Archive for category Career satisfaction
Four pathways to meaning
Posted by David Winter in Career satisfaction, Career success on 14 September 2012
Regular readers of this blog will know that a recurring theme is the notion of meaning in our working lives. I’m also a big fan of simple models and frameworks to help structure and analyse complex ideas. So, I was excited to discover an article which not only conducted an extensive review of the literature of meaning in work, but which presented a simple way of categorising the various ways in which people find meaning.
How stable are work values?
Posted by David Winter in Career choice, Career satisfaction, Journeys, Socio-economic factors on 24 November 2011
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?
The ‘High Five’ of career development
Posted by David Winter in Career choice, Career satisfaction, Socio-economic factors on 27 October 2011
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’.
How many needs?
Posted by David Winter in Career satisfaction on 6 October 2011
According to Maslow we have five (or is it eight?). However, many other people have thought about what human beings need to be happy and fulfilled, what we strive for and what motivates us, they have come up with some different numbers.
ERG Theory (3 needs)
Clayton Alderfer (1969) set about rearranging Maslow’s needs. Rather than Maslow’s traditional hierarchy, he suggested that human needs were made up of three relatively independent factors and the order may vary between individuals.
- Existence — made up of Maslow’s Physiological and Safety needs.
- Relatedness — made up of the Social need and externally-sourced Esteem.
- Growth — made up of internally-sourced Esteem and Self-actualisation.
Is your work meaningful?
Posted by David Winter in Career satisfaction on 13 September 2011
Rachel Mulvey’s post last week on the existential nature of continuing professional development has turned my thoughts once again to the concept of meaningfulness.
Partly inspired by Rachel’s idea, I have been writing an article for the Journal of the National Institute for Career Education and Counselling on the use of narrative techniques in reflective practice for guidance practitioners (I know, exciting stuff, huh?). As part of my research for this piece I came across an article by W.D. Joske on ‘Philosophy and the meaning of life’. Unlike many of the philosophy articles I’ve tried (and failed) to get to grips with, this was actually quite readable because Joske demonstrates a subtle, dry sense of humour in his writing.
…many people are afraid of philosophy precisely because they dread being forced to the horrifying conclusion that life is meaningless, so that human activities are ultimately insignificant, absurd and inconsequential
The world is neutral and cannot give meaning to men, If someone wants life to be meaningful he cannot discover that meaning but must provide it himself. How we go about giving meaning to life seems to depend upon the society we accept as our own; a Frenchman might leap into the dark, an American go to a psycho-analyst, and an Englishman cease asking embarrassing questions.
As well as being amusing, Joske is quite analytical and, in his attempt to explore meaning, he breaks down the meaninglessness of activities into four essential elements: worthlessness, pointlessness, triviality and futility.
Universal needs?
Posted by David Winter in Career satisfaction on 17 August 2011
What are the fundamental human needs?
What things, if we get them, will make us happy human beings?
Are there such things as universal human needs, that everyone in every society would identify with, or does it depend on your personality and cultural background?
In an earlier post on Maslow’s classic hierarchy of needs, I mentioned that it had been criticised (Hofstede, 1984) for being based on Western sensibilities. In defence of his criticism Hofstede cited a research study by Haire et al. (1966) in which managers from 14 different countries were asked to rate the importance of various needs (security, social, esteem, autonomy, self-actualisation) as well as indicating their level of satisfaction and fulfilment of those needs.
In this study, only the managers from the US ranked the needs in the order proposed by Maslow.
So does that mean that Maslow’s needs are not universal?
Cultural or universal
Posted by David Winter in Career satisfaction, Cycles, Development, Journeys, Relationships, Roles, Socio-economic factors, Uncategorized, Work-life balance on 6 July 2011
In The East and West of Careers Guidance, my colleague Saiyada talked about the Jiva project promoting career development counselling in India.
A recent paper by G. Arulmani (2011) expands on some of the cultural concepts that underlie this approach to careers work. I have my reservations about the research presented in the paper which claims to demonstrate that grounding career education in a culturally relevant framework is more effective than applying more universalist approaches.
This may well be true, but it’s really hard to tell from the details give of the differences between the two approaches used in the research whether the greater effectiveness is down to the cultural relevance or just down to providing a more coherent conceptual framework for the career development activities.
Aside from these concerns about the research methods, I do find the concepts derived from Asian spiritual traditions very thought provoking, especially when comparing them to equivalent concepts from Western career development theory.
Apologies in advance for my over-simplification of these concepts.
Read the rest of this entry »
What does success mean to you?
Posted by David Winter in Career satisfaction, Career success, Work-life balance on 5 April 2011
In this post, I’m doggedly continuing my pursuit to explore the idea of career success.
We started with a simple binary distinction: objective success versus subjective success. We realised that this was somewhat crude and that a bit more subtlety might be useful.
In the previous post, we added an extra dimension about how you might measure success (self-referent versus other-referent comparison).
Now it’s time to take things multidimensional!
The Meaning Triangle
Posted by David Winter in Career satisfaction, Work-life balance on 24 January 2011
As the post on existentialism has been one of my most popular, I thought I would do something more on the subject of meaningfulness.
And when it comes to meaning, it seems that three is a magic number.
But first a short story (involving three workers)…
A traveller comes across a group of three men who are working hard smashing boulders with large hammers.
He asks them what they are doing.
The first man answers, ‘I’m using my strength and skill to make big rocks into small rocks.’
The second man answers, ‘I’m working to earn money so that I can feed and support my family.’
The third man answers, ‘I’m preparing the raw materials to build a cathedral for the glory of God.’
Which of these three men was doing the most meaningful work?
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