scholarly journals Career Realization Model: Perspective of Individual Values and Attitudes, as an Educational-Developmental Tool for Teachers and Advisors

10.33496/004 ◽  
2019 ◽  
pp. 24-36
Keyword(s):  
Theoretical Model ◽  
Human Resources ◽  
Career Counseling ◽  
Professional Life ◽  
Value Systems ◽  
Individual Values ◽  
Human Behaviors ◽  
Attitudes And Behaviors ◽  
Career Model ◽  
Realization Process

This article presents a theoretical model for career realization, the basis for which is the assumption that an individual independently shapes their career, where career is interpreted as the implementation of accepted values that determine a person’s attitudes and behaviors. It characterizes contemporary careers and analyzes the issue of values as the basis for action in relation to career realization. A career model based on accepted values and demonstrated attitudes illustrates certain regularities in the methods of career realization with regard to the possibility of change and the actualization. The model indicates an axiological scope of the career realization process, constituting a proposition for discussion and thought on the methods of interpretation of career, its course, and its determinants. It can prove useful in career counseling for students, adults, and active professionals, and in diagnosing their preferences, interests, attitudes, and value systems. It can also be used in designing curricula for pedagogy, psychology, sociology, human resources administration, and so forth, because it facilitates understanding of motives underlying human behaviors and actions in different situations in private and professional life.

scholarly journals Career Success According to New Graduates: Implications for Counseling and Management

2019 ◽  
Vol 29 ◽  
Author(s):  
Marina Cardoso de Oliveira ◽  
Lucy Leal Melo-Silva ◽  
Maria do Céu Taveira ◽  
Flávia Leandra Jorge Postigo
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Career Counseling ◽  
Career Success ◽  
Career Planning ◽  
Human Resources Management ◽  
Social Recognition ◽  
New Graduates ◽  
Human Resources Managers ◽  
Subjective Confidence

Resumo Qualitative research on career success has been encouraged across different category of workers. This qualitative research sought to explore how do new graduates define career success and also highlight some implications for career counseling and Human Resources management. Sample included nine new graduates from two different regions of Brazil, divided in two focus groups. Discourse analysis based on interpretative repertoire approach was used for the data analyses. The graduates’ definitions emphasized both subjective (confidence in the future, career planning, professional identity construction, work adjustment, and satisfaction with the career path) and objective (work in the area of graduation with a good salary, financial independence, social recognition) career outcomes. The meanings identified in this study reinforced the multidimensional nature of the construct and also could help career counselors and human resources managers better plan their interventions contributing to new graduates’ career success during university-to-work transition.

Interactional Resource Adoption

2020 ◽  
pp. 253-268
Author(s):  
Samyadip Chakraborty ◽  
Vaidik Bhatt
Keyword(s):  
Theoretical Model ◽  
Human Resources ◽  
Healthcare Service ◽  
Healthcare Services ◽  
Skewed Distribution ◽  
Theory Building ◽  
Distributed Resources ◽  
Healthcare Resources ◽  
Information And Communication ◽  
Technology Resources

Technology is helpful not only in increasing the standard of living but also increasing life expectancy of a human. In a developing country like India, healthcare resources show skewed distribution. This unevenly distributed resources are a reason for healthcare service divide in India. When ICT (Information and Communication Technology) resources are connected and integrated with non – ICT human resources, interactional resources are generated. This study theoretically proposes to fill the gap between healthcare services by using the interactional resources. The study uses the theory building approach with case studies to propose a theoretical model.

Inclusive leadership: new age leadership to foster organizational inclusion

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sunaina Chetan Kuknor ◽  
Shubhasheesh Bhattacharya
Keyword(s):  
Theoretical Model ◽  
Literature Review ◽  
Human Resources ◽  
Design Methodology ◽  
Human Resources Development ◽  
Inclusive Leadership ◽  
Content Type ◽  
Set Up ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to investigate the relationship between inclusive leadership (IL) and organizational inclusion (OI) in literature and explores the contribution of IL and OI in human resources development (HRD). Design/methodology/approach The systematic literature review was undertaken from peer-reviewed journals. In total, 68 articles were critically analyzed to be included in the review highlighting the relationship between IL and OI. Findings The paper provides insights into leader behaviors that foster IL and how it differs from other styles of leadership. The paper also proposes a theoretical model to show the relationship between IL and OI. Practical implications The study will facilitate creating awareness in practitioners and academicians who think inclusion is mostly concerned with disabled learners, which is misleading. The paper will help the concerned stakeholders to formulate HRD practices to foster an inclusive culture at work. Originality/value The paper explores an area less researched and is among the few review papers investigating through the relationship between IL and OI and how they impact HRD practices in an organizational set-up.

scholarly journals NLP Methods Of Motivation: Metaprograms and Reframing

2019 ◽  
Vol 10 (1) ◽  
pp. 127-138
Author(s):  
Bogdan - Alexandru Furduescu
Keyword(s):  
Human Resources ◽  
General Term ◽  
Living Standards ◽  
Professional Life ◽  
Broad Concept ◽  
Organized Action

Abstract People are the most important asset category that an organization can use; none of them can exist without the human resources that make it up. However, paradoxically, they are also the only asset that can act against the goals of the organisation. From the same perspective, now, people can choose where to work or leave if they feel no pleasure anymore. Those who want to improve their living standards and reach a balance in their professional life will decide to leave their job if it is no longer satisfactory. a very important issue in the day-to-day activity of man is the motivation he/she feels for what he/she is doing. Motivation is a general term that describes the process of initiation, orientation and maintenance of physical and psychological activities, is a broad concept that includes a series of internal mechanisms, such as: the preference given to one activity over other activities, the enthusiasm and the force of a person’s reactions, the persistence of some organized action patterns (models) to achieve relevant objectives.

scholarly journals Alignment of values and political orientations amplifies climate change attitudes and behaviors

2021 ◽  
Author(s):  
E. Keith Smith ◽  
Lynn M. Hempel
Keyword(s):  
Climate Change ◽  
Policy Support ◽  
Human Values ◽  
Interactive Effects ◽  
Individual Values ◽  
Individual Level ◽  
Attitudes And Behaviors ◽  
Political Orientations ◽  
And Behaviors ◽  
Climate Change Attitudes

Anthropogenic climate change presents an immediate threat, necessitating a rapid shift in climate change relevant behaviors and public policies. A robust literature has identified a number of individual-level determinants of climate change attitudes and behaviors. In particular, political orientations and self-transcendent values are amongst the most consistent and substantive predictors. But, political orientations and individual values do not operate in isolation of each other, and rather are deeply related constructs. Accordingly, this analysis focuses on identifying the direct and interactive effects of political orientations and human values on climate change attitudes and behaviors. Adopting cross-national data from 16 Western European states (2016 ESS), we find that when in alignment, the effect of human values on climate change concern and policy support is amplified by political orientations. The moderating effect of political orientations is most substantive for self-transcendence (positive) and conservation (negative) values.

scholarly journals Identification of variables and their influence on the human resources planning in the territorial level

2016 ◽  
Vol 9 (2) ◽  
pp. 530
Author(s):  
Rodobaldo Martínez Vivar ◽  
Alexander Sánchez Rodríguez ◽  
Reyner Pérez Campdesuñer ◽  
Gelmar García Vidal
Keyword(s):  
Theoretical Model ◽  
Human Resources ◽  
Resource Planning ◽  
Scientific Basis ◽  
Theoretical Development ◽  
Human Resources Planning ◽  
Wide Range ◽  
Expert Analysis ◽  
Two Phases ◽  
Resources Planning

Purpose: The purpose of this paper lies in the use of experimental way through empirical tools for identification of the set of variables and their interrelationships and influences on the human resources planning at the territorial level.Design/methodology/approach: The methodology used to verify the existence of the variables that affect the planning of human resources at the territorial level consists of two phases: a qualitative study of the variables that influence the planning of human resources, where the explicit variables are measured and / or implied raised in the literature analyzing the main contributions and limitations expressed by each of the authors consulted. Then it proceeds to confirmatory phase (quantitative) to prove the existence of the dimensions of the planning of human resources in the territorial level through the use of multivariate statistics through the combination of expert analysis and techniques of factorial grouping.Findings: Identification is achieved by using empirical methods, variables that affect human resources planning at the territorial level, as well as their grouping essential dimensions, while the description of a theoretical model that integrates the dimensions is made essential and relationships that affect human resource planning at the regional level, which is characterized by the existence of systemic and prospective nature.Originality/value: The literature shows two streams that address a wide range of approaches to human resources planning. The first is oriented from the business object and the second part of the management in highlighting a limited territorial level to address this latest theoretical development, an element that has contributed to the fragmented treatment of human resources planning and management in general at this level. The originality of this paper is part of the creation and adaptation, on a scientific basis of a theoretical model developed from the conceptual contribution of this process at the territorial level where the key variables that affect this process are integrated, highlighting the systemic approach prospective based on solid scientific foundations.

scholarly journals The secrets behind talents companies crave

2012 ◽  
Vol 25 (1) ◽  
pp. 59-83
Author(s):  
SangMin Whang ◽  
TaeYon Kwon
Keyword(s):  
Factor Analysis ◽  
Human Resources ◽  
Q Methodology ◽  
Professional Life

This research is aimed at identifying the features of ‘talented candidates’ sought after by professional human resources and recruiters in major companies. First, this research investigated how they perceive potential candidates by examining various standards with which candidates are evaluated in recruiting process. Various perceptions of ‘talented candidates’ was summarized into a questionnaire of 99 Q statements. The participants were then responded into ‘who you want to recruit’ and ‘who you don't want to recruit.’ The responses were subsequently subdivided by factor analysis employing the Q- Methodology. Wide perception of people’s for ‘talented candidate’ can be epitomized into a person who generates hard results, leads co-workers, and remains loyal to the organization with a proper dose of balance in professional life. They all seemed to embody the properties of a ‘passionate CEO’, an ‘eminent field expert’, or a ‘trophy-winning consultant’. To the contrary, the images of candidates unwanted by companies could be associated with the features of workers being laid off. These were a ‘couch potato with a sigh’, a ‘barely-surviver’ or ‘greedy-for-security’. Further subdividing those wanted and unwanted by companies leads to 6 categories of talents. Those wanted by companies were categorized into: ‘earlier company founder’, ‘corporate-fitter’, and ‘contract-based’. Those unwanted by companies were categorized into: ‘always-being-sacrificed’, ‘spec-builder’, and ‘need-based employee’. The categorization made clear there is a difference between talents companies crave and talents wanting to be hired, which reveals a dichotomy between a candidate and a recruiter. In the case of professional HR officials and recruiters, it was clear that a candidate with certain predispositions at company side for company were wanted more.

Personal Values and Value Priorities of Undergraduate Business Students

2019 ◽  
Vol 38 (2) ◽  
pp. 147-175
Author(s):  
George Lan ◽  
Keyword(s):  
Social Power ◽  
Business Students ◽  
The Other ◽  
Value Systems ◽  
First Year ◽  
Business Majors ◽  
Individual Values ◽  
Value Priorities ◽  
Self Transcendence ◽  
Undergraduate Business Students

The Schwartz Values Survey (SVS), developed by Shalom Schwartz, was used to explore the values and value priorities of undergraduate business students in a mid-sized Canadian university. These business students considered family security as their top individual value and ranked successful, healthy, and enjoying life among their top ten individual values. On the other hand, detachment, accepting my portion in life and social power were least valued. They regarded Benevolence and Achievement as their top two value types (cluster of related values), and ranked the higher order meta-value Self-Transcendence first followed by Openness to Change. The accounting and finance majors considered Hedonism as their top priority while the other business majors valued Benevolence most highly; however, overall, there were more similarities than differences between these two groups. When compared with the males, females valued the meta-value Self-Transcendence significantly more and exhibited values and value systems that have more of a social focus and less of a personal focus. First-year and fourth-year business students ranked the meta-values in the same order; however, Self-Transcendence was rated as significantly more important to the students in their first year compared to those in their fourth year.

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