This document compares two career models: Schein's Career Anchors model and the Career Motivators Index (CMi) model. It outlines key differences in their origins, concepts, measurement tools, and outputs. Schein's model focuses on identifying a single dominant career anchor, while the CMi model examines multiple motivators. The CMi was developed more recently using a UK sample, aims to have higher reliability and validity, and provides more detailed feedback than Schein's model.

1. CMi and Schein’s Career Anchors A comparison of career models SR&A Ltd 2010

2. Differences in Models

3. Differences in Origins Career Anchors model based upon Schein’s work Mostly completed in the 1970s and 80s with research done in the USA with US participants. Measurement via Career Orientation Inventory designed without strong psychometric base Career Motivators based upon SR&A work Completed with a UK sample and developed in UK between 2006 and 2008 and presented online in 2009 Measured via Career Motivation Indicator (CMi) designed for high reliability and validity

4. Differences in Concept Schein argues for one significant anchor which shows stability over time for the career participant. For some the key anchor may be obvious to determine while for others it may require reflection and internal questioning over one’s desirable career choices CMi model focusses attention on > 1 motivator Important to review top 3 – and understand whether there are significant differences in score between them. Also important to review lowest scoring motivators for comparison Issue of stability to be determined empirically but some are likely to change during life span (e.g. Work-Life balance).

5. Differences in Task For Career Anchors respondents complete COI 40 questions (5 per scale) on modified rating scale with score additions on perceived key items prior to scoring. For Career Motivators respondents complete CMi 80 items (8 per scale) on Likert scale to improve reliability (10-15 mins completion time) No score additions

6. Differences in Output Schein’s measurement process produces raw scores on 8 Anchors with a rank order to determine key anchor CMi provides The key raw scores and ranking on 10 Career Motivators Normed scores on 10 Motivators to compare respondent with broad based UK norm group Normed scores on 4 underlying factors or career themes: Achievement Orientation vs Balance Self-starting Opportunity vs Career Security Community and Values Independent Professionalism

7. CMi Website: www.careermotivation.co.uk

8. Public, respondent, adviser routes

9. Sample Output Raw results – show the rank order of a respondent’s motivators. Focus on the top 3 for interpretation. Relative importance – shows CMi scores when compared with the norm group. Global Career Themes – shows underlying career factors, viz: Achievement Orientation (Right Pole Scores) vs Balance (Left Pole Scores) Self-starting opportunity (Right Pole Scores) vs Career Security (Left Pole Scores) Community and Values (Right Pole Scores) Independent Professionalism (Right Pole Scores)

10. Rawresults

11. Interpretation The respondent’s result show a clear preference for a balance between attending to work demands and dealing with the satisfaction of other life goals. Career security and the chance to work with others seem to be the next important determinants of career choice, but notice the similarity of scores for motivators 3, 4 and 5. The motivators that seem less important relate to: seeking challenging work to demonstrate one’s efficacy; the desire to have freedom at work over how to do things; and the need to have work satisfy a fundamental value.

12. Againstnorm

13. Interpretation When compared with the norm, respondent again shows a clear leaning towards work life balance and career security as key motivators. Interestingly, status, or seeking overt signs of recognition, appears to be important compared with the norm. While not ranked highly by the respondent, it appears the motivator is more important in comparison with others. With a norm involving many public sector employees, the respondent’s desire to set up a business looks relatively important compared with other people.

14. Global Career Themes

15. Interpretation The respondent shows a clear leaning to Work Life Balance compared with Achievement Orientation – this reflects a relative lack of concern with Challenge and Power and Influence. There is a balance shown between the desire to set up a business (Entrepreneurship) and the desire for Career Security. With the strong desire for Work Life Balance shown above, perhaps the entrepreneurship pole will always remain under-exploited? The desire to work with others in a values centred framework has only modest or average importance. The desire to gain status and independence as an expert professional again seems only of average importance. The clearest result is the desire for Work Life Balance, with few other dominant global themes.

16. For further information Contact Stuart Robertson & Associates Ltd, Empress Buildings, 380 Chester Road, Manchester M16 9EA, UK Tel: +44 161 877 3277; Fax: +44 161 877 4500 Email: mail@sr-associates.com Web: www.sr-associates.com CMi: www.careermotivation.co.uk