History Of New Zealand Official Career Education Policy

“No step in life, unless it may be the choice of a husband of wife, is more important than the choice of a vocation”.1(p3) A bold and debatable statement but nonetheless the importance of career choice cannot be denied. Choice as a career issue is not only noteworthy in itself but also in its relation to other issues such as success and satisfaction (though these can be relative and subjective). One notable aspect regarding career choice pertains to individuals’ personality and traits, and how these ‘fit’ with potential careers. It has often been said (and shown) that individuals in vocations well aligned to their personalities and unique traits bring job performance, success and satisfaction2. Two prominent career theorists who have lead the discussion about career choice and personality/trait fit are Frank Parsons and John Holland, with Parsons’ Trait and Factor Theory paving the way for Holland’s Theory of Vocational Choice. Through examining these theories in conjunction with how they prevail in the real world, the importance of personality and trait matching in career choice, including the use of career inventories can be better explored.

could be held, based on an analysis of what people actually do in an organization.

As envisaged right from the beginning, Career Dynamics in the 21st Century was meant to help readers to either avoid scarcity mentality or help them embrace the desirable abundance mentality. Once a critical mass of individuals is driven by the latter, it is possible to synergize and create great teams, great organizations and eventually a great country. Consequently, is Career Dynamics in the 21st Century performing as desired?

I interviewed my grandfather who’s retired now, but was a plastic dye plant engineer and manger. His task was to meet with the client, draw out the blueprints, and oversee different factories in the local company’s region. The biggest concern that he had was making deals with the client and making sure to meet the order’s deadline. His concerns were consistent to both the life development and career development models. If he did not make deals and met deadlines then he would not have climb the company’s hierarchy. Unlike Kevin in the case study, my grandfather used the boundaryless career style to climb the company’s hierarchy by jumping between three main companies, which allow him to satisfy the different desires at each era of the Levinson’s

Careers are hard to come by and getting the right one is harder. Although you would want to collect the correct job, and have a perfect resume, it needs to be done right. A Career is an occupation during a time in a human's life, careers are needed to collect payment. To survive, a career or job is needed. Some people decide to not get jobs, but it leads to ruin in their lifestyle. The only way to make a living is to earn money, by working hard, in your “career”. in this paper i will be talking about Non traditional Jobs, job applications and Resume/ cover letters. This is going to go over what these topics are, how they relate to to careers.

74). Savickas (1997) explains career maturity as the eagerness to make career or education choices. Both adolescents and adults can move through career maturity, which is developed though experiences and time in school or the work force. Proposition number eight build on number seven. Super explains that career maturity might be hypothetical (Brown, 2016). There is no real way to measure maturity levels. Super’s Lifespan, Life- Space Theory breaks career maturity into four dimensions. The first two dimensions are based on attitudes towards career planning and career exploration. The other two are cognitive dimensions. This measures the knowledge about career choices and principles and practices of the career selecting process (Savickas,

This paper suggests the many reason an individual would experience a career plateau at some point it their career. The focus of this paper is the relationship between the difference and relationship of career plateauing in three areas: structurally, content, performance, consequences, organizational factors, influences, deadwood and solid citizens. In addition, I have identify two articles that will help support Greenhaus’s theory and reasoning for career plateauing. Career plateau is defined as the “point in a career where the likelihood of additional hierarchical promotion is very low.” Individuals typically experience a career plateau during their career at some point in their lives. Career plateau is the point in one’s career where they feel stuck and see no future for advancement in their skills or additional hierarchical promotions. There are several reason for career plateauing such as: structurally and content plateauing. Structurally plateauing is the lack of additional hierarchical promotion. Content plateauing is the lack of increasing one’s current responsibilities or duties. Plateauing is normal, and it’s also normal to identify the reason behind plateauing. Career plateauing can be voluntary or involuntary. Specifically, the results that impacts plateauing were very similar in respect to Greenhaus’s theory of career plateauing; which are well noted in this paper.

My paper will focus on the differences and the similarities between the two career families and one career families, and will give ideas regarding which of the two is better in the development of the individual career.

Job is described as work where self-identity is independent of activity. Career involves development between self and activity. Career is connected to activities which are “morally inseparable”.

There are a number of divergent opinions as to the relative value of career planning and the manner in which the average job seeker sees and applies it. In a rapidly changing world environment, in some cases, different strategies and methods to achieve satisfying work situation may be more appropriate than the traditional career planning and, subsequent job searching methods.

Drawing the concept from the above definition of career development provided by national career development association (2003) is reveal that there are various factors which influence the appropriate career development, included as ‘psychological, sociological, educational, and economic factors. A thoroughly study of these factors will reveal a suitable way towards the appropriate career development for the higher secondary school students.

Every employee in the organisation strives to achieve a career that is fulfilling that moves in a positive upward sequence as well as across the organisation in order to gain experience, knowledge, and develop skills to attain success. Thus career management is a vital task that the organisation should effectively carry out. If they fail to do so, it becomes difficult for them to retain the employees in the organisation. This is because if the employees don’t see a positive career shift, they would leave their current jobs and join other organisations that would provide them with more desirable career opportunities. Thus giving a rise to the concept of “The Protean Career” (Hall) which nothing but Career self-management. The employees who feel that they cannot have a predictive future with the organisation anymore, as it could no longer offer them job stability and a progressive career, look for other organizations in the labour market that offer them jobs with better career options. Also sometimes the employees have set certain goals i.e. knowledge, skills, experience etc. that they want to attain from their tenure in the organisation and once it is achieved, they quit to find better opportunities in the labour market.

Descript in briefly, traditional career is referring to employee’s progresses vertically upward in an organisation. For example, the traditional career is requiring an employees working securely full time for the company. The principle of traditional career progression is based on continuousness and length of service with regular upward moves in the organisation. Further, for network career is nearly same as traditional career, which is employee’s progresses containing the vertical upward climb and horizontal

Many theories of career development are derived from theories of personality (Sharf 1997). They attempt to illuminate the interrelationship of individual personality and behavior with work and careers. However, some prevailing career development theories were based solely on research on white males from middle- and upper-middle-class backgrounds, so their applicability to women, people of color, and other socioeconomic groups has been called into question. In addition, the focus on individual psychological or personality characteristics does not take into account the wider environmental context in which people make career decisions, thus failing to recognize the constraints faced by some

Moreover, when it comes to the career orientation which has been defined in different ways such an ‘individual interest in a larger class of work activities than those associated with a specific job or organization’ (Liden & Green, 1980), it is clearly that the majority prefer to get work-life balance and some considered it as an indicator of career success because they believe the success is how to balance different goals without hurting some of them. However, the minority were focused on taking risks and discovering new ways to deal with work requirements and overcome the obstacles. Yet, none of these approaches is modern or new as the first one belong to the fifth types of career orientation which is ‘Getting Balanced’ and the second one represents the third types which is ‘Getting High’ as described by Derr in 1986. Furthermore, depending on the findings the qualities that are linked to career success from the participants’ perspective are divided into three types. First, the qualities