1987, Taiwan government announced the lifting of martial law. After that, it provides the open space for media industry with free market mechanism. Therefore, it was a popular job working in medium for fresh man. "Management magazine" finishing 1992-2001 ideal corporate ranks, TVBS found on the top 10 three times, but they found that journalists intended to have a career transition was up to 90% in the 2006 survey by "1111 Manpower Bank". These studies were aimed at local journalist career planning process and business model. It has tried to depict a background of journalist in other workplace on the advantages and disadvantages with purposive sampling from depth interviews with ten journalists about their career transition. Ten interviewees indicated that the reason for them to be journalists is due to personal interests. However, in terms of the motive for career transition, "interests" is considered less important and "life stability", "family" and "dissatisfaction with wider social contexts" are instead highlighted. Six of the above interviewees took advantages of "interpersonal network" to seek for new jobs. Three factors make their working performance distinguished from other new colleagues, namely, "interpersonal network", "previous working experiences as journalists", "a sense of responsibility towards the society as a whole and insistence on fulfilling tasks". However, three of the interviewees had returned to the original occupation and one is actively seeking for such a chance. Reasons for that are that working as non-journalists was not as good as they had expected or they simply started again another circle of career transition. In addition, this study also suggests that journalists may be less objective and over-optimistic when evaluating the adequacy of personal capacity for a career transition. This also happens when they need to infer or express viewpoints regarding the world. All above is due to the fact that being a journalist is constantly involved with all sorts of people, occurrences and circumstances. This statement can be supported by Krumboltz's third determinant of career development, which is the possession of "task approach skills". Furthermore, the review of previous studies with respect to summaries of news in southern Taiwan as well as reasons why journalists resign may be of use for future research.

Recently, since music festivals and ¡§live house¡¨ performances have become popular in Taiwan, the number of independent bands have been increased gradually. Bands nowadays have more advantages than previously, but they also face more challenges, such as commercial factors, keen competitions among other bands, the impact of new music style, including electronic music and Hip Hop, and so on. Above all, the most challenging one is the source of incomes. Therefore, rock musicians always face the difficulty of career change. This study attempts to explore the career development of Taiwanese rock musicians. The questions are listed as follows. First, what are their motivations to be rock musicians? How can they earn their living as rock musicians? Second, what is their career planning and career development? Third, why do some of the rock musicians decide to look for other jobs? What are the processes they have to go through while transferring to other jobs? Can they adjust to new jobs well? The based theories of the study are career development and career planning. The methods of data collection include observation, documental analysis and interview. The study uses triangulation to increase credibility and reliability. The objects are six rock musicians who live in Taipei and Kaohsiung. The conclusions are as follows. (1) The most remarkable motivations to influence the rock musicians in Taiwan are the learning experiences, the career conditions, social environment, and musicians¡¦ personality. (2) According to the result, the career-decision process and career development task correspond to the theories of Ginzberg and Super. (3) Economic problem is the significant motivation that prompts the rock musicians to change to other jobs. Remarkably, they anticipate making the decisions on schedule, not accidentally. Besides, most of the interviewers transfer to other jobs during the five transferring periods which Levinson proposed in his theory. (4) Western rock music influences Taiwanese rock musicians both on music style and outer appearance. (5) Taiwanese rock music style is different in every place associated with the ¡§urban characteristic.¡¨ (6) Famous and mainstream rock bands and musicians can have more economic power to earn their living as rock musicians. (7) Taiwanese rock music workers have to make more improvement as western ones, especially on creative work. (8) Rock musicians of different ages have distinct expectations on their own career life and future. (9) Female rock musicians have more advantages than males on outer appearance, while they are more limited by marriage and family on the other hand. (10) Married or some rock musicians with heavy economic burden may be influenced on their career development. Finally, Few suggestions are generated from this study: First, when one decides to ento this career, he must cultivate his musical ability well. Second, he must take his own responsibility and understand his works¡¦ position in the music market.

There is a plethora of research and literature focusing on strategic planning yet there few case studies have been done that describe the strategic planning process for university career centers. No effective strategic planning guide has been written to assist career center employees with building a strategic plan that will assist in reaching all Texas A&M University students with job skills training. The purpose of this study is to give a detailed account of the strategic planning process used by the Texas A&M Career Center to create the technology initiative. The study will also provide guidance to the researcher and others who will be developing similar initiatives in the future. In an effort to assist career centers nationwide it would be helpful for those career centers to look at others, like Texas A&M Career Center, who have already begun the strategic planning process. A descriptive case study design was chosen because it adds strength to what is already known and also helps explain complex issues. Case study research gives an in-depth contextual analysis of a limited number of events. The study of the planning process is very complex and case study research is one method that can be used to bring deeper understanding and add strength to what we already know about the planning process (Dooley, 2002). Following the lead of Rice (2002) a descriptive case study was chosen so that the researcher could describe the strategic planning process and interpret the findings in a way that would provide greater insight. Qualitative methods, including examination of documents, examination of journals, calendars and meeting notes, and interviews with a few members involved in the process to clarify any questions of memory, were used in this study. The study described the technology initiative and split the development into five stages: Conception, Birth, Toddling, Up and Running, and Adolescence (Rice, 2002). The researcher has completed the descriptive case study and analyzed the data according to the planning approach continuum. A new model has been created that provide insight to the researcher and hopefully other planners. Recommendations and conclusions have been provided that will hopefully be beneficial to other planners. The descriptive case study provides a story that highlights good and bad planning techniques and the researcher hopes that others will read and learn from this study. The purpose of the study has been fulfilled.

The thesis handles the topic {\clqq}Career planning``. It focuses on the use of psychology by formation the career plan. The thesis was apply to company "Amagasaki Pipe Czech s.r.o.". The theoretical part describes what the career is, her types and her moves. The practical part is composed as data evaluation. Many data models were compared.

<p>Despite recruitment and retention efforts, women remain underrepresented in the engineering profession. More than two-thirds of women leave engineering within 15 years of graduation, double the rate of men. Women leave or feel psychologically pushed out of the engineering profession because of harassment, discrimination, work-life balance, an initial mismatch between their personal and workplace characteristics, or other reasons. </p> <p><br></p> <p>While previous studies have identified the reasons why women leave engineering careers, a limited number of studies have described how they leave engineering - the processes and pathways that they follow. Furthermore, few empirical studies have examined women's career decisions over their lives. While researchers have investigated how and why women pursue and persist in engineering academic programs, fewer studies have examined women's engineering career decisions after entering the workplace. In this study, I develop a greater understanding of women's engineering career journeys, including their departure from the profession, by addressing: <em>What are the career stories of women who have left engineering after having worked in industry? </em></p> <p><br></p> <p>I explored women's engineering career decisions using narrative inquiry and a novel, boundary-spanning framework encompassing aspects of the Unfolding Model of Turnover and Career Construction Theory. My participants were three women who had practiced engineering in industry for five to seven years before they left the profession. I conducted three ninety-minute interviews with each participant and used a background questionnaire, a workplace artifact, and a life experience timeline to further elicit their narratives. Incorporating a timeline activity increased the quality of participants' narratives. I used a two-part approach to handling and making meaning of my data. First, the participants and I collaborated to construct first-person narratives, which showed the complexity and nuances of women's engineering career pathways. Then, I created interpreted narratives, which described participants' stories of leaving engineering through the shocks (jarring events), scripts (plans of action), and image violations (violations of goals and values) of the Unfolding Model of Turnover. </p> <p><br></p> <p>All participants left engineering according to a newly identified pathway, whereby a shock, in the presence of image violations, caused them to leave the profession to pursue previously identified scripts. The participants experienced similar shocks and enacted similar scripts. For example, all participants enacted a script to stay home with their children, and two participants experienced the same shock, trouble conceiving children. Another key finding is that participants didn't realize they were leaving the profession when they resigned from their last engineering job: two participants sought ongoing part-time engineering work but were unsuccessful. </p> <p><br></p> <p>Knowledge gained in this study expands our understanding of women's engineering career decisions, informs women's engineering career planning, facilitates the program planning of career service providers, and contributes toward broadening the participation of women in engineering. In addition, findings suggest that if employers provide flexible work options and create pathways for returning engineers, then more women will remain in or return to the engineering profession, thereby improving the representation of women in the engineering workplace. </p>

Magistro baigiamajame darbe nagrinėjamas karjeros planavimas ir karjeros realizavimo galimybės viešajame sektoriuje – savivaldybės administracijoje, pateikiamos rekomendacijos, kaip sumažinti personalo kaitą, kad darbuotojai nepereitų dirbti į privatų sektorių siekdami patenkinti savo karjeros tikslus. Pirmoje darbo dalyje analizuojama karjeros samprata ir rūšys, jos planavimo ir realizavimo teoriniai aspektai vadybos moksluose. Antra dalis skirta teisės aktų, reglamentuojančių personalo valdymą savivaldybių administracijose, nagrinėjimui. Joje pateikiamos esamos problemos, nagrinėjamos viešojo sektoriaus žmogiškųjų išteklių valdymo kaitos tendencijos. Trečiojoje dalyje analizuojamas Visagino savivaldybės administracijos darbuotojų karjeros planavimas bei individualios karjeros realizavimo galimybės, pateikiami kokybinio ir kiekybinio tyrimų rezultatai. / In this Master‘s final paper the following topics are covered – career planning and career realization opportunities in the public sector – municipality administration. Recommendation on how to decrease personnel turnover and how to keep employees from leaving to the private sector looking for career opportunities are also set out in the present work. First part of the paper deals with notions of career and its types; theoretical aspects of its planning and realization as presented in the management studies. Second part is dedicated to the review of regulatory laws and norms applicable to the personnel management in municipality administration. It also addresses current problems and turnover tendencies of public sector human resources‘ management. Third part analyzes career planning of Visaginas municipality administration employees and individual opportunities for career realization complete with qualitative and quantitative research results.

The single most common decision that people between the ages of 16 years and 22 years need to make is that of their career choice. Research in the field of career guidance has shown that the world of work is changing. It is generally accepted that an individual will be presented with many opportunities in the world of work and these give rise to the notion of multiple careers. To predict accurately what these opportunities might be is impractical and naive, if not impossible. Career guidance counsellors are now expected to understand the interrelationships between occupations and occupational groups; an understanding that is vital when providing a comprehensive and realistic career guidance service. The career guidance processes or programs that counsellors use, need to allow for the identification of base or entry level careers that will provide opportunity for both horizontal and vertical career movement. While the schooling system has traditionally been the primary role player in preparing learners for the world of work, recent budgetary cuts have forced schools to focus on academic subjects, and, as a result, career guidance as a subject has become ancillary to the school syllabus. This situation is unlikely to be remedied unless career guidance becomes an examinable subject as are mathematics, physical science, biology and so on. A literature study surrounding career guidance practices in South Africa and career choice and development theories from around the world, suggest that existing career guidance programs in South Africa need to be restructured to allow for a more comprehensive solution for learners, that need to make a career choice. The "PACE" career guidance program was designed to enhance the career knowledge of learners, increase their self awareness in relation to careers, and ultimately to accelerate the career maturity process. Learners from schools in East London were exposed to the program, with the intention of determining the effect of the program on their career maturity levels. Whilst certain elements which constitute career maturity were not influenced by the program, results obtained from the research indicated a significant increase in the overall career maturity level of these learners. Resulting from this dissertation, recommendations have been made relating to the length of a career guidance program, the point of departure and the point of exit, the importance of balancing realism with circumstances, and the necessity for career guidance practitioners to possess a thorough understanding of careers and the various paths that careers may follow. Suggestions regarding further research in the area of career guidance are also provided. / Thesis (M.A. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003

The problem of this study was a comparison of two methods of teaching life career planning to junior high school students. In this study, the experimental group was taught by means of the Life Career game, and the control group was taught by a teacher-directed technique using more traditional methods and materials.

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Šiame magistrantūros darbe nagrinėjamas moterų požiūris į karjeros planavimo galimybių kaitą. Kaip prieš 30 metų moteris planavo savo karjerą ir kaip jaunos moterys šiandien planuoja savo karjerą. Darbo tikslas - nustatyti moterų požiūrį į karjeros planavimo galimybių kaitą. Darbo tikslui nustatyti iškelti šie uždaviniai: 1. Apibūdinti moters karjeros ir karjeros planavimo sampratas. 2. Aprašyti moters karjeros sampratą įtakojantį socialinį kontekstą prieš 30 m. ir dabar. 3. Nustatyti moterų požiūrį į karjeros planavimo galimybes prieš 30 m. ir dabar. Pirmoje dalyje nagrinėjama moters karjeros samprata. Aprašoma kaip mokslinėje literatūroje įvairūs autoriai apibūdina moters karjerą, kokius karjeros modelius išskiria. Taip pat aprašoma karjeros planavimo sąvoka, kokios išskiriamos karjeros planavimo koncepcijos, modeliai, kuriais remiantis galima nagrinėti moters karjerą. Teorinėje darbo dalyje aprašomas socialinis kontekstas įtakojęs moters požiūrį į karjeros planavimą prieš 30 metų ir dabar. Darbe atlikta moterų, kurioms buvo prieš 30 metų 20-30 metų, ir moterų, kurioms šiandien yra 20-30 metų apklausa. Atliktus empirinį tyrimą nustatyta, jog tiek prieš 30 metų, tiek šiandien jaunos moterys karjerą supranta ir apibūdina panašiai, nes išskiria panašius karjerą apibūdinančius elementus. Lygiai taip pat apklausoje dalyvavusios moterys supranta ir karjeros planavimą. Tačiau jų karjerą ir jos planavimą gan stipriai įtakojo socialinė ir ekonominė politika, kuri vyravo... [toliau žr. visą tekstą] / This work deals with women's approach to career planning development change. As a 30 years ago woman had planned a career and how a young woman today is planning her careers. The aim of the study is to set woman attitudes change in career development opportunities. Therefore the following goals have been set: 1. Describe women’s career and career planning concepts. 2. Describe the concept of career women in influencing the social context of 30 years ago and now. 3. Identify women’s approach to career development opportunities 30 years ago and now. The paper starts with the theoretical background to identify woman’s career conception. Describe how in non-fiction different authors write about woman’s career, what career models of release. Also describe career planning concept, models, which is the best to talk about woman’s career. In this part of the work is delineating social context which influence women’s attitude in career planning 30 years ago and now. The present study presents the results of the interview with women’s to which 30 years ago was 20 -30 years and with women’s to which now is 20 -30 years. After empirical investigation was identify that elder women and young women understand career similarly, because exclude similar elements which helps to identify career concepts. The same way in the interview attended women understand and career planning. But how they understand career depends on social politic and economic politic, which dominate 30 years ago and... [to full text]