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The theory that contribute most to my career development in an accounting major are: Trait and factor Theory
As per one of the theories which is known as trait and factor theory, an individual selects a job or an occupation that matches their needs and requirements which will then help in performing better job and be satisfactory to both the parties. The term trait and factor define the features of the individual and their respective job. These features can be measured by examining are important for successful job performance the past traits were seen to be inherited or biologically based and was seen to be unchanging, but with the period and more researches done it has been found to be flexible and can be changed.
The terms trait and factor refer to the relation that is present between the jobs and individuals, and career selection is nothing but a result of understanding the match between knowledge about the job and knowledge about one self. Thinking and analysing based on trait and factor shows career decision making as a cognitive way by which decisions are done which is related to objective data. Contextual impact or subjective process are given very little importance or consideration. The process outlays that choices and opportunities are available for everyone. Furthermore, it can be said that career choice be a unique point in time event where there is only a unique right answer (Gothard, 2001).
Holland defines his six personality types in detail. He describes that every specific type is a model orientation which is based on various factors like motives and Phycological requirement, life history, self-concepts, coping mechanisms, aptitudes, intelligence preferred occupational roles and educational goals. Considering the start that identity factors underlie profession decisions, his hypothesis hypothesizes that individuals venture self-and universe of-work sees onto word related titles and settle on vocation choices that fulfil their favoured individual introductions. The hypothesis consolidates a few builds from identity brain research, professional conduct, and social brain research, including self-recognition hypothesis and social stereotyping.
Profession advancement experts who utilize Holland’s hypothesis of professional decision commonly evaluate people’s advantage profiles from three essential points of view: intelligence, consistency, and separation. Holland has kept up that these variables correspond with the lucidity and focal point of people’s professional identities. An examination of a profile along these lines is usually a prelude to a vocation improvement expert’s resulting use of the hypothesis, which includes interpreting a person’s Holland profile into word related choices for further thought. Print, PC, and Internet-based sources are accessible to encourage this last procedure. Intelligibility identifies with how much the Holland codes related with a person’s professional yearnings or word related fantasies fit in with the Holland word related topics (i.e., i.e., Realistic, Investigative, Artistic, Social, Enterprising, Conventional).
According to the personality types, I am a conventional type as I am a systematic and practical worker and good at following plans and attending to detail. In addition to this, I prefer well-structured tasks, values material possessions and status, prefers structured verbal and numerical activities and subordinate roles.
As per D. Brown (2003) values can be defined as beliefs that an individual experience and regards them as standards about how they should operate or function. He further went to claim that the performance of an individual and of others can be judged based on a set of values and beliefs which are critical not only when selecting the life role but also the satisfaction that can be derived from the life roles.
Further he claimed that the expected results are the most critical source to motivate while making decisions and that individuals make their decisions based on values whose results are more important than that of the others and this value make the foundation for attributing worth to situations and objects D. Brown. It was claimed by D. Brown that values have always been neglected in counselling and research of development of career. Hence, in his theory he tried to portray the importance of values and their functions while making decagons and career counselling and to insert values into the wider context of life space and life roles.
The focus on work and cultural values by D Brown is signed to the identification of work valise as an important element in development of career and proves that cultural values also plays a vital role in career development. (Patton & McMahon, 2014). As accounting is a field that requires an individual’s commitment, honesty, innovativeness, confidentiality, technical responsibility, and professional competence, I believe that I can be able to succeed in the field having most of these values.
In the recent years one areas which has been receiving high importance and being focused by successful organization has been planning and development of career. Most successful managers and professional employees are trying to attain more control over their work lives. With the various restructuring and downsizing strategies that are practiced by organizations to reduce lose and increase profit, the trust on the organizations are decreasing when we talk about job security.
One of the most beneficial methods to motivate and help employees grow in their careers is through sponsorship. This includes creating and implementing a close relation between a manager, supervisor or someone with more experience and another member of the organization who are less qualified or has less experience. Tutoring or mentoring is an important element that helps in assisting members of the organization to advance and maintain phases of their respective careers. For members who are in the establishment phase, a mentor or sponsor shows personal interest in the career of an employee and then guides and sponsors it. This makes it sure that an individual’s work is not lost, and his hard work and skill can be transformed into real chances for advancement and promotion.
In the maintenance phase which comprises of older employees, mentoring helps to provide opportunities in order to share experience and knowledge with other members who need it. Here the older managers and supervisors can mentor the new and young employees of the organization who are still in their establishment and career advancement phases. Another thing to note is that mentors do not have to be the direct managers or supervisors of the new and younger employees and can enjoy a functionally or hierarchically distance from them.
This strategy can be seen to be utilized when members of accounting dept are shifted and rotated into different roles inside and outside the finance dept and this strategy is mainly practiced because of a multiyear development plan. With the help of this strategy employees can gain experience in other fields of finance such as operations, sales and marketing and this helps individuals to develop a broader business exposure and make expansion in their network while developing their own communication skills and result in increment of business value.
The times of workers investing a very long time at an organization – and getting a gold watch in appreciation – are a distant memory. Laborers today are continually progressing, an unavoidable truth that will just quicken as employment development gets. Be that as it may, the turnover presents specific difficulties for organizations hoping to clutch their best and most splendid.
Accordingly, inventive organizations are grasping a promising new maintenance system: representative turn. Rather than locking specialists into a solitary occupation class with a profession direction, organizations are moving laborers through an assortment of positions inside offices or groups. Occupation pivot is viewed as an approach to propel key representatives, expand their ranges of abilities and, most vital, clutch them. It additionally gives businesses the solace of knowing there’s somebody who can rapidly fill a sickly or withdrawing colleague’s shoes.
Job rotation further helps in promoting and improving physical and phycological aspect of employees by creating positive attitude in employees which then facilitates their health and increase the variety of work by reducing the boredom of work and allow the employees to see things in a new way and allow them to motivate themselves towards their positions in the organization.
Career guidance comprises of managements that assistance individuals effectively deal with their profession advancement. The managements additionally incorporate helping people advance their professions and manage work environment issues. Career guidance experts stay up with the latest on the best techniques to utilize when work seeking. It supports the person’s mindfulness, self-directedness, and fundamental abilities to set reasonable objectives, to ceaselessly learn and enhance their future working environment and investigate practical instruction. It ought to likewise notwithstanding career choices through the arrangement of exact and complete data, teach a thankfulness for the estimation all things considered and how they add to the well-working of society, furnish understudies with abilities and intends to decidedly draw in their folks and other profession influencers.
Career Development Strategies in Local Contexts
Career Development is something representatives anticipate that their organization will give. By concentrating on career, individuals are expanding the maintenance of their representatives by keeping them roused and sending the message that they care about their improvement.
Career Development isn’t about pay increment or advancements, yet rather it’s tied in with giving people important, fascinating work. The companies that are potential target for me to reach in order to succeed in my career through training and development are given below.
Like most of the successful organizations in the globe, ADNOC ensures to invest its manpower in the right way by providing number of opportunities for growth and development by providing world class educational and training programs. They allow the employees to experience the chance to enhance their professional skills from on site experience and personal mentoring programs to classroom-based training and e leaning.
The program gave the workers at work preparing and concentrated on outfitting them with expert range of abilities through uniquely planned seminars on Business Core Competencies, Heath, Security and Environment Core Competencies, Personal Core Competencies and Job-Related Competencies.
As a major aspect of its nationalization motivation, ADNOC Distribution tries to put UAE nationals in senior and mid-management levels, and in specialized and semi-specialized positions crosswise over offices. To date, the organization has accomplished 100% nationalization inside its best management and 70% inside the airplane energizing stations. The organization is attempting to accomplish its general focus of 75% nationalization no matter how you look at it by 2017.
Talent management is a strategy that is designed to retain employees who possess exceptional abilities, skill and talents. In the modern world where competition is very high and tough, organization works hard to retain employees with the best talent in order to distinguish themselves from their competitors by providing better services and products. Talent plays a very critical and important role in the creation of a competitive advantage.
Inside its continuous interest to give world-class managements, ADNOC Distribution is focused on engaging its representatives with the most recent information and ranges of abilities to remain side by side of industry advancements. As a key part of this motivation, the as of late propelled ‘Shrewd Services’ program plans to create ADNOC Distribution’s management foundation inside the UAE Government’s structure to shape a brilliant government and keen urban communities.