Bus 300career Planningplanning Your Careerthe Self Assessmentamerica ✓ Solved

BUS 300: Career Planning Planning Your Career: The Self Assessment American University of the Middle East Contents used in this presentation are adapted from Career Planning Strategies and used with the permission of the author. Self-assessment- Goal Directed Behavior Who am I today? Consider yourself What do I want? Long term strategic plan Career Planning Elements  Self-assessment  Career exploration  Job search Your activates are directed by your expected outcome. Your Highest Competencies and Talent The best decisions about careers come only after a self-understanding FIRST: Who am I?

SECOND: What’s available? What are your career options? DEPENDS! Background of values, interests, personal qualities, and specific skills will produce better career decisions. Self-Assessment Means Know yourself It's a do-it-yourself project!

Initial draft of your resume is one starting point. Self-Assessment Means Going Beyond Your Resume Analyze factors important to you! Carefulness of analysis influences the quality decisions latter. personality attitude interests appearance values ideas goals education Result: Statement of Goals What you want may NOT be compatible with abilities! Develop compromise between your skills and skills required in career assignments. Goals and Plans • A goal is a desired future state that the person attempts to realize A plan is a blueprint for goal achievement and specifies the necessary resource allocations, schedules, tasks, and other actions Sample Goal Setting I want to be RICH? – How do I win? – What is RICH anyway? – By when?

Let’s put it in a SMART Way SPECIFIC Break the goal into the core components • 5W’s • Who: Me! • What: Million • When: Before I turn 50 • Where: Doesn’t matter • Why: I can retire!!! MEASURABLE • We need to know when we have completed the goal! • We need to know where the finish line is? • In a smart objective a finish line must be • a true or false; • yes or no; or • a number In our case we have got: • Million Attainable Goals have to be attainable so we do not lose the motivation for achieving the goal. For me personally Million is attainable. However, attaining a black belt in Karate in 4 months time, it’s impossible or unachievable to do! Not a Real Goal… Therefore, it will be ignored!

Relevant Smart Goal - Fits in to the overall reason why you are doing this – Why do I want the Million? – So I can retire… Relevant for my overall goal of retirement Time Bound • It is time bound • By the time I am 50… The SMART Difference “I want to be RICH†“I want to have Million by the time I am 50 years old so that I can retire†Self-Assessment Starts with Assessing Your: V Values – What is important to you? I Interests - What activities do you enjoy most? P Personal Qualities – What makes you unique? S Skills – What can you do? Taking Inventory You want to work for an employer who: - can use your skills to maximum degree To determine your worth, the employer uses: - resume - interview - references Be sure of your talents.

Don't let employer make invalid conclusions. Career Failure!!! Background is Explored During Interview Organize to reveal positive traits Be Comprehensive! Be Concise! Your interviews extend far beyond resume entries!

SO you have to be able to say more after your CV review Values- Thinks that you hold Dear For a successful career, values must be consistent with those in your career field. Your guiding principles: Important Worthwhile Useful Education Tangible items Family & Religion Values Are Feelings You may have special feelings and beliefs that may influence your career choices. Values May Conflict Clarify before you make career choices! Resolve conflicts before you schedule interviews! Assess Your Interests Likes Dislikes Do not put yourself into a difficult employment situations. likes indifferences dislikes Personal preferences INTERESTS Relates to workplace harmony and motivation PERSONAL QUALITIES – How would you describe your Self Image Analyze very personal factors How do others perceive your personality? personality attitudes self-descriptors SKILLS – key ingredients in most job descriptions reading writing arithmetic Learned abilities needed to perform a specific task Something you can do with a degree of expertise.

Sharpened through practice and experience - Singing Psychological Tests Conducting the Self-assessment • Psychological tests – Expert interpret the results • Expert and self interpretation – • How others see you PSYCHOLOGICAL TEST PURPOSES --Aid in understanding self --Aid in relating to specific careers --Attempt to aid prediction of career compatibility Aptitude Interest Personality Achievement Intelligence Types Of Psychological Tests Aptitude tests measure your potential for acquiring specific types of knowledge. Interests tests inventory your likes and dislikes Personality tests measure your emotional make-up, stability, personal achievement, characteristics, and behavioral traits. Achievement tests measure the extent of your knowledge in a given field of study.

Intelligence tests measure your abstract reasoning and capacity for mastering problems. Self assessment = Employer assessment Aids YOU in making right choices Aids EMPLOYERS in evaluation of you This assists you in finding best match! If you would like to learn more, Career Planning Strategies textbook will supply additional information on this topic. Weekly Assignment 3: Conflict Resolution Leadership Read the articles below and answer the following questions: How to Deal with Workplace Bullying and Conflict How the Best Leaders Resolve Conflict Answer the following: 1. Describe the major differences between bullying and conflict.

2. What are the things Leaders should DO in conflict resolution? 3. What are the things Leaders are suggested DON’T do in conflict resolution? 4.

Describe a situation where you were either the victim of bullying or witnessed someone else being bullied. What made this situation bullying vs. conflict? 5. As a Leader witnessing the situation described in #4, what could you have done to promote resolution? NSG 290 – September 2019 Part B: Answer the following questions with a narrative response in complete sentences.

Note: You will need to submit responses to the questions including all the SQL scripts that you may have created. You also must provide screen shots of specific portions of the work you have done, especially the final results and some important intermediate steps. To make a screen shot for Word, use the following steps: * Have the image you want to copy visible on your computer screen. * Simultaneously, hold down the Control (Ctrl), Alternate (Alt) and Print Screen (PrntScrn) keys on your keyboard. * Go to an open Word Document * Paste the image (either right click on your mouse and choose the Paste option, or simultaneously hold down the Control (Ctrl) and V keys. * Resize the image by clicking and holding on one corner, then dragging the box size toward the center of the image (make sure the entire image is visible on a single page).

1. Use Oracle10g to modify the DML audit mode (Simple 2) to include the INSERT statement. 2. Use Oracle10g to modify the DML audit model (Simple 2) to register a type of operation applied on the row. 3.

Use Oracle10g to develop a data history model based on the AFTER INSERT, UPDATE, or DELETE trigger. 4. Using the Audit Simple 1 model, modify the PL/SQL code presented for this model in the chapter to include auditing columns. 5. Using Oracle10g and any of the audit designs presented in this chapter or Chapter 7, produce an audit trail of any DML statement activities on any table belonging to a schema other than SYS or SYSTEM.

Paper for above instructions

Self-Assessment for Career Planning

Self-assessment is a critical component of career planning, which involves a comprehensive evaluation of an individual’s values, interests, personal qualities, and skills. Understanding oneself is paramount for making informed career choices that align with personal goals and potential. This assignment will explore the self-assessment process as an essential step in career planning.

Who Am I?

The journey of self-assessment begins with the exploration of one's identity. To understand who you are today, it is beneficial to reflect on your past experiences, achievements, and challenges. Ask yourself:
- Values: What principles and beliefs guide your decisions? For instance, do you prioritize integrity, innovation, or teamwork? This exploration will help identify fields that resonate with your core beliefs (Brown, 2019).
- Interests: What activities excite you? They can range from problem-solving to creative endeavors. Understanding your interests can direct you toward careers that you will find fulfilling and engaging (Hirschi, 2018).
- Personal Qualities: How do you perceive yourself? Identify your strengths and weaknesses, and consider how they may impact your work and relationships (Holland, 2020).
- Skills: What are you good at? Consider both hard skills (e.g., technical proficiency) and soft skills (e.g., communication, teamwork). A thorough assessment of your skills will reveal areas of strength and opportunities for development (Schmidt, 2021).
Engaging in this reflective process aids in drafting a personal statement of goals, providing clarity on what you wish to achieve in your career.

Setting Career Goals

Once you have a clear understanding of yourself, the next step is to formulate goals and plans. According to Locke and Latham (2002), effective goal-setting involves SMART criteria: Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of stating, “I want to be rich,” a SMART goal would be, “I want to have million by age 50 to facilitate my retirement.” Such clarity not only motivates but also provides a structured pathway toward achievement (Manktelow, 2020).

The Importance of Values in Career Choices

Values play a significant role in determining career satisfaction and alignment. A career that conflicts with one's values can lead to job dissatisfaction and burnout. For instance, if an individual values work-life balance, a high-pressure job that demands overtime may result in feelings of discontent (Duffy, 2018). According to Shirey (2007), individuals should seek career paths where their values align closely with organizational culture and ethics.

Personality and Career Fit

Understanding personality traits can also aid in evaluating career compatibility. Psychological assessments may reveal tendencies such as extroversion, agreeableness, or conscientiousness, which can influence career choices and work style (McCrae & Costa, 1990). For example, an extroverted individual might thrive in sales or public relations, while someone more introverted might find fulfillment in research or writing roles (Tieger & Bargary, 2005).

Career Compatibility Testing

Psychological tests can significantly assist in self-assessment by measuring aptitude, interests, and personality. These tools help forecast compatibility with various careers, providing valuable insights into suitable job roles. For instance, an aptitude test might indicate a strong potential for technical skills, guiding someone toward a career in engineering or IT (O’Brien, 2016).

Conducting a Self-Assessment

To conduct an effective self-assessment, individuals can utilize various methods. Online personality tests, career assessment tools, and feedback from peers and mentors can provide different perspectives on one’s potential and fit for certain careers (Berk, 2018). Additionally, engaging in reflective practices, such as journaling or networking with industry professionals, can enhance one’s career planning process.

Conclusion

In conclusion, self-assessment is an invaluable part of career planning that guides individuals in understanding their values, interests, skills, and personality traits. Setting SMART goals that align with one's self-perception and values is essential for achieving career success and satisfaction. It is vital for individuals to take the time to engage in thorough self-reflection and use available resources to ensure they reach their potential while pursuing fulfilling careers.

References

1. Berk, R. A. (2018). Principles of Career Development and Job Search. New Jersey: Career Development Publishing.
2. Brown, D. (2019). Career Information, Career Counseling, and Career Development. Pearson.
3. Duffy, R. D. (2018). The role of values in career development. Journal of Career Assessment, 26(2), 145-156.
4. Hirschi, A. (2018). The relationship between career planning and job satisfaction: A mediation analysis. Journal of Vocational Behavior, 109, 169-177.
5. Holland, J. L. (2020). Self-Directed Search Manual. Psychological Assessment Resources.
6. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.
7. Manktelow, J. (2020). SMART Goals: How to Make Your Goals Specific, Measurable, Attainable, Relevant, and Time-bound. Mind Tools.
8. McCrae, R. R., & Costa, P. T. (1990). Personality in Adulthood: A Five-Factor Theory Perspective. Guilford Press.
9. O’Brien, M. (2016). Career Development and Planning: A Comprehensive Guide. London: The Career Press.
10. Tieger, P. D., & Bargary, A. (2005). Do What You Are: Discover the Perfect Career for You Through the Secrets of Personality Type. Little, Brown and Company.