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"Career changes"
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Pivot : the only move that matters is your next one
\"Jenny Blake, bestselling author of Life After College and former career development program manager at Google, shows how to move into your next career phase by leveraging what you already do well\"-- Provided by publisher.
Book
Shocks and entrepreneurship: a study of career shocks among newly graduated entrepreneurs
PurposeThe purpose of this paper is to explore the career shocks that young, newly graduated entrepreneurs experience in the process of starting a business.Design/methodology/approachThe study adopted a qualitative approach, drawing upon 25 semi-structured interviews with entrepreneurs who recently graduated from university (up to the age of 30) in different European countries.FindingsThe analysis identifies several career shocks that can confront entrepreneurs before and after starting a business and reveals how these shocks influence graduates’ decisions to become and continue to be an entrepreneur.Research limitations/implicationsThe study sheds light on the diverse nature of career shocks and the importance of integrating agency concepts and environmental influences in career research. It identifies important factors relevant for school-to-work transition research and complements work in entrepreneurship research on necessity and opportunity entrepreneurship, push and pull motives, and entrepreneurial intentions.Practical implicationsOrganizations can use the findings to attract and retain young entrepreneurial employees, while higher education organizations can use the findings to better prepare students for a successful transition into entrepreneurship, whether in the corporate or independent form.Originality/valueThe paper integrates the concept of career shocks with literature on entrepreneurship and offers a categorization of career shocks in the pathway to entrepreneurship.
Journal Article
Dust yourself off and try again: the positive process of career changes or shocks and career resilience
PurposeTo deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.Design/methodology/approachThe authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.FindingsOpenness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.Originality/valueAltogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.
Journal Article
Finding square holes : discover who you really are and find the perfect career
'Finding Square Holes' presents a self-reflective approach to career development combining techniques from personal development theory, Neuro-Linguistic Programming (NLP) and the Myers-Briggs model of personality.
Book
Career change teachers in hard-to-staff schools: should I stay or leave?
Recruiting career changers into teaching has emerged as a part of a strategy by governments worldwide to address complex teacher shortage problems in hard-to-staff schools. In this paper, we present a case study of two career change teachers and trace their career journey into Initial Teacher Education (ITE) and the teaching profession in two separate hard-to-staff schools. We interviewed these teachers during the first 2 years of their career change journey. During this period, ‘push-and-pull’ factors impacted their intentions to stay in the profession. Challenges included inadequate school-level mentorship support, social-geographic isolation in a regional school setting during the COVID-19 remote learning and the more complex working conditions in hard-to-staff schools. The adverse impacts of these challenges were, to some extent, mitigated by the participants’ commitment to making a positive difference in the lives of children and young people through the teaching profession, a strong work ethic and support provided by their ITE programme in the form of university-based mentors and adjustment to study requirements. The participants responded to these push-and-pull factors in ways that highlighted their reflexive decision-making and determination to stay in teaching despite challenges. We discuss the implications of these findings for workforce planning strategies aimed at recruiting career change teachers in hard-to-staff schools.
Journal Article
If your resume could talk : dig in and prepare yourself or others for what's next through career exploration, conversations, and pivots
\"The notion that one can work in a single company or job for an extended period of time has changed. Companies are in need of talent. People are in search of jobs and just \"the right position\" for themselves. How do we find that perfect match? In years past, one might pivot once, perhaps even twice over the course of their careers. Today, a person may need to pivot multiple times. Can a business adapt to the amount of change their employees may need to make over the course of their lifetime? Will an individual want to or be prepared to change jobs on an ongoing basis throughout their career? Sometimes, there is a need to pivot. Can the pivot be made, smoothly? Finding starting points for these conversations can be challenging. Is it a pivot or is it a career change? Both are acceptable. Pivots, if planned, can be easier to navigate. Career changes require more preparation. Either way, fluctuations can be daunting, for both the individual and the organizations they work for, especially when there is a lack of clarity in managing the complexities of skills, career aspirations and interests. Having meaningful conversations that gather personal insights and reveal options either before or when it is time to initiate career exploration can ease the transition. This book captures the insights the author has gained through her career and provides the valuable lessons learned from reviewing resumes, interviewing and coaching those early in their careers, starting new careers or in the midst of career transitions. The author also shares her personal experience with career exploration and navigating change\"-- Provided by publisher.
BOOK
Work Life After Failure?: How Employees Bounce Back, Learn, and Recover from Work-Related Setbacks
Work Life after Failure? brings together knowledge from three distinct concepts: resilience, learning, and recovery. Encompassing both conceptual and empirical work from experts in these fields, this book also sheds light on the classification of failures and setbacks and develops a measure of the setback severity.
eBook
Release your potential
This guide by Rosalie Marsh draws from her extensive skills and industrial experience in sales management and work-based learning in adult and further education.
Book
Urban data and definitions in sub-Saharan Africa
Differing definitions of ‘urban’ settlements can make comparative analysis of trends in urbanisation difficult. Definitions used by many African countries include small settlements which may not exhibit the degree of labour specialisation away from agriculture that economic theories about urbanisation presume. This may mean there is a mismatch if urban data are presumed by decisionmakers to be proxies for structural economic transformation. After examining these definitional issues this paper provides five illustrative African case studies based on detailed analysis of census and agricultural employment data. It finds that for Côte d’Ivoire, Ghana and Mali in situ urbanisation of settlements at the bottom of the urban hierarchy has played a significant part in recent urbanisation processes. In Rwanda complex boundary changes have also contributed to a very significant redefinition of previously rural people as ‘urban’ yet overall the urbanisation level did not increase between 2002 and 2012. Significant employment in agriculture is found within small, and some larger, urban centres in all these countries. It is shown that these issues tend to be disregarded in analyses of urban trends for these countries which often present a more positive narrative of urban economic change than the census data support. These examples are contrasted with Botswana, where in situ urbanisation has also occurred but in this case driven by real occupational change. The paper concludes that the impact of definitions on apparent trends in urbanisation in Africa needs to be understood given the significance attached to these trends by policy makers.
对“城市”居住地的不同定义会使得城市化趋势的比较分析难以开展。许多非洲国家使用的定义 包括了小型居住地，这些小型居住地可能并未展现出城市化经济理论预设的不同于农业的劳动 专业化程度。这意味着如果决策者将这些城市数据作为经济结构转型的指标，就会出现与现实 不符的情况。在考察了这些定义问题后，本文基于详细的人口普査和农业用工数据，提供了五 个能说明问题的非洲案例研宄。研宄发现，在科特迪瓦、加纳和马里，城市等级体系底部居住 区的就地城市化在近年来的城市化进程中发挥了重要作用。在卢旺达，复杂的边界变更也使得 先前大量的农村人口被重新定义为‘城市”人口，但总体而言，在2002-2012年间，城市化水平并未提升。 在所有这些国家的小型城市中心以及部分大型城市中心，都存在大量的农业用工人口。以往研 宄在分析这些国家的城市发展趋势时，往往忽视这些问题，其对城市经济变革的呈现，比普査 数据所支持的更为积极。我们也将这些例子与博茨瓦纳做了对比。博茨瓦纳也发生就地城市化， 但其驱动因素是真实的职业变化。本文得出结论，鉴于决策者对肖NW城市化趋势赋予的重要性， 我们需要理解对非洲城市化外在趋势的不同界定方式所带来的影响。
Journal Article