career motivation final report
TRANSCRIPT
-
7/30/2019 Career Motivation final report
1/25
1
PREMIER UNIVERSITY, CHITTAGONG.Course title
Human Resource Development
Assignment on
Submitted To:
A.K.M. TAFZAL HAQUE
Associate Professor
Faculty of B.B.A
Chittagong University
Submitted by:
Md. Istiak kabir
Department : H.R.M
Semester : 8th
ID No. : 0817112578
Date of Submission: 14th January, 2013
-
7/30/2019 Career Motivation final report
2/25
2
Abstract
Career Motivation is usually examined among young or mid-career workers.
The older worker is left alone. Unfortunately, in an environment in which the
older person represents the fastest growing segment of the labor force, this
critical resource is being frittered away. Examination of current practices
suggests a large portion of older workers are persuaded by their employers'
actions that their careers are at an end. Alternatives to extend and increase this
group's Career motivation are discussed.
Research exploring the underlying processes involved in successful mentorships
has been lacking. In the present study, the roles of Career motivation
explanatory factors were examined. Career motivation mediated the relationship
between career mentoring and performance effectiveness. Contrary to
prediction, only marginal support was received for career self-efficacy as a
mediator between mentoring and indicators of career success. Career motivation
is unique in that it was the first to reveal linkages between mentoring, career
self-efficacy and Career motivation. Theoretical and practical implications of
results are discussed.
-
7/30/2019 Career Motivation final report
3/25
3
Contents
TOPICS PAGE NO.
What is Career? 3
What is motivation? 4
What is Career Motivation? 5-7
Types of Career motivations 8
Identifying Career Motivation 9
Example of Career Motivation worksheet 10-12
Ways of Career motivation 13
Career motivation at work 14-16
A Career Motivation Model 17
Integrative Model of career motivation 18
Implications of the Integrative of career
motivationModel
22
Summary 23
References 24
-
7/30/2019 Career Motivation final report
4/25
4
What is Career?
Career is defined by the Oxford English Dictionary as a person's "course or
progress through life (or a distinct portion of life)"
By the late 20th century, a wide range of choices (especially in the range of
potential professions) and more widespread education had allowed it to becomepossible to plan (or design) a career: in this respect the careers of the career
counselor and of the career advisor have grown up. It is also not uncommon for
adults in the late 20th/early 21st centuries to have dual or multiple careers,
either sequentially or concurrently. Thus, professional identities have become
hyphenated or hybridized to reflect this shift in work ethic.
The progress and actions taken by a person throughout a lifetime, especially
those related to that person's occupations. A career is often composed of
the jobs held, titles earned and workaccomplished over a long period of time,
rather than just referring to one position.
While employees in some cultures and economies stay with one job during their
career, there is an increasing trend to employees changing jobs more frequently.
For example, an individual's career could involve being a lawyer, though the
individual could work for several different firms and in several
different areas oflaw over a lifetime. See also career ladder.
http://www.businessdictionary.com/definition/progress.htmlhttp://www.businessdictionary.com/definition/person.htmlhttp://www.investorwords.com/10870/related.htmlhttp://www.investorwords.com/14646/person.htmlhttp://www.investorwords.com/3379/occupation.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.investorwords.com/2299/held.htmlhttp://www.investorguide.com/definition/title.htmlhttp://www.businessdictionary.com/definition/work.htmlhttp://www.businessdictionary.com/definition/accomplished.htmlhttp://www.investorguide.com/definition/long.htmlhttp://www.investorwords.com/3669/period.htmlhttp://www.businessdictionary.com/definition/position.htmlhttp://www.investorguide.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/culture.htmlhttp://www.businessdictionary.com/definition/economy.htmlhttp://www.businessdictionary.com/definition/stay.htmlhttp://www.businessdictionary.com/definition/trend.htmlhttp://www.businessdictionary.com/definition/individual.htmlhttp://www.businessdictionary.com/definition/lawyer.htmlhttp://www.investorguide.com/definition/firm.htmlhttp://www.investorwords.com/12893/area.htmlhttp://www.businessdictionary.com/definition/law.htmlhttp://www.businessdictionary.com/definition/law.htmlhttp://www.investorwords.com/12893/area.htmlhttp://www.investorguide.com/definition/firm.htmlhttp://www.businessdictionary.com/definition/lawyer.htmlhttp://www.businessdictionary.com/definition/individual.htmlhttp://www.businessdictionary.com/definition/trend.htmlhttp://www.businessdictionary.com/definition/stay.htmlhttp://www.businessdictionary.com/definition/economy.htmlhttp://www.businessdictionary.com/definition/culture.htmlhttp://www.investorguide.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/position.htmlhttp://www.investorwords.com/3669/period.htmlhttp://www.investorguide.com/definition/long.htmlhttp://www.businessdictionary.com/definition/accomplished.htmlhttp://www.businessdictionary.com/definition/work.htmlhttp://www.investorguide.com/definition/title.htmlhttp://www.investorwords.com/2299/held.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.investorwords.com/3379/occupation.htmlhttp://www.investorwords.com/14646/person.htmlhttp://www.investorwords.com/10870/related.htmlhttp://www.businessdictionary.com/definition/person.htmlhttp://www.businessdictionary.com/definition/progress.html -
7/30/2019 Career Motivation final report
5/25
5
What is motivation?
Motivation is the psychological feature that arouses an organism to action
toward a desired goal and elicits, controls, and sustains certain goal directed
behaviors. It can be considered a driving force; a psychological drive that
compels or reinforces an action toward a desired goal. For example, hunger is a
motivation that elicits a desire to eat. Motivation has been shown to have roots
in physiological, behavioral, cognitive, and social areas.
Internal and external factors that stimulate desire and energy in people to be
continually interested and committed to a job, role or subject, or to make an
effort to attain a goal. Motivation results from the interaction of both conscious
and unconscious factors such as the (1) intensity of desire or need,(2) incentive or reward value of the goal, and (3) expectations of
the individual and of his or her peers. These factors are the reasons one has for
behaving a certain way. An example is a student that spends extra time studying
for a test because he or she wants a better grade in the class.
http://www.investorguide.com/definition/internal.htmlhttp://www.businessdictionary.com/definition/external-factors.htmlhttp://www.investorwords.com/11193/stimulate.htmlhttp://www.businessdictionary.com/definition/energy.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.businessdictionary.com/definition/role.htmlhttp://www.investorwords.com/8426/subject.htmlhttp://www.investorguide.com/definition/make.htmlhttp://www.businessdictionary.com/definition/goal.htmlhttp://www.businessdictionary.com/definition/result.htmlhttp://www.businessdictionary.com/definition/factor.htmlhttp://www.investorwords.com/17640/intensity.htmlhttp://www.businessdictionary.com/definition/need.htmlhttp://www.businessdictionary.com/definition/incentive.htmlhttp://www.businessdictionary.com/definition/reward.htmlhttp://www.investorguide.com/definition/value.htmlhttp://www.businessdictionary.com/definition/expectation.htmlhttp://www.businessdictionary.com/definition/individual.htmlhttp://www.businessdictionary.com/definition/spend.htmlhttp://www.businessdictionary.com/definition/test.htmlhttp://www.businessdictionary.com/definition/want.htmlhttp://www.investorwords.com/2220/grade.htmlhttp://www.businessdictionary.com/definition/class.htmlhttp://www.businessdictionary.com/definition/class.htmlhttp://www.investorwords.com/2220/grade.htmlhttp://www.businessdictionary.com/definition/want.htmlhttp://www.businessdictionary.com/definition/test.htmlhttp://www.businessdictionary.com/definition/spend.htmlhttp://www.businessdictionary.com/definition/individual.htmlhttp://www.businessdictionary.com/definition/expectation.htmlhttp://www.investorguide.com/definition/value.htmlhttp://www.businessdictionary.com/definition/reward.htmlhttp://www.businessdictionary.com/definition/incentive.htmlhttp://www.businessdictionary.com/definition/need.htmlhttp://www.investorwords.com/17640/intensity.htmlhttp://www.businessdictionary.com/definition/factor.htmlhttp://www.businessdictionary.com/definition/result.htmlhttp://www.businessdictionary.com/definition/goal.htmlhttp://www.investorguide.com/definition/make.htmlhttp://www.investorwords.com/8426/subject.htmlhttp://www.businessdictionary.com/definition/role.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.businessdictionary.com/definition/energy.htmlhttp://www.investorwords.com/11193/stimulate.htmlhttp://www.businessdictionary.com/definition/external-factors.htmlhttp://www.investorguide.com/definition/internal.html -
7/30/2019 Career Motivation final report
6/25
6
What is Career Motivation?
In order to motivate yourself towards a successful and rewarding career, you
need a combination of several factors to work together in your favor. Thesefactors may include your own ambition and efforts to prosper, backed by the
love and inspiration of your loved ones. However, it is important to remember
that the ultimate responsibility of excelling in the career of your choice is yours
and only you can work towards it to make your dreams a reality. While
planning for your career development, you will also need to understand and
analyze your talents, qualifications and skills that might help you in getting
inspired towards the path of development.
Career motivations are what energize and motivate you when you think about
what you want to accomplish or work towards in your career. They are concrete
descriptions of how you want to engage in your work. They are not job titles
and they are not general words or phrases like fulfillment, financial security,
happiness, work/life balance etc. Understanding what motivates you can help
you find a career direction.
It seems possible that career motivation is one factor that can help explain thebenefits from mentoring relationships. career motivation is theorized as being
comprised of three components: career resilience, career insight, and career
identity .Career resiliencies the ability to adapt to changing circumstances, even
when circum-stances are discouraging or disruptive. It consists of characteristics
such as belief in self, willingness to take risks, and need for achievement.
Career insights the ability to be realistic about ones career and consists of
establishing clear, feasible career goals and realizing ones strengths and
-
7/30/2019 Career Motivation final report
7/25
7
weaknesses. Career identities the extent that one defines oneself by ones work.
It is associated with job, organizational, and pro-fissional involvement, nee
career motivation career motivation examined personal and situational
correlates of career commitment and found that of the variables investigated,
having a mentor was the most robust correlate. It was suggested that mentoring
increases career commitment by three means. First, mentoring facilitates self-
directedness, career involvement, career success, and positive attitudes toward
the career. Second, the mentor may demonstrate the rewards that can be attained
if an individual sticks with a career. Finally, mentoring helps the development
of career commitment because both the mentoring relationship and career
commitment revolve around the needs and ambitions of individuals.
To promote career motivation employees should be provided with positive
reinforcement for good performance, given opportunities for achievement and
input, and receive support for skill development support. This can be achieved
by encouraging employees to think about the long-term effects of their current
work behavior and to develop career plans. Information about career options
should be provided and realistic expectations cultivated. Goal setting should be
encouraged and fair and accurate feedback provided. Finally, to heighten career
motivation, work involvement should be emphasized by pro-viding job
challenges, and by encouraging professional activities and opportunities for
leadership and advancement Supporting these suggestions, found individuals
were more likely to have high levels of career motivation when their manager
was supportive, provided clear performance feedback, encouraged subordinates
to set career goals, initiated discussions related to development and career-
related issues and made the job challenging. That is, man-ager mentor-like
behaviors were associated with higher levels of career motivation among
subordinates. In sum, the existing literature suggests a relationship between
mentoring and Career motivation.
Hypothesis 1.Mentored individuals will have a higher level of career
motivation than those who have not been mentored.
Hypothesis 2a.Among those who are mentored, there will be a positive
relationship between psychosocial mentoring and Career motivation.
-
7/30/2019 Career Motivation final report
8/25
8
Hypothesis 2b.Among those who are mentored, there will be a positive
relationship between career mentoring and career motivation.
We suggest that career motivation plays a part in the relationship between
mentoring and indicators of career success. It seems likely that mentoring
relates to career motivation, which in turn relates to career success.
For example, London (1983) stated that one aspect of career motivation is the
desire for upward mobility. He suggested individuals would establish career
paths to further their advancement possibilities, request to be considered for
promotions, volunteer for important assignments, request and assume leadership
roles, and request salary increases. London also suggested that those high in
career motivation might have greater career advancement opportunities since
they work harder on projects that affect their career. Career motivation
behaviors have been theorized to predict pro-motions and salaries, yet only one
empirical study to date has shown career motivation to be as-associated with
promotions. We extend this line of research in the present study by relating
career motivation with both objective and subjective indicators of career
success.
Past studies have primarily used objective measures such as employee income,
promotion rate and job title to define career success. However, solely using
objective criteria to determine success may neglect important information. For
ex-ample, a managers, who appeared successful by reason of position and
income, did not feel successful or proud of their accomplishments. It is
important to explore individuals appraisal of their own success because these
perceptions are likely to impact their career.
Hypothesis 3.Career motivation will positively relate to objective and
Subjective career success.
Hypothesis 4a.Career motivation will mediate the relationship between career
mentoring and career success.
-
7/30/2019 Career Motivation final report
9/25
9
Hypothesis 4b.Career motivation will mediate the relationship between
psychosocial mentoring and career success.
Types of Career motivations
There are three types of Career motivations -
1. Core Career motivations: Core Career motivations are what you want to
spend your time doing. These include competencies (skills, knowledge and
attributes) that you want to develop, specific things you want to create, or
passions and causes that you want to pursue.
2. Work environment Motivations: Work environment Motivations is things that
are important for you in your workplace. These include aspects of the physical
environment, the work culture, the way Work is structured (e.g. hours, schedule,
etc.), and how you like to work with others (e.g. as a leader, Support person,
expert advisor, etc.).
3. Lifestyle Motivations: Lifestyle Motivations are what your career allows you
to do in other areas of your life. This could include money, time, travel,
relationships, and other parts that make up your work/life balance.
All three types are important, but your core Motivations will be most helpful in
pointing in a career direction. It can take time to uncover your own Motivations,
and it can be tricky to separate what you really want from what you feel you
should want. Its a good idea to revisit them from time to time.
Sample Motivations
I want to manage information about people (not technical or financial) in a
social service or educational setting (core Motivation)
I want to design and manage service-oriented systems, processes and
procedures to make systems run more efficiently and help people (core
Motivation)
-
7/30/2019 Career Motivation final report
10/25
10
I want to be recognized for making others lives easier (core Motivation)
I like being in a structured work environment where I have to respond to
things that happen unexpectedly (work environment Motivation)
I want to balance the time and energy I use while earning my living with the
time and energy I devote to my passion for competitive marathon running
(lifestyle Motivation)
Identifying Career Motivation
Follow these steps to make a list of four to six personal Career motivations:
1. Step 1: Complete the Career motivation Worksheet on page 3.
2. Brainstorm a list of possible career options that includes different type of
work and educational opportunities. Review your list and think about why you
have chosen your options. Do they connect with the Motivations you included
on the Career motivation Worksheet? Add any new insights to the worksheet.
3. Brainstorm a list of de-Motivations that describe what you dont want in
your career. Reflect on your past work and educational experience. Review your
list and think about the opposite of each de-Motivation. Do these opposites
connect with the Motivations you included on the worksheet?
4. Review all the statements on your worksheet and identify patterns and
themes. Write a set of four to six statements that summarize your key Career
motivations, and make sure that at least three or four of your statements
describe your core Motivations. Include enough detail to be meaningful. Dont
worry if some of your Motivations conflict with one another, or if theyre not
realistic right nowits all part of the journey.
-
7/30/2019 Career Motivation final report
11/25
11
Example of Career Motivation worksheet
What are your interests?
Rank the following interests in order of their importance to you.
Working with things, numbers and objects ________
Contact with people ________
Working with machines ________
Working with animals or plants ________
Working to improve social conditions ________
Detailed, organized, routine work ________
Studying people or communicating ideas ________
Scientific or technical work ________
Directing or organizing ________
Abstract and creative work ________
Working on or producing things ________
Now use your rankings to answer these questions:
1. What interests and activities energize you?
________________________________________________________________
2. What are the skills that you really enjoy using?
________________________________________________________________
3. What kinds of activities engage you so completely that you get wrapped up
in them and lose
track of time?
4. What kinds of subject or knowledge areas are you drawn to?
________________________________________________________________
-
7/30/2019 Career Motivation final report
12/25
12
5. What are the first 2 or 3 sections that you head for when you go to the
bookstore?
________________________________________________________________
What are your passions or causes?
1. What causes do you get excited about?
________________________________________________________________
2. Where is the juice or spark when you think about your career?
________________________________________________________________
3. If you were independently wealthy, had done everything you wanted to do in
terms of travel/leisure and had the total support, understanding and acceptance
of your family and friends, what would you choose to do with your time?
4. What would you do if you knew (and were 100% guaranteed) that you would
not fail?
What type of work environment do you want?
Rank the following work environments in order of their importance to you.
Setting your own schedule ________
Influencing people's opinions, attitudes or actions ________
Variety with many changing duties ________ Working under stressful situations ________
Making decisions based on personal judgment ________
Knowing exactly what is expected of me ________
Taking responsibility- being in control ________
Work requiring precision ________
Freely expressing ideas and emotions ________
-
7/30/2019 Career Motivation final report
13/25
13
Making decisions based on facts ________
Working closely with people ________
Working alone ________
Now use your rankings to answer these questions:
1. How do you see yourself working with others (e.g. leader, support person,
expert advisor, etc.)?
2. What type of people would you work well with, and how would you work
with them?
________________________________________________________________
3. What places and environments make you feel engaged and energized?
4. What type of organization would you like to be part of?
________________________________________________________________
What type of lifestyle do you want?
1. What does your career need to provide you with in terms of money and time
commitment so that it will fit with and support the other important aspects of
your life?
_______________________________________________________________
2. What kind of income do you have to have in order to support the kind of life
that you want to build?
________________________________________________________________
3. How much time are you willing to devote to your career so that it balances
with the rest of your life?
________________________________________________________
-
7/30/2019 Career Motivation final report
14/25
14
Ways of Career motivation
Motivation Through Relationships
The people who love and care for you can make a great difference in your life in
motivating and inspiring you towards a better career. Some of your closest
relationships may work as a base of all your career improvements. These
relationships might be the best and only reason for which you want to move
ahead in your career and do well to provide absolute security and happiness to
your family. It is the care and concern that you share in these relationships that
might encourage you to achieve your career goals, which in turn helps you to
provide the best of everything to your loved ones.
Motivation through Leisure
You leisure time activities and associations can also help you in motivating
yourself towards your career. It is important to interact with different kinds of
people coming from different walks of life and professions. You also need to
participate in the hobbies and activities that you enjoy so that your recreational
requirements are also fulfilled. These activities help you unwind from a long
day or a weekly routine and will keep you motivated when you are planning
your career. Your entire personality needs to be taken care of in order to
motivate yourself. Lack of relaxation and recreation may lead you towards
boredom and depression, which in turn can diminish your enthusiasm and
energy levels.
Motivation From Peers
One of the best ways to motivate yourself towards a great career may come
from your present workplace itself. Attending seminars, conferences and
meetings can help you in acquiring many professional contacts such as career
counselors, academic professionals, supervisors and people with similar
interests and career objectives. In the process, you may gain invaluable
resources and advice from masterminds that might motivate you to a great
extent. Seeing other people with the same or similar educational backgrounds
-
7/30/2019 Career Motivation final report
15/25
15
and qualifications in higher positions can further motivate you to improve your
own career prospects through sharing knowledge and ideas with them about
how you can go about it. Just knowing that you have a great network of
resource pool can be sufficient to motivate you.
Motivation From Your Mentor
Your personal mentor can be the most important person who can motivate you
so that you achieve your career objectives. A good mentor can be your friend,
philosopher and guide to direct you towards the road of success. A mentor will
not only coach you and provide critical advice to support you in your endeavors,
but will also introduce you with useful contacts and the right people to further
expedite your career development process. The mentor can also measure your
success and failure aspects and alter your action plan accordingly.
Career motivation at work
1. Clarify your goals
Nothing is more demotivating than working haphazardly without having a clear
vision, mission and set of objectives for your work. Without a clear vision andknowledge of how your work impacts the big picture you may well end up
spending a lot of time on urgent unimportant matters rater than tasks that
positively impact the big picture. Clarify in no uncertain terms your vision,
mission and objectives and focus on them beginning always with the end in
mind. It is remarkable what you will achieve once you have honed in on your
precise goals and can focus on them and visualize yourself achieving them.
2. Establish a clear game-plan for achieving your goals
Once you have clarified your vision and goals, formulate a detailed strategy for
getting there and chart your progress on a regular and ongoing basis. Break
down large complex projects into a series of manageable tasks that are
interesting and achievable. Having a blueprint for success that is composed of
clear, sensible milestones and achievable interesting tasks will greatly simplify
and lend meaning to your daily routine and will also give you a feeling of
-
7/30/2019 Career Motivation final report
16/25
16
control over your work and deadlines which largely boosts motivation. The
more organized you are and can focus and adhere to accomplishing your goals
according to your detailed blueprint for success, the more motivated you will be
and the less likely you are to fall into a fit of panic or insecurity and lose
confidence and motivation.
3. Ride the Wave of your Successes
Success is very stimulating. Work hard enough to achieve successful results and
see how motivated you are to achieve further successes as you excel in your
performance. Work hard, aim to overachieve your goals and ride the momentum
of each success to achieve further successes. Remind yourself that once your
vision is clear and you have a set of well-defined, reasonable objectives andmilestones to reach, the secret of success is hard work, creativity and
perseverance. Aim to ride the wave of each success to further the next success
and channel the positive energy to achieving similar superlative performance in
your next task or project. It is not always that you can ride the wave of euphoria
that arises from a sound success story so make sure you leverage and take
advantage of these bursts of energy and motivation to the extent possible.
4. Reward yourself
Reward yourself as you achieve your objectives and/or reach specific important
milestones. Plan ahead what forms this reward will take and what
tasks/projects/results will be rewarded. This will give you something to look
forward to, extra drive to get there and a surge of excitement and enthusiasm
when you do attain your desired goals.
5. Keep Things in Perspective
It is important to keep things in perspective and always remind yourself of why
you work. Beside the pay, it is often about realizing your potential, feeling alive
and useful, feeling connected, making a difference in the world, expressing
creativity, expanding your skills and abilities, helping others and contributing to
the community. List the reasons you entered the field you are in and when times
are tough remind yourself of why you do the work you do. Also remind yourself
-
7/30/2019 Career Motivation final report
17/25
17
that work is work and that you have a life outside of work to look forward to,
enjoy and make a difference in.
6. Maintain a healthy work/life balance
It is very easy to lose yourself at work and forget what awaits you outside of the
work arena. Maintaining a healthy work/life balance is essential both for your
general motivation level and your overall wellbeing. Make sure you take the
time to do the things you like to do outside of work whether it be connecting
with friends and family, exercising, reading, taking courses, shopping or other
hobbies and activities that channel your creativity and energy. Having
something to look forward to after work will see you through moments of
drudgery at work when your motivation and energy levels are not as high as
they could be and will also make you more productive at work.
7. Think positive
Negativity is a contagious affliction that drains you of energy, slows you down,
saps your enthusiasm and blinds you to the reasons you work. Avoid negative
feelings at all costs and concentrate on the positive. To do this, listen tomotivational tapes, to music that particularly inspires you, read motivational
books, talk to inspired or inspiring people, surround yourself with positive
stimuli and concentrate on the reasons you work. Find things to laugh at as long
as you are not laughing at your peers and count your blessings at every
opportunity. Focus on positives regardless of how small or inconsequential they
are whether it be a positive remark from a boss or peer, accomplishing your
day's goals earlier than usual, overachieving on a small deliverable, working
well with people, a looming vacation, completing a difficult task or any otherpositive stimulus.
-
7/30/2019 Career Motivation final report
18/25
18
A Career Motivation Model
One way to view career motivation is that it affects what will happen, or
what a person hopes will happen, in the future. Career decisions andbehaviors are guided by the outcomes that are desired and one's
expectations for attaining them. This is known as prospective rationality.
Another view, compatible with the first, is that career decisions,
behaviors, and situational conditions affect how one interprets the
environment and one's psychological state. This is known as retrospective
rationality. The processes of prospective and retrospective rationality
provide a basis for understanding the relationships among individual,situational, and behavioral variables associated with career motivation.
These are general processes that may apply to other facets of life in
addition to careers
Prospective Rationality
This approach holds that choice processes are "based on a search for and
use of information that allows the decision maker to form rationalexpectations about how good or bad the alternatives are likely to be".
Inferior information, misperceptions, or inaccurate interpretation of
information may result in poor decisions and/or inappropriate or
dysfunctional behaviors. Prospective rationality assumes that objective
differences in organizations, jobs, and individuals ac- count for variationsin career decisions and behaviors.
Expectancy theory of work motivation provides an example of prospective
rationality assumptions. The theory focuses on cognitions or expectancies
of various outcomes and the extent to which the outcomes are valued by
the individual. Content theories of motivation focus on the needs, interests,
and values people try to achieve.
also assume prospective rationality in that they specify what an individual
will try to achieve in the future.
Retrospective Rationality
This process begins with the idea that people spend much more time with
the consequences of their actions and decisions than they spend
contemplating future behaviors and beliefs. Individual characteristics, such
as one's needs and one's self-concept, are cognitions that make sense out
of past actions in a social environment .
-
7/30/2019 Career Motivation final report
19/25
19
Individual characteristics are affected by the salience and relevance of
information and by the general need to develop socially acceptable and
legitimate rationalizations for actions outlined three bases for retrospective
rationality. One is social, another is environmental, and the third is
behavioral. The social basis occurs when the job is so complex.
Retrospective rationality processes can serve as the basis for prospective
rationality directed toward future actions. Cognitive social learning resultsin establishment of perceived self-competencies, expectancies, values, ways
of encoding the environment, and self-regulatory mechanisms.
Integrative Model of career motivation
Figure 1 diagrams the proposed relationships among situational
characteristics, individual characteristics, and career decisions and behaviors.
The model emphasizes that career motivation is a multi- dimensional,
dynamic process-not a one-dimensional construct Different types ofinteractions arise at different times depending on the variables involved and
their strength. The numbers in the diagram referring to the linkages do not
imply order of occurrence or importance. Rather, the model represents
continuous processes of direct and indirect relationships.
Linkages 1, 2, and 3 describe prospective rationality processes. Linkage 1
refers to the direct effects of individual characteristics on decisions and
behaviors, as when a person behaves in a certain way almost regardless of
the situation. For example, risk taking tendency will lead to choosing
-
7/30/2019 Career Motivation final report
20/25
20
career alter- natives with higher values and lower probabilities of
occurrence.
Linkage 2 represents the direct impact of the situation on career decisions
and behaviors. These are cases in which the situation restricts or in other
ways determines individual actions. For instance, an organization may
require that a new manager attend a set of training programs or enroll in a
graduate degree program. As another example, the more cohesive the workgroup, the more likely social influence processes will affect career decisions
and behaviors.
Linkage 3 represents the interactions that may occur between the
individual and the situation as they
Career Motivation Components affect career decisions and behaviors. Thenature of the interactions that emerge will depend on the variables
involved. Different theoretical approaches posit different independent and
intervening variables.
For example, McClelland's, 1971, need achievement theory holds that
individuals with high need achievement will choose moderately difficult
tasks, whereas those with low need achievement will choose very easy or
very difficult tasks.) Each individual characteristic dimension associated
with career motivation may interact with its corresponding situational
characteristic to affect career decisions and behaviors. In general, thestrength of a main effect or interaction will depend on the strength of the
independent variables (their stability, favorability, recency of occurrence,
etc.). For instance, if the situation is such that the individual has
discretion in determining work assignments, those high on the individualcharacteristic of internal control (the belief that one can influence career
outcomes) are more likely to try to control their assignments than are
those low on internal control. When there is little discretion in determining
work assignments, internal control is not as likely to affect the individual's
behavior.For example, the individual's internal control may not moderate the
relationship between the amount of individual control available and the
extent to which the person takes control if the individual's need
achievement and need autonomy are low. Also, the effectiveness of aparticular career decision or behavior will depend on a number of factors,
including the individual's ability and the conditions in the organization. A
person with low ability who tries to take control over his or her career
outcomes may not do so effectively. An individual who establishes specific
-
7/30/2019 Career Motivation final report
21/25
21
career goals and puts them in writing may be wasting his or her time if
the organization is in a state of flux. Linkages 4, 5, and 6 describe
retrospective rationality processes.
Linkage 4 deals with how past decisions and behaviors affect individual
characteristics. The tendency to maintain consistency between one's
behavior and self-concept underlies this link- age. For example,
establishing plans for one's career is likely to enhance career identity aslong as the plans are likely to be put into effect. As another example,
turning down a lucrative job offer is likely to enhance loyalty to one's
present employer unless the decision can be changed easily or attributed
to factors beyond the individual's control.
Linkage 5 deals with how the current situation affects individual
characteristics. For instance, receiving positive feedback for performanceshould lead to higher self-esteem and a greater sense of internal control,
particularly when the task is such that the individual has control over theoutcome. Increasing job challenge (e.g., by increasing the job's skill
variety, task identity, feedback, autonomy, and significance) should
positively affect job involvement unless such changes in task design are
viewed as increased demands.
Linkage 6 is the process of interpreting the situation. A high self-esteem
individual would be likely to attribute a lower-than-expected pay raise to
external factors, such as the economy, if another justification is notprovided by the supervisor. A low self- esteem individual would be likely to
attribute a lower- Than expected raise to his or her own performance. To do
otherwise in either case would be inconsistent with the individual's self-
concept. However, if the pay raise is explained (e.g., everyone received
the same percentage, or the individual's performance was lower than it
should have been), then the causal attribution may not be affected by theindividual's self- esteem.
The propositions and associated linkages provide a framework forinvestigating and understanding career motivation and for generating more
specific hypotheses about the effects of the components of the model.
Changes in the variables and their effects may be observed over time
Also Figure is a simplified version of the relationships because the
individual, situational, and behavioral components of the model are vectors
of interrelated dimensions. The propositions express the primary linkages
among the components of the model. Other relation- ships also may occur,
-
7/30/2019 Career Motivation final report
22/25
22
although they may emerge more clearly in one of the above proposed
relation- ships because of the sequence of events. Career decisions and
behaviors may have a direct effect on the situation, as when an individual's
requesting and assuming leadership roles is recognized and results in
increased leadership opportunities. Also, career decisions and behaviors maymoderate relationships between individual and situational characteristics.
For example, individuals may not acquire a sense of internal control fromnew organizational policies allocating increased power and responsibilities
unless they have behaved in a way that demonstrates power. However, this
may appear from analyses over time as a sequence of the effects of the
situation on behavior and the effects of behavior on the individual's
psychological state. Another possibility is that the situation may moderate
relationships between individual characteristics and career decisions and
behaviors, as when effective leadership behavior does not result in the feelingof internal control and need dominance unless a formal statement detailing
reporting relationships and responsibilities has been issued by the
organization. However, this may appear as a strong relationship between
the situation and the individual characteristics and a weak relationshipbetween the behavior and the individual characteristics, particularly if the
behavior has been ongoing and the situational characteristic justifying the
behavior is of recent occurrence.
Recognizing the complexity of the model, a manageable approach to testing
the propositions would be to investigate the linkages by studying sets of
dimensions. The model cannot be tested in one study, nor can it be tested by
measuring a few variables. It requires an organism, in-depth longitudinal
pro- gram of research. This should involve three types of assessment: onefocusing on the individual characteristics, another on the situation, and a
third on the career decisions and behaviors. An assessment center is one way
to measure the individual characteristic dimensions. Techniques for
assessing the situational characteristics and career decisions and behaviors
include interviews, observations, ratings, diaries, and network analysis. The
assessments should be repeated over time to test causal relation- ships amongthe components.
-
7/30/2019 Career Motivation final report
23/25
23
Implications of the Integrative of career motivationModel
Traditional motivational strategies entail changing an element of the
environment (e.g., the compensation system or the job design) to increasemotivation and thereby enhance job performance. The idea that some
individual characteristics may change over time and be affected by situational
conditions introduces possibilities for new motivational strategies. Once
there is a better understanding of how the situation activates different
individual characteristics, it will be possible to affect motivation bychanging the salience of different situational variables. Attention may be
focused on different elements of the environment by changing them or
perhaps merely discussing them or communicating information about them.
For example, a company may offer its employees a voluntary, self-
administered career management program that consists of severalworkbooks. Because this requires consider- able work with no immediate
benefit to one's career, the program may be completed by relatively few
employees. Just knowing that the program exists, however, may focus the
attention of many more employees on their career goals, factors that affectthose goals, and their responsibility for their own careers. This could
ultimately affect their career decisions and behaviors, although not
necessarily in the way the program was intended.
How people interpret the environment has implications for motivational
strategies. For instance, a given situational change may not affectmotivation because it is not perceived as intended. Understanding which
individual characteristics are relevant to interpreting different situationsmay suggest ways of controlling the process.
The multidimensional nature of career motivation suggests that motivational
strategies will have to deal with broad sets of variables.
-
7/30/2019 Career Motivation final report
24/25
24
Summary
This paper outlines the components of career motivation and proposed
relationships among them. The components consist of individualcharacteristics organized into three domains (career identity, career insight,
and career resilience) with corresponding situational characteristics and
career decisions and behaviors. The relationships among the components
are based on prospective and retrospective rational- ity. Prospective
rationality is the process by which individuals' career decisions andbehaviors are affected by what they believe will happen in the future.
The nature of the situation and the individual characteristics associatedwith career motivation affect career decisions and behaviors. Retrospective
rationality holds that social learning and information processing influence
individual characteristics. The importance of different individualcharacteristics will change with the salience of corresponding elements of
the situation and one's decisions and behaviors. Testing the model requires
an organism, longitudinal assessment of each component. The results are
likely to be valuable for designing new motivational strategies.
From the above analysis we can conclude that, career motivation is one of themost important and the best tool to not only increases the employees
efficiency, but also to develop the companys overall profit.
-
7/30/2019 Career Motivation final report
25/25
25
REFERENCES
Wikipedia
Worldpress.com
Business dictionary.com
https://passport.baidu.com
www.careercast.com
library.educationworld.ne
http://www.streetdirectory.com
Noe, Noe, and Bachhuber (1990) article
(London & Mone, 1987). Article in press
R. Day, T.D. Allen / Journal of Vocational Behavior (2003)
(Dreher & Ash, 1990; Orpen, 1995; Scandura, 1992; Whitely, Dougherty,
& Dreher, 1991) Article.
(London & Bray, 1984). Career motivation can also be enhanced through
career 2 R. Day, T.D. Allen / Journal of Vocational Behavior (2003)
Article in press
(Colarelli & Bishop, 1990). London and colleagues (London, 1990;
London & Bray, 1984; London & Mone,1987) several suggestions as to
how to develop, support and enhance career motivation.
.
https://passport.baidu.com/http://www.careercast.com/http://www.streetdirectory.com/http://www.streetdirectory.com/http://www.careercast.com/https://passport.baidu.com/