Job application

Lecture 4Professional Developments and Research

February 2012Lecturer R. Milyankova

Tel. 0886 974 000E-mail: R.Miliankova@gmail.com

Unit Outline – assessment Assessment: The unit is 100% course work and will be assessed as follows: 10% - Attendance & Participation of Seminars (attendance to informal

workshops shall not be included in this mark) Assignment 1- Individual 5% - Careers Management Skills – Application form - to be handed in

Friday 3rd February 2012 at the assessment office. Assignment 2 – Group Work 35% - Research Methods Portfolio– to be handed in Tuesday 27th

March 2012 at the assessment office & on turnitin (one member of the group – please say on assignment which member did this)

Assignment 3 – Individual 50% - Research Proposal - to be handed in Friday 4th May 2012 at the

assessment office & on turnitin.

Assignment 1

Read carefully the information about the company

Select one of the possible job positions – personal SWOT, psychometrics

Fill in the Application form !!! Do not leave empty boxes

Knowledge and understanding of some inventories is obligatory

1. Type dynamic indicatorhttp://en.wikipedia.org/wiki/Myers-

Briggs_Type_Indicator2. Careers Anchorshttp://rapidbi.com/created/careeranchors/3. Prospects plannerhttp://www4.dcu.ie/students/careers/hand

book/Sect3ProsPlanner.shtml4. Belbin team roles inventory

1. Type Dynamic Indicator

Type Dynamic Indicator Designed to prove the theory of Carl Jung called The

Theory of Psychological Type Jung proposed the existence of two dichotomous pairs of

cognitive functions:- The "rational" (judging) functions: thinking and feeling - The "irrational" (perceiving) functions: sensing and intuition Jung went on to suggest that these functions are

expressed in either an introverted or extraverted form. .

Type Dynamic Indicator From Jung's original concepts, Briggs and

Myers developed their own theory of psychological type, on which the MBTI is based

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions

MBTI as four dichotomies1. Introversion / Extroversion: How do you focus

your attention?

2. Sensing / Intuition: How do you acquire information?

3. Thinking / Feeling: How do you make decisions?

4. Judging / Perceiving: How do you orient yourself in the world?

Type Dynamic Indicator

Usage of the indicator:

career counseling, team building, group dynamics, professional development, marketing, family business, leadership training, executive coaching, life coaching, personal development, marriage counseling, workers' compensation claims. pedagogy

2. Career Anchors

Career AnchorsWhile accumulating experience people acquire

information about themselves in three basic areas:

1. They discover their true motives and needs2. They discover the talents and skills they

possess3. They discover their feelings of comfort or

discomfort in various work situations

What is the career anchor?

Edgar Schein, widely acclaimed as one of the founders in the field of modern organizational psychology, suggests that every one of us has a particular orientation towards work and that we all approach our work with a certain set of priority and values. He calls this concept our Career Anchors

The anchor is those elements of the self-concept that people would not give up even in the face of difficult choices

Career anchor is the evolving self-image, including self-perceptions of talents, motives, values and attitudes, which give stability and direction to a person’s career – it is the ‘motivator’ or ‘driver’ of that person

The more life and work experience, the stronger the sense of who we are and the stronger the anchor

Types of career anchors 1. Autonomy / independence

People need and want control over work and want to be recognized for achievements; can’t tolerate other people’s rules or procedures; need to do things in their own way; independent consulting and contract work would be a good fit for these people; want to be left alone to do their work; just give them instructions on what you want, when you want it and let them “go to it!”

Type of work selected: seek autonomous professions such as free-lance consulting, teaching, independent small-business people, contract or project work, or even temporary work; part or full-time acceptable.

Types of career anchors 2. Security / stability

People need long-range stability and security, after that they need to relax

For these people: safe, secure, predictable are buzz words; motivated by calmness and consistency of work; don’t like to take chances, and are not risk-takers; stable companies are best bets; strive for predictability, safety, structure, and the knowledge that the task has been completed properly; unused talents may be channeled outside work.

Type of Work: stability and predictability are key; emphasis on context of job rather than content or work (in other words, pay, benefits, work environment most are important).

Types of career anchors3. Entrepreneurial creativity

People need to be personally creative in building something larger than themselves. They measure themselves by the success of this enterprise.

These people like the challenge of starting new projects or businesses, have lots of interests and energy, and often have multiple projects going at once; different from autonomy in that the emphasis is on creating new business; often pursuing dreams at early age.

Type of Work: strong need to create something new; bored easily; inventors; restless; constantly seeking new creative outlets.

Types of career anchors 4. Pure challenge

People discover that what they need is a sense of challenge or surmountable obstacles, or powerful opponents against whom they can compete.

Here the strongest desire is overcoming obstacles; conquering, problem-solving; competition; winning; constant self-testing; single-minded individuals.

Type of Work: careers where competition is primary.

Types of career anchors 5. Technical / functional

competencePeople define themselves by their competence in a certain knowledge

base, skill or a craft. They are the best engineers, mechanics, surgeons, salespersons and may fail when they are pulled into managerial jobs.

People enjoy using core skills; skills don’t have to be technical in nature; can be a human resources worker or a secretary and enjoy using the skills needed for those positions; motivated by learning new skills and expanding current knowledge base.

Type of Work: What turns these types on is the exercise of their talent; satisfaction with knowing concepts. If it is not a challenge, technical/functional types feel bored and/or demeaned. Content of actual work more important than the context of the work. In other words, it is the actual work they are concerned with not the organization or the overall mission of their work; teaching and mentoring offers opportunity to demonstrate expertise.

Types of career anchors 6. General managerial competence

People want to manage other people, to integrate functions and to be responsible for an entire unit or an organization. They measure their progress by climbing up the managerial ladder, showing analytical skills, interpersonal and group skills, emotional capacity to deal with high level of responsibility

People view specialization as limiting; primarily want to manage or supervise people; enjoy motivating, training and directing the work of others; enjoy authority and responsibility, and when someone strips of control it is “demotivator;” thrive in three areas of competence – analytical, interpersonal/intergroup, and emotional.

Type of Work: high levels of responsibility, varied, integrative, leadership.

Types of career anchors 7. Service or dedication

People define themselves by commitment to some deep value as teaching, environmentalism, human resource management, medicine, defence of the country, etc.

People are motivated by core values rather than the work itself; strong desire to make the world a better place.

Type of Work: high concentration of service-oriented professions, motivated by pursuit of personal values and causes.

Types of career anchors 8. Lifestyle

This anchor is not specifically related to career but to integration of work and family issues – the working career is organized around the career of a spouse or in terms of the geographic area in which they want to live

People have a high need to balance work and the rest of life; enjoy work, but realize that work is just one of many parts of life that are important; subscribe to philosophy of “work to live”, rather than “live to work.”

Type of Work: careers must be integrated with the rest of life flexibility; desire to work with organizations that accept and promote balance; some individuals unwilling to relocate for reasons of life balance.

3. Prospects planner

Prospects Planner helps students to:

Explore their skills, interests and motivations

Relate these to particular occupations

Access their chances to getting into particular area

Produce an effective application or C.V.

Prospect Planner involves:

Finding about yourself Finding out about occupations Assessing your chances of success Making applications

Prospects Planner helps you to understand your skills:

Controlling Creative thinking Dexterity Flexibility Logical thinking Negotiating and persuading Numeracy Oral presentation

Prospects Planner helps you to understand your skills:

Organizing Perceiving Questioning and listening Reading comprehension Spatial sense Written communication

More information in :

“Access my personal profile”

http://ww2.prospects.ac.uk/downloads/documents/prospects/CareersServicesDesk/members/ProspectsPlanner/Webversionmaterials/PlannerUserGuide2007.pdf

4. Belbin Team Roles Inventory

MEREDITH BELBIN’S TEAM ROLES

Company worker (CW) Chairman (CH) Shaper (SH) Plant (PL) Resource investigator (RI) Monitor-evaluator (ME) Team-worker (TW) Completer-finisher (CF)

MEREDITH BELBIN’S TEAM ROLES Company Worker (CW)Conservative, dutiful, predictable with organizing ability, practical common

sense, hardworking, self-discipline, lack of flexibility, unresponsive to unproven ideas.

Chairman (CH)Calm, self-confident, controlled with capacity for treating and welcoming all

potential contributors on their merits and without prejudice. A strong sense of objectiveness. No more than ordinary in terms of intellect or creative ability.

Shaper (SH)Highly strung, outgoing, dynamic with drive and readiness to challenge inertia,

ineffectiveness, complacency or self-deception, proneness to provocation, initiation and impatience.

Plant (PL) Individualistic, serious-minded, unorthodox with genius, imagination, intellect,

knowledge, up in the clouds, inclined to disregard practice details of protocol.

MEREDITH BELBIN’S TEAM ROLES

Resource Investigator (RI)Extroverted, enthusiastic, curious, communicative with a capacity for contacting

people and exploring anything new. An ability to respond to challenge, liable to lose interest once the initial fascination has passed.

Monitor-Evaluator (ME)Sober, unemotional, prudent, showing judgment, discretion and hard-headedness.

Lacks inspiration or the aility to motivate others. Team Worker (TW)Socially oriented, rather mild, sensitive with an ability to respond to people and to

situations and to promote team spirit, indecisiveness at moments of crisis. Completer-Finisher (CF) Painstaking, orderly, conscientious, anxious with a capacity for follow-through and .

perfectionism, a tendency to worry about small things.