HRM Group 8 Career Anchors
Career Anchors
Revisited:
Implications for career development in the 21st century
Group 8:
Adnaan Hirani, Arun Chaddah, Nikhil Patil, Riya Patel, Saloni Jain, Sanjana Sheth
PGDM MC (14-16)
Executive Overview
• Organizations are undergoing a metamorphosis today • These changes in the occupational environment have implications for career development in the future • “Organizational career” or “Internal career”?
• Most people form a strong self-concept, a
“career anchor”
• Will the concept of career anchor still be applicable in this rapidly changing world?
2
Career Anchors: Some
Speculation On Their Evolution
• A person’s career anchor consists of
1. Self perceived talents and abilities
2. Basic Values
3. The evolved sense of motives and needs as they pertain to the career
•. During the mid- 1970s people’s self- concept revolved around
1. Autonomy/Independence
2. Security/Stability
3. Technical- Functional Competence
4. General Managerial Competence
5. Entrepreneurial Creativity
3
Career Anchors: Some
Speculation On Their Evolution
• In the 1980s, the additional self- concepts involved
1. Service or dedication to a cause
2. Pure Challenge
3. Life Style
4
Shifts in the Content and
Structure of Career Anchors
5
1. Security/Stability
• Shift from Employment
Security to Employability
Security
• Dominant requirements:
• Self reliance
• Self management
6
2. Autonomy/Independence
• Organizational policies aligned to
Employability favoured
• Age factor accelerates independence needs
• The ability to be autonomous vaguely depends on the baseline of security 7
3. Life Style
• Comprises two components:
• Economic security
• Geographic stability
• Organizations becoming less paternalistic and individuals more self reliant
8
4. Technical/Functional
Competence
• Technical knowledge not enough
• Management skill requirement • Ever changing technological landscape
• New talent
• Constantly update yourself • Knowledge based organization 9
5. General Managerial
Revisited:
Implications for career development in the 21st century
Group 8:
Adnaan Hirani, Arun Chaddah, Nikhil Patil, Riya Patel, Saloni Jain, Sanjana Sheth
PGDM MC (14-16)
Executive Overview
• Organizations are undergoing a metamorphosis today • These changes in the occupational environment have implications for career development in the future • “Organizational career” or “Internal career”?
• Most people form a strong self-concept, a
“career anchor”
• Will the concept of career anchor still be applicable in this rapidly changing world?
2
Career Anchors: Some
Speculation On Their Evolution
• A person’s career anchor consists of
1. Self perceived talents and abilities
2. Basic Values
3. The evolved sense of motives and needs as they pertain to the career
•. During the mid- 1970s people’s self- concept revolved around
1. Autonomy/Independence
2. Security/Stability
3. Technical- Functional Competence
4. General Managerial Competence
5. Entrepreneurial Creativity
3
Career Anchors: Some
Speculation On Their Evolution
• In the 1980s, the additional self- concepts involved
1. Service or dedication to a cause
2. Pure Challenge
3. Life Style
4
Shifts in the Content and
Structure of Career Anchors
5
1. Security/Stability
• Shift from Employment
Security to Employability
Security
• Dominant requirements:
• Self reliance
• Self management
6
2. Autonomy/Independence
• Organizational policies aligned to
Employability favoured
• Age factor accelerates independence needs
• The ability to be autonomous vaguely depends on the baseline of security 7
3. Life Style
• Comprises two components:
• Economic security
• Geographic stability
• Organizations becoming less paternalistic and individuals more self reliant
8
4. Technical/Functional
Competence
• Technical knowledge not enough
• Management skill requirement • Ever changing technological landscape
• New talent
• Constantly update yourself • Knowledge based organization 9
5. General Managerial