Explain traditional approach and protein approach for career development.
Traditional and Protean Approach of Career Development
Traditional career is oriented externally and it emphasise the progression through hierarchy positions and is measure on the basis of the job role, responsibility, status and reward given by the organisation (Akkermans et al. 2013). Traditional mode of the career development is thus dependent on the tenure of the service, geographic mobility and the tenacity or rate at which the person is successful in climbing up the corporate ladder. It is one of the dominant models of career development and is evaluation is dependent on growth statistics in terms of promotions, appraisals and performance (Clarke 2013).
At present the careers are thought to be internally-oriented. It is now considered to be mobile where the goals are set by the individuals and is measured on the basis of the individual well-being (Gubler, Arnold and Coombs 2014). The concept of protean career was first introduced by Douglas T. Hall in his book Careers in Organizations in the year 1976. This emerging form of career development is less dependent upon the organization in terms of defining the career success and is more inclined on the individual goals or achievement (Baruch 2014). It is basically a manifestation of the individual career action. Individual, who is a protean, is supposed to keep psychological success much ahead of the norms and the concerns which have their source outside of the concerned individual. However, this psychological success is relative and varies from person to person (Chan et al. 2015). Two broad dimensions of the protean career are self-directed career management and values-driven career orientation (Chan et al. 2015).
Akkermans, J., Brenninkmeijer, V., Huibers, M. and Blonk, R.W., 2013. Competencies for the contemporary career: Development and preliminary validation of the Career Competencies Questionnaire. Journal of Career Development, 40(3), pp.245-267.
Baruch, Y., 2014. The development and validation of a measure for protean career orientation. The International Journal of Human Resource Management, 25(19), pp.2702-2723.
Chan, K.Y., Uy, M.A., Moon-ho, R.H., Sam, Y.L., Chernyshenko, O.S. and Yu, K.Y.T., 2015. Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes. Journal of Vocational Behavior, 87, pp.22-31.
Clarke, M., 2013. The organizational career: not dead but in need of redefinition. The International Journal of Human Resource Management, 24(4), pp.684-703.
Gubler, M., Arnold, J. and Coombs, C., 2014. Reassessing the protean career concept: Empirical findings, conceptual components, and measurement. Journal of Organizational Behavior, 35(S1