Career Anchors: A New Concept in Career Development for the Professional Educator.

Autor/in	DeLong, Thomas J.
Titel	Career Anchors: A New Concept in Career Development for the Professional Educator.
Quelle	(1981), (13 Seiten)Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; Monographie
Schlagwörter	Stellungnahme; Administrator Qualifications; Career Choice; Career Development; Competence; Creativity; Decision Making; Models; Motivation; Occupational Aspiration; Security (Psychology); Self Concept; Self Evaluation (Individuals); Talent; Teacher Burnout; Teachers; Values; Work Experience + Suchen Sie Ihr Suchwort? Berufsentwicklung; Kompetenz; Kreativität; Decision-making; Entscheidungsfindung; Analogiemodell; psychologische; Motivation (psychologisch); Berufsneigung; Berufsziel; Security; Psychology; Sicherheit; Selbstkonzept; Begabung; Hochbegabung; Burnout-syndrom; Burnout; Teacher; Teachers; Burnout-Syndrom; Lehrer; Lehrerin; Lehrende; Wertbegriff; Employment experience; Job experience; Occupational experience; Berufserfahrung
Abstract	Created by Dr. Edgar Schein of the Massachusetts Institute of Technology (MIT), the career anchor model suggests that certain motivational/talent/value drives, formed through work experience, function to guide and constrain entire careers; and that such anchors are the source of stability that permits growth and change in other areas. The concept of a career anchor, which focuses not only on what the person wants or thinks is important, but also on what the individual feels he or she is good at, emerged directly from a longitudinal study of a representative group of 44 MIT Management School male graduates who completed their graduate work in the early 1960s. Emerging from interviews with these graduates were the following five career anchors: security, technical/functional competence, managerial competence, creativity, and autonomy. The typology of career anchors plays a significant role as organizations begin to focus on human resource planning and development. Organizational and individual needs cannot be matched without more knowledge about individual life cycles and the interaction of self, family, and career development; the nature of organizational career dynamics; and the interaction of individual and organization. Since the career anchor model may provide a structure for understanding the human component in educational systems, it may help teachers plan their careers better and thus help to alleviate teacher burnout. (MN)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC