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the pattern of work-related experiences that spans the course of a person's life
a lifelong process of learning about self, jobs, and organizations; setting personal career goals; developing strategies for achieving the goals, and revising the goals based on work and life experiences
both positive and negative information given to potential employees about the job they are applying for, thereby giving them a realistic picture of the job
realistic job preview (RJP)
What are the stages in the Career Stage Model?
the first stage of a person's career in which the person learns the job and begins to fit into the organization and occupation
the second, high achievement-oriented career stage in which people focus on increasing their competence
the third stage in an individual's career in which the individual tries to maintain productivity while evaluating progress toward career goals
the final stage in an individual's career in which the individual contemplates retirement or possible career change
an implicit agreement between an individual and an organization that specifies what each is expected to give and receive in the relationship
a sequence of job experiences that an employee moves along during his or her career
a structured series of job positions through which an individual progresses in an organization
an individual who provides guidance, coaching, counseling, and friendship to a protege
a relationship in which both people have important career roles
a work schedule that allows employees discretion in order to accommodate personal concerns
flexible work schedule
What are the 4 components of the New Career Paradigm? (New outlook on one's career)
- Discrete Exchange
- Occupational Excellence
- Organizational Empowerment
- Project Allegiance
According to the New Career Paradigm, what characterizes Discrete Exchange?
- An organization gains productivity while a person gains work experience
- clear exchange of specified rewards in return for performance
- basing job rewards on current market value of work performed
- disclosure and negotiation on both sides as employment relationship unfolds
- flexibility as interests and market circumstances change
According to the New Career Paradigm, what characterizes Occupational Excellence?
- skills are continually honed that can be marketed across organizations
- employees identifying with and focusing on what is happening in their occupation
- getting training in anticipation of future job opportunities
According to the New Career Paradigm, what characterizes Organizational Empowerment?
- power flows down to business units and in turn to the employees
- everyone is responsible for adding value and improving competitiveness
- business units are free to cultivate their own markets
According to the New Career Paradigm, what characterizes Project Allegiance?
- both individuals and organizations are committed to successful project completion
- financial and reputational rewards stem directly from project outcomes
- upon project completion, organization and reporting arrangements are broken up
What characterizes the Realistic Person? What are examples of career choices for this person?
- stable, persistent, materialistic
- restaurant server
- mechanical engineer
What characterizes the Investigative Person? What are examples of career choices for this person?
- curious, analytical, independent
What characterizes the Artistic Person? What are examples of career choices for this person?
- imaginative, emotional, impulsive
- voice coach
- interior designer
What characterizes the Enterprising Person? What are examples of career choices for this person?
- ambitious, energetic, adventurous
- real estate agent
- human resource manager
What characterizes the Social Person? What are examples of career choices for this person?
- generous, cooperative, sociable
- social worker
What characterizes the Conventional Person? What are examples of career choices for this person?
- efficient, practical, obedient
- word processor
- data entry operator
40% of new managers fail within the first 18 months on the job because they fail to build ________ with peers and subordinates.
Men and women with high _______ are seen as particularly gifted and may be promoted more rapidly.
What are the types of psychological contracts, in the form of social support, that newcomers may work out with key insiders in the organization?
- Protection from stressors (concern: What are the major risks/threats in this environment)
- Informational (concern: What do I need to know to get things done)
- Evaluative (concern: How am I doing)
- Modeling (concern: Whom do I follow)
- Emotional (concern: Do I matter)
Work-home conflicts more likely affect _____.
How do organizations attempt to help with work-home conflict?
- flexible work schedule (employees have discretion to accommodate personal concerns)
- eldercare (assistance in caring for elderly parents or relatives)