1. Introduction
The relevance and sustainability of the notion of employability in organizations in the postmodern era has being contributed due to global market pressure, high technology mass communication which has resulted in protean career. Employability can be defined as the ability of an individual to move within an organization or between jobs. In the modern world conditions like external environment of organization have influenced and shaped the nature of careers within organizations. The essay will also discuss types and levels of workers especially the postmodern idea of knowledge workers, which has affected traditional, hierarchical models of organization as opposed to more mordent adult-adult relationships. Individual career choice models have being influenced by personality characteristics of individuals, including attitudes and behaviors. According to Marilyn and Margaret 2007, the new psychological contract and the nature of covenants is mostly transactional elements (e.g. short-term monetary) than relational elements (e.g. loyalty and commitment)
2. Discussion
2.1 Employability and the protean career
According to Crowley-Henry and Weir (2007), protean career is having the ability to reform oneself for career path to achieve psychological success for example; life satisfaction and career satisfaction. According to Hetty van Emmerik et al (2011), employability opportunities increase for protean career because the individuals are highly skilled and motivated, educated, trained and have experience, which forms organizational human capital assets.
Today global business environment has become extensively dynamic and erratic that requires individuals who are flexible and can easily adjust. Bogdanowicz and Bail...
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Langton, N., & Robbins, S. P. (2007). Organizational behaviour: concepts, controversies, applications, second Canadian edition. (4th Canadian Edition ed.). Toronto: Pearson Education Canada.
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Each individual’s career path is distinctive and depends upon the individual’s outlook, behavior, work experiences, and activities. The incentives associated with career development are universal and include increasing one’s earning potential and acquiring additional skills and abilities that are attractive to any organization. Training and development are important factors in helping individuals develop talent, motivation, and leadership skills that will contribute to a successful personal and professional career.
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
Career is the total sequence of employment-related positions, roles, activities and experiences encountered by an individual (Jackson T. 2002, p.VIII). Career can also be conceptualised more broadly in terms of “the individual development in learning and work throughout life", and thus includes voluntary work and other life experience (Watt, 1996; in Torrington et al. 2008, p. 446).
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
Employability skills and Career readiness have become an integral part of education. Employers are looking for people with a combination of skills such as soft skills, customer service skills and life skills. Not having sufficient employability skill sets, is one of the main reason for many students not getting selected in campus drives. Focus is more on technical knowledge than soft skills in their curriculum. During the course of their education , required level of importance is not given to key qualities like effective communication, leadership qualities, time management skills, self motivation, problem solving skills and creative thinking.
The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities. Self-assessment is also involved with some exercises which able the employees to identify their career future plan, where are they for now and also how their career match with the current situation and resource that available (Noe, 2010). After done with the exercises, career counsellors usually used to assist the employee in their self-assessment process and also provide explanation about their result of psychology tests. Then the employees assess their current skills and abilities and also capabilities they are lacking with some informa...
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Careers are not something to be taken in a light manner as it acts as a major function in every being’s life. Career dysfunctional may results in decreased self confidence, increased interpersonal communication problems or traces of depression. According to Beverly Baskin, the term career can be defined as the the totality of work one does in one’s lifetime. Given this definition, education, family responsibilities, work and leisure activities are inclusive.