Samenvatting
Summary Problem 7 - Straight to the top
- Instelling
- Erasmus Universiteit Rotterdam (EUR)
Self study problem 7
[Meer zien]Voorbeeld 3 van de 16 pagina's
Voorbeeld 3 van de 16 pagina's
In winkelwagengesponsord bericht van onze partner
Voorbeeld van de inhoud
Laura Heijnen – Organisational Psychology: Performance at WorkProblem 7. Straight to the top
What factors influence career development?
ü Arnold (2005) – Careers and career management
ü Greenberg (2011) – Understanding and managing your career
Nature of careers
- Basic definitions:
o Career: evolving sequence of work experiences over time à interchangeably
used with job + occupation.
o Job: predetermined set of activities one is expected to perform.
o Occupation: coherent set of jobs.
o Some careers more lucrative/profitable than others. How much money
depends greatly of choice of career.
o Careers are also important because give sense of accomplishment + pride, and
give meaning to lives (e.g., doctors saving lives) à define ourselves by work.
- Types of careers: general patterns.
o Steady-sate careers: lifetime of employment in single occupation; usually very
satisfied + becoming highly skilled experts (e.g., bakery).
o Linear careers: staying in certain field + working way up to occupational ladder,
from low-level to high-level jobs (e.g., corporate ladder).
o Spiral careers: people evolve through series of occupations, each of which
requires new skills + builds upon existing knowledge + skills/previous job (e.g.,
scientist, teacher, author). Constantly growing + improving in same profession.
o Transitory careers: someone moves between different unrelated positions,
spending +/- 4 years in each. Not able to derive satisfaction from 1 job, or not
major source of fulfilment in life.
1
, Laura Heijnen – Organisational Psychology: Performance at Work
- Other types from Kanter: bureaucratic becoming less.
o Bureaucratic career: narrow sense of predictable moves to jobs of increasing
status, usually within single occupation/organisation (= linear career?).
o Professional career: growth occurs through development of competence to
take on complex tasks rather than through promotion to another job à
person’s status depends more on his/her reputation with other
professionals/clients than on level in organisation hierarchy.
o Entrepreneurial career: rests on the capacity to spot opportunities to create
valued outputs + build up one’s own organisation/operation.
The boundaryless career
- Range of career forms that defy traditional employment assumptions à either by
choice or necessity, people move across boundaries between organisations,
departments, hierarchical levels, functions + sets of skills. Movement is made easier
because boundaries tending to dissolve.
- Movement necessary for employees to maintain employability + for organisations to
maintain effectiveness.
- Similar to professional career: person’s marketability + affirmation are derived from
outside present employer + sustained through outside networks.
- Another boundary that’s being broken down is between work + non-work: people are
increasingly likely to consider impact of job on home life before taking it + more work
done at home.
- Product of individualistic western culture.
- Requires communion (relating closely to others, recognising interdependence) +
agency (individual action on environment).
Career success
- Measuring by seeing how high in status hierarchy person has risen and/or how much
earnings have grown = objectively verifiable indicators. BUT: earnings + promotions
usually in traditional/bureaucratic career, but less in other forms à also subjective
indicators like attitudes + feelings.
- Other measures are on people’s feelings of career/job satisfactions, but not perfect
(because relate to earnings/only to job).
- Structures such as personal influence, being recognised for achievements + sense of
accomplishment/achievement, enjoyment, working with integrity + achieving balance
between work and non-work found as criteria for career success.
- Model: range of factors influencing objective + subjective career success person
experiences. 3 types:
o Structural/social: impersonal factors like nature of labour market, but also
personal ones like biases + prejudices held by people who select others for job.
o Features of individual: human capital, partly reflecting what person brings to
work through inherited + acquired characteristics. Significance + meaning
depend on how they’re interpreted by others + how they influence individual’s
behaviour.
o Person’s behaviour: how much networking with other people + how much
effort exerting in work.
2
, Laura Heijnen – Organisational Psychology: Performance at Work
- Objectively measured = easier to understand + measured.
- Career tournaments: failing = difficult to catch up later, even when having high ability
à structural/social factors can sometimes override human capital.
- Wide range of factors influencing success: married + male + consumer durables
industry + non-employed spouses + degree from top-rated American university +
desire to progress further up hierarchy + working extra hours = highest salary.
- Career satisfaction correlated with salary: subjective + objective careers are
connected.
- Whites less satisfied than people from ethnic backgrounds + ambitious people also
less satisfied than unambitious ones à ambition = probably not yet risen as far as
wanted to.
- Proactive personality (= taking initiative in improving current circumstances or
creating new ones) predicts salary progression, rate of promotion + career
satisfaction.
- Role of social networks:
o Structural holes: extent to which individual’s contacts didn’t know each other
(i.e., holes in network)
o Number of weak ties: extent to which person has many contacts they know
slightly, rather than few knowing well.
o Social network theory: most effective networks have both of these properties
because allow person to access many different perspectives without getting
attached to any of them. Predict number of contacts.
3
Voordelen van het kopen van samenvattingen bij Stuvia op een rij:
Verzekerd van kwaliteit door reviews
Stuvia-klanten hebben meer dan 700.000 samenvattingen beoordeeld. Zo weet je zeker dat je de beste documenten koopt!
Snel en makkelijk kopen
Je betaalt supersnel en eenmalig met iDeal, creditcard of Stuvia-tegoed voor de samenvatting. Zonder lidmaatschap.
Focus op de essentie
Samenvattingen worden geschreven voor en door anderen. Daarom zijn de samenvattingen altijd betrouwbaar en actueel. Zo kom je snel tot de kern!
Veelgestelde vragen
Wat krijg ik als ik dit document koop?
Je krijgt een PDF, die direct beschikbaar is na je aankoop. Het gekochte document is altijd, overal en oneindig toegankelijk via je profiel.
Tevredenheidsgarantie: hoe werkt dat?
Onze tevredenheidsgarantie zorgt ervoor dat je altijd een studiedocument vindt dat goed bij je past. Je vult een formulier in en onze klantenservice regelt de rest.
Van wie koop ik deze samenvatting?
Stuvia is een marktplaats, je koop dit document dus niet van ons, maar van verkoper lmh. Stuvia faciliteert de betaling aan de verkoper.
Zit ik meteen vast aan een abonnement?
Nee, je koopt alleen deze samenvatting voor €3,49. Je zit daarna nergens aan vast.
Is Stuvia te vertrouwen?
4,6 sterren op Google & Trustpilot (+1000 reviews)
Afgelopen 30 dagen zijn er 70055 samenvattingen verkocht
Opgericht in 2010, al 14 jaar dé plek om samenvattingen te kopen