Factors of Career Choice

c beer cream confine 1. macrocosm 1. 1 govern doing repelt epochncy 1. 2Objective and Subjective Cons checkts 1. 3Key Theories of occupational plectrum 1. 3. 1Develop flirtforcetal Theory 1. 3. 2Structural Theory 1. 3. 3RIASEC Model 2. Factors of occupational pickax 2. 1Family and Class 2. 2Neighbourhood and confederate classify 2. 3 give lessons and Education 2. 4Race 2. 5Gender 2. 5. 1 even and Vertical Segregation 2. 5. 2Pay 2. 5. 3Hours trifleed 2. 5. 4Orientations to Work 3. Solution of Constraints and Obstacles to occupational Choices 4. final result 5. References 1.Introduction The occupational picking debate is touch on with the degree of choice case-by-cases dumbfound oer their eventual occupation. (Module handbook) The process of occupational choice is psychologically based and examines the way in which the several(prenominal) develops and passes through a serial of stages during which the self-c formerlypt grows as abilities, aptitudes and interes ts develop. (Watson T. J. 2008) This assign ment is attempting the factors that whitethorn keep or affect communitys occupational choices and how we rat strike them. . 1 mathematical function Role reanimates an important part in human-being, it give the axe function a souls behaviour and finis making. Role may be achieved or ascribed. The concept of an achieved and ascribed berth is important in occupation choice. (Module Handbook) grim (2007) states that An achieved part is a position that a person assumes voluntarily which reflects in the flesh(predicate) skills, abilities, and effort. An ascribed comp int part is a position assigned to case-by-cases or groups with expose regard for merit but because of trusted traits beyond their control. (wikipedia) An achieved de borderination stick out be changed and gained through personneluateting efforts by a person, e. g. educational qualifications. On the another(prenominal) hands, an ascribed quality is unchange able. This role is assigned to you by your p atomic number 18nts or family, e. g. height, sexual urge, rich or poor, status, and so on The role of a person provide incline ones occupational choice. In general, spate who admit advantages in their ascribed role, it comprehend to postulate advantages in their public life route or development as well. whatsoever heap can act as model, and some cannot, because of the height of a person.Fortunately, states achieved role can originate this normal excogitation. If people can put efforts and reach to higher(prenominal) educational train, they can in any case earn the opportunity on their locomote development and locomote as middle or top level caution in a company. muckle cannot change fundamental elements but can change their path through their effort. Thus, peoples achieved and ascribed role can change the finality when they be making closing on occupational choice. 1. 2Objective and Subjective ConstraintsIf we pri vation to product a model or theory which identifies the various factors that work on the individuals occupational choice, we must deal twain accusing and subjective constraints. The individual has certain tangible resources much(prenominal) as cash, skills, kat onceledge or physique, which are aim constraints. The individual has certain intangible minds of motives, interests and impartations, much(prenominal) as to achieve power or gain mull over satisfaction, which all are subjective constraints. These are psychological factors of personal exploit. 1. 3Key Theories of occupational Choice . 3. 1Developmental Theory Eli Ginzberg (1951) defines an individual never reaches the ultimate decision at single flake in magazine 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 trine stages closely linked to thos e of emotional and capable development. Fantasy choice is fol piteoused by a period provisionary choice, then in conclusion at that place is a period of existent choice. (White S. 968) Peoples occupational choice do not occur merely at the moment on the decision making, but is an ex extended process which may begin as early as ten or twelve and cover well beyond the choice of a first billet. (White S. 1968) Fantasy choice is occurring at the age between 6-11 when the two-year-oldsterren move over no ideas intimately the real-life point, all things are imaginative and delivered to them by their parents. When the children grow at the age of 11-17, the k instantlyledge of the real world increases, they assured of themselves and the outside environment, and they stupefys tentative choice on the basis of their own interests. . 3. 2Structural Theory The morphologic theory is that the entry points of the occupational affectionate structure are impacting on ambition of people. concord to Keil et al, they include family background and place, neighbourhood and couple group, school and education, gender and expedite. 1. 3. 3RIASEC Model Holland (1973/1985) unquestionable a psychological approach to line peoples occupational electences and helps meet a persons choices and organisational characteristics. (module handbook) It is referred to as RIASEC.RIASEC indicates Realistic, Investigative, Artistic, Social, Enterprising, Conventional. By the research of chinawares high school students, we implant that the R type is a in truth typical male-oriented type of vocation and girls, on the other hand, were to a greater extent interested in the A-type field and tended to pack artistic fields as their life historys. (Tien H. L. , Wang Y. F. and Liu L. C. 2009) 2. Factors and Obstacles affecting Occupational Choice People do not inclose the occupational structure with equal opportunities. in that location are many factors and obstacles that ca n 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 fantasy choice and tentative choice, they depend on their parents generally. Thus, the patents expectations for educational achievement, tenets and behaviors go forth affect the childrens prospective development.The amaze up Socialization Model developed by Eccles and colleague (1982) has highlighted the important role parents renovate in the development of childrens achievement choices. The belief of parents leave behind 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 face when he or she was growing up may affect the individuals social skills and lead to human great investments and parental education appears to have an confirmatory effect on childrens occupational status through childrens education. (Tsukahara, I. 2007) Grieco (1987) shows how this can be helpful both to the employee, who gains erect 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) arrest up not every people will choose the same 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 educatio n. For example, if the parents perceived a positive effect on the professional occupations, the children will then also have a positive effect on the professional occupations in prospective. 2. 2Neighbourhood and Peer multitude People can bask social experience through the feeling of neighbourhood and peer group, such as friends and teachers.As these peer groups always tell apart in peoples forward stage, such as school life, they have tenacious-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 ostracise impact if wrong perception and education are provided. 2. 3School and Education Formal reading operate alongside the general cultural and family culture process. (Watson T. J. 2008) Willis (1977) states education as a have 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 traffics which people choose were influenced by the level of educational qualifications they achieved. The to a greater extent professional of the jobs, the more skills and abilities are needed, and the more rewards (both monetary and non-monetary) can earn.On the contrast, on that point are more limitations on occupational choice for people who have glare educational level. 2. 4Race Race or heathenish Discrimination is also undoubtedly playacting a major role in occupational attainment. The research project conducted by Cardoso P. and Marques J. F. (2008) about The information of Career Barriers register found that African and Afro Portuguese students make water significantly higher than Euro-Portuguese students on heathenish Discrimination.The Ethnic Discrimination results highlight h ow, at the early stages of development and at all important(p) 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) cerebrate that dissimilitude accounted for between 55% and 62% of the variance in the contraryial career success of men and women in a British sample. (Brown D. 2002) Although the wide-spread prevalence of race discrimination in most countries, the limitations and difficulties in career choices and development of these minority groups are alleviate 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 cast down 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 bear upon regarding partici pation in the family role. (Brown D. 2002) By the thought narrative of Third Quarter scotch Report 2010 in the sectionalisation of savvy Force Participation Rates by rouse (www. enstatd. gov. hk), the data shows the participation rates of male employees is 68. 9% and distaff employees is 52. 2% in the third quarter of 2010. The moment of women who engaged in labour force is palliate dismantle than men. We are now analyzing the gender by three sections naiant and vertical segregation, pay, and hours worked. 2. 5. 1Horizontal and Vertical Segregation Horizontal segregation is the term used to learn the tendency to discover men and women in contrasting types of occupation. (Module Handbook) For example, by the survey of yearbook section of male and womanish managers by job function, female managers are mainly in the functions of personnel & teach and conference & banqueting, whilst management posts in the areas of property & security, food & drinking, and control & f inance are mostly held by men in 1999 in Hong Kong. (Ng C. W. and Pine R. 2003) By the survey report of Women and workforce in Hong Kong Key Statistics in the section of sedulous Persons by diligence and call down (www. censtatd. gov. k), the female use persons were mainly engaged in the public administration, social and personal answers sector (35. 9%), dapple 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 hardly a(prenominal)er the number of females one encounters. (Module Handbook) Morrison et al. 1987) coined a term of glass crown to describe the difficulties women face in come up to the top of the corporate ladder. (Ng C. W. and Pine R. 2003) Although the function of women who studied law an d medical and health subjects is over 60%, the opportunities to promote is still obstruct by the glass roof, 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, barely 7. 2% of aged(a) General Manager positions were held by women in 1999 in Hong Kong. Ng C. W. and Pine R. 2003) concord 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 Wome n and Men in Hong Kong Key Statistics in the section of normal Monthly traffic 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 excite discrimination in career environment which mens paid are more than women even they are on the same positions. . 5. 3Hours Worked Even the labour commercialise 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 circumstances of work-life orientations some women prefer to work, others indigence to brook at home and almost half(prenominal) 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 pauperism to have work-life balance, especially for those women who are marital and have children, it is also the barrier of women in the career path both very or in peoples traditional perceptions. 2. 5. 4Orientations to Work Orientations to work to different people are varying. People face to be motivated to work by a mixture of options, e. g. earning money, developing their careers, gaining 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 scarce distinguish into three types of work orientations job orientation, money orientation and people orientation. Watson (1994) verbalize life fortune and the specific circumstances prevailing in the work s ituation 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 imitate and norm is constantly changing nearly the world, however, this change can help to switch some of the constraints of occupational choices. The past few decades have been marked by a significant growth in womens labour force participation in most countries. Although women play a stronger stinting role than in the previous decades, men are usually the primary breadwinners in families. Women, who function as secondary earners, tend to have half-time and other unacceptable employment. (Kan M. Y. 2007) Those nonstandard employments, such as part-time job, temporary jobs, psychological contract, will be more commonalty in the future work. The nature of formal contracts has al tered, with more short-run contracts.. sub-contracting and out-sourcing redactments have become more common and are part of a set of strategic HRM options. (Westwood R. , hedge sparrow P. and Leung A. 2001) Furthermore, the increasing of womanish management style in both government and private companies where a more flexible and feminine approach to management, such as flexible work family arrangements, Family gracious 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 snap off for few years and return to work, e. . female returners who seek to re-enter the workforce later on a few years of rent- stop care-taking responsibilities. At the time of making occupational choice, people are still young and privation of familiarity and experience. People make choices based on imperfect knowledg e 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 experienced people to make out 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 attain effective resources and strategies for coping with such barriers. (Cardoso P. and Marques J. F. 2008) 4. Conclusion Every people have different 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 apply to find the most suitable 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 bidding, ledger of Counseling and Development, Vol. 80, retail store 1, PP. 48-56 Cardoso P. and Marques J. F. (2008). Perception of career barriers The importance of gender and ethnic variables, world(prenominal) Journal for Educational & vocational Guidance, Vol. 8, no(prenominal) 1, PP. 9-61 Doorewaard H. , Hendrickx J. and Verschuren P. (2004). Work orientations of female returners, Work, use 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 golf links Parents expectations and their you ng prominent childrens gender-typed occupational choices, Educational question and Evaluation, Vol. 12, No. 4, PP. 395-407 Kan M. Y. (2007). Work Orientation and Wives Employment Careers An Evaluation of Hakims penchant Theory, Work and Occupations, Sage Publications, Vol. 34, No. 4, PP. 430-462 Martin E. (2004). Whos kicking whom? 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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, Issue 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