Career Styles

UPH – Dr. Jose G. Tamayo Medical University Sto. Niño, Biñan, Laguna

College of Nursing

Career Styles Submitted to:

Mrs. Mona Liza Avelino January 21, 2008 Submitted by:

GROUP # 52

ALZOLA, Rachel Valyn F. FERRER, Harry E. Emielou M.

CARREON, Mary Abigail D.

GABAD, Mary Ann G.

LAYOC, Anthovie B. Girlie H.

CERENO, Milka E.

GAMUEDA, Mary G.

OGANG, Jana May P.

REVANO, Diane Crizelle L.

LAYACAN,

RELOVA, Edelyn

Career Styles

Career Concepts

By friss,, 1989

by Driver, 1979 refers to the modality of an individual's career decisions.

Steady State Constancy in position with increasing professional skill

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.

Med Nurse forever!

Linear Hierarchical orientation with steady climb

Four Career Concepts are defined as follows:

Steady State my own nursing home Entrepreneurial & Transient

Desire to create new service; meeting own priorities

which is characterized by little or no job change;

Linear which represents moderate and consistent upward movement within a single field;

Spiral waitress

Spiral IV

Med

research

school

hospital

nurse

model

Rational, independent responsibility for shaping career

which is more gradual long-term upward movement in related fields, through short-term lateral changes among them; and

Transitory which refers to frequent short-term changes in variable directions among jobs representing unrelated fields.

Career Concepts as 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.