Vocational Training Center-GJU

1. Strategic Career Model
- interface between individuals and organization
Career Concept
Career Motives
Competence Profile
Career Culture
Strategy

2. Expert

3. Linear

4. Spiral

5. Transitory

6. Lateral 2 – 4 years
Little movement Life
Upward Indeterminate
Lateral 5 –10 years
Linear
Spiral
Transitory
Expert
Duration of stay
in one field
Direction of
movement
Career Concepts
Overview of Four Career Concepts

7. Spectacles
Serious
(but wrong)
Decides more
than he knows
Lacks
focus
“Jack of all
trades”
Management
problem
Goal-oriented
competitor
Faulty
compass
Hopeless
vitae
Overly
specialized
Sacrifices self
for career
Exciting
person
Flexible
but
wasteful
Rigid and
narrow-minded
Conventional
careerist
Flexible but
careful
Free-spirited
Linear Spiral TransitoryExpert
Expert
Linear
Spiral
Transitory

8. Expertise
Security
Expert Motives

9. Power
Achievement
Linear Motives

10. Personal Growth
Creativity
Spiral Motives

11. Variety
Independence
Transitory Motives

12. Mid-Career Scientists Study
Career Concept and Career Values Correlations
Novelty
Job Mobility
People Involvement
Management Skill
Influence
Prestige
High Income
Recognition
Develop Others
Improve the Org.
People Involvement
Job Mobility
Novelty
People Involvement
Develop Others
Influence People
Management Skills
Improve Org.
Self-Development
Refine Skills
Stable Employment
Novelty
Job Mobility
People Involvement
Improve Org.
Stable Employment Stable Employment
Linear Spiral TransitoryExpert
Want
Don’t
Want

13. Expert and Linear
Expert and Spiral
Expert and Transitory
Linear and Spiral
Linear and Transitory
Spiral and Transitory
Functional Manager
General Consultant
Freelancing
General Manager
Indep. Business Owner/Manager
Entrepreneur/Intrapreneur
Career Path ExampleCareer Combinations
Career Concept Combinations
and Career Paths

14. Primary and Secondary
Concepts and Motives
Expert Linear Spiral Transitory
Sandra Sample
A Highly Congruent Pattern
Career Concepts
Motives
Career Concepts Assessment Example

15. Joe Sample
A ”False” Linear Pattern
Career Concepts Assessment Example
Expert Linear Spiral Transitory
Career Concepts
Motives

16. Sarah
A ”Good News/Bad News” Pattern
Career Concepts Assessment Example
Expert Linear Spiral Transitory
Career Concepts
Motives

17. Maxwell Sample
An ”Undecided” Pattern
Career Concepts Assessment Example
Career Concepts
Motives
Expert Linear Spiral Transitory

18. Speed
Networking
Adaptability
Fast learning
Change
orientation
Transitory
Quality
Commitment
Reliability
Specialization
Stability-
orientation
Expert
Leadership
Competitiveness
Cost-
efficiency
Management
Profit-
orientation
Linear
Creativity
Teamwork
Project
Skill diversity
Development-
orientation
Spiral
Career Competencies

19. Maintain Share
Increase Quality
Flat
Functional
Broad Span
of Control
Accuracy
Reliability
Technical Expertise
Fringe Benefits
Tech. Training
Recognition Awards
Budget Authority
Growth
Market Share
Tall Pyramid
Narrow Span
of Control
Cost Reduction
Leadership Skills
Logistics Mgmt Skills
Promotion
Mgmt Incentives
Mgmt Training
Diversification
based on core
technology
Matrix Structure
Open System
High Involvement
Creativity
Skill Diversity
Team Skills
Lateral Assignments
Job Rotation
Education
Creative Latitude
Immediate
Targets of
Opportunity
”Ad Hocracy”
Temporary Teams
Speed
Adaptability
Opportunity
Recognition
Cash Bonuses
Special Assignments
Job Rotation
Independence
TransitoryExpert Linear Spiral
Strategy
Structure
Valued Perform-
ance Factors
Rewards
Career Culture:
Organizational Career Culture

20. Growth strategy
Matrix structure
Quality performance appraisal
Bonus reward system
Modern Management Inc.

21. Transitory
Chaos
Unclear =
How can I
make career?
Wasty and
”jerky”
Fast and
flexible
Expert
Serious and
stable
Dead
end
Very
limiting
Slow and
formal
Linear
Incompetent
people are
in charge
Competitive
and efficient
Boring
Hierarchic
Conventional
Single-tracked
Spiral
Messy and
risky
”Schizofrenic” =
Who is
in charge?
Creative and
exciting
Complex =
Hard to under-
stand
Expert
Linear
Spiral
Transitory
Spectacles on Career Culture

22. Expert Linear Spiral Transitory
Experienced
Career Culture
Average on strategy, structure,
appraisal and reward
Experienced Career Culture

23. Motives
Culture Fit
Expert Linear Spiral Transitory
Experienced
Career Culture

24. Attitudes
towards
Company
Reactions
to Job and
Work
Reactions
to Non-
Work Life
Highest Commitment
Highest Loyalty
High Overall Non-Work
Satisfaction
Highest Marital
Satisfaction
Highest Job Satisfaction
High Focus on Work
Most satisfied with
Company´s Customer
Service
Perceived Performance as:
> Creative and Productive
> Developmental of others
Low Commitment
Low Loyalty
More likely to leave
Lowest Job
Satisfaction
Low Focus on Work
Perceived Performance as:
> Low in Creativity and
Productivity
> Little developm. of
others
Lowest overall non-work
satisfaction
Low marital satisfaction
Low avocational
satisfaction
Low Commitment
Low Loyalty
More likely to leave
Mod - Mod High overall
non-work satisfaction
Mod - Mod Low job
satisfaction
Mod - High focus on work
and willingness to work
long hours
Perceived performance as:
> Mod - Mod Low
productivity
High non-work
satisfaction
Highest avocational
satisfaction
Mod High job
satisfaction
Perceived performance as:
> Mod Low productivity
> Low innovation
Mod commitment
TransitoryExpert Linear Spiral
Career Concept and Career Culture Fit in an
Aerospace Company with Expert Culture
Satisfaction, Attitudes and Perceived Effectiveness for
Individuals with each Career Concept

25. Fit

26. Example on an inconsistent culture?
Consolidation Growth Renewal Opportunities
Flat
Functional
Tall
pyramid
Matrix
Temporary
teams
Quality Profit Creativity Fast
Recognition Promotion
Job-
rotation
Cash-
bonuses
TransitoryExpert Linear Spiral
Career
Culture:
Strategy
Structure
Appraisal
Factors
Rewards

27. Number of persons: 200
Average age: 35
Average empl. year: 1990
Cultural certainty: 3,5
Cultural similarity: 3,0
Total ”goodness":
Career Culture on Modern Management
Strategy
Structure
Appraisal
Factors
Rewards
1,0
2,0
3,0
4,0
5,0
1,0
2,0
3,0
4,0
5,0
1,0
2,0
3,0
4,0
5,0
1,0
2,0
3,0
4,0
5,0
4
1
2
3
Expert Linear Spiral Transitory

28. Frequencies
Expert Linear Spiral Transitory
MODERN MANAGEMENT
– Number of primary career concepts and motives
Number
80
60
40
20
0
Information on group
Number of Persons: 200
Average Age: 39
Average Employed
Year: 1990
Career Concepts
Motives

29. Average
MODERN MANAGEMENT
– Average on career concept and motives of the group
Very
low
Very
high
Medium
Information on group
Number of Persons: 200
Average Age: 39
Average Employed
Year: 1990
Career Concept
Motives
Expert Linear Spiral Transitory

30. Individual Career Concept and Organizational
Career Culture Fit
MODERN MANAGEMENT
Career-
concepts
Motives
Strategy
Structure
Appraisal
Factors
Rewards
Linear Spiral TransitoryExpert
Lifelong
Refinement
Lateral
Related
UnrelatedUpward
Expertise
Security
Achievement
Power
Pers. Growth
Creativity
Variety
Independence
Consolidation Growth Renewal Opportunities
Flat, Functional Tall pyramid Temporary teamsMatrix
FastCreativityProfitQuality
Cash BonusesJob RotationRecognition Promotion

31. Example – Monolithic Career Culture
Career
Culture:
Strategy Consolidation Growth Renewal Opportunities
Structure
Flat
Functional
Tall
pyramid
Matrix
Temporary
teams
Appraisal
Factors
Quality Profit Creativity Fast
Rewards Recognition Promotion
Job-
rotation
Cash-
bonuses
TransitoryExpert Linear Spiral

32. Strategy
Structure
Appraisal
Factors
Rewards
1,0
2,0
3,0
4,0
5,0
1,0
2,0
3,0
4,0
5,0
1,0
2,0
3,0
4,0
5,0
1,0
2,0
3,0
4,0
5,0
Example – Pluralistic Career Culture
Expert Linear Spiral Transitory

33. Utveckla karriärkulturen i olika
steg
1:a generationen
2:a generationen
3:e generationen
4:e generationen
Inkonsistent
Monolitisk
Pluralistisk
Hög precision