Archive for category Career choice
How much do your work values change over time?
Are there times when your work values change more than others?
How much are your work values influenced by what is happening around you?
Do you adjust your values according to what is available to you?
Do some generations have more stable work values than others?
These are just some of the questions that a new meta-analysis by Jing Jin and James Rounds from the University of Illinois at Urbana-Champaign tries to answer.
But first… what are work values?
Is it possible to know the future? Most people would say not. Yet many careers theories and theories about entrepreneurial behaviour inadvertently assume that it is possible.
In 1921 Frank Knight, who once taught the Nobel laureate Milton Friedman, wrote a seminal book called Risk, Uncertainty and Profit. Knight explained that there was a difference between risk (where the probability of success is known) and uncertainty (where the probability of success is unknown). More recently the economist Saras Sarasvathy, in her book Effectuation, pointed out that Knight had actually written about a third category – only no-one had noticed. This overlooked third category described a future that is not only unknown, but is unknowable, even in principle.
This observation, that there is an important difference between a future that is difficult to predict and a future that is impossible to predict, could lead to profound changes in our understanding of career choice.
Yesterday I attended the NICEC workshop on the Blueprint for Career Development. This is a competency framework for career management skills that was originally developed in Canada and has been adopted by Australia and some European countries. I don’t have time to blog about the Blueprint properly at the moment so watch out for a future post on it. In the meantime, you might want to take a look at Tristram Hooley’s presentation from the workshop and poke around on the Australian Blueprint website.
For this post I wanted to refer to something that is mentioned, almost in passing, in the Blueprint material — the ‘High Five of Career Development’.
Think about a recent job change that you made by your own initiative (rather than by force of circumstance, such as redundancy).
Why did you change? Had you got so fed up with your previous job that you had to move to preserve your sanity? Or were you tempted away by the opportunities on offer in the new job?
What about changing your mobile phone company, utilities, mortgage deal or internet service provider? Do you switch when you get fed up or do you constantly look for better deals?
What motivates you at work and why is it important to you? When you’re thinking about a job move, do you make a list of what you want or a list of what you don’t want?
When you make a list of pros and cons, which column tends to be most influential in making your mind up about something?
This issue of whether you are moving towards something or moving away from something has been a recurring theme in things I have been reading and in discussions I have been having over the last couple of weeks.
It is generally accepted that there is no ‘one’ right theory that suits every client, so how can a practitioner make some sort of sense out of the multitude of approaches that exist within the modern academic careers world (apart from following our blog of course)? Enter Patton and McMahon (1999) Systems Theory Framework of Career Development (STF).
In last week’s post about employability I presented four approaches to employability (Careerist, Ritualist, Rebel and Retreatist).
This got me all enthusiastic about typologies that put people into boxes which describe their approach to career management and decision making. I’ve found a few, but I’m hoping that you can come up with some more for me.
In my last posting about the E word I focused on various models of employability (the fun bit in my geeky world!). In this post I wanted to look at some of the various definitions of employability and what those definitions say about the people who construct them.
Partly, of course, there was the Christmas break. Too many things to do (and besides, who is going to read this blog in preference to spending precious festive time with their loved ones?).
Oh, and then there was that workshop on Time Management that I had to prepare (I really didn’t have time to do it before now, honestly). And I had to have a few breaks in order to catch up on my LoveFilm DVDs (I’ve got to get my money’s worth). And setting up the new Kindle on our WiFi took much longer than I anticipated.
And then I have to own up to the excessive amount of time I spent trying to beat the backgammon game on my phone (I’m sure it cheats!).
OK. I admit it. I’ve been putting it off.
Let’s say the word together: PROCRASTINATION.
It’s not just me, and it’s not just about writing blog posts. Whether it’s a student putting off their visit to the careers office until the last week of their final year or the dissatisfied worker who never gets round to changing their career, the ‘I’ll do it later’ attitude prevents many people from engaging with career development tasks.