17CAREERMANAGEMENT.docVIP

17 career management Chapter Scan This chapter emphasizes the increasing responsibility that employees are taking for their own career management. It describes the four stages of career advancement and the typical characteristics for each stage. In addition, it provides an overview of Hollands six types of personalities and occupational choice, and describes the role of psychological contracts and mentors on career development, career paths, and career anchors. LEARNING OBJECTIVES After reading this chapter, you should be able to do the following: 1. Define career and career management. 2. Explain occupational and organizational choice decisions. 3. Describe the four stages of the career model. 4. Explain the psychological contract. 5. Describe how mentors help organizational newcomers. 6. Describe ways to manage conflicts between work and home. 7. Explain how career anchors help form a career identity. key terms Chapter 17 introduces the following key terms: career career management realistic job preview (RJP) establishment advancement maintenance withdrawal psychological contract career path career ladder mentor dual-career partnership flexible work schedule eldercare career plateau bridge employment career anchors THE CHAPTER SUMMARIZED I. THINKING AHEAD: Brinker’s Mentoring Philosophy Attracts the Brightest and Best Talent II. CAREERS AS JOINT RESPONSIBILITIES A career is the pattern of work-related experiences that span the course of a person’s life. Career management is 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. With the onset of widespread reductions in force, employers are beginning to invest in programs that enable employees to be more self-sufficient. The responsibility for managing careers is shifting away from the organization and toward the individual. III.