osland_ob8_ppt_07-revised

osland_ob8_ppt_07-revised - Chapter 7 Personal Growth and...

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Chapter 7 Personal Growth and Work Stress
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Describe the characteristics of adult development Explain Levinson’s concept of life structures Recognize career anchors and their significance Describe the functions that mentors perform Identify trends in career management and planning Explain the transactional model of career stress Assess your current life-career situation and develop a plan for the future Objectives 7-1 Organizational Behavior: An Experiential Approach 8/E Joyce S. Osland, David A. Kolb, Irwin M. Rubin and Marlene E. Turner
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“A plan is nothing; planning is everything.” Eisenhower People who set clearly stated career goals are more likely to achieve them 7-2 Organizational Behavior: An Experiential Approach 8/E Joyce S. Osland, David A. Kolb, Irwin M. Rubin and Marlene E. Turner
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Levinson’s Adult Development Model Leaving the family (16-23 yrs.) Getting into the adult world (26-33) Settling down and becoming one’s own person (38-50) Restabilization and entering middle age (55-60) 7-3 Organizational Behavior: An Experiential Approach 8/E Joyce S. Osland, David A. Kolb, Irwin M. Rubin and Marlene E. Turner
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… Levinson’s Adult Development Model Task is to establish a life structure – “the pattern or design of a person’s life” – appropriate for each stage of life Life structures remain stable for about 7 years and are reevaluated during transitional periods Transitions occur around 30, 40, and 50 years of age If very turbulent, they are called crises – “the midlife crisis” 7-4 Organizational Behavior: An Experiential Approach 8/E Joyce S. Osland, David A. Kolb, Irwin M. Rubin and Marlene E. Turner
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The New “Protean” Career Contract Career managed by person, not
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This note was uploaded on 01/14/2011 for the course MBA 123 taught by Professor Barlow during the Spring '10 term at Ill. Chicago.

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osland_ob8_ppt_07-revised - Chapter 7 Personal Growth and...

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