Die Wechseljahre — Zeit des beruflichen Wandels Karriereberatung bei einer 50-jährigen Frau

The climacteric period — a time of professional change. Career coaching with a 50 years old womanThe climacteric period are valid as a time of great changes and often also represent a neworientation in professional life. In a career coaching with a 50 year old teacher and therapist, it was a question of a professional decision-making: returning in the teacher profession or developing her therapeutic career. In the course of common work and a created future-panorama her following professional way was more visible, which also considered her age and her reducing capability.     

Innere Bilder und beruflicher Lebensweg

This article gives an introduction into working with inner images. In the background of professional work and career there are inner images at work. They trigger which roles we take and which plays on which stages we choose or accept as meaningful. A Case study elaborately illustrates working with inner background images. Simple questions lead to relevant images, which influence professional life. A guide for interviewing and practical approaches can be found in the supplement.     

Stability and dominance in career success orientation in South Korean employees

This study explored whether career orientation is stable and whether predominant types exist by looking at the differences in specific demographic variables (age, years of work experience, employment level, gender, type of job and education level). These were examined through the framework of career success orientation in a Korean wireless communications company. The findings show that career success orientations were not the same by age, length of work experience, and employment level, and dominant career success orientations were based only on education level. The results imply that there are either generation differences or changes in career orientation and that theoretical re-investigation is needed in researching dominant career orientation by gender.     

An investigation of career development programs,job satisfaction,professional development and productivity: the case of Taiwan

This study attempts to develop career development programs capable of responding to career needs at different career stages. The current implementation status of these career development programs in Taiwanese businesses is then examined, along with the level of satisfaction of R&D personnel with available career development programs. The relationship between the career development programs and job satisfaction, professional development and productivity is then examined, revealing an association between high satisfaction of R&D personnel with career development programs and high job satisfaction, professional development and productivity.     

A Study of the Promotion to Partner Process in a Professional Services Firm: How Women are Disadvantaged

Increasing numbers of women are attracted to careers in the professional services. However, when their progress is considered to partner positions, it is found that they are not advancing to the levels anticipated. When the literature in relation to the partnership promotion process is explored, we find explanatory models are rare, and rarer yet is work that considers the impact of sex bias on the process. The article adds to the limited work available by presenting findings from a behavioural process perspective through an empirical study with male and female management consultants in a professional services firm which indicates that the promotion to partner process is indeed sex biased. Two areas of disadvantage for women are identified: the presence of a self-managed career advancement process necessitating a proactive approach to demonstrating individual contribution; and the need to ‘fit’ a prevailing model of success within the firm which is a masculine model and is more problematic for women. The article calls for a differentiated treatment of the glass ceiling phenomenon, capable of capturing disadvantage accruing from societally based factors and sector-based factors. The implications of the findings for future research and professional service firms are discussed.     

From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young Professionals

The article examines how gender and age influence the experience of being a professional by drawing on intersectionality as an act of positioning for which different discursive resources are employed. Through interviews with employees at two professional services firms, it is shown how younger men and women make sense of professional experiences. First, the biological clock is used to explain the divergence of career patterns of men and women while ignoring that all women, regardless of actual maternal status, suffer a maternity penalty. Second, individual strategies for overcoming being in a minority are suggested that indicate that the individual rather than societal structures shape chances of success. Finally, generational change is used to argue that gender inequality belongs to a previous generation, which indicates that inequality is becoming unspeakable. The article shows that young professionals position themselves in unique ways with regard to age and gender, which entails emphasizing individual agency over systemic inequalities.     

Karriereberatung eines Marketingleiters

Career coaching of a marketing managerThis paper describes the career coaching of a marketing manager, who is in a conflictual work situation and forced to make a decision concerning his professional career. The goal of this coaching is to increase the client’s understanding of the opportunities and risks of two job alternatives and to develop with the client a pathway for his future career. Coaching methods are the analysis of the current situation, the determination of important strengths and weaknesses, a discussion of his career expectations and an exploration of the future. The results enabled the client to weigh up the opportunities and risks of the job alternatives and allowed him to make a clear decision concerning his future career.     

Key Issues in Women’s Representation in Bureaucracy: Lessons from South Asia

This paper discusses the position of women in the civil services in South Asia (India, Pakistan, and Bangladesh). The majority of women are in lower level positions. It is rare to find women in higher and mid-level positions and in professional and administrative occupations. Despite constitutional guarantees and other governmental initiatives to remove gender discrimination from the civil services of these countries, women continue to fight against a variety of odds to attain career success. The objective of this paper is to make a comparative analysis of the factors accounting for the successful advancement of women in top positions in the civil services of these three countries, and to analyse factors that may impede women from making more progress. A cultural approach has been adopted in this study, emphasizing that the social contexts within which institutions operate shape the manner in which institutions behave and act. Based on extensive field work, the study maps female civil servants’ opinions on a number of factors that impede their career prospects in the civil service. In the conclusion, some policy recommendations are made as a way to address the issue.     

Fired up with passion: Investigating how job autonomy and passion predict burnout at career start in teachers

This study examines a motivational premise of burnout: in order to burn out, an employee must first be fired up. Based on the dualistic model of passion, we propose that the types of passion – harmonious or obsessive – that drive novice teachers differentially affect the three components of burnout. We further propose that job autonomy (i.e. decision latitude) differentially predict the two types of passion for work. These hypotheses are tested in two studies conducted in Canada in teachers with five years' or less experience. Study 1, using a cross-sectional design, showed that job autonomy positively predicted harmonious passion but negatively predicted obsessive passion. Harmonious passion negatively predicted all three components of burnout, whereas obsessive passion positively predicted emotional exhaustion and depersonalization. A second, 12-month longitudinal study revealed unidirectional effects of job autonomy on the two types of passion. The results also showed unidirectional effects of harmonious passion on professional efficacy and obsessive passion on emotional exhaustion. Neither type of passion predicted cynicism over time. These findings suggest that a more nuanced understanding of passion is required to predict burnout at career start. Implications for theory and further research on burnout and passion for work are discussed.     

Stimulating lifelong professional growth by guiding job characteristics

This article reports some findings from a broader study concerning the development of professional expertise. The aim of the part that is described in this article was to find out whether certain job-related factors situated in the domain of socio-technical systems design (STSD), that is, control capacity, job satisfaction, and learning value of the job, influence the development of professional knowledge, skills, and capabilities throughout the career. The sample consisted of 559 middle- and higher-level employees working in eight large Dutch companies. Theoretical contributions from learning theory, human resource management and work, and organizational psychology are used to conceptualize the phenomenon of professional expertise and to develop a theory of expertise development in careers. By providing insight into the relationships between several job-related factors, on the one hand, and the development of professional expertise, on the other, this research is intended to contribute to theory building in adult development and learning. Influential job characteristics that are situated in the domain of STSD seem to be of high importance in view of a further human resource development. Paying close attention to an individual's job and its content is indispensable in order to guide growth throughout the career and to enable life-long development of professional expertise.     

Quo vadis ... Orientierungshilfen durch Coaching und Karriereberatung — Eine Einzelfallstudie

Quo vadis — Coaching and career counseling as guidance. A case study The individual case study presents coaching and career counseling as effective and efficient strategies for personnel development, particularly as it regards its ?exclusive“ potential: Contents, methods and counseling process can be adapted to the executive’s concern, person and background, adjustable in time and with precision. Public administrations and private enterprises, both in ?profit“ and ?non-profit“ areas, will therefore increasingly (have to) make use of this professional form of management counseling, since successful personnel management has established itself as a decisive factor for business success a long time ago.     

An Examination of the Impact of Career-Oriented Mentoring on Work Commitment Attitudes and Career Satisfaction Among Professional and Managerial Employees1

Data obtained from 164 proteges in managerial and professional positions in public and private sector organizations in Singapore were used to examine the impact of career-oriented mentoring on three work commitment attitudes (career, organization and job) and career satisfaction. Factor analysis of the 15-item career-oriented mentoring scale (Ragins and McFarlin, 1990) revealed a five-factor solution – coach, sponsor, protection, challenging assignments and exposure. These career-oriented mentoring roles were differentially related to job involvement, organizational commitment and career satisfaction, and explained modest amounts of the variance in these outcome variables. T-test results indicated that mentored respondents (N = 164) reported significantly higher levels of the outcome variables than non-mentored respondents (N = 225). Limitations of the study, directions for further research and implications of the findings are discussed.     

Transfer from expatriate to local contracts: a multiple case study of an unexpected career transition

The transfer of company-assigned expatriate employees from balance sheet expatriate contracts to local contracts is an alternative international assignment compensation strategy increasingly adopted by global corporations. Despite its growing popularity, there is a significant lack of research on the impact (both professional and personal) of transferring employees from expatriate to local contracts. The purpose of this qualitative case study was to investigate this emerging international HR trend, with specific focus on exploring the experiences of career transition of company-assigned long-term expatriates (delayed localization) to local contracts at multinational organizations located in Sweden and America. Eight individual cases were analyzed. Findings revealed that localization was an unexpected career transition, a negative type of career shock, characterized by limited support from employers, mentors, and local colleagues. The findings further indicated that localization was a type of career transition rather different from other previous career transitions experienced by participants; it represented a major career and life transition. Based on the findings, we proposed HRD interventions to assist expatriates during the transition from expatriate to local contracts. Areas for future research are also suggested.     

Supervision in der Ausbildung von Musikerzieher/innen

Supervision in education of music teachers Supervision can make an essential contribution to the teacher training in both phases. The students can consider themselves critically in a censorship free space, and basing on a criticalhermeneutic analysis of their choice of career, they can find their strong and weak points and thus set their main emphasis during their studies. Especially when starting in their job supervision can be helpful to develop their professional identity. Additionally students get to know a model of life-long learning in order to manage 40 years of professional life.     

An examination of factors in adapting a technical and vocational education and training programme within South Africa

Countries look to borrow those educational systems that have been successful at meeting particular needs in other parts of the world. However, whether looking to Europe, Asia or the United States, technical and vocational education and training (TVET) programmes are not easily replicated in a new context. Even with well-intentioned government policy and support, they become more or less successful when aligned with the needs of industry, how TVET is viewed and utilized, and cultural and societal impacts of how youth transition to work and career. This paper presents an aspect that is often missing from the literature onthis subject: anexamination of the factors influencing how the TVET implementation plays outwithin a particular industry and country. This paper considers a case involving the process of borrowing a manufacturing skill development programme from theUnited States for implementation in South Africa.     

The Importance of Role Models and Demographic Context for Senior Women's Work Identity Development

The lack of senior female role models continues to be cited as a key barrier to women's career success. Yet there is little academic research into the gendered aspects of role modelling in organizations, or the utility of role models at a senior level. The paper starts with a review of papers examining the construction of role models in organizational settings. This leads to the inclusion of two related areas – organizational demographics as the contextual factor affecting the availability of role models and how they are perceived, and work identity formation as a possible key explanatory factor behind the link between the lack of senior female role models and the lack of career progression to top organizational levels. The literature looking at social theories of identity formation is then considered from a gender perspective. The key gaps identified are that while the behavioural value of role models has been well documented, a better understanding is needed of how gender and organizational demography influence the role modelling process. Importantly, the symbolic value and possibly other values of female role models in the identity construction of senior women require further in‐depth investigation. Finally, this review calls for a more integrated approach to the study of role models and work identity formation, pulling together literatures on organizational demography, the cognitive construal of role models and their importance for successful work identity formation in senior women.     

Vom Tool zur Tugend

Coaches are currently coming under enhanced competitive pressure. As a result, an increasing number of tools is emerging which are intended to serve as indicators of augmented professional expertise. Facing this development, a contrary assumption is submitted: tools are indicative of, but not necessarily equivalent to quality. Tools therefore need to be involved in a broader frame of reference. The present paper describes and explains this frame of reference and the related classifications. The first step is to consider the question of whether obtaining knowledge of as many tools as possible is sufficient to perform successful coaching. Secondly, guiding principles for the coach are outlined which may serve as a code of conduct while representing the frame of reference at the same time. Thirdly, this approach is directly linked to the model of the four cardinal virtues (prudence, fortitude, justice and temperance) and scrutinized for the results that might be obtained by the coach at work. Finally, supplements to current professional trainings are proposed.     

Wer interessiert sich für eine Coachingweiterbildung?

The article describes the findings of a study of the motivations for pursuing extended vocational training, phases of career development and the structure of addressees based on professional training as a coach. The study showed that the central motive for a coaching training is supporting other people. Overall, instrumental motives are the most prevalent in this group of addressees. Looking at their individual career development, a clear picture emerges which places most of them in the professional establishment and maintenance phase. The addressees are predominantly highly qualified, as well as professionally and financially well positioned. A result of the training type classification indicates that the main incentive is to achieve work-related improvements from a stable personal career context.