career styles
DESCRIPTION
a requirement I made for our group.. with a little help from them.. this was submitted to Mrs. Mona Liza Avelino..TRANSCRIPT
UPH – Dr. Jose G. Tamayo Medical University
Career StylesCareer Styles
Sto. Niño, Biñan, Laguna
College of NursingCollege of Nursing
Submitted to:
Mrs. Mona Liza AvelinoJanuary 21, 2008
Submitted by:
GROUP # 52GROUP # 52ALZOLA, Rachel Valyn F. CARREON, Mary Abigail D. CERENO, Milka E.
FERRER, Harry E. GABAD, Mary Ann G. GAMUEDA, Mary G. LAYACAN,
Emielou M. LAYOC, Anthovie B. OGANG, Jana May P. RELOVA, Edelyn
Girlie H. REVANO, Diane Crizelle L.
Career StylesBy friss,, 1989
Steady StateConstancy in position with increasing professional skill
Linear Hierarchical
orientation with steady
climb
Entrepreneurial & TransientDesire to create new service; meeting own priorities
Spiral Rational,
independent responsibility for
shaping career
Career Conceptsby Driver, 1979
refers to the modality of an individual's career decisions.
Career Concepts vary along the three dimensions of a) frequency of job change, b) direction of movement, and c) type of change in job content.
Four Career Concepts are defined as follows:
Steady Statewhich is characterized by little or no job change;
Linearwhich represents moderate and consistent upward movement within a single field;
Spiralwhich is more gradual long-term upward movement in related fields, through short-term lateral changes among them; and
Transitorywhich refers to frequent short-term changes in variable directions among jobs representing unrelated fields.
Med Nurse forever!
IV research hospital
Med school
waitress nurse model
my own nursing home
Career Conceptsas defined by different Us Organizations
It is useful to consider a career concept, a model that identifies four fundamentally different patterns of career experience, each having differing trajectories, motivations, and needs within an organization. An engineer may tend to associate more strongly with one, or equally between two, in which case they may possess a "hybrid" career concept.
Linear:
• Progressive series of upward steps within organizational hierarchy.• Deeply rooted in cultural emphasis American society places on upward mobility.• Key motivations are individual power, achievement, and opportunity to "make things happen."• Individuals tend to be competitive, oriented toward leadership, profits, and financial success.
Expert:
• Lifelong (at least long-term) commitment to a chosen occupational field or specialty.• Focus on development and refinement of knowledge, skills, and abilities within career.• Nature of work performed tends to be an integral component of self-identity.
• Key motivations are expertise or technical competence, security, and stability.• Individuals tend to be quality-conscious, oriented toward commitment and reliability.
Spiral:
• Periodic (every 7-10 years) major moves across related occupational specialties or disciplines.• Ideal career move is from one functional area (engineering, manufacturing) into an adjacent or similar one (R&D, quality).• Previous field forms knowledge base for movement into new one, while allowing a person to develop closely related, yet different set of skills and abilities.• Key motivations are a need for personal development and increased knowledge.• Individuals tend to be creative, possess diverse skills, and are able to coordinate lateral organizational activities.
Transitory:
• Frequent (every 3-5 years) major moves across unrelated occupational specialties or disciplines.• Those pursuing transitory "careers" often do not perceive themselves as actually having careers.• Key motivations are a desire for very diverse work experiences, variety, and independence.• Individuals tend to be fast learners, adaptive to changing circumstances, and project-oriented.