HBO Chapter 3 – Work and Careers Extrinsic Vs.

Intrinsic Orientation

1955 – in Morse and Weiss serminal study, Extrinsic Orientation – includes opportunity for
majority (80%) of the respondents said that promotion and the significant role of money
would still work even if after winning the lottery. Intrinsic Orientation – includes variety,
“Live to work” – putting premium on work interesting work that you really like, a match
versus leisure between job requirements and individual’s
abilities and a lot of autonomy.
Meaning of Work – study of how people have
made sense of what is work to them, whether it Sources of Meaning of Work
is for mere money, for learning and growth or Self as source of meaning of work
for socialization. - one’s meaning of work is informed by
- it is a highly individualized experience the values, motivations and beliefs one has.
with influence from one’s environment , social Values – studies have found that people are
context and even upbringing. drawn to work environments that reflect their
Function of three domains: personal values; on the other hand, it may also
be shaped by one’s experience at work.
(1) Work Centrality – refers to how important
work is to an individual’s life at any given point Motivation – job characteristics model that
in time. posits that work is intrinsically motivating when
-- it is also influence by workers feel that their work has meaning.
societal norms and work goals and in the same Beliefs – center around the role or function
way influences these factors as well. work has in one’s life.
(2) Societal Norms – following are the Job Involvement – refers to how one identifies
different norms: his/her self-concept with his/her job.
Entitlement – underlying right of the individual Work Orientation – is the lens by which
and the work related responsibilities of society people look at their work.
and organization to the individual 3 lenses: Job, Calling & Career
Obligation – it refers to members of the Job O. – is focused on material outcomes of
society’s duty to work to contribute to the work
society.
Career O. – on rewards one gains from
(3) Work Goals – relative performance of progressing through an organization or
various goals and values which are sought or occupation, and
preferred by individuals in their working lives.
Calling O. – focuses on the fulfillment the work
Examples of Work Goals: provides the individual
Expressive – expressing one’s talents and Other people as source of meaning of work
abilities - influential forces may be in the form og
Instrumental – work as a means to earn or a co-workers, leaders, groups, communities and
living family.

Comfort – to achieve a level of comfort in Context as source of meaning of work

one’s life - include organizational mission, designs
of job tasks, financial circumstances, non-wrok
Learning – endeavor to learn a particular skill domains and national culture.
Spiritual as Source of meaning of work as monetary rewards, personal advancement,
- the more spiritual one is, the more one prestige and status, social network.
sees work in a spiritual light and finds a deeper
(4) Chore – work that one feels constrained to
meaning to it; on the other hand, it is also
do for the sole purpose of earning a living or in
attuned to one’s vocation or calling.
exchange for other tangible outcomes, and is
Mechanisms of Meaning of Work: How does experienced as something unpleasant, non-
work become Meaningful engaging, tedious and burdensome.
(1) Authenticity – people find work meaningful (5) Coast – work that is not of major
if they are able to live out their authentic self at significance in one’s life.
work.
Career Theories
(2) Self-Efficacy – stems from being able to
Career – defined as the combination and
control or have autonomy at work, overcome
sequence of roles played by a person during
challenges and having positive impact.
the course of lifetime.
(3) Self-Esteem – stems from achieving at
Developmental Self-Concept Theory
work and receiving affirmation of their value at
of Donald Super
work increasing one’s self-worth.
Growth (0-14) - start
(4) Purpose – if one finds his/her work being of
Exploration (15-24) - exploration
significance and one’s values are aligned with
Establishment (25-44) – development to
work.
stabilization
(5) Belongingness – work offers a social Maintenance (45-64) – continuous
system from which one anchors his/her identity development in the chosen patth
and if this experience is positive, contributes to Decline or Disengagement (65+) – slowing
its meaningfulness. down & retirement
(6) Transcendence – refers to the work Theory of Personality and Careers
contributing to something greater than one’s of John Holland (RIASEC)
self such as a cause or a group
Realistic – like to work with their hands
(7) Cultural and Interpersonal Sensemaking Investigative – like to discover and research
– adheres to social or cultural constructionism ideas
and also interpersonal sensemaking in which Artistic – like to use words, art, music or
we look to others to make sense of our drama to express themselves
meaning of work. Social – like to work with people, well-being
and welfare
5 C’’s of Meaning of Work
Enterprising – like meeting people, business
(1) Calling – an endeavor one engages in for a Conventional – like to work indoors, involving
lofty, nonmaterial goals, and feels energizing organizing and being accurate
and fulfilling
Career Anchors
(2) Cause – work that is seen as an obligation of Edgar Schein
or duty and is experienced as a heavy load and
Person’s Self-concept
not always pleasant and enjoyable.
1. Self-perceived talents and abilities
(3) Career – work that one performs primarily
2. Basic Values
to get something immediately beneficial such
3. Evolved sense of motives and needs as
they pertain to the career
Areas of Career Anchors: ps. Pakibasa na 5. Career opportunities are rejected for
lng sa handout, haba ihh hehehe family or personal reasons; and
6. The person seeing a boundary-less
1. Technical/Functional Competence
future.
2. General Managerial Competence
3. Autonomy/Independence Protean Careers – a career that is driven
4. Security/Stability by the person, not the organization and that
5. Entrepreneurial/Creativity will be reinvented by the person from time
6. Service/Dedication to a Cost to time, as the person and environment
7. Pure challenge change.
8. Lifestyle
Developing Competencies
Career Management Interventions
 Ability to learn how to learn
Employee Self-Assessment Tools  One’s reputation and employability is
- tools and activities that help employees look significant
into their careers and their plans
Organizational Potential Alignment
Processes
- organizational processes for assessing
potential in the organization for upward
movement
Internal Labor-Market Information
Exchanges
- tools and activities that provide employees
more information about the careers in the
organization and the ways to each
Individual Counseling or Career
Discussions
- career counseling or discussion
Job-Matching System
- organizational mechanisms for the actual
movement of employees for career
development
Development Program
- programs that are specifically designed for
career development
Characteristics of Boundary-less Careers
1. Fluidity of moving through different
organizations are employers;
2. Validation is drawn from beyond the
present employer;
3. Networks are information outside the
organization is key;
4. Demise of our organizational hierarchy
and advancement principles;