CMi and Schein’s Career Anchors

A comparison of career modelsSR&A Ltd 2010

Differences in ModelsCareer Motivator Analogy with ... Schein

Work-Life Balance Lifestyle

Security Security/Stability

Power & Influence General Managerial Competence

Status -

Independence Autonomy/Independence

Working with Others -

Challenge Pure Challenge

Entrepreneurship Entrepreneurial Creativity

Expertise Technical/Functional Competence

Idealism Service/Dedication to a Cause

Differences in OriginsCareer Anchors model based upon Schein’s work

Mostly completed in the 1970s and 80s withresearch done in the USA with US participants.Measurement via Career Orientation Inventory

designed without strong psychometric baseCareer Motivators based upon SR&A work

Completed with a UK sample and developed in UK between 2006 and 2008 and

presented online in 2009Measured via Career Motivation Indicator (CMi)

designed for high reliability and validity

Differences in ConceptSchein argues for one significant anchor

which shows stability over time for the career participant.For some the key anchor may be obvious to determine

while for others it may require reflection and internal questioning over one’s desirable career choices

CMi model focusses attention on > 1 motivatorImportant to review top 3 – and understand whether there

are significant differences in score between them.Also important to review lowest scoring motivators for

comparisonIssue of stability to be determined empirically but some are

likely to change during life span (e.g. Work-Life balance).

Differences in TaskFor Career Anchors respondents complete

COI40 questions (5 per scale) on modified rating

scale withscore additions on perceived key items prior to

scoring.For Career Motivators respondents complete

CMi80 items (8 per scale) on Likert scale to

improve reliability (10-15 mins completion time)

No score additions

Differences in OutputSchein’s measurement process produces raw scores on

8 Anchors with a rank order to determine key anchorCMi provides

The key raw scores and ranking on 10 Career MotivatorsNormed scores on 10 Motivators to compare respondent

with broad based UK norm groupNormed scores on 4 underlying factors or career themes:

Achievement Orientation vs Balance Self-starting Opportunity vs Career Security Community and Values Independent Professionalism

CMi Website: www.careermotivation.co.uk

Public, respondent, adviser routes

Sample OutputRaw results – show the rank order of a respondent’s

motivators. Focus on the top 3 for interpretation.Relative importance – shows CMi scores when

compared with the norm group.Global Career Themes – shows underlying career

factors, viz:Achievement Orientation (Right Pole Scores)

vs Balance (Left Pole Scores)Self-starting opportunity (Right Pole Scores)

vs Career Security (Left Pole Scores)Community and Values (Right Pole Scores)Independent Professionalism (Right Pole Scores)

Rawresults

InterpretationThe respondent’s result show a clear preference for

a balance between attending to work demands and dealing with the satisfaction of other life goals. Career security and the chance to work with others seem to be the next important determinants of career choice, but notice the similarity of scores for motivators 3, 4 and 5.

The motivators that seem less important relate to: seeking challenging work to demonstrate one’s efficacy; the desire to have freedom at work over how to do things; and the need to have work satisfy a fundamental value.

Againstnorm

InterpretationWhen compared with the norm, respondent again

shows a clear leaning towards work life balance and career security as key motivators.

Interestingly, status, or seeking overt signs of recognition, appears to be important compared with the norm. While not ranked highly by the respondent, it appears the motivator is more important in comparison with others.

With a norm involving many public sector employees, the respondent’s desire to set up a business looks relatively important compared with other people.

Global Career Themes

InterpretationThe respondent shows a clear leaning to Work Life Balance

compared with Achievement Orientation – this reflects a relative lack of concern with Challenge and Power and Influence.

There is a balance shown between the desire to set up a business (Entrepreneurship) and the desire for Career Security. With the strong desire for Work Life Balance shown above, perhaps the entrepreneurship pole will always remain under-exploited?

The desire to work with others in a values centred framework has only modest or average importance.

The desire to gain status and independence as an expert professional again seems only of average importance.

The clearest result is the desire for Work Life Balance, with few other dominant global themes.

For further informationContact Stuart Robertson & Associates Ltd,

Empress Buildings, 380 Chester Road, Manchester M16 9EA, UK

Tel: +44 161 877 3277; Fax: +44 161 877 4500

Email: mail@sr-associates.comWeb: www.sr-associates.comCMi: www.careermotivation.co.uk