First, the method of career decision-making
There are many ways to make career decisions. In the process of career decision-making, we should first make clear our career goals, cultivate good decision-making skills, and understand and master effective decision-making methods.
(A) determine the career goals
Career decision-making is a major issue in life, and what kind of career will lead to what kind of life. Without practical goals as the driving force, people can easily compromise with the status quo. Therefore, the career goals we set for ourselves should be great and feasible at least in our own view, so as to eliminate unnecessary hesitation and interference and devote ourselves to the realization of the goals. Career goals are usually divided into short-term goals, medium-term goals, long-term goals and life goals. Short-term goals are plans and goals within three years. Short-term goals are divided into daily goals, weekly goals, monthly goals and annual goals. Medium-term goals are generally goals and tasks for three to five years. The long-term goal is to plan 5 to 10 years, mainly to design longer-term goals.
(b) Training in decision-making skills
Although some students have good self-knowledge and know more about the professional world, they often make wrong decisions when making career choices. This is because they lack the skills of career decision-making. Career decision-making ability includes the ability of self-evaluation, the ability of obtaining career information, the ability of setting goals, the ability of career planning and the ability of solving problems. Career decision-making is a complicated process, which is influenced by many factors. Therefore, we should have proper psychological endurance. Decision experts Dzhanis and Mann summed up five coping styles: (1) stick to a choice no matter what risks or negative feedback; (2) change the goal quickly without thinking; (3) evading responsibility; (4) Delay repeatedly and make a decision under extreme pressure until the deadline approaches; (5) Make effective decisions with an alert and prudent attitude, a good grasp of the situation and keen observation. Of course, only the fifth style is the most effective way to make decisions.
(C) to master the decision-making methods
The purpose of knowing yourself and your career is to collect as many careers as possible for you to choose from. Career decision-making is a process of gradually eliminating unsuitable alternative occupations. Starting from individual personality characteristics such as interests, values, skills, needs and motivations, combined with the understanding of the professional world, a large number of occupations can be selected, and college students must learn some methods to determine the most suitable occupation for themselves. The common methods are as follows: compare the alternative occupation with your own description of the ideal occupation, and delete the occupation that is quite different from the ideal occupation description; Eliminate occupations with few opportunities through various evaluation scales, career dream exercises, career desire memories and other methods; Exclude occupations that are inconsistent with their core professional values; Exclude occupations whose skill requirements are much higher or lower than their own abilities; Exclude occupations that are inconsistent with their own advantages.
In addition, a powerful analytical tool is often used in marketing management. In the process of college students' career decision-making, we might as well learn from it-SWOT analysis: S stands for strength, W stands for weakness, O stands for opportunity and T stands for threat. Market analysts often use this tool to scan and analyze the whole industry and market, obtain relevant market information and provide decision-making basis for senior management, in which S and W are internal factors and O and T are external factors.
SWOT analysis is also a useful tool to check your skills, occupations, preferences and career opportunities. If you do a detailed SWOT analysis of yourself, you will clearly know your strengths and weaknesses, and you will also evaluate the opportunities and threats of different career paths that you are interested in. So, first of all, what is your favorite job and thing? What are your strengths or talents? Everyone has a certain talent, and everyone's talent is lasting and unique; Only when you do something repeatedly, happily and successfully can your ability be regarded as an advantage; Everyone's greatest room for growth lies in their ultimate advantage. Secondly, what are the jobs and things you hate? What is your weakness? When what you do makes you feel depressed and unhappy and your grades are average, your ability to do these things is your weakness. Not everyone can learn to do a few things, and people's weaknesses can only be avoided and difficult to change. So, what are the threats to your current environment and state? What are the opportunities? At any time and anywhere, opportunities and threats coexist and can be transformed into each other.
Generally speaking, job seekers should follow the following four steps when conducting SWOT analysis:
First, evaluate your strengths and weaknesses. Each of us has our own unique skills, talents and abilities. Everyone has something good at, such as some people like to be office clerks, others like to run the market and so on. To this end, we can make a table, list our likes and dislikes, and find out the advantages and disadvantages.
Second, find out your career opportunities and threats. Different industries (including different organizations in these industries) face different external opportunities and threats. Finding out these external factors will help you find a suitable job successfully. If the organization is in an industry that is often affected by external unfavorable factors, then the company will provide few career opportunities and even less opportunities for career promotion. On the contrary, industries full of many positive external factors will provide job seekers with broad career prospects. We can choose one or two industries that we are interested in, and then carefully evaluate the opportunities and threats faced by this industry.
Third, outline the career goals for the next five years. Make a SWOT analysis and evaluation of yourself, and list 4 ~ 5 career goals that you want to achieve most within 5 years after graduation. These goals can include: what kind of career you want to pursue, how many people you will manage, and what level of salary you want to get. We must try our best to give full play to our advantages and match ourselves perfectly with the job opportunities provided by the industry.
Fourth, outline the career action plan for the next five years. This step mainly involves some concrete things. Draw up an action plan to achieve each goal listed in the third step above, and explain in detail everything we have to do to achieve each goal, and when to finish these things. If you need some outside help, explain what kind of help you need and how to get it.
After a detailed personal SWOT analysis, we will have a coherent and practical personal career strategy for our reference. In today's competitive market economy society, it is everyone's dream to have a high-paying job that is both challenging and fun. This requires us to make persistent efforts on the basis of carefully analyzing ourselves and determining the correct goals.
Second, the process of career decision-making
Career decision-making is a necessary threshold in life and a key step in life that college students must face. It is our lifelong pursuit to have a good career, give full play to our intelligence and achieve something. In order to achieve this goal, we need to make several orientations in the career decision-making process.
self-positioning
Self-orientation is to know your own needs, characteristics and abilities and evaluate yourself objectively. Self-positioning should first proceed from its own reality, objectively analyze and evaluate its own cultural quality, ability characteristics, personality characteristics and physical conditions, and sum up its own strengths and hobbies; Secondly, we should make a horizontal comparison, put ourselves in the same class, the same major, the same grade, the same region and even the whole country, and analyze our comprehensive quality and advantages and disadvantages in job hunting. Through vertical and horizontal positioning analysis, find your own positioning, clearly cut into the starting point of society, and avoid self-positioning being too high or too low.
(B) industry positioning
With a more accurate self-positioning, we should also carry out industry positioning. Seriously understand the overall situation, development trend and basic requirements for talents of the industry, and position the industry according to its own actual situation to avoid the phenomenon of blind job selection and non-job selection. The choice of industry also depends on family influence, personal ideal and public opinion. When consulting other people's opinions, we should avoid the influence of incorrect public opinion orientation of society, family and people around us on our career orientation, and make a more rational industry orientation according to social needs and personal ideals, interests and practical abilities, instead of unilaterally pursuing hot industries and high-paying industries.
(3) regional positioning
Regional orientation refers to the consideration of work area when college students choose jobs. Many students tend to regard economically developed areas and big cities as their first choice for regional positioning. In fact, we should also see that urbanization has made great progress in recent years, and there is also a broad job market in cities and towns and vast rural areas. At the same time, the ongoing development of the western region, the revitalization of the old industrial base in Northeast China and the policy of "three supports and one support" have also provided a large number of jobs and development opportunities. Therefore, college students should think more about where their abilities and advantages can be exerted and where their development space can be expanded to a greater extent, rather than just focusing on big cities and economically developed areas. At the same time, when positioning, it should not be limited to a city or a region, so as to adjust the direction in time when the situation changes.
(d) Position orientation
The choice of post varies from person to person and is influenced by personal preference, ability and quality. On the basis of objective self-evaluation, college students should choose their posts realistically according to their own personality characteristics, advantages and disadvantages, and referring to the standards, conditions and requirements of relevant employers. They should not follow the crowd, let alone choose a career only from the comfort of income and working environment, so as to avoid personal incompatibility with work in their future career and hinder their further smooth development.
(E) Income positioning
In the recent survey of college graduates, it is found that income accounts for the main part of college students' career ideals. Accurate income positioning should be based on a full understanding of the market situation and the expected income after comprehensive consideration of one's own quality, ability and post development trend. Don't just start from the immediate treatment, but position it with a developmental perspective.
Having completed the preparatory work in the above aspects does not mean that employment will come naturally. This is only the beginning of career choice, and all necessary links should be grasped in the future. In addition, we should maintain a positive and optimistic attitude, have a spirit of honesty and pragmatism, pay attention to timely adjustment of career orientation, constantly learn new knowledge, new technologies and new skills, improve our comprehensive quality, update our knowledge and skills, take precautions, and make full and solid preparations for the smooth realization of employment.
In short, knowing yourself, knowing your occupation and considering them together are always the basis and premise of career decision-making. Don't pursue popularity, don't follow the crowd, prioritize, determine what you want most, and finally make a career decision according to the actual situation.
Third, an overview of foreign career decision-making theory
1909, Parsons put forward the first formal model of career decision. The contents include: first, have a clear understanding of yourself; Second, have a clear understanding of job requirements, success criteria, advantages and disadvantages, opportunities and development prospects; Third, the correct reasoning of the relationship between them.
Phillips believes that "correct reasoning" includes two basic types of career decision-making models: rational choice model and irrational choice model. Rational model accurately describes career decision-making, and has the characteristics of value reasoning, logic, systematicness, objectivity and independence. Irrational model is intuitive, emotional, subjective and dependent, which emphasizes the role of environmental factors in the decision-making process and takes into account the environmental factors that are meaningful to individuals. Based on Philips' rational and irrational classification method, this paper analyzes foreign career decision-making theories.
(A) the rational mode of career decision-making
Rational career decision-making model is divided into generalized process theory, task theory (stage theory) and expected valence theory.
1. Career decision-making process theory
This theory mainly describes career decision-making from the process of career decision-making, including CIP theory and phase-out model.
(1) cognitive information processing theory, CIP theory for short. Parsons and others put forward CIP theory. He believes that by teaching the necessary career and life skills, individuals can become resourceful and responsible career problem solvers and career decision makers. The necessary knowledge and skills are considered as a pyramid arranged in a hierarchy. Self-knowledge and professional knowledge constitute the bottom of this pyramid. The second level of the pyramid is the field of decision-making skills, including procedural knowledge from problem identification to decision implementation. At the top of the pyramid is the domain of execution processing. Metacognition is an advanced cognitive processing process in the field of executive processing.
The three main metacognition are self-dialogue, self-awareness and monitoring. Negative self-presentation seriously limits or even reduces the effectiveness of individual decision-making skills, while positive self-presentation can stimulate positive expectations and strengthen effective problem-solving behavior. Self-awareness can enable individuals to identify and execute the processing process. It covers three processes of wise career choice put forward by Parsons: self-knowledge, professional knowledge and correct reasoning.
(2) Phase-out mode. Tworsky and Kate proposed a phase-out model. The model thinks that the attributes of jobs can be sorted by importance, and each attribute has an acceptable range. Jobs with attributes outside the acceptable range are eliminated, and this process is repeated until only a few are left.
2. Task theory of career decision-making
This theory mainly describes career decision-making from the task of individual participation, including PIC model, krum Boelts model, Tydeman model and Gelatt model.
(1) Pre-scanning, in-depth analysis and selection model of career decision, referred to as PIC model. Getty and AXA divide the decision-making process into four stages. The first stage: the pre-screening stage. When people are faced with a large number of education, training and job opportunities, they may be confused. In order to eliminate the confusion, the number of optional professional projects has been reduced to 5 ~ 7. The second stage: in-depth analysis stage. Choosing a career that suits you should not only consider whether a career suits you, but also consider whether you have the requirements of this career. The third stage: the stage of making choices. The fourth stage: the stage of implementing your own decisions. Put one's decision into practice.
(2)gelat model. Gelatt believes that the career decision-making process includes the following activities: evaluating possible outcomes, weight, value of these outcomes and selecting appropriate activities. Glatt's career decision-making model in his early years is a typical rational orientation.
(3) Tydeman model. Tydeman model focuses on describing the career decision-making process, with special emphasis on individual uniqueness and initiative. Tydeman regards career decision-making as a continuous process, which goes hand in hand with personal psychological development. He believes that only through systematic problem solving, based on the overall cognitive ability of individuals, can we make reasonable career decisions by combining the uniqueness of individuals with the uniqueness of the professional world.
(4) krum-Boelts model. Krum-Boelts model divides the steps of career decision-making into: defining problems, setting action goals, defining values, determining alternatives, finding possible results, systematically eliminating options and starting actions. This model emphasizes the importance of learning and its influence on career choice, and regards career decision-making as a learned skill. Some people think that career decision-making skills can be taught in education and career counseling courses, and career decision-making is regarded as a lifelong process.
3. Characteristics of rational career decision-making theory
When the individual realizes that he wants to make a decision, all possible choices can be recognized by the individual; Individuals collect information according to the possible results of each choice and personal preferences; After repeated thinking, the collected information is transformed into items (possibly numbers) that reflect individual differences; According to personal preference and possible results, these items are mixed to get the value of each choice; The best choice is the choice with the greatest value, and it is the choice that individuals want. Then, the individual implements this choice and makes adjustments according to the results.
(B) unreasonable career decision-making model
1. Adaptive decision model
Phillips put forward the concept of adaptive decision. He believes that there are many factors that affect decision-making, and they are constantly changing. However, the limitation of the individual itself determines that the decision is not necessarily rational, and the result of the decision cannot reach the decision optimization emphasized by the expected valence model, while the decision in reality can only be maximized here and now.
2. Artificial intelligence model
Thomas S. Kryshak proposed the artificial intelligence model. According to the research of cognitive and experimental social psychology on career decision-making, this model holds that most of human decision-making processes and behaviors are carried out at the level of consciousness, so it may be useless or even harmful to make a good decision.
3. Grate's "Positive Uncertainty Theory"
1989, Gelatt put forward the theory of positive uncertainty. It is to face and accept the uncertainty of decision-making and the uncertainty of success probability with a positive and optimistic attitude, and face career decision-making with an intuitive and open mind. He redefined decision-making as "decision-making is a process of adjusting and readjusting information and integrating it into decision-making or action"
(C) the prospect of foreign career decision-making theory
Every career decision-making theory only focuses on one aspect of the career decision-making process, and it is also limited to a specific aspect. It is neither comprehensive nor inclusive. In many cases, the empirical tests of these theories only partially support their views. Moreover, foreign career decision-making theories (whether rational or irrational) mainly follow two research ideas. One is research thinking based on experience. The possible problem of this research idea is that it is difficult to establish a systematic career decision-making theory, which is not conducive to the development of career decision-making theory, but its empirical validity is high and it can distinguish between career decision-making difficulties and difficulties. One is based on theoretical research ideas, which will be more theoretical, but the detection tools compiled by this method will be difficult to obtain theoretical support because of possible logical intersection and overlap between decision-making core elements. How to combine the two, learn from each other's strong points, and achieve a good solution to the problem of the disconnection between theory and experience in career decision-making, is still a difficult problem.
To sum up, it seems impossible to find the only best decision-making strategy in one's life. Therefore, more theoretical, empirical and practical work should pay attention to the mechanism of career decision-making difficulties and the defects and harm of poor decision-making.