Chapter 17

Careers:

A career refers to a sequence of employment or work experiences that provide opportunities for
learning, growth, and advancement over an extended period of time. Career management
involves planning and managing one's career trajectory to achieve personal and professional
goals.

Career Trajectories:

Career trajectories refer to the various paths that individuals can take as they progress through
their careers. There are several types of career trajectories, including:

1. Path: This type of trajectory involves progressing along a linear or traditional career path, such as
starting as an entry-level employee and advancing through the ranks to a managerial or executive
position.
2. Ladder: This type of trajectory involves moving up within a specific job function or department,
such as becoming a senior accountant or a department manager.
3. Lattice: This type of trajectory involves moving between different functions or departments
within an organization, such as starting in marketing and later moving to human resources or
operations.

Jobs versus Careers:

A job refers to a specific role or position that an individual holds within an organization, while a
career refers to a long-term series of employment or work experiences that provide opportunities
for growth and development. While a job may provide immediate financial benefits and work
experience, a career provides a more long-term perspective, focusing on the development of
skills and experience over time. Career management involves planning and managing one's
career trajectory to achieve personal and professional goals, while job management focuses on
managing the day-to-day responsibilities and tasks of a specific job or role.

Career development:

Career development refers to the ongoing process of managing one's career trajectory, including
identifying career goals, acquiring and developing new skills and experiences, and building a
professional network. Some important concepts related to career development include:

1. Personal brands: A personal brand refers to the unique combination of skills, experience, and
personality that an individual brings to their professional identity. Developing a strong personal
brand can help individuals differentiate themselves in the job market and build a reputation for
excellence in their field.
2. Career disruptions: Career disruptions can refer to unexpected events or changes that affect an
individual's career trajectory, such as job loss, changes in industry or technology, or personal life
 events. Managing career disruptions requires adaptability, resilience, and the ability to pivot and
identify new opportunities.
3. New versus old career paradigm: The old career paradigm involved a linear progression up a
career ladder within a single organization, while the new career paradigm involves a more fluid
and flexible approach to career development, including switching careers, taking on side hustles,
and developing a diverse skill set. In the new career paradigm, individuals are responsible for
managing their own career trajectory and developing the skills and experience needed to succeed
in a rapidly changing job market.

Overall, effective career development involves continuous learning, networking, and adapting to
changes in the job market and industry trends. By developing a strong personal brand, managing
career disruptions, and embracing new career paradigms, individuals can build fulfilling and
rewarding careers over the long term.

Mentorship Functions

Career functions:
• Sponsorship
• Facilitating exposure & visibility
• Coaching
• Protection
• Psychosocial functions:
• Role modeling
• Acceptance & confirmation
• Counseling
• Friendship

Initiation
• Mentor and mentee meet and
begin to get to know each other
2. Cultivation
• Discussion of goals and
expectations for both parties
• Mentor assists mentee in
development and working toward
goals and provides feedback
 The career stage model is a theoretical framework that describes the typical stages that
individuals go through in their careers. The four stages of the career stage model are:

1. Establishment stage: This stage typically occurs early in an individual's career and is
characterized by a focus on learning and acquiring skills. Individuals in this stage are often
motivated by career advancement, financial stability, and the desire to prove themselves in their
field.
2. Advancement stage: This stage occurs as individuals gain more experience and expertise in their
field and begin to take on more responsibility and leadership roles. Individuals in this stage are
often motivated by the desire for recognition, increased autonomy, and continued career growth.
3. Maintenance stage: This stage occurs as individuals reach the peak of their career and begin to
focus more on maintaining their position and achieving work-life balance. Individuals in this
stage may be motivated by job security, work-life balance, and the desire to give back to their
profession.
4. Withdrawal stage: This stage occurs as individuals approach retirement age or begin to phase out
of their career. Individuals in this stage may be motivated by a desire to slow down, spend more
time with family and friends, and enjoy the fruits of their labor.

Overall, the career stage model provides a useful framework for understanding the typical career
trajectories of individuals and the motivations and priorities that drive career decisions at
different stages of life. By recognizing the different stages of the career stage model, individuals
can better understand their own career goals and develop effective strategies for career planning
and management

Holland's theory of occupational choice:

Holland's theory of occupational choice is a widely used model that explains how an individual's
personality traits influence their choice of career. The theory proposes that there are six different
personality types and that individuals are most likely to choose careers that align with their
dominant personality traits. The six personality types are:

1. Realistic
2. Investigative
3. Artistic
4. Social
5. Enterprising
6. Conventional

Individuals who identify with the realistic personality type, for example, may be drawn to careers
in engineering, mechanics, or other hands-on fields, while individuals who identify with the
social personality type may be drawn to careers in counseling, teaching, or social work.
 Mentors and mentorship:

Mentorship involves a formal or informal relationship between an experienced professional (the

1. Career guidance and advice

The functions of a mentor may include providing feedback, challenging assumptions, sharing
experiences and knowledge, and providing emotional support. There are typically three stages of
a mentorship relationship: initiation, cultivation, and separation.

Work-home conflict:

Work-home conflict refers to the stress and strain that can result from the competing demands of
work and family life. There are two domains of work-home conflict:

1. Work-to-home conflict: This occurs when work demands interfere with an individual's ability to
fulfill their family responsibilities, such as spending time with their children or partner.
2. Home-to-work conflict: This occurs when family demands interfere with an individual's ability
to perform their work responsibilities effectively, such as taking time off work to care for a sick
child or elderly relative.

There are two types of work-home conflict:

1. Time-based conflict: This occurs when an individual does not have enough time to fulfill their
responsibilities in both domains.
2. Strain-based conflict: This occurs when the stress and strain of one domain spills over into the
other domain, such as feeling emotionally drained from a difficult day at work and being unable
to engage with family members in the evening.

Overall, managing work-home conflict requires effective time management, communication, and
boundary-setting strategies to ensure that both work and family responsibilities are met in a
satisfactory way.