. I also learned that the Holland Codes helped me understand my personality types and needs. Also, being in the class helped me realize that I haven’t met all my needs.

So, ever since the industrial age, to ensure the speed of production we have unconsciously created a parent/child way of working but now we are in the age of technology where most of the employees are very well educated, or reasonably educated. Ann Andrews provides a highlight about the human nature where we don’t like changes but want to bring improvement. She provides two facts where in the first fact she says that career development isn’t around much so to keep good employees around career growth may be more about encouraging them to learn more skills. Second fact is as much as the employees learn and more skills they have, they can adapt to the changing workplace. Ann Andrews also talks about seven questions for the employer to ask their employees to motivate them few of which are where would you like to be in five years?, what skills do you need to get there?, which are of interest to you?, how can I coach or mentor you?, so on and so forth (Ann Andrews, 2014).

Rojewski (2014) proposed different ways of thinking about career and technical education in the 21st-century and in preparing young people for post secondary education and work by focusing on three aspects of work and work preparation. These areas are career navigation, work ethic, and innovation. Rojewski suggest we start changing career and technical education by weaving or infusing career navigation, work ethic, and innovation into the existing curriculum and research. Rojewski admits flexibility is needed for different courses of study or content and emphasis may vary at different times for different class or programs. Rojewski also suggest that career navigation, work ethic, and innovation may already exist and are being taught in career

My Career Plan The future is uncertain for me, but it is important to develop a career plan that will provide financial support and personal fulfillment over the course of my professional life. To make this transition from school to a professional career, I am going to plan a plan that will help me stay focused and motivated in meeting my goals and objectives. In the next paragraphs, I will explain my ten-year plan for my

Job satisfaction is also a personal need to maintaining a healthy and happy career. This is a major component in the project management transition process. An employer 's job satisfaction program will allow the projects with companies to offer good compensation for people to stay aboard and enable them to provide focus on the tasks at hand. Employees who are happy in their career field tend to stay longer at one job than employees who are not as happy. During the project management transition process a team must focus on job environment and the project to help keep those employees to stay with the project (Jernigan, L., Hammond, L., and Robinson, T., 2003).