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104 Career Development Essay Topic Ideas & Examples

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Career development is an essential aspect of personal growth and professional success. Whether you are a student exploring different career paths or a working professional looking to advance in your current field, writing an essay on career development can help you gain clarity and insight into your goals and aspirations. To help you get started, here are 104 career development essay topic ideas and examples:

• The importance of career development in achieving personal and professional goals.
• How to create a career development plan that aligns with your skills and interests.
• The impact of technology on career development in the digital age.
• The role of education in career development and advancement.
• Exploring different career paths: How to discover your true passion.
• The benefits of career development programs and workshops for employees.
• The challenges and opportunities of a career change.
• The role of mentorship in career development.
• How to effectively network for career growth.
• The importance of continuous learning and professional development.
• The impact of globalization on career opportunities.
• The skills and qualities needed for success in the modern workplace.
• The influence of family and cultural background on career choices.
• The role of internships and apprenticeships in career development.
• The impact of social media on personal branding and career advancement.
• The benefits and challenges of freelancing and remote work.
• The role of emotional intelligence in career success.
• The importance of work-life balance in career satisfaction.
• The impact of gender and diversity on career opportunities.
• The role of self-assessment in career decision-making.
• The impact of economic factors on career choices.
• The benefits of volunteering in career development.
• The influence of societal expectations on career choices.
• The role of personality traits in choosing a career path.
• The impact of automation and artificial intelligence on future job prospects.
• The benefits of having a career mentor.
• The role of leadership skills in career advancement.
• The impact of organizational culture on career development.
• The benefits of international work experience in career growth.
• The role of goal setting in career planning.
• The impact of career development on job satisfaction.
• The benefits and challenges of entrepreneurship.
• The role of communication skills in career success.
• The influence of role models on career choices.
• The impact of economic recession on career opportunities.
• The benefits of continuous feedback and performance reviews in career growth.
• The role of emotional well-being in career development.
• The impact of job insecurity on career choices.
• The benefits of developing a personal brand for career advancement.
• The role of negotiation skills in career progression.
• The impact of work environment on career satisfaction.
• The benefits of lifelong learning in career development.
• The role of resilience in overcoming career setbacks.
• The influence of societal trends on career choices.
• The impact of job automation on future career prospects.
• The benefits of cross-functional experience in career growth.
• The role of networking events in career development.
• The impact of organizational support on career advancement.
• The benefits of mentoring others in your career field.
• The role of adaptability in navigating career changes.
• The influence of personal values on career choices.
• The impact of job market trends on career opportunities.
• The benefits of professional certifications in career development.
• The role of feedback in improving career performance.
• The impact of flexible work arrangements on career satisfaction.
• The benefits of continuous self-reflection in career growth.
• The role of social capital in career advancement.
• The impact of job mobility on career choices.
• The benefits of attending industry conferences in career development.
• The role of work-life integration in achieving career success.
• The influence of organizational values on career choices.
• The impact of job outsourcing on future career prospects.
• The benefits of cross-cultural experience in career growth.
• The role of professional associations in career development.
• The impact of work-life balance policies on career satisfaction.
• The benefits of seeking feedback from colleagues in career development.
• The role of mentorship in promoting diversity and inclusion in the workplace.
• The impact of job insecurity on career choices for millennials.
• The benefits of building a personal brand on social media in career growth.
• The role of negotiation skills in achieving work-life balance.
• The influence of personal interests and hobbies on career choices.
• The impact of artificial intelligence on the future of career development.
• The benefits of pursuing advanced degrees in career advancement.
• The role of emotional intelligence in managing workplace conflicts.
• The impact of job satisfaction on career choices.
• The benefits of participating in professional development programs for career growth.
• The role of mindfulness in career development.
• The influence of organizational structure on career choices.
• The impact of job insecurity on career choices for Generation Z.
• The benefits of building a personal network in career advancement.
• The role of negotiation skills in career transitions.
• The impact of workplace diversity on career satisfaction.
• The benefits of pursuing side projects and hobbies in career development.
• The role of resilience in adapting to technological advancements in the workplace.
• The influence of parental expectations on career choices.
• The impact of job automation on the future of career paths.
• The benefits of cross-industry experience in career growth.
• The role of emotional intelligence in effective leadership and career advancement.
• The impact of job security on career choices.
• The benefits of continuous professional training in career development.
• The role of work-life balance in reducing occupational burnout and enhancing career satisfaction.
• The influence of societal norms and stereotypes on career choices.
• The impact of job market competition on future career prospects.
• The benefits of workplace mentoring programs in career growth.
• The role of negotiation skills in salary negotiation and career progression.
• The impact of workplace culture on employee engagement and career satisfaction.
• The benefits of international assignments in career development.
• The role of self-confidence in career advancement.
• The influence of personal experiences and challenges on career choices.
• The impact of job security on career choices for the gig economy.
• The benefits of continuous learning and upskilling in career growth.
• The role of emotional intelligence in building effective workplace relationships and fostering career success.
• The impact of job satisfaction on overall life satisfaction and career choices.
• The benefits of pursuing a portfolio career in career development.

These essay topic ideas provide a diverse range of perspectives on career development. Whether you choose to explore the impact of technology, societal expectations, personal values, or any other aspect, remember to back your arguments with examples and evidence to make your essay more compelling. Good luck with your career development journey and essay writing!

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Career Planning and Development

• Updated on  
• Jun 7, 2021

Career planning and development is a continuous process of learning from your experiences and moving forward in your life. It assists you in determining who you are and where you want to go in life. Consider where you want to be at the conclusion of the year. Do you enjoy the industry in which you work? What are you interested in learning more about? In order to analyze your status and goals, career planning and development is a vital procedure for continuous growth and learning. Knowing your objective is vital, but knowing how to get there is even better. If you are looking for assistance with career planning and development, here are some important insights and recommendations to keep in mind.

This Blog Includes:

Career planning, career development, objectives of career planning and development , 1. conduct a self-evaluation., 2. carry out career research, 3. categorize your career planning and development, 4. analyze your options for career planning and development, 5. analyse your current status, 6. developing new skills, 7. channel other factors in your career planning and development, benefits of career planning and development, what is career planning and development.

A career is defined as a sequence of jobs in a person’s life. Career planning is defined as the process of extensively planning your career goals, your abilities, and assessing your opportunities. For instance, if your career goal is to become a scientist in NASA you will have to map out a plan to get there. Career planning and development is an important part of growing professionally and in a systematic manner. In other words, it can be said that career planning is the process of determining which professional route is most suited to your personality, interests, and goals. If you currently have a job that you enjoy, you may utilize the career planning process to create short- and long-term objectives for what you want to accomplish in the next five, ten, or twenty years. You might also consider your alternatives and decide to change careers.

Career development is an ongoing process. Once you have set certain goals for yourself you can start working on career management. Career development can help you keep track of where you see yourself in your career trajectory in order to achieve growth, sustainability, new skills, constant learning in your career, career planning, and development.

Note: Career management includes all aspects of development and planning. Make no mistake about it: you are in command of your professional and personal growth.

The following are the primary goals of career planning and development:

• Employees’ favorable attributes must be identified.
• To raise awareness of each employee’s uniqueness.
• Recruiting skilled personnel for the company.
• Employees should be trained in team-building skills.
• To develop appropriate coping mechanisms for dealing with disputes, emotions, and stress.
• To respect the feelings of other employees.

Steps Involved In Career Planning?

Here are a few steps that can help you in career planning and development that will help you grow in accordance with your interests and ambitions:

The first, and sometimes hardest, step in career planning is to make an informed judgment about yourself and your goals. You must examine your personality, strengths, limitations, values, interests, abilities, aptitude, and objectives in order to do so. You can find out by making a self-evaluation list that contains the following questions:

• What are the things that keep me going?
• What are some of my pet peeves?
• What are my strong points?
• What kind of life do I want?
• What type of work-life balance am I looking for?
• Is it better for me to work in an office or outside?
• What are my weak points?
• Do I have the traits of a leader?
• Do I have the ability to be innovative and enterprising?
• Is it possible for me to bear responsibilities?
• Is it possible for me to recover from failures and setbacks?
• Is it possible for me to remain calm and attentive in difficult situations?
• Is it possible for me to relocate for the job?

Conducting career research is the next stage in your career planning and growth. After you’ve determined your interests, aptitude, and capabilities, look into several sorts of occupations that could be a good fit for you. You may do this by researching the many industries that interest you and compiling a list of the jobs that are available in each. You may then study each job individually to learn about the educational requirements, skills, training, and experience required for that position. You can learn about the work duties, the work environment, and the advancement chances accessible. You may also learn about the compensation levels and benefits of the employment. It can also assist in determining the benefits and drawbacks of that career.

You need to prioritize your skills, your interests, your flexibility, your challenges, and your expectations from the job. If you can see yourself achieving your long-term career goals in your current job then this is a part of career planning and development. Once you are done sorting out all these things you will be able to manage and analyze your career wisely.

You can start by exploring your interests, career skills , ambitions, and abilities. Try figuring out what job role will be best suited for you. Start looking for opportunities that can help you grow. Research well about the companies to find out what they are expecting from their employees so that you can curate an effective resume and application. You can start by doing internships and part-time jobs to get an idea of the work environment.

Is your current job giving you satisfaction and peace of mind? Career planning and development does not mean mapping out your current career. It also means exploring other fields that will provide you with better opportunities.

This is one of the most important aspects of career planning and development, if you have a deep understanding of a particular field you should probably develop new skills that will accentuate your profile.

An important part of career planning and development is to consider other factors which are beyond your personal preferences. Other factors may include the demands of a particular field, how comfortable you are in managing yourself with the context of that demand, does it require additional education or training, and what are the challenges.

Here are some of the vital benefits of career planning and development that one should know about:

• Career planning guarantees that there is a steady supply of promotable personnel.
• It contributes to increasing employee loyalty.
• It ensures that top management is aware of the caliber and capacity of personnel with the potential to advance.
• It can always put together a team of employees that are ready to handle any situation that arises.
• Career planning helps to prevent labor turnover.
• Every business plans for succession, with career planning as the initial stage.
• Career planning promotes the growth and development of employees.
• It inhibits seniors’ unfavorable attitudes toward subordinates’ progress.

Career Planning and Development is the process of selecting career goals, providing a path to those objectives, and taking personal steps to accomplish those goals.

6 Career Planning Steps are:  Step 1: Investigate Your Career Options. Step 2: Carry out field research. Step 3: Determine Your Job Objective. Step 4: Establish Your Credentials and Resume. Step 5: Get Ready for a Job Search. Step 6: Begin Looking for Work.

Career planning is necessary for the achievement of professional development goals. The technique enables people to fulfil their full potential based on their talents and to be more happy if they achieve their goals as a result of careful preparation.

Career Development Stages — There are five major stages in career development: exploration, establishment, mid-career, late career, and decline. 

Career planning is a lifelong process that can help you in growing professionally in a sustainable manner. If you’re planning to take a leap of faith in your professional journey or just starting out and need some assistance with SOP writing, study abroad mentorship, and career planning and development to make an informed decision, let the experts at Leverage Edu help you map out an effective plan for your future endeavors. Book your 30 minutes free consultation with us now! Also, connect with us on Facebook , Instagram , and LinkedIn and give us a follow there!

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What Is a Career Goals Essay?

An opportunity to expand, what to avoid in a career goals essay, final thoughts, how to write a career goals essay.

Updated January 15, 2024

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As the name suggests, a career goals essay is a personal document that outlines your professional plans.

It describes your educational and work history, and your ambitions for the future.

A career goals essay is generally used in three situations:

• When applying to a school or college
• When applying for a scholarship to fund education
• When applying for a new job

It allows the reader to better understand your personality and fully appreciate why you are making the application.

Career goals essays help admissions staff and hiring managers to select the ideal candidates for a position.

What Should a Career Goals Essay Contain?

A little backstory.

This essay is an opportunity for you to allow your personality and experiences to shine, so avoid generic statements.

The document should be personal and concisely describe your life experiences.

You should explain why you have chosen this career path.

If there was a pivotal moment in your life that led you to this application, be sure to highlight it.

Outline Your Goals

The main focus of the essay should be your goals for the future.

Readers want to see that you are ambitious and driven, with a genuine passion for the role or course you are applying for.

These career goals should be split into your short-term goals (looking over the next one to three years) and your long-term goals (which might look as far as 10 years into the future).

Show How This Application Will Help You Reach Your Goals

Critically, your career goals essay must show how this degree or job will help you achieve your goals .

If your long-term goal is to become a veterinary surgeon, studying a veterinary medicine program will obviously be essential.

However, your goal may be more nuanced than that. For example, you might want to become an expert in a particular piece of technology or software. Your application must show how your success in this role will enable you to become an industry leader.

This will also emphasize to the reader that you have done your research and understand the skills required for that particular sector.

You will have likely submitted a CV and covering letter at other points throughout the application process.

Remember, your career goals essay should complement these documents rather than repeat them.

This letter allows you to expand on the points mentioned in the earlier documents, aligning your previous experience with your goals for the future.

If you are writing a career goals essay as part of an application for a new job, be sure to refer back to the job description and person specification.

These documents highlight the exact type of individual the employer is searching for, so be sure your career goals essay matches the content in them.

Most career goals essays will be submitted via email, so an appropriate title is essential.

‘The Career Goals of [Name]’ isn’t a title that will make you stand out from the crowd.

Don’t forget, whether you are applying to a school or an employer, the reader will have the job of sifting through hundreds, if not thousands, of applications .

Where candidates have very similar experiences and education, their creativity and personality will be used to make the final decision.

Example titles:

How a Digital Marketing Degree Will Allow Me to Support Sustainable Businesses

How My Next Role in Nursing Will Help Me Help Others

An Introduction

Your introduction should set the theme for the essay, and crucially, outline your why .

Many candidates find the introduction the most challenging part of the essay to write. Therefore, it often makes the most sense to write it last.

Your introduction should be an honest and personable account of why you have chosen this field of study.

Starting with a generic opening paragraph will not inspire or motivate your reader. Stay away from phrases such as “I have wanted to be a lawyer ever since I was a little girl.”

This sentence tells the reader very little about your current aspirations.

It can also damage your integrity, as we all know most small children dream of being a movie star or astronaut before the job of lawyer ever springs to mind.

Example introduction:

Most individuals in the US are lucky enough to never need the law to protect them. However, many fail to see how the intricate details of the constitution support their life every day. I have a particular fascination with criminal law after being introduced to the field by a family friend. The monumental impact a lawyer can have on the life and welfare of an individual truly astounded me, and I have spent the years since investigating the effects of the American legal system. This is why I have tailored my education so far to prepare me for a legal career. I work every day on developing my research and analytical ability, and now feel ready to dedicate myself fully to the legal field.

School-Specific Content

Admissions staff, tutors and hiring managers want to know that their applicants have done their research.

You can show them that you have done yours by adding a small paragraph straight after your introduction showing why you chose this school to study at or this company to work for.

First example of school-specific content:

[Insert company name] has an incredible global reputation, with clients in every continent. I can see that staff retention rates are incredibly high, indicating strong career opportunities and the prospect of continuous development. The company values show that diversity and integrity are of the utmost importance, and I would love the opportunity to work for an organization whose principles align with my own.

Second example of school-specific content:

[Insert school name] is well known for producing the highest caliber of graduates, with an excellent global reputation. The school leaderboards show that the grades from [insert school name] ranked within the top five in the country for the past 10 years. I would be proud to associate myself with an establishment that holds itself in such high regard and am thrilled at the prospect of learning alongside the best.

Your Long-term Vision

Remember, it is crucial you show why and how you are actively working towards these goals. For example, merely stating, 'My long-term goal is to become a lawyer with my own practice’ is worthless.

The reader wants to see how this goal aligns with your personality and why you have chosen this route.

The goals set out in this essay should be precise and meaningful .

Example of long-term vision:

Law is an area of study that affects us all. The law protects us, and I am fascinated by its impact on both an individual and global scale. Of course, I want to graduate with a top-class degree, but I am also passionate about the connections and network I will build along the way. My goal is to open my own practice one day, specializing in family law. At the moment, I volunteer in my local practice, gaining experience and building a network that will help me later in my career. I believe the combination of world-class education and hands-on legal experience will help me to achieve this ambitious long-term goal.

Your Short-term Vision

Next, it is crucial to discuss your short-term goals .

If you're applying to school, your short-term goals will explain what you aim to achieve throughout the degree or program.

For a job application, these goals will outline your targets for your first year in the role.

Example of short-term vision:

In the short term, my goal is to build a network in the legal sector. I have already begun doing this through my weekly volunteering role. However, this degree will undoubtedly allow me to meet a much broader spectrum of people. I am excited to curate this network with a range of legal specialists, from students at the start of their careers to tutors with many years of experience in the industry.

The Conclusion

As with any essay, your conclusion should summarize what you have discussed throughout.

You should not throw in any new ideas, subjects or theories at this point. Otherwise, it indicates to the reader that you have not cohesively written the essay.

Your conclusion should be about the same length as the introduction, mentioning your final goals and the name of the establishment you are applying to.

You must outline again why you want to work for this company or study at this school. Using a statistic or fact will show that you have conducted thorough research.

Example conclusion:

I am immensely excited to begin my experience with [insert school name]. Ultimately, this education will allow me to fulfill my dreams of becoming a lawyer and one day opening my own practice. I will bring hard work, determination and enthusiasm to the law school, never forgetting why I began this journey.

Vague or Weak Statements

Every sentence in your essay should be specific to you.

For example, statements such as ‘I want to study medicine because it will allow me to get a good job’ does not show the reader that you are passionate or enthusiastic about this position.

Discussing Financial Remuneration

Whether the essay is aimed at a prospective employer or a college admissions office, they want to see why you want the position personally.

Someone solely focused on the financial rewards will likely not have longevity in the career.

Controversial Topics

Of course, there will be times where politics and current affairs are relevant to the discussion.

However, showing a one-sided argument that doesn’t align with the readers can alienate your application before you even begin.

A career goals essay is an opportunity for your personality to shine through. It isn’t a test of who has the best grades or the most experience , but a chance to show how this job or degree can change your life.

Although the reader is excited to hear about your goals, they are more interested in how this role links to your ambitions.

Be sure to constantly reflect upon how obtaining a place on this course, or securing the job role, is intrinsically linked to your goals.

A word limit is often applied to career goal essays. Where there is no limit, be sure to write no more than 1,000 words.

This piece should be concise and to the point, showing the reader you can effectively convey your thoughts and ideas.

You might also be interested in these other Wikijob articles:

Or explore the Jobs & Careers / Career Planning sections.

How to Write an Awesome Essay About Your Career Goals

• Before you begin, ask yourself a few key questions like:
• What are my short-term and long-term career goals?
• Where do I see myself in ten years?
• What events in my life have led me to have these goals?
• What major will help me reach my goals?
• What skills do I need to reach my goals?
• What impact do I want to have on society?

Career Goals Essay Template

Need more inspiration.

After you brainstorm the responses to these questions, look for common themes, or pick out the most interesting stories. You can build your main essay “thesis” or idea around this.

Once you’ve got the main idea, create an outline to put your ideas into essay format. This will give you a general idea of structure.

You can use the career essays template below to give you some ideas. But remember that some rules are meant to be broken, so don’t be afraid to be innovative and think outside the box!

Also, when you’re done, head over to Going Merry to apply for the Career Goals scholarship essay bundle (one essay, one application, multiple scholarships!). You might as well make that essay count. Sign up for Going Merry to apply for scholarships more efficiently.

Here’s a paragraph-by-paragraph breakdown:

Paragraph 1 : Establish the main theme of what you’re going to talk about. It should also grab the reader’s attention. For example, instead of starting your essay with something generic (e.g. Ever since I was a little girl, I wanted to be a zoologist), get creative with it! Try something like My greatest memory as a young girl was going to the zoo for the first time or While most kids play house or school, I always wanted to play zookeeper.

Paragraph 2 : Elaborate on what inspired your career goals. Perhaps it was a relative, a TV show, or simply an experience that you had. Remember that old writing adage, “Show, don’t tell.” In other words, try to demonstrate your interest with story or description. 

Paragraph 3 : Discuss your short-term career goals and your intended major. How will your intended major help you reach these goals? What skills do you need to learn to reach them? At the end of the paragraph, try discussing how your short-term goals can help you achieve your long-term goals.

Paragraph 4 : Focus on your long-term goals and the impact that you hope to have on society. If you’re not sure what your long-term goals are, don’t sweat it; they’ll probably change anyways. You can instead focus on the difference you’d like to make overall. And don’t worry too much about the size of the impact…remember that just doing what you’re truly passionate about has a massive impact on those around you.

The last paragraph is your conclusion. You can use this paragraph to summarize what you discussed in the previous few paragraphs. If you want to be even more creative, try ending your essay with a question for your readers or a new insight. Good luck!

And now that you’re ready with that essay, put it to good use! You can recycle that same essay, when applying for the Career Goals Scholarship Bundle. We’ve joined together multiple scholarships (all requesting essays on career goals), into just ONE simple application! See more info here , or just sign up to get going.

Check out examples from other students just like you. Here are links to some great career goal essay examples:

• Example 1  
• Example 2  
• Example 3  

Or maybe you’re looking for help with an academic goals essay — we’ve got you covered there too.

Also, check out this helpful list of the 10 most common scholarship essay topics !

Sign up for Going Merry today, and upload your career goal essay right to your profile. It’s that easy!

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Career Goals Essay For Scholarships (With Examples)

• Apply For A Job
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Find a Job You Really Want In

Scholarship programs often want you to write a career goals essay to see that you have a clear plan for how you’ll apply your education to a specific career path. This helps show a scholarship committee why you’re seeking funds for the next step on the path toward your success.

Answering “what are your career goals” effectively can help increase your odds of impressing landing a scholarship opportunity. If you’re a prospective student applying for scholarships, this article will provide tips on how to write a career goals essay, along with essays on career goals examples to help you get an idea of what scholarship committees are looking for.

Key Takeaways:

When you’re writing a career goals essay, make sure to write about the goals that are relevant to the scholarship.

Be honest and use your own voice to stand out in your scholarship essay.

Go into detail about how the scholarship will help you achieve your goals.

What is a career goals essay?

Why scholarship essays ask about career goals, example career goals essay prompts, career goals essay examples, tips for writing a scholarship essay about career goals, what to write in a career goals essay if your goals have changed, career goals essay for a scholarship faq.

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A career goals essay is a personal written explanation that discusses your background, why you’re interested in participating in the program, and what career you’d like this degree to lead into. A scholarship essay functions to explain why you want to achieve your professional goals and how you intend to get there.

In almost every application process, a portion asks the candidate to answer an essay question. When applying to an educational program, like an MBA, the essay prompt usually relates to your career goals .

Scholarship essays ask about career goals to assess your enthusiasm for the program, learn more about how the scholarship will help you, and ensure that you’ve considered how the program will help you achieve your goals for the future:

Assess your enthusiasm. Passion is important for scholarship administrators, and if you’re able to articulate your enthusiasm for a specific career path , it will show that you’re determined to meet the requirements to reach that goal. The most specific and well-thought-out your essay is, the easier it will be for a reader to understand your devotion and commitment to the program and the field it will allow you to enter.

Learn how the scholarship will help you. Having a firm grasp of your career goals is great, but it’s equally important that you express exactly how the specific program relates to those goals. This shows that you’ve researched the merits of the program and understand exactly how it fits into your professional goals.

Show you’ve considered your future. This goes along with the first two points — show that you know how to set goals and consider the path toward achieving those goals, and you’ll have an easier time convincing the reader that you’ll know how to set goals while participating in the program. They’ll see that you know how to prioritize education because you have a clear vision for navigating your career path.

While some scholarships might come right out and simply ask, “What are your career goals?” most will rework the question into something different that still accomplishes the same goal.

Below are some examples of career goals essay prompts that a scholarship program could pose to its applicants:

Discuss your career goals. Many scholarships prefer the most direct approach when giving an essay prompt to their applicants. This type of question gives the candidate a lot of wiggle room to discuss their passions, motivations, and career goals.

Where do you see yourself in 10 years ? This question is often used as a prompt for a career goals essay because it gives the applicant a timeline to describe their aspirations. It forces them to be realistic about where their career will be and how they will accomplish this within the next ten years.

How will this scholarship contribute to your professional success? A scholarship committee wants to be sure that the money they’re giving will contribute to a student’s overall professional success. This question asks about the applicant’s game plan in the long-term and evaluates how this program is going to assist in their future.

What is your dream job ? Since a dream job is often categorized as a person’s career goals, this is a common question phrasing in scholarship essays. Asking about a candidate’s dream job answers whether this program aligns with the student’s long-term career goals.

What matters most to you and why? Sometimes, a scholarship essay prompt won’t ask about your career or future at all. Instead, they’ll ask a question like this that assesses your motivations , values, and character.

Use these examples of career goals essays for scholarships to help write your own. Pay special attention to how they’re organized, rather than the content, to inspire your own career goals essay:

Career goals essay example 1 – Discuss your career goals

When I was six years old, I was riding bikes with my older sister around our neighborhood. She had just taught me how to ride, and I was excited to have to freedom to explore with her. When she was rounding a particularly difficult bend to see around, a car happened to be coming along at the same time. It struck her. That bike ride changed our lives forever. Over the next year, I went with my sister every Tuesday and Thursday to her physical therapist ’s appointments to help her regain walking strength. Watching her physical therapist patiently assist my sister back to becoming herself awoken something in me. A passion for helping others in the same way eventually turned into a career goal of becoming a physical therapist myself. I decided to get my bachelor’s degree in exercise science. After graduating in 2019, I knew that the next step for me was to attend a graduate program in physical therapy. I was accepted to Lassell University Master of Science in Rehabilitation Services. This presented me with my latest goal along my career path, and I’m eagerly waiting to start. This scholarship would help me afford the wonderful opportunity to be a part of the Lassell University class of 2023, allowing me to continue working towards my ultimate career goal of becoming a physical therapist and helping others to become themselves again.

Career goals essay example 2 – Where do you see yourself in ten years?

In ten years, I will have been successfully running my own construction business for about five years. I’m currently a second-year student at the University of Texas, pursuing a master’s degree in business administration. I decided to get my MBA because I knew it would be a positive asset toward my long-term career goal of owning a construction business. In my high school years, I worked as a construction apprentice for a local business. I loved many aspects of the business, such as building something from nothing. I knew that I wanted to incorporate this work into my long-term career, but I didn’t want to work as an apprentice . This led me to pursue business. In ten years and with the help of this scholarship, I will have graduated with my MBA almost a decade prior . After graduation, I plan to take a business administration internship with a carpentry business to help myself get a footing in the field. After about two years of this, I will have started my own construction business.

Career goals essay example 3 – What matters most to you and why?

The people I surround myself with matter most to me. Whether it be my relatives, friends, or professional acquaintances, I always care the most about the happiness of the people around me. Making the people around me happy matters the most to me because I truly because we find our happiness through others. I believe that this drive to make a positive impression on the people around me is what drove me towards a career as a nurse . I always thought of hospitals as places where people need someone to support them and make their day a little happier. I wanted to be one of those who spend their careers positively impacting people in need. This scholarship will enable me to finally afford nursing school and go after my dream job full force.

Career goals essay example 4 – What are your short- and long-term career goals, and how will earning this degree contribute to achieving those goals? Please provide a minimum of 200 words.

My short-term career goals involve working directly with underprivileged young people to increase the literacy rate in my community. As a student of an underfunded and understaffed school, I’ve seen firsthand how much of an impact early literacy education makes on long-term achievement. It broke my heart to see my peers embarrassed at their struggle with reading at an advanced age, and this shame added another dimension to their lack of opportunity. Being a literacy educator for young people would allow me to serve this community directly to show them not only the necessity of strong written communication skills, but the joy of reading for pleasure. This program focuses specifically on early literacy, and would provide me a direct route to a career in serving the community I hope to serve. As for long-term career goals, I hope to one day create a program where socioeconomically parents can bring their children for literacy education, not only to increase their ability to navigate the world of language, but also to instill confidence and joy in the written word. What drew me to this program was that it also has administrative, legal, and business dimensions that would set me on the path toward achieving this goal.

Here are some tips to keep in mind for writing a career goals scholarship essay:

Write about goals relevant to the scholarship. Although you may have many different kinds of goals for your personal and professional future, a scholarship essay only discusses objectives that are relevant to the program you’re applying for.

Be honest. Applying for a scholarship is stressful because the applicant’s education is usually reliant on receiving these funds in one way or another. Even though it’s tempting to exaggerate your skills or pretend you’re more passionate about something than you are to make yourself a more competitive applicant, it’s a bad move.

Use your own, unique voice. The essay portion of a scholarship application is your chance to stand out by using your voice. Nobody else, regardless of their academic or professional achievements, is you. Make this clear in your career goals scholarship essay by keeping your unique written voice engrained in the words you produce.

Be specific. A big reason that scholarship committees ask applicants to write a career goals essay is to determine how prepared they are in planning their long-term professional goals. They aren’t interested in providing a scholarship to students who aren’t going to follow through with their career plans.

Explain long and short-term goals . Even if the essay prompt asks you to describe where you see yourself in ten years, you still need to tell them the steps leading towards this picture of success.

Include the short-term goals that add up to your larger career objectives in your essay response. Explain how accomplishing the smaller goals gives you an advantage when tackling long-term ones.

Explain how the program and scholarship will help you. Before writing your career goals essay, consider how this program and scholarship will help you in your career. The answer to this question is essential.

Follow the essay formatting guidelines. This may sound obvious, but it’s surprisingly easy to forget this step when your essay is finally flowing and when you’re scrambling to get it submitted on time.

Check, double-check , and triple-check the essay guidelines for content, word count, and formatting requirements. If you miss any of these steps, your essay may be immediately disqualified no matter how good it or the rest of your application is.

Many times career goals essays are written by students who have already completed at least some college or are applying to a post-graduate program and need more money to continue.

There’s a good chance that your career goals have changed since you started or graduated college. For example, say you wanted to be an engineer , so you got your undergraduate degree in engineering but realized you didn’t like it after working in the industry for a few years.

You decided that nursing would be more up your alley, and now you’re applying for a scholarship for a nursing program. While this isn’t unusual, it can make it more difficult to write a career goals essay since your past work doesn’t necessarily match your future goals.

In this case, you’ll simply need to explain why you changed your career path and why this next one is the best choice for you. Share your decision-making process to show that you haven’t taken the switch lightly, and talk about what you’ve already done to try to pursue this path.

How do you write a career goal for a scholarship essay?

You write a career goal for a scholarship essay by sharing your passion, explaining both your long- and short-term goals, and relating your goals to the scholarship.

Explain why you want to pursue the career you’re pursuing, where you hope to be in the future and how you plan to get there, and how the scholarship will help you do this.

How do you describe your career goals in an essay?

You describe your career goals in an essay by explaining what you want to do in your career, why you decided on this career path, and what you’ve done so far to make that a reality.

You can usually work these factors into any prompt you receive, so think through them before you start writing so that you can use them as an outline of sorts.

What are career goals examples?

Examples of career goals include:

Working as a grant writer for a nonprofit organization.

Becoming a department manager and eventually an executive in your field.

Owning your own plumbing company.

Caring for underserved communities as a nurse practitioner .

What are some goals for success?

Some goals for success include growing in your role, building your network, and finding joy in the job. Most careers don’t just happen overnight and require you to set the right milestones that work best for you. Not everyone will have the same goals for success.

How do you start a career goals essay for a scholarship?

You can start a career goals essay for a scholarship by directly answering the prompt. Most scholarship prompts include a word count of between 200 and 500 words, so it’s essential that you immediately respond to the prompt. Attention-grabbing sentences and narratives can be helpful for setting the scene, but an efficient and direct answer will show a clarity of mind that helps enhance the quality of your answer.

BLS – Career planning for high schoolers

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Sky Ariella is a professional freelance writer, originally from New York. She has been featured on websites and online magazines covering topics in career, travel, and lifestyle. She received her BA in psychology from Hunter College.

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Personal, Professional, and Career Development Reflective Essay

Personal and career purpose, career decision.

The ideal development of a person follows a unique route directing resources, facilities, capabilities, abilities, potentials, and interest among other in a line of presumed achievement. Most researchers argue that there are intuitive characters and motivations that shape how an individual grows and becomes prevalent in a community.

Essentially, these developments are associated with personalities, professionalism, career and career paths. There are processes and tactical handling of issues that must be conjoined to direct growth and development on these four aspects. In this regard, it is apparent that the fundamentality of managing and planning these attributes is beyond reproach.

An individual needs to set a line of interests to ensure that his or her working path has objectives and goals. In this manner, the person can develop personality, career and become a professional in his or her area. This paper evaluates a case of development in various aspects and comparisons. In a bid to perform this task, I have evaluated my strategy while striving to develop into a career warranting me a sustainable future.

The presence of a goal or a future aspiration allows me to plan and change my attitudes and characters. Primarily, individual characters determine the people I can interact with and set my social class into a disclosed discourse. The most tactical strategies may involve developing skills and experiences through employment and education.

First, education has allowed me to gain skills and attain credential for employment with reputable and well paying firms. Several personalities like patience and persistence have developed subconsciously and through training systems. Such personalities have significant outcomes in the real life. They make me competitive while searching for employment or any other work related issue.

These situations revealed that I knew how to outline my plan in creating meaning to every situation. At several instances I have managed to create and organize peoples into groups handling various issues as well as lead them tactically pursuant of my leadership dreams. Furthermore, I had managed to identify opportunity where I could develop my talents as I proceeded with further studies.

I have become an experienced and competitive artisan in a way that I can use it to earn a living. Furthermore, it is apparent that people are convinced by my inspirational encouragements, which attract them towards personal development. Therefore, I have become a person to encourage and motivate others.

These aspects are part of a plan developing my skills and experiences to facilitate the integration of huger ideas and knowledge. They have allowed me to attain insight into various levels of my career. Tactically, there have been adequate concerns regarding the credibility of ideas.

Motivation is an aspect that can be implemented to improve the performance of employees and boosting their tactical approaches in attaining customer satisfaction. Essentially, maintaining the workforce of a business in a critical tool for ensuring that secrets and skills are retained within the business. This aspect implies that a business must be conscious about the working conditions of its esteems employees.

In fact, most of the employees working in such a business as the Luxury Hotel undertake shores within a career path where they improve their skills. The employees become the managers and end up becoming significant operators for business proceedings. In this regard, it is vital to create a system that allows employees to show their competitiveness and abilities.

The management may formulate model involving increment in salaries, elevating the working class, and initiating competition plan involving winning prizes among others. All these aspects do not only improve the overall business performance, but also isolate the dedicated employees to work and become future managerial workforce.

The employee would view this process of reward as an opportunity to earn extra income and attain better-working conditions within the business. In essence, some issues related to authoritative management may be transformed to situations where employees work under minimal supervision since they have set goals at a personal level.

This research presents these incentives and shows how they are applied to become beneficial to an organization. In so doing, it reaches the managerial and non-managerial workforce to attain all diverse incentives that may assist businesses to become productive and inspiring.

In essence, the process of making this decision was consistent to some of the theories of decision making. It is an indication that people make decisions in ways that can be generalized to apply to majority. Evidently, the process was characterized by some aspects envisaged in bounded rationality.

The theory of bounded rationality reveals that there are two systems of thoughts, including emotional and rational approaches to decision making (Schiavone 2011). When the parents were making this decision, the mother had taken an emotional approach while the father was rational. Clearly, the mother feared that the financial and moral destructions were beyond repair.

She felt that the family might become financially incapacitated if they bought the private school. However, she did not have the actual figures to support the fact that the current financial capability of the family could not handle the destructions. In essence, it was a decision that was based merely on the outward perception of the school rather than facts.

On the other hand, the father argued that the mismanagement prevailing in the school wasted the lives of many pupils. As a result, it was important to offer a solution to the problem. In his case, he stated that there were two options that included building another school or acquiring the existing one. However, he argued that building another school was more costly that acquisition.

Further, he pointed out that the family cannot make a conclusion on whether the investment was too taxing without getting all the facts first. He also indicated that the family would invest despite financial incapability because he was confident that the school could bring good returns if it were managed correctly.

The theory of common biases was also evident in this entire scenario and the holistic process of making the decision. In this regard, the misconception of chance was the most evident bias. The theory states that people have a tendency to misconceive that the probability of getting a certain outcome is less than another one (Adair 2010). This perception is informed by emotions and past experiences (Choi 2011).

However, present and future events are not necessarily consistent with the past ones (Xu 2011). In this case, the mother had a misconceived perception that the chances of succeeding in an attempt to renovate and improve the school were minimal. However, this perspective was not informed by factual financial figures that could provide a rationale. In essence, it can be considered as a perfect case of misconceived chance.

In a broader perspective, it cannot be disputed resolutely that people are more pessimistic about success (Dolton 2011). Only a few people who have strong will, passion, and determination envisage optimism. As such, the mother was a victim of this general condition since she did not find a good chance of success.

Besides the two theories of decision making, the process also envisaged clear indications of heuristics. In theoretical understanding, heuristics purports that people have certain ways of simplifying information and factor of decision making (Missier 2011). These simplifications create a situation in which the decision maker does not consider the factors with due diligence.

Further, the theory asserts that simplifying the aspects of decision making might lead to a misconception of the reality (Nooraie 2011). Such misconceptions are informed by concentrating on the wrong focus and disregarding the real one (Su 2011). For example, the father asserted that acquiring a constructed school is less costly than building a new one.

However, it is evident that the school, which was in question, had gained a bad reputation among parents and was in a financial crisis. As a result, the cost of acquisition was not the only factor in decision making. Instead, it was important to consider other crucial factors such as reputation and precedence. Whereas these two aspects were important to the investment decision, the father overlooked them.

This ignorance and assumption were caused by the simplification of the scenario in a manner that considered cost as the only important variable.

As a result, it can be concluded that bounded rationality, common biases, and heuristics were among the critical decision-making theories that characterized the entire process of purchasing the school. Indeed, this process contained two parties and hence the analysis is based on both of them.

Having reflected on the event that took place when the decision was being made by the parents, there were critical undertaking that were crucial to notice. First, rationality is a better approach to making a decision that emotional perspective. When a decision makers embrace rationality, they can conceptualize issues from a sober position. In that regard, their decisions are not hasty.

Instead, they are procedural and sequential in nature. Therefore, the approach allows the decision maker to pass through the necessary steps when making a determination. For example, the father’s rationality enabled him to wait and assess the financial requirements before dismissing the acquisition.

On the other hand, an emotional approach is a fundamentally flawed method of making decisions. In this regard, decision makers who used this method rush to determine the way forward without deep and profound considerations. For example, the mother had already dismissed the acquisition of the schools just because of the fear that the family was going to run short of funds.

Whereas this was the core determining factor of her decision, she did not have any convincing figures to show that the family would become incapacitates if they purchased the school. Biases are also important when it comes to the decision-making process. In fact, it is evident that people become biased even without noticing.

Lastly, I would have made this decision in a pretty different manner than how it was done in this case. Personally, I would have talked to some able parents and friends about the challenges facing the school and the community. In the discussion, the issue of poor management and quality of the education provided in the school could be the core agendas.

Afterwards, I would propose to join hands with those colleagues and acquire the school as a group. This decision could have been better than the latter because the potential financial risk would be shared. Additionally, acquiring the school as a group would eliminate the notion of private school and bring a picture of a community-based school.

In essence, this would be an appropriate strategy for removing the bad reputation that had been painted by the previous management. Further, managing the school as a group would allow the availability of diverse intellectual ideas of improving it.

The management of virtual teams may depict various fundamental challenges. The researchers laying arguments in the literature depict the need and effectiveness of virtual teams. They are identified as prevailing businesses effective in reaching the final outcomes of the researchers. The developments of the virtual teams are improving continuously as the information technology proceeds to attain integration across the globe.

The review indicates the proper management allows the teams to attain clients and loyalty for the services they offer. The use of internet in reaching their target members depict the impending quorum required. Presently, the teams have managed to penetrate and unity many people across the globe making the accessibility of services such as marketing easy. The virtual teams have allowed globalization to take place easily.

In fact, such social companies do make not only huge profits due to the prevalence of members and common interests, but also creates global civilization and understanding of cultural differences. Such interactions are similar to the application of virtual teams in handling issues throughout the globe. They bring the human resources at one point where they may be accessed and exploited by firms or business easily.

The most fundamental achievement of the development is attaining a workforce striving the meet the company goals in a willing manner. In businesses that do not consider motivating the employees, their work is usually directed by the salary earning the get from the business.

However, the motivation oriented workforce does not target the salaries solely. The workforce works hard to attain salaries among other benefits being offered. In fact, businesses managed through authoritative systems fail the employees in working effectively due to lack of peaceful and free mind. In this regard, there must be proper developmental capabilities to deal with issues personally and organizationally.

Adair, J 2010, Decision making and problem solving strategies , Kogan Page, London.

Choi, A 2011, Multiple-Criteria Decision-Making Based On Probabilistic Estimation with Contextual Information For Physiological Signal Monitoring, International Journal of Information Technology & Decision Making , vol. 10 no. 1, pp. 109.

Dolton, T 2011, Medical Decision Making: Supplement Policy. Medical Decision Making , vol. 31 no. 3, pp. 376-377.

Missier, F 2011, Decision-making Competence, Executive Functioning, and General Cognitive Abilities, Journal of Behavioral Decision Making , vol. 7, 127-129.

Nooraie, M 2011, Decision’s familiarity and strategic decision-making process output: the mediating impact of rationality of the decision-making process, International Journal of Applied Decision Sciences , vol. 4 no. 4, pp. 385.

Schiavone, F 2011, Strategic reactions to technology competition: A decision-making model, Management Decision , vol. 49 no. 5, pp. 801-809.

Su, Z 2011, A Hybrid Fuzzy Approach to Fuzzy Multi-Attribute Group Decision-Making. International Journal of Information Technology & Decision Making , vol. 10 no. 4, pp. 695.

Xu, Z 2011, Approaches to Multi-Stage Multi-Attribute Group Decision Making, International Journal of Information Technology & Decision Making , vol. 10 no. 1, pp. 121.

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IvyPanda. (2019, December 24). Personal, Professional, and Career Development. https://ivypanda.com/essays/personal-professional-and-career-development/

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IvyPanda . 2019. "Personal, Professional, and Career Development." December 24, 2019. https://ivypanda.com/essays/personal-professional-and-career-development/.

1. IvyPanda . "Personal, Professional, and Career Development." December 24, 2019. https://ivypanda.com/essays/personal-professional-and-career-development/.

Bibliography

IvyPanda . "Personal, Professional, and Career Development." December 24, 2019. https://ivypanda.com/essays/personal-professional-and-career-development/.

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Future Career Development: and Planning

Introduction.

In carrying out the practice of health care, professionals require a commitment to career development. Career development is intentional career planning and should be viewed as a critical and deliberate life progression concerning both the worker and the employer. It provides individuals with choices about career outcomes rather than leaving it to chances. Thus, career planning is about career exploration, opportunities, and change.

Before the 1970s, organizations did little in developing and planning their staff careers. Now, subordinate career development is essential to organizational success, and most organizations accept at least some responsibility for assisting employees with this function.

Career development is fundamental in the health care sector for survival in this disordered industry, as such; my career development will begin with an assessment of self as well as my work environment, job analysis, education, training, job search and acquisition, and work experience, known as career planning. Career planning includes evaluating one’s effectiveness and limitations, implementing goals, considering career possibilities due to a favorable combination of circumstances, developing prospective opportunities, and employing suitable developmental behavior (Baldwin, 2000).

The gaps in your current knowledge from the knowledge base needed to achieve your career goal

With the aim of excelling in the health care sector and increasing the knowledge base needed to achieve my career goal, I plan to improve on career satisfaction by cerebrating and improving the differences in my career goal, as well as the expected needs attributable to turnover of people. I also intend to advance my career development by the ability to attain future organizational objectives and retain my professionalism in the deliverance of healthcare (Baldwin, 2000).

Standards for improved health care

Incorporation with the head of nursing quality health care delivery, I will encourage the development of methods and practices that will assist standardized evaluation of progress, in opposition to the applicable nursing practice within the fields of superior health care provision and discovering areas of threat through constant perfection of nursing practice and correct evaluation of the nursing profession.

Clinical policies

My primary responsibility will entail the smooth run of the production and execution of strong clinical policies that will back and prolong evidence-based and successful health care practice.

I will work with nurse professionals in the recognition and development of complex nursing practice and the introduction of skillful structures within high-quality nursing.

The gaps in your current skills from the skill set needed to achieve your career goal

Clinical and professional leadership.

In the area of clinical and professional leadership, the gaps in the current knowledge can be improved by offering clinical leadership to other staff in the execution of the rebranding process in nursing services and general performance.

This can be achieved by, Working intimately with the community care personnel for the empowerment of nursing practice, performing consultative faculty to professional nurses on issues related to the quality of health care delivery, as well as recognition of professional support and knowledge, specifically, where practicians are experiencing troubles or are incapable of realizing the essential results (Barney, 2002).

Furthermore, I would work as a counselor concerning clinical matters and the enforcement of laws and standards within healthcare service underlying structures. I will encourage teamwork with caregivers in general practice, healthcare consultants, consultant nurses, community nurses in medical institutions to deliver the long-term programs.

I will perform my duty in the improvement of health care potential within the framework of practice-based authorizing, as well as presenting professional counsel in encouraging nurses to build up new possibilities of working with other providers (Barney, 2002).

The gaps in your current accomplishments from the accomplishments needed to achieve your career goal

Service development and modernization.

In the development of the gaps in my current accomplishments from the accomplishments needed to achieve my career goal, I intend to have a dependable approach to the progress of the role of the practitioner in the leadership of general practice, to encourage nurse provision, and work closely with nursing leaders to assess the process of service delivery (Bartlett, 2001).

I will assist nurses in leadership and chances of growth by working with leaders in the health sector “in the development of new approaches in nursing care” and delivery of quality health standards by facilitating the execution of quality care for certain diseases.

I will work with a professional’s health care delivery system to spot and develop proficiency and the responsibility of the nursing assistant within the nursing setting.

I will work with institutions of learning to encourage opportunities for inter-professional education in the practice of health care.

Nurse prescribing

In this approach, I will assist nurses in discovering where their duties could be advantageous by delivering quality care to advance results and enhance contact with patients. This would be achieved through teaching and employing mentors to encourage clinical placements within certain plans.

Summary and Conclusion

To determine the gap within the current skills of nursing from the skill needed to achieve a career goal, as well as the current accomplishments from the accomplishments needed to achieve a career goal, Health care providers need to work as a team with other practitioners and authorities in the health sector. Introduction of plans to verify that all nurses have personal development plans by impartial and practical experience and education (Bartlett, 2001).

Nurses are required to execute their duties with the head of nursing and educational mentors. Heads of health care institutions should implement training that conforms to the needs of health care provision and reflects the career goals of nurses in building and bridging the gap in their career goals (Bartlett, 2001).

Reference List

Baldwin, M. D. (2000). The strategy of succession planning . Web.

Barney, S. M. (2002). Retaining our workforce, regaining our potential. Journal of  Healthcare Management , 47(5), 291-294.

Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human Resource Development Quarterly , 12(4), 335-352.

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Essay on the career planning of an individual.

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Read this essay to learn about Career Planning of an Individual. After reading this essay you will learn about: 1. Meaning of Career Planning 2. Objective of Career Planning 3. Factors 4. Elements 5. Career Models 6. Benefits 7. Limitations 8. Steps 9. Success.

• Essay on the Success of Career

1. Essay on the Meaning of Career Planning:

“Career planning is the deliberate process through which a person becomes aware of personal career related attributes and the life long series of stages that contribute to his career fulfillment.” Career planning is a process by which one selects career goals and the path to these goals.

The major focus of career planning should be on assisting the employees in achieving a better match between personal goals and the opportunities that are realistically available in the organisation.

Career planning is an effort to pinpoint and highlight those areas that offer psychological success instead of vertical growth. Career planning is not an event or end in itself, but a continuous process of developing human resources for achieving optimum results.

It must be noted here that individual and organisational careers are not separate and distinct. A person who is not able to translate his career plan into action within the organisation may probably quit the job, if he has a choice.

Organisations, therefore, should help employees in career planning so that both can satisfy each other’s needs. Initially, the individual must accept responsibility for his own career, assess his own interests, skills and values and generally take those steps that must be taken to ensure a happy and fulfilling career.

The personnel manager also plays a role here. For example, the manager will have to provide timely and objective performance feedback, other developmental alignments and support and participate in career oriented appraisals etc.

The employer/organisation through its policies and systems also plays a career planning and development role. For example, he will have to provide career oriented training and development opportunities, offer career management programmes and establish career oriented appraisal and job posting policies.

2. Essay on the Objectives of Career Planning :

Career planning aims to meet the following objectives:

(i) To offer careers, not jobs to the employees so that talent can be attracted and retained in the organisation

(ii) To have effective utilisation of human resources which will, in turn, lead to greater productivity

(iii) To reduce employee turnover

(iv) To motivate the employees and to boost their morals

(v) To meet the immediate and future human resource needs of the organisation on a timely basis.

3. Essay on the Factors which Influence Individual Career Planning:

Planning the career is not an easy matter. Successful career planning requires that every individual should set realistic goals, determine the strengths and weaknesses in his job performance and develop skills that make him marketable. Before planning his career, every individual musk ask himself the following questions:

(i) Who am I?

(ii) Where do i want to go?

(iii) How can i get there?

(1) Preparing Personal Profile:

The first important thing in career planning is the presentation of personal profile. It consists of various personality traits of the person. It is very difficult to know one’s own nature, but it is essential for preparing personal profile.

One should put some questions to oneself like attitudes towards work, nature, confidence, initiative, future expectations etc. The answer to these and similar other questions will help in determining the direction of one’s professional career.

(2) Formulating Personal and Professional Goals:

Both personal and professional goals should be formulated to plan one’s career. The personal goals will first enable a person to enter the profession and then professional goals will be needed for reaching higher heights. For example, if a person wants to become a doctor, then he should plan his studies for a period of 5-6 years after schooling.

Once he becomes a doctor, then he may set goals for himself in the profession. The setting of performance goals helps in identifying career goals. The career goals are not set once for all. There should be a flexibility in career goals. With the change in circumstances and environment the goals should be revised.

In order to support long term objectives, there should be short term objectives and action plans which can be a part of performance appraisal process. Continuing the previous example, if one aims to become a doctor then he should study medical courses for entering this line and then study various aspects of medicine and surgery. So short term action plans are essential to achieve long term goals.

(3) Analysing Environment Effect:

A good career planning requires a systematic analysis of the environment for opportunities. Both inside and outside environment influence career planning process. The stage of growth of the organisation, future expansion plans, thinking of management etc. should be considered while deciding about career strategy.

For example, an expanding organisation will provide more opportunities to its employees than a mature concern which is not expected to grow. The outside environmental factors such as economic, social, political, technological etc. too need to be discussed for formulation of career strategy.

Not only present, but future environment should also be considered. This requires forecasting. Since many factors need to be analysed, planning the career necessitates being selective and concentrating on those factors which are critical to personal success.

(4) Analysis of Strengths and Weaknesses:

The strengths and weaknesses of a person should be matched with job requirements and environmental opportunities. Different jobs require different skills. One person may be more suitable at supervisory level only, while the other may go upto middle level management and so on.

(5) Developing Alternatives:

A good career planning requires the development of several alternatives. The alternatives are assessed in view of the environment and the opportunities available. One alternative may be suitable under particular conditions while the other may benefit under other situations.

Sometimes, efforts are made to overcome weaknesses to take advantage of opportunities. The strategies should be developed to meet the threats in the environment and cope with such situations. A person with excellent technical and managerial capabilities may like to join an expanding concern so that he benefits later on.

(6) Developing Contingency Plans:

The career plans are developed in the environment of uncertainty. Even though some future assumptions are made, but these may not prove correct. So contingency plans should be formulated for facing the uncertain future situations. One may be happy while working in a growing concern because of more career opportunities but an assumption should be made if the venture fails then what is to be done.

(7) Monitoring Career Plan:

The career plan should be monitored to find out if it goes as per the assumptions or not. As required by a particular situation some adjustments may be needed.

The monitoring should be done at the time of performance appraisal or when some project or assignment is completed. The appraisal should be in reference to the goals or objectives set not only in operating areas but also in areas where some milestones were to be achieved.

4. Essay on the Elements of Career Management Programme of Employees:

A career management programme should have the following important elements:

a. Preparation of an Upto-Date Inventory of Job Positions in the Organisation:

The first element in career planning is the preparation of an upto date job inventory, which will give complete information about the job positions.

This inventory should contain the following information:

(i) Number of Jobs at each level of career paths, number of vacancies likely to occur due to normal turnover and retirement and additional hands needed on account of implementation of development programmes.

(ii) Information about the duties, responsibilities and functions of each job.

(iii) Requisite academic qualifications, training, skills, experience and personality traits required for performing each job assignment.

The above information will help in the development of career pattern, the placement of personnel who will best meet job requirements and the promotional opportunities in the organisation.

b. Preparation of Personnel Inventory of Present and Anticipated Human Resources:

The second element in career management is the preparation of inventory of human resources in the organisation. This inventory will contain information about the currently employed manpower resources, their academic qualifications, training, experience of various positions held and the appraisal of their performance.

Further, an estimate will be prepared for the anticipated future manpower requirements based on job estimation. This manpower inventory will provide the basis for planning and development of manpower resources needed by the organisation. It will lay a scientific base for planned career advancement and selection of eligible persons for career promotions.

c. Career Planning and Development:

Till recently, majority of the organisations are not aware of this element of career management. They are not aware of the needs and aspirations of the employees. But research has proved that it is very essential for the organisation to give consideration to the long range and short range goals and aspirations of the employees.

Only then the management can devise career plans which will help the employees in moving towards their goals. The development of career plans will educate the employees in self-development. From the very stage of entry into the organisation the employee should know, which career path he has to follow to reach the desired level in the organisation.

The management has to go through the following stages for an efficient and effective career management programme:

(i) Matching of Management and Individual Career Plans:

While allocating jobs to the employees, management should take into consideration their personal interests, goals, needs, aspiration and capabilities. If the management fails to do so and the employees are not associated with their jobs, the employees will not display their real worth in their work and the management cannot make optimum utilisation of manpower resources.

Thus, the management should provide a flexible organisational structure which will match the career paths with the individual interests, capabilities, aspirations, attitudes on the one hand and the manpower needs of the organisation on the other.

Once the individual employee in assigned a specific career path, he will be allowed to continue unless it is felt that the particular path does not suit the employee or that he will do better in another career path.

(ii) Management Development:

A very important segment of career management programme is the management development and introduction of development techniques which help in effective implementation of this programme.

Development of personnel should relate to the present and future needs of the organisation. Moreover, the individual employee’s abilities and potentialities as indicated by his performance appraisal will also have an impact on the development programme.

For the development of management skills, a lot of techniques can be used. But the most important and commonly used techniques are “on the job training” and “coaching through work experience”. Training will enhance the skills and knowledge of personnel, give them an added sense of dignity and confidence and improve their capacities in their respective fields of work.

Training should be given keeping in view the employees’ past job experience and anticipated assignments. Management should try to have a model plan for each career path, describing the skills required at specified points of time and devising techniques for enabling the employees to acquire or develop these skills.

Thus management development can be very important in career management in the following ways:

(a) Assessing manpower needs.

(b) Ascertaining skills and capabilities required for effective performance.

(c) Utilisation of full potential and capabilities of employees.

(d) Development of potential and capabilities of employees through training and coaching.

(iii) Criteria in Development of Career Planning:

In the next stage, the management has to decide the criteria which are to be used for developing career planning.

A number of criteria can be used by the management for this purpose such as:

(a) Dialogue:

Dialogues can generate the interest which will be advantageous to the organisation as well as the individuals. Generally, this dialogue is between the individual employee and his immediate superior, but it can be between the individual and the top management of the organisation.

(b) Guidance:

Within the framework of the career planning, individual employees can be guided to plan intelligently their own careers. They should be given information about options, opportunities and goals available.

(c) Involvement and Participation:

Employees should be involved in the setting of goals, time schedules, value system and other meaningful issues. This participation will give them a sense of belongingness to the organisation.

(d) Feedback:

There should be an effective feedback of information including employee’s personal information as well as information about his career paths. This information is to be collected in a systematic way so that it can be used for knowing how many and what kind of human resources are available in the organisation.

(e) Dynamic:

The career planning programme should be dynamic because individuals are not static, they are changing entities.

(iv) Career Planning System:

The career planning system will be effective only if the individual and organisation are honest and informative about each other. Career planning system can generate data of great use in manpower planning process. The personnel department can play a very important role by organising career planning workshops for employees which give them the basis for initiating career changes.

Some of the important methods of career planning are:

(a) Career Paths:

Career paths can be defined as the simply structured series of predetermined on the job experiences which result in job promotions within the organisation itself. Career path can be a useful method only when structured experience is a technical necessity. This method will not be suitable in the changing environment of individuals and the organisation.

(b) Job Posting:

Job posting as a method of career planning is an intra-organisational activity. In this method, the organisation announces various positions and vacancies in the classified section of a newspaper. Employees apply for these positions according to their aspirations and career plans.

Thus in this method, the employees opt themselves for promotion or job change. When individuals apply on their own for the vacancies, it will produce a climate in the organisation which will produce individual and organisational optimisation. This method can produce very effective and efficient results. Job posting creates an atmosphere of openness, honesty and confidence among the individual employees.

(c) Assessment Centre:

This method can be applied in almost all the situations. Under this method, miniature situations of job functions and processes are created under controlled conditions, where individuals may be systematically observed by specialists and the candidates’ readiness to advance in the organisation is evaluated.

The process of assessment can be carried out by a designated unit of the organisation or a consultant. The assessment centre is an effective method to provide an objective evaluation of developed abilities, potential, strengths, weaknesses and motivation of employees. This evaluation provides a basis of career planning and development.

5. Essay on the Career Models Used by the Organisation for Employees :

Research has concluded that there is, generally, uncertainty among managers of professional employees about how to guide the careers of their subordinates. Why have some professionals remained high performers over the years while others have not ? What have they done differently ? Part of the confusion about careers has grown out of the career models used by the organisation.

a. Pyramidal Model :

First and the most influential model is the Pyramidal Model of organisations and of careers. In this model, authority, status and pay all increase as the individual moves up the pyramid. As professionals first moved into industrial and government organisations, this was the sole career model they encountered.

Many professionals with advanced degrees become prime candidates for management positions. But many professionals were dismayed to find that the ability and willingness to manage seemed almost the sole criteria for advancement, recognition or reward in their organisations.

Similarly, many organisations found that the pyramid model failed to take important realities into account. Too often, they found themselves promoting a key technical specialist to a management position because it was the only way to reward him.

More and more firms began to set up special new pay and promotion schemes such as the dual ladder for their professional employees in order to recognise the critical contributions they could make as individuals.

These criticisms have not subsided. Instead, they have persisted and indeed increased in recent years.

b. The Obsolescence Model :

After the initial stage was over, a new problem arose. As the number of professionals with 20-25 years’ experience grew, a new model of professional careers began to emerge. The low performance ratings of many of these senior employees led to the use of the metaphor of obsolescence.

The picture projected by the metaphor was that of a rapidly changing technology in which the skills of the older professionals were rapidly outdated and in which recent professionals who had mastered the latest tools and techniques were at a premium.

This model carries with it an implied solution to the problem. When it is assumed that professionals become obsolete like machines, the obvious solution is to update or reeducate professionals and to restore them to the state they were in when they came out of management schools,-on top of the newest and most sophisticated techniques.

All this money and effort spent on training of obsolete employees rests on a questionable model. It has not been concluded that these training courses improve performance.

c. A New Model :

A new model of professional careers has been developed by researchers after an extensive and in-depth research. According to this model there are four distinct stages in a professionally trained employee’s career. Each stage differs from the other in the tasks an individual is expected to perform well in that stage, in the type of relationships he engages in and in the psychological adjustments he must make.

Research has proved that individuals who were moving successfully through these stages had received the high performance ratings. Conversely individuals who had remained in the early stages were likely to be low rated.

These stages are as discussed below:

(a) Stage I:

In stage I, the individual works under the direction of others as an apprentice, helping or learning from one or more mentors. As he is new to the organisation and lacks experience, and because others do not know how much they can rely on his judgement, he works under the fairly close supervision of a more experienced person.

Much of the work in this stage involves fairly routine duties. The individual customarily gets assignments that are part of a larger project or activity directed by a supervisor. Many young professionals find such a relationship frustrating. They are eager to have their own projects and independent jobs.

If the individual learns quickly and well at this stage, he will be given increased responsibility. If he fails to do so, he may continue to do the routine work under close supervision as long as he remains with the organisation.

(b) Stage II:

The primary theme in stage II is independence. In this stage, a person is expected to improve his professional skills to a high level. One way to achieve this competence is to develop an area of specialisation. Using this strategy of focussing his energies in one area enables the individual to develop a sense of competence.

In addition to increasing his self-esteem, the individual also tends to enhance his visibility in the organisation. A carefully selected speciality in stage II usually forms the basis for a productive and successful career. Failure to establish such a base is a risk few professionals can afford to take.

In stage II, peer relationships take on greater importance. A person at this stage continues to be someone’s subordinate, but he comes to rely less on his supervisor or mentor for direction.

Research indicated that doing well in stage II is extremely important in the process of career development. Moreover many people remain in stage II throughout their careers, making substantial contributions to the organisation and experiencing a high degree of professional satisfaction. However if they do not move beyond this stage the probability that they will continue to receive above average ratings, diminishes.

(c) Stage III:

In stage III, three roles are played by the individuals. Informal mentor, idea man and manager. These are not mutually exclusive; one individual may play all the three roles.

The most central shift that occurs as a person moves into stage III is the nature of his relationships. In stage II, he had to take care of himself, in stage III; he has to take care of others, to assume some form of responsibility for their work. In this stage II, he has to satisfy a number of people. He now has responsibilities upwards as well as downwards.

In this stage, he must develop a sense of confidence in his own ability to produce results and to help others do the same? He must be psychologically able and willing to take responsibility for someone else’s output. Along with conflicts, stage III also brings long term satisfaction.

There is adequate social involvement, recognition from peers and the satisfaction of helping junior professionals in furthering their careers. Generally, the organisational rewards, both money and status, reach a fairly satisfactory level. Some people find this stage satisfying till retirement. Others move on to a new stage.

(d) Stage IV:

Stage IV people usually play at least one of three roles-manager, internal entrepreneur, idea innovator. These people are not close enough to the details of the daily work to perform in these roles. Instead, they formulate policy and initiate and approve broad programmes.

One of the major ways in which those in stage IV influence the direction of the organisation is through the selection and development of key people. The people in this stage are also heavily involved in key relationships outside the organisation.

In this stage, the individual influence others by means, other than the direct supervision-through ideas, through personal selection, through reviews, through resource allocation and through changes in organisational designs.

Another critical shift for those moving in stage IV is a broadening of perspective and a lengthening of time horizons. Moreover, he must also become accustomed to using power. He needs to be able to form alliances and to take strong positions without feeling permanent enmity towards those who differ with him.

This new model also raises a number of questions:

(i) Whether the person who skips a stage will be a failure? The answer is that though he will not be a failure, but the person who goes through these stages will be better equipped for settling into a professional career.

(ii) Whether the only successful people are those who have progressed to stage IV? The answer is that people in all stages make important contributions to the organisation. However, research indicates that as people grow older, they are less likely to be highly valued if they don’t move beyond the early stages.

(iii) Do people only move forward in these stages? Generally, those moving backward imply demotion and people are reluctant to make this transition.

(iv) Are the stages not merely another way of describing the management hierarchy? But this is not so. Many non- managers perform stage III and IV work, but in traditional hierarchy non managers could not be in the top hierarchy of the organisation.

Our model of career stages has both pragmatic and theoretical implications for those who work in organisations as well as for those who manage them. Individuals need a longitudinal framework within which to form their own career decisions.

Managers need a framework for predicting some of the long term consequences of short term career decisions. Managers in several organisations have found it useful to examine the stages of career development in their own organisations as a way of identifying the factors that block or facilitate movement between stages.

d. The Japanese Career Model :

The Japanese model emphasises life time employment and promotions based on seniority. The Japanese have realised the importance of a stable workforce long back (immediately after World War II) and have consciously put legal restrictions on terminations.

The extensive use of automation and robotics in work place also contributed to the practice of life time employment in Japan. One reason for the widespread use of such advanced technology is that employees know that they will not lose their jobs.

Extensive training is also offered to workers so that they do-not leave the company. Despite life time employment, Japanese companies do have a mechanism for discharge, namely, early retirement. Early retirement is given to workers even in their late 40s-if necessary, of course, backed by attractive severance pay and benefits.

6. Essay on the Benefits of Career Planning and Development:

Career planning and development is beneficial to the individual as well as to the organisation.

The benefits are as discussed below:

(i) Benefits to the Individual :

1. It helps the individual to discover his own talents, needs and motives related to work.

2. It helps fulfill the individual’s need to know what his position and future in the organisation will be.

3. It provides a sense of affiliation with the organisation and a feeling that the organisation is interested in the individual’s development.

4. It provides greater opportunity for the individual to obtain optimal return for his personal investment (contribution of talent, time etc.) in the organisation.

5. It provides the individual with a greater awareness of his work environment and hence, promotes more intelligent decision making with respect to careers and avoids frustration caused by lack of career information.

6. It helps fulfill the individual’s need to retain a sense of control over his personal destiny in the increasingly complex and impersonalised modern industrial society.

7. It provides greater opportunities for change in the working environment that would otherwise lead to boredom.

8. It is conducive to job satisfaction by providing assignments most suited to the individual’s needs and tastes.

9. It leads to optimal personal development by developing abilities and aptitudes to the full.

(ii) Benefits to the Organisation :

1. It helps in increasing efficiency/productivity in jobs and in turn, effectiveness in meeting the organisational objectives through greater creativity, motivation and contribution of the staff.

2. It helps in reducing the turnover of high potential staff and absenteeism of all staff.

3. It facilitates staff mobility by planning assignments well enough in advance to avoid some of the obstacles which arise when staffs are required to move at short notice.

4. It helps in providing greater assurance of an adequate supply of qualified personnel for future openings in managerial, technical and other key positions.

5. It promotes continuity of organisational knowledge by drawing more upon internal personnel resources.

6. It helps in reducing pressure on job classification and other personnel system resulting from frustrated career.

7. It provides an added input in programme planning by offering more data on the capabilities of the work force which, in turn permits a better judgement to be made of whether or in what manner proposed programme objectives can be accomplished.

8. It prevents organisational chaos by helping to provide a more regulated, ordered and objective procedure for upward mobility of the staff members.

9. It promotes optimum utilisation of human resources both at present by preventing instances of mismatched staff members and in the future by permitting long term planning of the development of the employee’s usefulness to the organisation.

10. It contributes significantly to the reduction of costs.

7. Essay on the Limitations of Career Planning and Development :

There are some drawbacks of the career planning and development also:

1. Career planning is not suitable for small units where the opportunities for vertical growth of the employees are very few.

2. Several environmental factors may upset career planning and development efforts of the organisation e.g., government policy, reservation policy, regional pressures, trade union demands etc.

3. Problems may crop up, if the management fails to focus on any of the career related issues e.g., minority groups, early career issues, retirement issues, late career issues etc.

8. Essay on the Steps to be Followed for Effective Career Planning and Development:

Systematic career planning offers a large numbers of benefit to the individual as well to the organisation. To ensure the success of such activity, a number of steps should be taken. 

A few of these steps are as follows:

a. Support From the Top Management:

Carrere planning efforts to be effective must receive consistent support and help from the top management.

b. Clear Cut Goals:

The corporate goals must be laid down clearly. It is not possible to develop appropriate goals for human resources if the management is not sure about the corporate goals.

c. Rewards for Performance:

There must be appropriate rewards for employees as well as managers, who show promise. Employees must be made willing to expand their abilities and managers must be willing to coach, counsel and share their knowledge with employees.

d. Proper Placement:

Every effort must be made to put the employees on jobs for which they are best suited. If a talented employee is put on a job, below his standard, he will quit in frustration as soon as he gets the opportunity.

e. Career Paths:

The career paths for different employees should be laid down clearly. Fast promotions should be available to talented people.

f. Continuous Basis:

Career planning efforts should be carried out on a continuous basis keeping the changing needs of employees and the organisation in mind. A record of career movements of employees must be kept and periodic assessment like who has gone where etc. should be made.

g. Awareness:

There should be publicity of the career opportunities in the organisation, so that all the employees become aware of these opportunities.

9. Essay on the Success in Career:

Conventionally, a person’s career success is judged by the organisational level achieved, the salary earned, or the standing in a profession.

Career expert’s, however, argue that this is too simple a conception, career success should be judged on several dimensions as discussed below:

(i) Career Performance:

Career performance can be judged by the level of objective success and the level of psychological success.

Objective Success:

Objective success is usually reflected by the achievement of the most common measures of success e.g., pay and the attainment of high post in the organisation. Attaining objective success depends upon how well one performs one’s job and the extent to which it is valued by others in the organisation.

While it is generally true that the best performers are the most successful, this is by no means always the case. Sometimes, a person who is a very good performer gets passed over for another who is not quite effective.

Or two people may be equally capable, but their careers may progress at different rates because they work for different firms e.g., a person working in IT industry will progress at a faster rate as compared to a person working in paper industry.

Psychological Success:

Psychological success occurs when the person’s self-esteem increases. Psychological success may be linked to objective success. It may increase when the pay of a person increase. It may decrease when one experiences job dissatisfaction.

But self-esteem may also increase when one begins to sense personal worth in many other ways e.g., Job recognition, developing confidence and competence etc. Objective career success may then become secondary.

This sometimes happens after one has achieved some degree of economic security, enough to be certain that family and personal commitments can be met. The achievement of psychological success explains that why some persons who had been advancing rapidly but then slowed down, can be quite happy with their lines.

(ii) Career Attitude:

Career attitudes are the specific individual attitudes related to work. These are the attitudes about the work itself, the place of work, Job satisfaction, the level of achievement and the relationship between working life and personal life career attitudes begin to be formed early in life, before a person joins a job and continue to be shaped by the person’s work experiences.

(iii) Career Identity:

Individual identity is the unique way that a person believes he fits into the world. Work, career and a place in the organisation will have an effect on identity. Career identity is that particular facet of a person’s identity related to his occupational activities.

(iv) Career Adaptability:

Career adaptability is the individual’s willingness and capacity to change occupations and/or the work setting in order to maintain his standards of career progress. The level of career adaptability has important implications for managers, professionals and persons who aspire for career advancement.

Those interested in advancing to higher levels must be able to handle different jobs and to make frequent moves. Job-hopping is a common practice in many organisations and it shall continue to stay.

Related Articles:

• Career Planning: Definition, Features, Objectives and Benefits
• 4 Major Steps Involved in Career Planning Process

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Reimagining Design with Nature: ecological urbanism in Moscow

• Reflective Essay
• Published: 10 September 2019
• Volume 1 , pages 233–247, ( 2019 )

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The twenty-first century is the era when populations of cities will exceed rural communities for the first time in human history. The population growth of cities in many countries, including those in transition from planned to market economies, is putting considerable strain on ecological and natural resources. This paper examines four central issues: (a) the challenges and opportunities presented through working in jurisdictions where there are no official or established methods in place to guide regional, ecological and landscape planning and design; (b) the experience of the author’s practice—Gillespies LLP—in addressing these challenges using techniques and methods inspired by McHarg in Design with Nature in the Russian Federation in the first decade of the twenty-first century; (c) the augmentation of methods derived from Design with Nature in reference to innovations in technology since its publication and the contribution that the art of landscape painters can make to landscape analysis and interpretation; and (d) the application of this experience to the international competition and colloquium for the expansion of Moscow. The text concludes with a comment on how the application of this learning and methodological development to landscape and ecological planning and design was judged to be a central tenant of the winning design. Finally, a concluding section reflects on lessons learned and conclusions drawn.

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The politics of designing with nature: reflections from New Orleans and Dhaka

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The landscape team from Gillespies Glasgow Studio (Steve Nelson, Graeme Pert, Joanne Walker, Rory Wilson and Chris Swan) led by the author and all our collaborators in the Capital Cities Planning Group.

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Evans, B.M. Reimagining Design with Nature: ecological urbanism in Moscow. Socio Ecol Pract Res 1 , 233–247 (2019). https://doi.org/10.1007/s42532-019-00031-5

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DOI : https://doi.org/10.1007/s42532-019-00031-5

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