Lecture SeriesCareer SuccessByDr. Tomas Ganiron Jr

Career

It is defined as the sequence of employment related positions, roles, activities, and experiences encountered by a person.

Career SuccessIt is defined as the extrinsic and intrinsic outcomes or achievements individuals have accumulated from their work experiencesThese are achievements accumulated because of ones human capitals, social capitals and psychological capitals and judged based on relatively objective and visible criteria.

1. Extrinsic SuccessThis is relatively objective and observable, and typically consists of highly visible outcomes such as compensation and a number of promotions

Examples1. Compensation2. Fringe Benefits3. Promotions

CompensationThis is the total remuneration paid to employees that include regular wages and salaries commissions, overtime pay, piecework payments, special payments and taxable allowances

Fringe BenefitsThese are salary advance, Christmas bonus and other special bonuses, housing allowance and house rent subsidy, retirement benefits, death benefits and disability retirement benefits, other miscellaneous benefits, paid time off and leave pay.

PromotionsIt refer to increase in job level of an engineer.

Basis of promotion1. Experience and background 2. Hard work3. Personal traits such as performance ,history, creativity, loyalty, leadership and personality

Level of PromotionPresidentVice PresidentConstruction ManagerProject ManagerProject Engineer

2. Intrinsic SuccessThis is defined as an individual's subjective reactions to his or her own career, and is most commonly operationalized as career satisfaction, job satisfaction. and life satisfaction .

Career SatisfactionIt refers to the satisfaction with the progress achieved in a career, satisfaction with the progress toward meeting overall career goals, satisfaction with the progress toward meeting goals for income, satisfaction with the progress toward meeting goals for advancement and satisfaction meeting for the development of new skills.

Job SatisfactionThis referred to the 20 job facets such as ability, achievement, activity, advancement, authority, company policies and practices, compensation, co-workers, creativity, independence, moral values, recognition, responsibility, security, social service, supervision-human relations, supervision-technical, variety, and working conditions.

Life SatisfactionThis is an appraisal of ones satisfaction individuals derived from aspects of their lives.

Human Capital It refers to capital that cannot be separated from family context, knowledge, skills, health, or values in the way they can be separated from their financial and physical assets and use in employment and as they otherwise contribute to the economy.

Human Capital

These capitals are age, gender, civil status, educational attainment, length of service, work experience CE licensure examination and professional development.

Civil Engineering licensure examinationThis result of examination comprises of cognitive skills in Civil Engineering in the areas of mathematics, transportation engineering, hydraulics, water resources engineering, structural engineering and geotechnical examination.

Civil Engineering licensure examinationThe professional regulation commission conducts examination twice a year. The passing mark is 70% with no grade below 50% in the three areas.

Professional DevelopmentThis is the process by which a person maintains the quality and relevance of professional services throughout his/her working life.

Professional DevelopmentThis includes active participation on a committee or holding an office in a professional or technical society, attending program presentations related technical or professional meetings, authoring papers or articles that appear in nationally circulated journals or trade magazines or presented to a professional society of organizations, engaging in self study of new regulations ,

Professional DevelopmentAlso include requirements or advances related to structural engineering, professional engineering programs, seminars, tutorials, workshops, short courses, on-line or in-house courses, professional trainings related to structural engineering, receiving a patent for inventions and discoveries, technical inspections in related to engineering works

Professional Developmentand teaching or instructing which does not apply to faculty in the performance of regular assigned duties.

Social CapitalIt is defined as any aspect of social structure that creates value and facilitates the actions of the individuals within that social structure such as mentors and network of contacts in construction industry. These capitals are mentors, networks and linkages

Employability SkillsIt refers to the qualities needed to maintain employment and progress in the workplace.

SuperiorThis is a higher ranking, influential member of the organization or profession who is committed to facilitating the career of a less experienced person by providing support, guidance, friendship, and sponsorship.

Employability skills and aptitudes learned from a superiorFlexibility, adaptability and the capacity to cope with and manage change.Self motivation and drive Analytical ability and decision makingCommunication and interpersonal skillsTeam working abilities and skills Organization, planning and prioritization abilities

Employability skills and aptitudes learned from a mentorAbility to innovate Mental and physical resilience Leadership ability Managing long term projects

NetworkingThis is a social network of structural engineers not assumed to have any relationship other than to be able to contact each other for construction business that implies relationship of trust with each other contact network.

Professional linkagesThese are linkages in the construction industries, American Society of Civil Engineers, American Society of Mechanical Engineers and academe.

Technical SkillsAny skill needed to perform a job. For instance, a mechanic is skilled in performing repairs on a vehicle, while a computer programmer has the technical skills to do whatever he must to set up programs

Technical Skills learned from networking and professional linkagescreativity and an innovative approach to solving problems;the ability to analyze and interpret diverse, complex data;critical thinking and the ability to evaluate designs, plans and projects;effective assessment and management of risk, resources and time;

Technical Skills learned from networking and professional linkageshighly developed numeracy and computer literacy;interpersonal sensitivity, persuasiveness and the ability to work as part of a team;clear written and oral communication skills;awareness of ethical issues and the wider impact of your work.

Psychological CapitalThese capitals are the Big 5 personality traits such as agreeableness, conscientiousness, extraversion, emotional stability and openness

AgreeablenessIt refers to the number of sources from which a person takes his or her norms for right behavior. High agreeableness describes a person who defers to a great many norm sources such as spouse, religious leader, friend, boss or pop culture idol. Low agreeableness describes one who in the extreme only follows one's inner voice.

AgreeablenessHigh agreeable persons will march to the drumbeat of many different drummers, while low agreeable persons march only to their own drumbeat. Costa (2003) present the six facets of agreeableness which are: trust, straightforwardness, altruism, compliance, modesty, and tender-mindedness.

ConscientiousnessIt refers to the number of goals on which one is focused. High conscientiousness refers to a person who focuses on fewer goals and exhibits the self-discipline associated with such focus. Low conscientiousness refers to one who pursues a large number of goals and exhibits the destructibility and spontaneity associated with diffused focus.

ConscientiousnessThe six facets which Costa (2003) associate with the conscientiousness factor are: competence, order, dutifulness, achievement striving, self-discipline, and deliberation.

Emotional stabilityIt refers to individuals with high in emotional stability tend to handle stress well, are relaxed emotional stable, and remain calm when in tense situations. Individuals low in emotional stability is worry, anger, discouragement, self-consciousness, impulsiveness and vulnerability.

Extraversion It refers to the number of relationships with which one is comfortable. High extraversion is characterized by a larger number of relationships and a larger proportion of one's time spent in enjoying them. Low extraversion is characterized by a smaller number of relationships and a smaller proportion of one's time spent in pursuing those relationships.

Extraversion Costa's (2003) six facets of extraversion are: warmth, gregariousness, assertiveness, activity, excitement-seeking, and positive emotions.

OpennessIt refers to the number of interests to which one is attracted and the depth to which those interests are pursued. High openness refers to a person with relatively more interests and consequently relatively less depth within each interest

OpennessLow openness refers to a person with relatively few interests and relatively more depth in each of those interests. Costa (2003) identify six facets of openness as: fantasy, aesthetics, feelings, actions, ideas, and values.

Factors of Career Success Human CapitalsAgeGenderCivil StatusEducational AttainmentLength of ServiceWork ExperienceCE Licensure Exam ResultProfessional Development

Social CapitalsSuperiorNetwork and Professional Linkages

Psychological CapitalsPersonality Traits

Level of Career Success

Extrinsic *Compensation*Fringe Benefits, etc. *PromotionsIntrinsicCareer Satisfaction Job Satisfaction Life Satisfaction