Factors of Career Choice

c atomic number 18er choice Contents 1. Introduction 1. 1Role 1. 2Objective and Subjective Constraints 1. 3Key Theories of Occupational woof 1. 3. 1Develop workforcetal Theory 1. 3. 2Structural Theory 1. 3. 3RIASEC Model 2. Factors of Occupational filling 2. 1Family and Class 2. 2Neighbourhood and Peer separate 2. 3School and Education 2. 4Race 2. 5 sexual practice 2. 5. 1 swimming and Vertical Segregation 2. 5. 2Pay 2. 5. 3Hours ricked 2. 5. 4Orientations to last 3. Solution of Constraints and Obstacles to Occupational Choices 4. Conclusion 5. References 1.Introduction The occupational choice debate is concerned with the degree of choice individuals have over their eventual occupation. (Module Handbook) The process of occupational choice is psychologic entirelyy based and examines the way in which the individual develops and passes through a series of stages during which the self-concept grows as abilities, aptitudes and interests develop. (Watson T. J. 2008) This assignment is attempting the factors that may prevent or be active muckles occupational choices and how we fundament batter them. . 1Role Role plays an outstanding discriminate in human-being, it can influence a souls behaviour and decision making. Role may be achieved or ascribed. The concept of an achieved and ascribed section is important in occupation choice. (Module Handbook) Stark (2007) states that An achieved role is a position that a person assumes voluntarily which reflects personal skills, abilities, and effort. An ascribed role is a position assigned to individuals or groups without regard for merit but because of certain traits beyond their control. (wikipedia) An achieved role can be changed and gained through go downting efforts by a person, e. g. facts of lifeal qualifications. On the new(prenominal) hands, an ascribed role is unchangeable. This role is assigned to you by your p bents or family, e. g. height, gender, rich or poor, position, etcetera The role of a person can influence stars occupational choice. In general, batch who have advantages in their ascribed role, it perceived to have advantages in their course path or development as well. Some lot can act as model, and some cannot, because of the height of a person.Fortunately, peoples achieved role can break this normal pattern. If people can put efforts and reach to higher educational level, they can withal earn the opportunity on their career development and work as middle or blossom level management in a company. People cannot change fundamental elements but can change their path through their effort. Thus, peoples achieved and ascribed role can alter the decision when they are making decision on occupational choice. 1. 2Objective and Subjective ConstraintsIf we wish to product a model or guess which identifies the various factors that influence the individuals occupational choice, we must consider both objective and subjective constraints. The individual has certain tang ible resources such as cash, skills, acquaintance or physique, which are objective constraints. The individual has certain intangible minds of motives, interests and expectations, such as to achieve power or gain job satisfaction, which all are subjective constraints. These are psychological factors of personal achievement. 1. 3Key Theories of Occupational Choice . 3. 1 disciplineal Theory Eli Ginzberg (1951) defines an individual never reaches the ultimate decision at single moment in time but through a series of decisions over time. (module handbook) It is the Developmental Theory of occupational choice. E. Ginzberg looks at occupational choice as a cumulative process of decision making, taking place in three stages closely linked to those of emotional and intellectual development. Fantasy choice is followed by a period tentative choice, then finally in that respect is a period of realistic choice. (White S. 968) Peoples occupational choice do not go on only at the moment on the decision making, but is an extended process which may begin as early as ten or twelve and continue well beyond the choice of a first job. (White S. 1968) Fantasy choice is occurring at the age between 6-11 when the squirtren have no ideas active the real-life situation, all things are fantastic and delivered to them by their parents. When the children grow at the age of 11-17, the knowledge of the real world increases, they aware of themselves and the outside environment, and they makes tentative choice on the basis of their own interests. . 3. 2Structural Theory The structural theory is that the entry points of the occupational structure are alludeing on ambition of people. According to Keil et al, they include family background and abide by, region and peer group, school and education, gender and race. 1. 3. 3RIASEC Model Holland (1973/1985) developed a psychological onward motion to identify peoples occupational preferences and helps fit a persons choices and organiza tional characteristics. (module handbook) It is referred to as RIASEC.RIASEC indicates Realistic, Investigative, Artistic, Social, Enterprising, Conventional. By the research of Taiwans high school students, we found that the R type is a very representative male-oriented type of career and girls, on the other hand, were more interested in the A-type fields and tended to choose artistic fields as their careers. (Tien H. L. , Wang Y. F. and Liu L. C. 2009) 2. Factors and Obstacles affecting Occupational Choice People do not enter the occupational structure with equal opportunities.There are many factors and obstacles that can influence the choice-making on occupation of people, we are now focus on the factors in structural theory, including family and class, neighbourhood and peer group, school and education, race and gender. 2. 1Family and Class When the children at the age of 6-17, which is in the stage of conjuring trick choice and tentative choice, they depend on their parent s broadly speaking. Thus, the patents expectations for educational achievement, beliefs and behaviors will affect the childrens future development.The Parent Socialization Model developed by Eccles and beau (1982) has highlighted the important role parents play in the development of childrens achievement choices. The belief of parents will then influence parenting behaviors and expectations, which, in turn, will affect child outcomes such as educational and career choices. (Jacobs, J. E. , Chhin C. S. and Bleeker M. M. 2006) Moreover, as the family background of a person on his or her ascribed role cannot be changed, family network and status also play important role on occupational choice. The structure of a family an individual faced when he or she was growing up may affect the individuals cordial skills and lead to human capital investments and parental education appears to have an indirect effect on childrens occupational status through childrens education. (Tsukahara, I. 2 007) Grieco (1987) levels how this can be helpful both to the employee, who gains support from family members both inside and outside work and is sustained in steady employment, and for employers, whose recruitment costs are kept low and who can look to employees relatives to help train them and teach them to fit in. (Watson T. J. 2008) Even not every people will choose the resembling career as their parents, most people appear to have a high probability to make similar choices. Rather, parents education also appears to have an indirect effect on childrens occupational choices through the childrens education. For example, if the parents perceived a positive effect on the passe-partout occupations, the children will then also have a positive effect on the professional occupations in future. 2. 2Neighbourhood and Peer Group People can have it away social experience through the contact of neighbourhood and peer group, such as friends and teachers.As these peer groups always recogn ize in peoples earlier stage, such as school life, they have long-term consequences for ones belief and value. Teachers, parents, peers, and others may influence youths achievement and interests long before educational and occupational decisions are made. (Jacabs, J. E. 2006) These peer groups can provide people social support and encouragement however, the groups may also provide somehow of negative impact if wrong perception and in imprintation are provided. 2. 3School and Education Formal schooling operates alongside the general cultural and family socialization process. (Watson T. J. 2008) Willis (1977) states education as a form of preparation for the way those particular individuals will need to live with their subservient roles once they enter paid employment. (Watson T. J. 2008) The jobs which people choose were influenced by the level of educational qualifications they achieved. The more professional of the jobs, the more skills and abilities are needed, and the more rew ards (both monetary and non-monetary) can earn.On the contrast, there are more limitations on occupational choice for people who have lower educational level. 2. 4Race Race or heathen Discrimination is also undoubtedly playing a major role in occupational attainment. The research project conducted by Cardoso P. and Marques J. F. (2008) about The Perception of Career Barriers Inventory found that African and Afro Portuguese students score significantly higher than Euro-Portuguese students on Ethnic Discrimination.The Ethnic Discrimination results highlight how, at the early stages of development and at crucial career decision moments, when these beliefs are structured, a negative influence on vocational behaviour development can occur. (Cardoso P. and Marques J. F. 2008) Melamed (1995) concluded that discrimination accounted for between 55% and 62% of the variance in the differential career winner of men and women in a British sample. (Brown D. 2002) Although the wide-spread preva lence of race discrimination in most countries, the limitations and difficulties in career choices and development of these minority groups are noneffervescent high. . 5Gender Gender will be a major factor in the career choices. Due to the role conflicts between men and women, a study found that women in Israel, Germany, the United States, and Japan assigned lower importance to the centrality of work in their lives than did men.. this is the result of womens orientation to other life roles, primarily because of womens concern regarding engagement in the family role. (Brown D. 2002) By the survey report of Third Quarter scotch Report 2010 in the section of Labour Force participation Rates by Sex (www. enstatd. gov. hk), the data shows the participation rates of male employees is 68. 9% and feminine employees is 52. 2% in the third quarter of 2010. The number of women who act in labour force is still lower than men. We are now analyzing the gender by three sections horizontal a nd vertical segregation, pay, and hours worked. 2. 5. 1Horizontal and Vertical Segregation Horizontal segregation is the term used to describe the tendency to discover men and women in different types of occupation. (Module Handbook) For example, by the survey of annual percentage of male and female managers by job function, female managers are mainly in the functions of personnel & training and conference & banqueting, whilst management posts in the areas of property & warranter, food & beverage, and control & finance are mostly held by men in 1999 in Hong Kong. (Ng C. W. and Pine R. 2003) By the survey report of Women and men in Hong Kong Key Statistics in the section of Employed Persons by perseverance and Sex (www. censtatd. gov. k), the female employed persons were mainly engaged in the public administration, social and personal services celestial sphere (35. 9%), while data of the male employed persons was different, with the financing, insurance, real estate, professional and business service sector being the largest sector (18. 2%) in 2009. Vertical segregation is the term used to describe the situation where, the higher one progresses in an organizational or professional hierarchy, the a few(prenominal)er the number of females one encounters. (Module Handbook) Morrison et al. 1987) coined a term of glass ceiling to describe the difficulties women face in climbing to the top of the corporate ladder. (Ng C. W. and Pine R. 2003) Although the percentage of women who canvass law and medical and health subjects is over 60%, the opportunities to promote is still obstruct by the glass ceiling, such as traditional value and family responsibility. (Ming Pao Newspaper) For example, by the survey of annual percentage of male and female managers by job level, only 7. 2% of senior General Manager positions were held by women in 1999 in Hong Kong. Ng C. W. and Pine R. 2003) According to the record of Hong Kong Listing Companies, there is only 9% of women in the top management level who mostly were entered by the role of family members. (Ming Pao Newspaper) By the survey report of Women and Men in Hong Kong Key Statistics in the section of Employed Persons by Occupation and Sex (www. censtatd. gov. hk), the figures show there are 96,500 women and 229,800 men in the Managers and Administrators role, while there are 398,800 women and 149,600 men in the Clerks role. R 2. 5. 2Pay Full-time working women earn 82. % of mens hourly pay. (Module Handbook) According to Women and Men in Hong Kong Key Statistics in the section of Median Monthly Employment Earnings of Employed Persons by Age Group and Sex, the median monthly earnings of female employed persons in Hong Kong was HK$8,500 in 2009 while that for males was HK$12,000. (www. censtatd. gov. hk) By the survey of , over 70% of people indicated that Hong Kong is still have sex discrimination in career environment which mens paid are more than women even they are on the same positions. . 5. 3Hours Worked Even the labour market participation of women has increased dramatically in many countries, the hours worked of women are still lower than men due to the different orientations to work. hakim (1996, 2000) states that whereas in general men prefer to work, women show a heterogeneous lot of work-life orientations some women prefer to work, others want to stay at home and about half of them prefer to combine work and family life. (Doorewaard H, Hendrickx J and Verschuren P. 004) The data indicated that although many women are entered or re-entered into the labour market, they are still want to have work-life balance, specially for those women who are married and have children, it is also the barrier of women in the career path both actually or in peoples traditional perceptions. 2. 5. 4Orientations to Work Orientations to work to different people are varying. People seem to be motivated to work by a mixture of options, e. g. earning money, developing their careers, g aining status, etc.According to Crompton and Harris (1998), it is not only influenced by someones own choice and motivation, but also by the constraints of the situations in which one lives and works. (Doorewaard H, Hendrickx J and Verschuren P. 2004) It can simply distinguish into three types of work orientations job orientation, money orientation and people orientation. Watson (1994) said life circumstances and the specific circumstances prevailing in the work situation influence what they are looking for and what they expect to get. (Martin E. 2004) Hence, orientations to work are also barriers to occupational choice if the job itself cannot fit in ones orientation. 3. Solution of Constraints and Obstacles to Occupational Choices It is no doubt that the work pattern and norm is constantly changing around the world, however, this change can help to overcome some of the constraints of occupational choices. The past few decades have been marked by a significant growth in womens lab our force participation in most countries. Although women play a stronger economic role than in the previous decades, men are usually the primary breadwinners in families. Women, who function as secondary earners, tend to have part-time and other nonstandard employment. (Kan M. Y. 2007) Those nonstandard employments, such as part-time job, temporary jobs, psychological contract, will be more common in the future work. The nature of formal contracts has altered, with more short-term contracts.. sub-contracting and out-sourcing arrangements have become more common and are part of a set of strategic HRM options. (Westwood R. , Sparrow P. and Leung A. 2001) Furthermore, the increasing of feminine management style in both government and private companies where a more flexible and feminine approach to management, such as flexible work family arrangements, Family Friendly Working Practices in Hong Kong. This style helps women who want to balance between work and family life. Additionally, the work pattern of 10 years in employment and 10 years out which is a flexibility approach for people who want to have a break for few years and return to work, e. . female returners who seek to re-enter the workforce after a few years of unpaid care-taking responsibilities. At the time of making occupational choice, people are still novel and lack of knowledge and experience. People make choices based on imperfect knowledge and uneven distribution of knowledge and at a young age. (Module Handbook) To prevent in making wrong decision and lack of confidence from the students, school and teachers can arrange some experient people to share their real experience and give more support to them.Luzzo (2000) proposes to help students think about the role that perceived barriers play in the career planning and exploration process, and to identify effective resources and strategies for coping with such barriers. (Cardoso P. and Marques J. F. 2008) 4. Conclusion Every people have differe nt choices on career and different orientations to work. And, there are some subjective and objective variables affecting the process of choosing the career. People have to identify them clearly in hope to find the most sufficient job for them which is fitting with their interests, intentions and abilities. owever, those obstacles can be overcome through the changing work pattern and work management. In fact, many of these trends of future work are already with us today. We are all in the moment of changing atmosphere. 5. References Brown D. (2002). The role of work and cultural values in occupational choice, satisfaction, and success A theoretical statement, daybook of Counseling and Development, Vol. 80, Issue 1, PP. 48-56 Cardoso P. and Marques J. F. (2008). Perception of career barriers The importance of gender and ethnic variables, International Journal for Educational & vocational Guidance, Vol. 8, No. 1, PP. 9-61 Doorewaard H. , Hendrickx J. and Verschuren P. (2004). Work o rientations of female returners, Work, Employment and Society, BSA Publications Ltd, Vol. 18(1), PP. 7-27 Eccles J. S. (1994). Understanding Womens Educational and Occupational Choices Applying the Eccles et al. Model of Achievement-Related Choices, Psychology of Women Quarterly, 18(1994), PP. 585-609 Jacobs, J. E. , Chhin C. S. and Bleeker M. M. (2006). Enduring Links Parents expectations and their young adult childrens gender-typed occupational choices, Educational Research and Evaluation, Vol. 12, No. 4, PP. 395-407 Kan M. Y. (2007). Work Orientation and Wives Employment Careers An Evaluation of Hakims Preference Theory, Work and Occupations, Sage Publications, Vol. 34, No. 4, PP. 430-462 Martin E. (2004). Whos kicking whom? Employees orientations to work, International Journal of Contemporary Hospitality Management, Emerald Group Publishing Limited, Vol. 6, No. 3, PP. 182-188 Module Handbook Management, Work and Society, University of Huddersfield, January 2011 Ng C. W. and Pin e R. (2003). Women and men in hotel management in Hong Kong perceptions of gender and career development issues, International Journal of Hospitality Management, 22(2003), PP. 5-102 Third Quarter Economic Report 2010 (2010), Census and Statistics Department, Hong Kong Government Tien H. L. , Wang Y. F. and Liu L. C. (2009). The Role of Career Barriers in high School Students Career Choice Behavior in Taiwan, The Career Development Quarterly, Vol. 57, Issue 3, PP. 274-288 Tsukahara, I. (2007). The Effect of Family Background on Occupational Choice, Labour Review of Labour Economics & Industrial Relations, Vol. 21, Issue 4/5, PP. 871-890 Watson T. J. (2008). Sociology, Work and Industry, Fifth Edition, Routledge Westwood R. , Sparrow P. nd Leung A. (2001). Challenges to the psychological contract in Hong Kong, International Journal of Human Resources Management, 124, PP. 621-651 White, S. (1968). The Process of Occupational Choice, British Journal of Industrial Relations, Vol. 6, Issu e 2, PP. 166-184 Wikipedia, the free encyclopedia, retrieved on 18 February 2011 Women and Men in Hong Kong Key Statistics (2010), Census and Statistics Department, Hong Kong Government , Ming Pao Newspaper retrieved on 15 February 2011 70% , 3,500? , wen Wei Po retrieved on 15 February 2011