Career DevelopmentOver

A Lifespan

Renée CrumleyEdS CandidateCEPD 8102, Summer 2010University of West Georgia

“ The quality of a person’s lifeis in

direct proportion to

their commitment to excellence, regardless of

their chosen field of endeavor”

~Vince Lombardi

Maxwell, 2002

•Career Foundations in Childhood

Dependent on Socioeconomic Situation of FamilyDeveloped from Peers InteractionsExposure to Media/Cultural Influences

Empathetic behaviors beginSense of Morality develops

Attitudes

Beliefs

Competencies Developing problem solving skillsMetacognition skills

Childhood Factors that Influence Career Adaptability

Developing a future orientation

Gaining mastery over one’s life

Acquiring proficient work habits and attitudes

Concern

Control

Conviction

Competence

Believing in one’s ability to achieve

Hartung, 2008

Adolescent Peer Influences:Becomes more important than family

Self-Esteem: Correlation between adolescence and adjustment to adulthood

Making Choices:First full –time permanent job

Life Experiences:Interest, Values, and Skills

During this time period of an individual’s life, the first career decisions are being made. Young adults are becoming responsible for their own support. When entering the job market, the more freedom to choose a career path, the more likely an individual will be satisfied in career choices. Many theorists believe that individuals are in a” constant state of development”. If this is true, being willing to change and adapt will influence career paths. Family expectations also play a role in influencing career decisions. At times these family expectations are in conflict with individual preferences.

Factors that Influence Careers in Adolescence and Early Adulthood

Duffy, 2009 Santrock, 2008

Women enter and leave the work force for a variety of reasons. In early adulthood, women find careers and jobs much the same as their male counterparts. As women have families or their spouse relocates, women have left the job market for a time. Other reasons cited were lack of satisfaction with job, resistance from male dominated work cultures, or caring for elderly parents. When personal lives begin to stabilize, many reenter the job market for a variety of reasons. Some of those reasons include: older children, need for intellectual stimulation, or need for more income. Older women renter the job market for many of the same reasons. Many face the need for retraining and skills updating

Women Opting In and Out of Careers

Beginning career in

young adulthood

Leaving job market to care

for family or spousal

relocation

Middle life career women seek a balance between work

and home

Older women re-enter after

death of spouse or need of

additional income

Cabrera, 2007

Careers span whole lifeNeed for successful aging in careerDiversity of path increases with ageCompanies need to prepare for aging workforceFlexibility for employers and employeesEarly Retirement versus Working Mentality

As the population ages, more people may choose to extend their working lives. Many older workers feel the need for extra income or intellectual stimulation that a career provides. Employers will need to develop programs that retrain the long term careers of their employees. They may need to develop more flexible leave polices due to health issues that impact an older work force. Older workers bring a more diverse life experience to the wok place. Being able to tap into that experience can be of great benefit to employers in the future.

Older Workers in the Workforce

Vander Heijden, 2008

• Leadership and responsibility• Flexibility and adaptability• Initiative and self-direction• Social and cross cultural skills• Productivity and accountability• Information literacy• Media literacy• Global Awareness• Health Literacy• Civic Literacy

Life-long 21st Century SkillsWhat skills are important in today’s market at any age?

Empowering, 2009

• Being creative• Being interactive• Being vision headed• Empowering others through

encouragement of participation

• Being passionate about your work

• Get in the habit of learning• Constantly re-evaluate your

role

21st Century Career Leadership Skills Career adaptability and satisfaction through leadership, what is needed?

Empowering, 2009 Maxwell, 2002

• Reasons for Midlife changes Some self-motivated Job loss Goal re-evaluation Job stresses

• Reasons for Long Term Careers Ability to work part-time New career path Working spouse No desire to retire

Midlife and Older Career Changes

“When you stop giving and offering something to the rest of

the world. It’s time to turn out the lights.”

~George Burns

“I feel sorry for the person who can’t get genuinely excited about

his work. Not only will ne never be satisfied, but he will never achieve

anything worthwhile”~Walter Chrysler

Sanrock, 2008

• First permanent full-time job.

• Developing sense of responsibility

• Resetting of goals and career path.

• Job satisfaction is important.

• Still able to contribute

• Need for some flexibility in work environment

Careers Over Life-Span

Early Adult Workers Middle Aged Workers Senior Workers

Workers of all ages bring inter-related skills to the workforce.

“ Learn as if you were to live forever;

Live as if you were to die tomorrow.”

~ AnonymousMaxwell, 2002

ReferencesCabrera, E. (2007). Opting out and opting in: understanding the complexities of women's career transitions. Career Development International, 12(3), 218-237. Retrieved July 1, 2010, from ProQuest Education Journals. (Document ID: 1342412281).

Duffy, R., & Dik, B.. (2009). Beyond the Self: External Influences in the Career Development Process. The Career Development Quarterly, 58(1), 29-43. Retrieved July 1, 2010, from Research Library. (Document ID: 1855021491).

Empowering Learners: Guidelines for School Library Media Specialists. (2009) American Association of School Librarians. Chicago. AASL.

Hartung, P., Porfeli, E., & Vondracek, F.. (2008). Career Adaptability in Childhood. The Career Development Quarterly, 57(1), 63-74.Retrieved June 11, 2010, from ProQuest Education Journals. (Document ID: 1551327331).

Maxwell, J. (2002). The 17 Essential Qualities of a Team Player. Nashville, TN. Nelson Books.

Santrock, J. (2008). Essential of Life-Span Development. New York: McGraw-Hill Higher Education.

van der Heijden, B., Schalk, R., & van Veldhoven, M. (2008). Ageing and careers: European research on long-term career development and early retirement. Career Development

International, 13(2), 85-94. Retrieved June 17, 2010, from ABI/INFORM Global. (Document ID: 1464250001).

Images and Power Point Graphics

Photographs accessed and downloaded from Google Images, July 1-4, 2010.

Power point template: PresenterMedia.com. Accessed and downloaded from Microsoft.com . July 3, 2010.