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Jameelah Meredith
Career Management
Abstract-Career Development Stages
May 1, 2016

Abstract
The article ‘Super’s Career Stages and the Decision to Change Careers” written by Roslyn Smart and Candida Peterson is an article based on a study of career stages. This study examined Super’s (1990) concept of recycling through the stages of adult career development in a sample of 226 Australian men and women who were approximately evenly distributed across the following four steps in the uptake of a second career: contemplating a change, choosing a new field, implementing a change, and change fully completed. A group of adults of similar age, gender, education, occupation, and career history who had no intention of switching careers was also included for comparison. Recycling predictions were supported by the finding that the three groups who were in the throes of career change displayed greater concern with Super’s first (exploration) stage than the non-changing control group. In addition, the two groups who were most intensely involved in the change process (choosing field and implementing) scored higher in exploration concern than the group whose career change was fully completed. Satisfaction also varied as a function of the participant’s stage in the process of switching to a new career. Global satisfaction with the present job was highest in workers who had completed the change to a new career, but non-changers were more satisfied than the three groups who were actively caught up in the change process. On the other hand, satisfaction with the overall pattern of career development was higher in the two stable groups (non-changers and change-completed) than among the three groups still actively involved in making a change. Implications of these results for midlife career counseling were considered.
The article agreed and also disagreed with Greenhaus text. “Super’s theory posits four stages of adult career development: (a) exploration, (b) establishment, (c) maintenance, and (d) disengagement. Since only the first three span the employed portion of the life cycle, these three are the main focus of the present study” (Smart, p.359). Greenhaus also said that there are four stages of career development. The stages are Occupational and Organizational Choice (234refdxes typically vary from 18-25; it consists of developing occupational self-image, asses alternative occupations, develop initial occupational choice, pursue necessary education obtain job offer(s) from desired organization(s)), Early Career ( ages typically vary from 25-40; it consist of learning the job, learning the organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue career goals), Midcareer ( ages typically vary from 40-55; it reappraise early career and early adulthood, reaffirm or modify career goals, make choices appropriate to middle adult years, remain productive in work), and Late Career (ages typically range from 55- retirement, it consist of remaining productive at work, maintain self-esteem, prepare for effective retirement. The article stages are very much similar but are called different things. Greenhaus is more detailed with his stages and in the article the basically just summarizes Greenhaus career development stages.
The next article on career development is “Accommodating the Stages of Career” written by Stephen Wehrenberg. The article covers the management of one's career is a personal responsibility, although the company also has a role and a responsibility. Career development is defined as an orderly progression through a series of jobs or positions, each offering increased challenge, autonomy, and responsibility, and building on the experience gained in previous positions. When individuals peak early in their career development, with no chance for further growth, or when they land in dead-end jobs, they often leave a company spiritually, although remaining on the job physically. The resulting low self-esteem can start a negative spiral of decreased performance and work quality, and increased absenteeism and turnover. At each of the 5 stages of career development described by Hall (1976), the company can help individuals find direction and select career goals, and can offer formal training and counseling. Personnel professionals can help managers in their career development by increasing awareness of the issues, stages, and transitions in the career development process. Wehrenberg career development stages differ from Greenhaus because he has five stages instead of four. His stages are the exploratory stage (this stage is from high until you are 30, individual takes on number of jobs and search for the right niche.), the “trial career” stage ( this stage is ranges from ages 30 to 45, during this stage, individual seek advancement and tries to establish him or herself as a professional, usually under a mentor.), continued growth culminating in expert status, maintenance of professional status, and the last stage is the decline stage ( begins at 65, occurs regardless if one retires or not). Wehrenberg stages are similar to Greenhaus stages but the stages and the ages are different. In the book, Greenhaus says that the ages may vary by person and looking at both of the articles, comparing to the book, that is very well true because everyone have different ages for the stages. These are the articles that relate to the book that we are using for this class, Career Management by Jeffery Greenhaus.

References

Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2010). Career management (4th ed.). Thousand Oaks, CA: SAGE Publications.

Smart, R., & Peterson, C. (1997). Super's Career Stages and the Decision to Change Careers. Journal of Vocational Behavior, 51(3), 358-374. doi:10.1006/jvbe.1996.1544

Wehrenberg, S. (1984). Accommodating the stage of career development. Personnel Journal (pre-1986), 63(000005), 19-20. Retrieved May 1, 2016.

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