Introduction
As the saying goes, constant is the only change in life. The same principle applies as one switches from one career to another. From an organization’s career model, individuals aim at discovering fresh opportunities and gain new grounds in their career paths. More often than not, people seek greener pastures and fulfillment as they alter careers. This essay will explore clarity on the underlying reasons, which influence career change and even look further into motives behind some individuals staying in one field for the rest of their lives.
Elements that influence career change
As funnies as it seems, childhood hopes and dreams can play a role in a person’s career change. Failure to achieve a childhood dream may influence decision making when opportunity knocks on the door (Cheramie et.al, 361). In the end, one can switch careers and settle on their childhood dreams.
Apart from the above factor, the existence of boundaryless careers presents vast openings of succeeding in other fields. In addition, one does not need previous qualifications to fit into its context or job description (Guan, et al 3). In fact, a boundaryless career does not factor in hierarchy or organizational structure. Thus, it gives a window of opportunity for an urge to transfer from current career. In other words, boundaryless career do not have limits, which in turn facilitates transfer from one career to another.
Besides boundaryless careers, an integrated model within the labor market encompasses all the personal factors that may result to a career change. If more than two factors fall under the integrated model, a person may see it fit to change their career (Rhodes, and Mildred 633). The advantage of the model is that it increases flexibility and show variable terms suggested by Mobley and is in line with other researches. In terms of the longitudinal study, timing presents the resources, which in turn enables the current analysis of the present job performance and actual search. If the current performance is poor, then one can get a reason to change into another career.
Reasons for staying
People can stay at a specific career for a long duration. There is link between performance and personal fulfillment. For example, the framework surrounding a job facilitates rewards and bonuses when a worker performs above average consequently favoring the job above others (News Release, 3). To emphasize further, when an individual identifies readily available opportunities, a person assesses the daily challenges he or she faces in the current profession together with outcomes. Therefore, when the benefits of the current job outweigh emerging opportunities, a person will stay in in his profession for a long period of time.
Age is another factor that influences remaining in one career for a longer time. Increase in time strengthens the bond between a worker and an employer (News Release, 5). For illustration, if a worker began working at a frim at the age of 24 or 18, he or she is more likely to stick to the job whenever other job offers come knocking at their door.
In summary, if the benefits of the current job outweigh the emerging opportunities, an individual will opt to stay rather than switch. On the other hand, culture and boundaryless opportunities tend to sway decisions. Thus, one can end up taking any job opportunity that comes their way. Life roles dictate time, manner and perspectives that later influence careers and other related goals.
References
Cheramie, Robin A., Michael C. Sturman, and Kate Walsh. "Executive career management: Switching organizations and the boundaryless career." Journal of Vocational Behavior 71.3 (2007): 359-374.
Guan, Yanjun, et al. "Career boundarylessness and career success: A review, integration, and guide to future research." Journal of Vocational Behavior (2018).
Number of Jobs, Labor Market Experience, and Earnings Growth among Americans at 50: Results from a Longitudinal Survey. New Release, 2017
Rhodes, Susan R., and Mildred Doering. "An integrated model of career change." Academy of Management Review 8.4 (1983): 631-639.
Venable, Melissa A. "Using technology to deliver career development services: Supporting today's students in higher education." The career development quarterly 59.1 (2010): 87-96.
