A joke with different plans and results

Career planning case: a joke, two lives.

Hao Xin and Fang Ying are classmates in the master's class. After graduation, they went to the same university in the south and were still in the same department. At the symposium to welcome new teachers, the dean earnestly hoped that young people would set goals in life and strive for them. After the meeting, the two joked that the goal was to be the dean and see who was the first.

On the surface they are joking, but in their hearts, they are serious. Xin Hao is serious, calm and planned, while Fang Ying is flexible, smooth and energetic. Their different personalities determine different lives.

Three years later, Fang Ying became the deputy director, while Xin Hao was still an ordinary teacher. 15 years later, Hao Xin became the dean, while Fang Ying was still the deputy director. Fang Ying used to be the highest position, but now he is a subordinate. He admitted that he had lost, but he didn't understand where he was wrong.

Since setting a goal, Xin Hao has made his own life plan. In the first three years, I practiced Putonghua, learned lecture skills, pondered students' psychology and studied teaching materials. Three years later, he became famous at school. From the fourth year to the seventh year, Xin Hao was admitted to another university to study for a doctorate. During this period, he concentrated on research methods. From 8th to 12, Xin Hao did research, published articles in international journals and undertook national projects, and gradually became a well-known scholar in this field. From 13, Xin Hao not only paid attention to scientific research and teaching, but also began to strengthen interpersonal relationships. 15 When the old dean retired, people invariably thought of letting Xin Hao take over. His academic, teaching and interpersonal relationships were good. Who should he choose to replace him?

Fang Ying, on the other hand, paid attention to his career and the relationship between superiors and subordinates from the beginning, and served as deputy director for three years. However, as soon as I took office, I felt the pressure from all sides. The class level was average and the scientific research was fruitless, so it was difficult to convince the public to deal with the problem. Being a director for two years was not smooth. Seeing some old classmates as bosses, I was envious and quietly opened a restaurant in partnership. In less than a year, restaurants closed down, and flour mills, beauty salons and clothing stores opened one after another, but they all lost money. After four years of tinkering, I found that I was not suitable for business, so I'd better stay in college. Going back and going up again, I found that my colleagues in the past have made great progress, and I must keep up. I was busy with teaching and scientific research for a while, and my life and work were as busy as a pot of porridge, but I couldn't do anything well. By 15, Fang Ying is barely a deputy director, but if he doesn't improve a little, I'm afraid he will soon? Class is over? Yes

Career planning means that the organization guides the career development direction of employees according to the changes of internal and external environment and organizational development strategy, and employees make personal career development plans according to their personal abilities, interests, personalities and possible opportunities, so as to organize and systematically arrange the career development plans of internal employees.

First, the occupation needs management.

Everyone has a big or small life plan, but few people think that the development of life needs management. Looking through the biographies of great men, I found that they all have one thing in common: they have great goals in life since childhood and have worked hard for them all their lives. This process is similar to today's career, but their career pursuit is the president or something. Although most people are mortal, it is undeniable that people who know their goals in life and keep fighting are often more likely to succeed. Managers are also aware of this problem. If we can guide and help subordinates to achieve their career goals, not only individuals will be easy to succeed, but organizations will also achieve greater success, which is undoubtedly a beautiful thing. What time? Career? When this vague concept came into being, related theories were born one after another. With the research footprint of scholars, we are more and more aware that career needs management.

The theory of career management began in the 1960s, and was not introduced to China until the mid-1990s. Although it has only developed for more than 40 years, it has achieved rich results. In any research field, the great efforts of every scholar can only play a very small role in promoting, but it is the research results of the Ganges River sediment number that make history move forward. On the basis of many scholars' research, today's systematic career management has emerged, making career planning an important document on managers' desks.

Second, what is career planning?

Career planning is a process of establishing career goals, choosing career paths, and taking actions and measures to achieve career goals according to personal circumstances and environment (Zhang Zaisheng, 2002). This definition explains four problems: first, career planning has obvious personalized characteristics; Second, career planning includes a series of processes such as determining career goals, implementing career measures and achieving goals; Third, there is a big difference between professional goals and daily work goals; Four, the organization should guide employees' career planning goals to serve the organizational goals. Although the development of career planning is not long, it has now become a new human resource management technology that enterprises pay extensive attention to.

For individuals, career planning is conducive to employees' clear development direction, consciously cultivate and develop relevant abilities, and realize the sustainable development of their careers. For an organization, it can not only coordinate the development of employees and organizations, but also serve as an important means to attract, retain and motivate employees.

1987 in may, China implemented the national standard of People's Republic of China (PRC) occupational classification and code, and divided the national occupations into eight categories: various professional and technical personnel; Responsible persons of state organs, party-mass organizations, enterprises and institutions; Office staff and related personnel; Business personnel; Service personnel; Workers in agriculture, forestry, animal husbandry and fishery; Production workers, transport workers and related personnel; Other workers who are inconvenient to classify. It is subdivided into 63 middle classes and 303 small classes. It is the first step to make a plan to define the occupational category and understand the occupational characteristics.

Career planning is a long-term planning that is constantly revised, and three factors should be considered when designing. First, consider environmental factors, including social environment, political environment, economic environment, scientific and technological environment, natural environment and legal environment. From a macro perspective, we realize the limitations and possibilities of career development, which individuals can only adapt to and cannot change. Second, consider organizational factors, including organizational scale, organizational structure, organizational culture, organizational development, human resource planning, human resource management system types, promotion policies, interpersonal relationships, etc. All organizational factors related to career development. It is very difficult to change organizational factors, but individuals can choose to work in the organization that is most suitable for their own development. Third, consider personal factors, such as age, gender, education, work experience, family background, personality and so on. On the one hand, employees should correctly understand themselves, on the other hand, they should constantly improve themselves. Organizations and individuals can only adapt to the first factor, correctly understand and analyze the second and third factors, and seek the best match between personal development and organizational development.

Environmental factors and organizational factors are difficult to control. When making career plans, we usually pay attention to personal factors and seek suitable career development paths for employees' development. Therefore, we should care about two issues: understanding employees and distinguishing career development stages.

Understanding employees means mastering all aspects of employees, which is the basis of designing career planning. There are many situations related to individuals. This paper holds that the most important factor is personality, which will be further explained later. To distinguish the stages of career development, one is to recognize the stage where employees are now, and the other is to analyze the characteristics of each stage and design a staged career plan consistent with employees.

Third, your personality determines your life.

(1) What is personality?

? Personality? This word comes from Latin? Masks? Psychologists who define it as a mask believe that personality is a side that everyone chooses from themselves and makes it public, that is, everyone has some privacy that they don't want to expose. Another definition is to regard personality as a series of complex reactions, emphasizing the visible behavior of individuals and ignoring the intangible factors of personality, and thinking that a person's personality characteristics can only be judged by observing the behavior in various situations. Others define personality as an internal mechanism to control behavior, and the nature of this internal mechanism determines a person's personality.

Although there are different definitions, almost everyone agrees that personality is a universal behavior. Under different circumstances, the differences of people's reaction patterns form different personality characteristics. It is these habitual behavior patterns that make it possible for us to predict people's future behavior and serve as the basis for making future career plans. Personality can be described according to a person's habitual behavior pattern, but have you ever thought about what habitual behavior means? ? It's easy to be a good person once, but difficult to be a good person all your life? Similarly, you can show what you want to hide in the short term, but it is very difficult in the long run. We are often excited by the story that a little thing changes our life's destiny. Please don't be fooled. This little thing must not be called? Accidental? , but accumulate over a long period? Inevitably? . So don't envy overnight fame, those efforts for it are just hidden for the sake of legend. What determines a person's fate? Personality is a comprehensive feature of a person's long-term stability.

When designing a career plan, it is necessary to master people's important psychological characteristics, which are not comprehensive, stable and constantly changing, so as to make plans easily. Therefore, in the definition of personality, the author thinks that the following definition is more suitable for analysis: personality is the sum of individual's relatively stable and important psychological characteristics, including individual's ability, temperament, interests, hobbies and tendencies. In fact, almost all personal factors will be expressed in different degrees through personality. Therefore, we can roughly understand the overall situation of employees by analyzing personality factors.

(2) Why do you want to know the personality of employees?

(3) Different perspectives

(4) What kind of personality do employees belong to?

In order to facilitate analysis and application, scholars divide personality into different types. When designing career planning, we can know what personality types employees have through testing or analysis, and tailor the corresponding career planning according to the characteristics of such personality types.

There are many classifications of personality types. Here is a typical classification method.

Holland believes that employees' satisfaction and turnover tendency depend on the matching degree between personal personality characteristics and professional environment. He divided most people's personalities into six types: practical, investigative, artistic, social, enterprising and conventional, and the environment can also be divided into these six types. When personality types match the environment, employees will create the greatest job performance. Analyze personality characteristics and occupational types and find out their corresponding relationships, as shown in the following figure:

Personality characteristics:

Practical 1, willing to use tools for operation; 2. Strong hands-on ability, flexible hands and feet, and coordinated movements; 3. Preference for specific tasks, inarticulate and unsociable: persistent, insensitive, careless and humble.

Research-oriented 1, thinker rather than doer, strong abstract thinking ability, strong thirst for knowledge, willing to use his head, good at thinking, unwilling to start work; 2. I like independent and creative work; 3, knowledgeable, knowledgeable, not good at leading others' personalities: curious, introverted, unpopular, slow to change.

Art 1, hates structure, likes to express his talent and realize his value by creating various art forms; 2. Have special artistic talent and personality; 3. Creative, willing to create novel and distinctive artistic achievements, eager to express their own personality: cold and far away, original and unconventional.

Social 1, ready to help others, like to serve and educate others; 2. I like to participate in solving social problems that people are concerned about, and I am eager to play my social role; 3. Seek intimate interpersonal relationships and pay more attention to social obligations and social morality: inflexible, kind and kind.

Enterprise type 1, pursuing power, authority and material wealth, with leadership ability; 2. Like competition and dare to take risks; 3. Energetic, confident, sociable, eloquent, smart: keen-eyed, energetic, seeking entertainment and striving hard.

Routine 1, respect authority, like to do things as planned, used to being commanded and led by others, not seeking leadership positions; 2. I don't like adventure and competition, and I am full of self-sacrifice; 3. Be steady, faithful and reliable, and like the working environment with clear rules and regulations: responsible, dependent, efficient and suspicious.

Occupation type:

Practical carpenters, electrical technicians, nutrition experts, architects, athletes, farmers, forest workers, highway patrolmen, gardeners, urban planners, military officers, mechanical operators, maintenance workers, installers, miners, electricians, drivers, surveyors, sketchers, farmers, herders and fishermen.

Biologists, chemists, geographers, mathematicians, medical technicians, physiologists, physicists, psychologists and other researchers and experts in natural and social sciences; Engineering and technical personnel in chemistry, metallurgy, electronics, radio, television, aircraft and other fields.

Art advertising managers, art teachers, artists, writers, broadcasters, interior decorators, medical draftsmen, musicians, photographers, public relations experts, actors, artists, directors and music, dance and drama teachers; Literary critic; Hosts, editors and authors of radio programs; Designers in painting, calligraphy, art, furniture, jewelry and other industries.

Social medical services, education services, life services and other major occupations: ministers, teachers, school administrators, nurses, administrators, medical personnel, job analysis experts, social workers, librarians, funeral undertakers, mental health workers, managers, managers, service personnel, welfare personnel, entertainment management personnel, etc.

Managers, real estate agents, managers, entrepreneurs, government officials, lawyers, financiers, retailers, life insurance agents, purchasing agents, leaders and managers of industry departments and units, etc.

General accountant, cashier, bank clerk, stenographer, appraiser, statistician, typist, office clerk, secretary and clerk, librarian, risk manager, tourism and foreign trade clerk, keeper, postman, auditor, personnel clerk, etc.

Holland's career orientation theory lies in the adaptation of personality type and career type. The combination of the same type of workers and the same type of occupations can reach an adaptive state, so that workers can find suitable professional posts and their talents and enthusiasm can be brought into full play. The greater the correlation coefficient between them, the higher the adaptability; The smaller the correlation coefficient, the lower the adaptability.

Holland also designed a career orientation test scale to determine individual personality types by answering the contents of the questionnaire. And there is a very detailed comparison table to explain the measurement results, from which we can find jobs that match different personality types. The measuring table designed by Holland has been widely recognized and used, and it can play an important role in career planning.

Analysis of environmental factors, organizational factors and personal factors is the basis of designing career planning, among which personal factors are the most important influencing factors. Because personality is the sum of individual's relatively stable and important psychological characteristics, which can fully reflect individual's psychological status, it is very beneficial to make career planning to understand employees' personality. In order to master and apply personality factors easily, some scholars try to classify personality types, among which Holland divides six personality types according to the relationship between personality and occupation, which is very in line with the needs of career design. Holland's personality type has been widely recognized and applied in many fields. The career orientation test scale designed by the Netherlands has been verified many times and proved to be reliable and trustworthy. It is suggested that organizations can use this scale to classify employees' personality types before making career plans, and then design career plans according to the characteristics of various personalities.

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