Difference between revisions of "Career Strategies"

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[[Career Strategies]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Career Essentials]]''' [[lesson]] that introduces its participants to [[career]]s and related topics.
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[[Career Strategies]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Employability Essentials]]''' [[lesson]] that introduces its participants to [[career]]s and related topics.
  
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[[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Careers]] session of the [[CNM Cyber Orientation]]. The ''Orientation'' is the second stage of the [[WorldOpp Pipeline]].
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[[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Careers]] session of [[EmployableU Concepts]].
  
  
 
==Content==
 
==Content==
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The predecessor [[lectio]] is [[Career Portfolio]].
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The predecessor [[lectio]] is [[Value Propositions]].
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[[File:Growth-matrix.png|400px|thumb|right|[[Ansoff Matrix]]]]
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===Key terms===
 
  
 
===Script===
 
===Script===
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:A [[career tactic]] is a detailed plan for the endeavor undertaken to achieve a specific [[career goal]]. Every ''goal'' may require its own [[career tactic]] to achieve. These endeavors may be [[ongoing operations]], which are casually called "old businesses", or [[project]]s, which are casually called "new businesses". Any ''tactic'' is a part of the [[career strategy]], which can be defined as the portfolio of ''tactics''.
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:A [[career strategy]] is a high-level plan to achieve one or more [[career goal]]s under conditions of uncertainty. A [[career endeavor]] is an undertaking to implement the ''strategy'' and achieve the ''goal''. The ''strategy'' depends on what one's ''career goal'' is. A combination of the ''endeavors'' represent one's [[career effort portfolio]].
  
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:Reflecting the [[Work Motivation Model]], these ''tactics'' may refer to [[work-life fit]], [[employee compensation]], [[job task]]s, or any combination of those.
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:All the ''endeavors'' may be placed into the [[BCG matrix]]. So, strategies may be "let the dogs go" to "keep the cash cows" to "consider the question marks" to "nourish the stars".
  
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Attaining competence in the current job, putting in extended work hours, developing new skills, developing new opportunities at work, attaining a mentor, building one’s image and reputation, and engaging in organizational politics.
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:The [[Ansoff Matrix]] is a tool that [[c-level executive]]s use to formulate generic strategies for growth. Any [[worker]] can use this ''matrix'' to plan career growth.
  
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Attaining competence in the current job is a basic career strategy, given that organizations make promotion decisions, at least in part, on an employee’s present performance. In addition, the skills acquired or honed in one job might be essential for performance in another job either with one’s current employer or with another organization. The concepts underlying the protean and boundaryless career philosophies make it necessary for individuals to have relevant skills at the times when those skills are required by employers. Focusing on developing abilities in a current job can improve an individual’s chances for employability in the future.
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:Doing the same [[job task]]s for the same [[employer]], one can potentially work on his or her more competitive [[employability]] such as increase [[work-related competence]] and/or professional profile.
  
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Putting in extended hours either at the work site or at home is a popular career strategy, especially in the early career, when an employee is proving himself or herself to the company. Working beyond normal hours can enhance performance in one’s current job and can signify to the organization that one is committed to the job and capable of taking on large volumes of work. However, putting in extended work hours can also result in negative consequences over the longer term, given that extra work hours during evenings and weekends might impinge on the time a person can spend on family or personal activities.
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:To explore new markets, one can potentially offer the current work services to new customers or in new geographic locations.
  
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Developing new skills is a career strategy that involves the acquisition or enhancement of work abilities that either improve performance in the present job or will be required in a subsequent position. Michael Arthur, Priscilla Claman, and Robert DeFillippi have called this strategy “knowing how.” They have noted that skill development can involve formal occupational training as well as experiential learning. Skill development can include activities such as participation in training seminars, degree or nondegree university programs, or attendance at a leadership development workshop. Employees can also develop skills by acquiring additional responsibilities on their current jobs, working with an experienced colleague, or joining occupational associations that sponsor continuing education.
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:To develop new products, one can potentially build new competence and wait for a [[rank promotion]] opportunity.
  
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Developing new opportunities at work includes a number of more specific strategies that are designed to increase one’s career options. In their typology, Arthur and his colleagues have referred to this career strategy as “knowing whom.” As an example, self-nomination is a frequently observed strategy that involves the willingness to inform superiors of accomplishments, aspirations, and desired assignments. Self-nomination is intended to enhance one’s visibility and exposure to those in more senior positions within the organization, which can bring recognition, special assignments, and sponsorship. Another relevant career strategy under this category is networking, which involves the identification of and communication with a group of relevant acquaintances and friends who can provide information, advice, and support regarding career opportunities.
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:These strategies would likely affect the "stars" quadrant and, if there is a star shortage, the "questions" quadrant. However, some unusual strategies can be developed as well.
  
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Attaining a mentor as a career strategy has received considerable attention in recent years. Mentoring can be defined as relationships between junior and senior colleagues or between peers that provide various developmental functions. The mentoring role can be filled by a variety of individuals, not by just one person. A mentor can provide coaching, friendship, sponsorship, and role-modeling to the younger, less experienced protege. In the process, the mentor can satisfy his or her need to have a lasting influence on another person’s life.
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:Let's imagine, someone who works low-wage sitting in the office jobs, one is full-time and another is part-time. This ''worker'' starts noticing that the body needs more work-out, but he cannot afford to allocate time for gym. This ''worker'' may diversify his part-time "cash cow" to substitute it with, let say, dog walking. In this way, he will be still earning similar amounts and exercise more and even enjoy fresh air.
  
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Building one’s image and reputation is a career strategy in which the individual attempts to convey an appearance of success and suitability. For example, being married, participating in community activities, and dressing properly can provide a positive public image that can bring career rewards. While this type of strategy is not necessarily important in all or most situations, past research has found that significant numbers of employees make the investment in image building because of the perceived high value to career advancement. Building one’s work reputation is an important strategy because it is presumed that an individual’s past experiences and accomplishments bode well for future performance. Thus, a focus on building a strong work reputation can improve a person’s employability regardless of the employer.
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===Key terms===
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:[[Ansoff Matrix]], [[career strategy]]
  
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Engaging in organizational politics is somewhat similar to the “knowing why” strategy described by Arthur and his colleagues and covers such diverse activities as agreeing with or flattering one’s supervisor, advocating company practices, not complaining about rules or regulations, and forming alliances or coalitions with others in the organization. More extreme and often personally unacceptable political practices can include sabotaging another person’s work or spreading rumors about a colleague. In many organizations, becoming involved in organizational politics is a career strategy that is necessary for career advancement, although certain behaviors might be viewed as unethical or reprehensible. Nonetheless, regardless of the personal acceptability, engaging in organizational politics is a career strategy that is used regularly.
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===Closing===
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:Is the [[concept]] of [[career strategy]] explained well? --Yes/No/I'm not sure/Let me think/Let's move on
  
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Foot in a door
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'''[[What Career Endeavor Is]]''' is the successor [[lectio]].
  
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'''[[Career Changes]]''' is the successor [[lectio]].
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==Questions==
  
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==Quiz==
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===Placement entrance exam===

Latest revision as of 20:27, 29 October 2023

Career Strategies (hereinafter, the Lectio) is the second lesson part of the Employability Essentials lesson that introduces its participants to careers and related topics.

WorldOpp Pipeline

This lesson belongs to the Introduction to Careers session of EmployableU Concepts.


Content

The predecessor lectio is Value Propositions.

Ansoff Matrix

Script

A career strategy is a high-level plan to achieve one or more career goals under conditions of uncertainty. A career endeavor is an undertaking to implement the strategy and achieve the goal. The strategy depends on what one's career goal is. A combination of the endeavors represent one's career effort portfolio.
All the endeavors may be placed into the BCG matrix. So, strategies may be "let the dogs go" to "keep the cash cows" to "consider the question marks" to "nourish the stars".
The Ansoff Matrix is a tool that c-level executives use to formulate generic strategies for growth. Any worker can use this matrix to plan career growth.
Doing the same job tasks for the same employer, one can potentially work on his or her more competitive employability such as increase work-related competence and/or professional profile.
To explore new markets, one can potentially offer the current work services to new customers or in new geographic locations.
To develop new products, one can potentially build new competence and wait for a rank promotion opportunity.
These strategies would likely affect the "stars" quadrant and, if there is a star shortage, the "questions" quadrant. However, some unusual strategies can be developed as well.
Let's imagine, someone who works low-wage sitting in the office jobs, one is full-time and another is part-time. This worker starts noticing that the body needs more work-out, but he cannot afford to allocate time for gym. This worker may diversify his part-time "cash cow" to substitute it with, let say, dog walking. In this way, he will be still earning similar amounts and exercise more and even enjoy fresh air.

Key terms

Ansoff Matrix, career strategy

Closing

Is the concept of career strategy explained well? --Yes/No/I'm not sure/Let me think/Let's move on

What Career Endeavor Is is the successor lectio.

Questions

Placement entrance exam

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