Career development and job satisfaction / Quincy Martin III (editor).

Format:

Book

Contributor:

Martin, Quincy, III, 1973- editor.

Series:

Education in a competitive and globalizing world series.

Education in a competitive and globalizing world

Language:

English

Subjects (All):

Career development.

Job satisfaction.

Physical Description:

1 online resource (296 pages)

Place of Publication:

New York : Nova Science Publishers, [2022]

Summary:

"This book examines and expands understanding and career development competencies for diverse purposes and audiences as well as highlights key areas to consider to enhance job satisfaction within organizations. This book is suitable for academics, researchers, faculty, doctoral and graduate students, policy makers, business managers, and practitioners from organizations and agencies. The foundational knowledge of this book will serve as a reference point for organizational leaders, business managers, and practitioners, and will also prompt future academic research. Career development and job satisfaction are important issues for organizations. It is the evolutional process an individual experiences to advance their occupational status, deciding to align personal needs and wants to that of their career advancement opportunities. Career development revolves around work-related experiences and-in some cases-the rise above ranks into the occupational roles occupied by individuals in their workplace. As such, career development also requires planning. An individual's career planning and the organization's planning should have an integration point to develop appropriate career paths and developmental strategies. Job satisfaction is the inward fulfillment that comes from work experience and acts as motivation for work. The fulfillment here comes with the attainment of specific goals and objectives that are personal to an employee. Fundamentally, job satisfaction is the combination of psychological, physiological, and environmental factors that can cause an employee to experience the effects of fulfillment, joy, and value in an organization. The end result of successful career development and job satisfaction practices will result in both individuals and organizations to better adapt and successfully navigate a competitive business and organizational climate while equipping them to face a promising future"-- Provided by publisher.

Contents:

Intro

Contents

Preface

Chapter 1

Understanding and Developing Career Readiness Competencies

Abstract

Introduction

Defining Competencies

The Value of Soft Skills in Today's Workforce

Identifying Roles That Align with Work Experience

Defining I-Shaped, T-Shaped, and X-Shaped Professionals

Acquiring Competencies

Competencies and the Growth Mindset

Developing Competencies

Application

Rewards of Bringing Value to an Organization

Conclusion

References

Chapter 2

Career Readiness: Establishing Workforce Competencies and Implications for Practice in Higher Education

Defining, Understanding, and Servicing a Market Niche in Career Readiness

Defining

Understanding

Servicing

Why Competencies Matter

Career Readiness and Competencies Defined

Developing Career Ready Graduates

Faculty Mentorship

Assessment Mapping

Experiential Learning

Curriculum

Co-Curricular Transcripts

Language Matters

Chapter 3

Microcredentialing for Career Readiness Development: How Innovation between Academic and Student Affairs Created a Credentialing Infrastructure for Student Success

Literature Review

Ohio University Leadership Endorsement

Program Overview

Program Objectives

Badge Descriptions

Project Funding

Phases of the Project

Conference and Event Services Pilot Group Summary

Assessment

Results

Program Outcomes

Additional Program Benefits

Ohio University Recommendations

Discussion

Recommendations

Obstacles

Project Timeline

Pre-AIA Grant (2015 - 2016)

Spring 2017

Summer 2017

Fall 2017

Spring 2018

Summer 2018

Fall 2018

Spring 2019.

Summer 2019

Fall 2019

OULE Advanced Level Grading Rubrics

Chapter 4

The Influence of Work Motivation and Job Satisfaction on the Multigenerational Workforce in Federal Student Aid

Understanding Generations in Public Agencies

Examining Generational Differences

Identifying Public Service Workforce Motivations

Evaluating Public Service Motivation: The Work Extrinsic, Intrinsic, Motivation Scale

Utilizing WEIMS to Evaluate Motivation: The Case of Federal Student Aid

Workplace Preferences and Motivation by Generation

Limitations of the Study

Recommendations and Conclusion

Chapter 5

Getting the First Job out of Graduate School: How Faculty Can Use Career Theory and Coaching to Support Students' Job Searches and Life Planning

Career Coaching through Theory

Lent, Brown, and Hackett (1994)'s Social Cognitive Career Theory

Hansen's (1997, 2001, 2002) Integrative Life Planning Theory

Schlossberg's (1984) Transition Theory

Career Coaching in Practice

Building Relationships

Case Example #1: Empathizing with Students along the Emotional Rollercoaster of the Job Search

Recognizing Individual and Systemic Identity Dynamics

Case Example #2: Advising Students Who Are Location Specific

Broadening Definitions of Success

Case Example #3: Helping Students Discover Their Own Goals and Markers

Utilizing Individualized Career Coaching Approaches

Case Example #4: Focusing Students Who Believe They Are Open to Anything (Hint: They Really Aren't)

Implications for Individuals and Institutions

Chapter 6

Crafting Your Own Career Development Plan: Lessons from Community College Leaders

Career Development for Community College Leaders.

Mindful Reflection in Career Development

Leadership Development Experiences

Theoretical Framework: Transformational Leadership

Research Questions

Methods

Research Question 1

Research Question 2

Research Question 3

Implications

Final Remarks

Chapter 7

Utilizing Personality and Strengths Assessments to Increase Job Satisfaction

The Myers-Briggs Type Indicator

CliftonStrengths

Chapter 8

Recovering from Job Loss in Middle Adulthood

Middle Adulthood Life Stage: Generativity vs. Stagnation

Consideration of Grief Theories

Bowlby's Stages of Bereavement

Worden's Tasks of Mourning

Dual Process Model

Impact of Job Loss

Positive Impacts

Negative Impacts

Mental Health

Identity

Factors Related to Recovery

Well-Being

Recommendations for Recovery

Growth

Resilience

Regulation of Loss

Chapter 9

Mitigating the Negative Effects of Impostor Phenomenon on Career Development and Job Satisfaction

Chapter 10

Navigating Racism and Sexism: Supporting Black Women Career Advancement

Black Women in the Workforce

Black Women in Leadership Positions

Stereotypes of Black Women in the Workplace

Narratives of Black Women: Strategies Employed for Career Advancement

Strategy 1: Credentials and Gaining Experience

Strategy 2: The Importance of Self-Confidence and Security in Identity

Strategy 3: Cultivating Mentoring Relationships

Implications and Recommendations

Black Women

Supervisors to Support Black Women Advancement

Organizations

Provide Appropriate Resources for This Work and Stop Overtaxing Black Women.

Policy Changes That Result in Accountability

Provide Mentoring and Networking Opportunities

Chapter 11

Optimize Job Satisfaction through a Theoretically-Based Service Delivery Model

Cognitive Information Processing (CIP) Theory

CIP Key Elements

Pyramid of Information Processing and CASVE Cycle

Readiness Model

CIP and Job Satisfaction

CIP Service Delivery Model

Florida State University Case Study

Drop-in Service Delivery

Drop-in Evidence

Individual Appointments

Individual Appointment Evidence

Career Development Course

Career Course Evidence

Chapter 12

A Three-Pronged Integrative Onboarding Approach for Senior Leaders: Insights from Academic, Non-Profit, and Corporate Contexts

A Strategic Approach to Onboarding and Integration

Length of Onboarding Process

Integration with Strategic Plan

Focus on Challenges and Opportunities

Assessment of Onboarding Plan

Communications

The Collaboration Imperative in Onboarding and Integration

Intentional and Cross-Functional Relationship Building

The Onboarding and Integration Committee

Onboarding Liaisons

Creating Inclusive Onboarding and Integration Programs

Communicating Diversity, Equity, and Inclusion as an Organizational Priority

A Culturally Responsive Process

The DEI Feedback Loop

Chapter 13

The Elasticity of the T-Professional: Skills and Competencies for Job Crafting Success

Skills and Technology: Implications for the Workplace

Focus on Skills

Technology: The Accelerator for Higher Level Skills

The T-Professional or Adaptive Innovator

The ME: The Core Element of the T.

Leveraging the T for Workplace Readiness, Personal Narrative, and Job Crafting

Readiness (Employability)

The Personal Narrative

Job Crafting

About the Editor

Index

Blank Page.

Notes:

Includes bibliographical references and index.

Description based on print version record.

Other Format:

Print version: Martin, Quincy Career Development and Job Satisfaction

ISBN:

9781685078249