Slide 1

Duration [D]Ask: Do formal project reviews occur regularly? If the project will take more than two months to complete, what is the average time between reviews? Response: Presently, project reviews occur every 1-2 weeks, however, this duration will change to 0 weeks next week. Additionally, the project of career determination will still involve several months of consultation on making a final decision, balancing time between part-time teaching and finishing my capstone. So, it is fair to say that the project reviews could be estimated between 4 and 8 months.Score: 4 pointsIf the time between project reviews is less than two months, you should give the project 1 point. If the time is betweenv two and four months, you should award theproject 2 points; between four and eight months, 3 points; and if reviews are more than eight months apart, give the project 4 points.Integrity of Performance [I]Ask: Is the team leader capable? How strong are team members skills and motivations? Do they have sufficient time to spend on the change initiative?Response: I would like to presume that the project team is led by a capable leader since I have 15 years experience in career searching. Furthermore, from my current experiences, I believe I am respected by peers. Unfortunately, although the members have the skills and motivation to complete the project, they cannot complete it in the stipulated time frame due to the commencement of the Change Management class. Thus, 50% of the team, Ronda and students will b dropping off in a week. Score: 4 pointsIf the project team is led by a highly capable leader who is respected by peers, if the members have the skills and motivation to complete the project in the stipulated time frame, and if the company has assigned at least 50% of the team members time to the project, you can give the project 1 point. If the team is lacking on all those dimensions, you should award the project 4 points. If the teams capabilities are somewhere in between, assign the project 2 or 3 points.

Senior Management Commitment [C]Ask: Do senior executives regularly communicate the reason for the change and the importance of its success? Is the message convincing? Is the message consistent, both across the top management team and over time? Has top management devoted enough resources to the change program? Response: Since I serve as the CEO and sole proprietor of my organization, I will give myself 1 point since I am clearly communicating the need for change with my outsourced network.Score: 1 pointIf senior management has, through actions and words, clearly communicated the need for change, you must give the project 1 point. If senior executives appear to be neutral, it gets 2 or 3 points. If managers perceive senior executives to be reluctant to support the change, award the project 4 points.Effort [E]Ask: What is the percentage of increased effort that employees must make to implement the change effort? Does the incremental effort come on top of a heavy workload? Have people strongly resisted the increased demands on them?Response: The percentage of increased effort necessary for employees to implement the change is 100%. The incremental effort comes on a very heavy workload. James P. Gonyea, the online career consultant has resisted due to work constraints. Additionally, 50% of the organization will be leaving.Score: 4 pointsIf the project requires less than 10% extra work by employees, you can give it 1 point. If its 10% to 20% extra, it should get 2 points. If its 20% to 40%, it must be 3 points. And if its more than 40% additional work, you should give the project 4 points.Dice Score: Freds Outsourced Organization Scored 19 Points-Headed for the Woe Zone 1Possible Reasons for DICE SCORE

Dice Score: Freds Outsourced Organization Scored 19 Points-Headed for the Woe Zone Will Lose 50% of My Outsourced Organization (Ronda and Class) When CMP Class Ends.

Less Time for Regular Project Reviews and Larger Gaps in Project Reviews.

Need More Organizational Members to replace the 50% Loss.

2Change Management Plan- Career Determination for Fred CarbineCurrent State of My Organizationmazed and confused!!!

Hot job!Be a lawyer, like your dad!$$$ Job!Scattered Career Research Data, No Formal Career Evaluation in place and Vocational UncertaintyCareer Tests Say Do This!Vocational Fulfillment!Career Stall : (

Stick with Sales Jobs!Organizational ProblemWhat Needs to Be Fixed??!!

Updating Job Search Materials and Implementing an Effective Job Campaign

Career Decision Evaluation ProcessJob Campaign_______________________-Cold Call 10 employers of Interest Today-Visit 6 Employers in person with resume.-Contact Family, Friends, and Relatives, Inform Them of the Job I Am Seeking.

Root Causes: WellHow Did I Get Here?___________________________________________________________________Poor Vocational and Job Search Education in High School and College Years

Why dont you be a lawyer like your father Vacillation

Chasing The Hot Career Trends

Going For The "Big Money Jobs

Career Stall

Organizational View of My ProblemNot So Simple. I Have No Organizational Setting From Which to Operate, I Am the Sole Proprietor!

What Organization I Have is All Outsourced. These Are:

MAT613/MSM608-Change Management Class

Online ConsultantInstructorHeadhuntersOnline Career SitesClassmates6

MAT613/MSM608-Change Management ClassConsultantInstructorHeadhuntersOnline Career SitesClassmatesOrganizational View of the Problem

MeJames Gonyeas View: Use My Internet Career Connection Site.Follow My 5 StepsGet It Together!Rondas View: Lose the Self-Imposed Putdowns in Your Change Management Process!Forget the Past ConfusionFred, What Is Your Focus! Headhunters View: So Sorry To Hear About Your Problem, Dont WorryWe Can Get You a Job! Lets Talk, Would You Like Some Coffee!Online Sites View: Unhappy With Your Current Job? Post Your Credentials With Us and We Will Solve All Your Career ProblemsInstantly!FredYour Career is Calling!!!CMP Students View: Fred, Career Indecision Does Not Make You the Elephant Man! We Have Been In Your DilemmaSome of Us Still Are! You Can Get Through This! Go FredGo!My View: I have so many ideas, information and career tools at my disposal to determine my next career move, but I have no clue on where or how to begin?!7

Committed Leadership and Energized People, Fred and The Gang!

MAT613/MSM608-Change Management Class

James P. GonyeaRonda BernstenHeadhuntersOnline Career SitesClassmates

MeIf You Lack an Organization, Reach Out and Outsource Someone!8The Ideal State/Vision Opportunity to eliminate my years of career indecision and determine my next career by narrowing my job options to 3-5 job choices.

This will happen before obtaining my Masters in Internet Technology at Marlboro College Graduate School.

Will Accomplish This By Establishing

A Method to Evaluate Most Suitable Vocational Aptitudes, Career Interests, Values and Personality Traits

A Proven and Thorough Career Evaluation Tool

Matching Career Profiles to My Needs

An Effective and Proven Job Campaign

Structural ConsiderationsVertical Coordination Methods Decisions: Decisions made primarily by mefeedback from the instructor and classmates were weighed throughout the CMP development process. Decisions based on previous and proven success of case scenarios or articles involving career evaluation, search and selection methods. Sources came from web articles, job web sites, job publications, career counseling organizations and other articles by career search authors. Personal values and passions were also given weight throughout the decision process. (Right Kate?)Boundaries For Rules: One boundary-No job will be considered solely on one specific criteria, such as job popularity or big bucks, as this contributed to the current state of my problem. Boundaries For Policies: No policy can be negotiated to fit my subjective whims. For instance, if a proven job search policy is to mail out 5 resumes a day, I must do this. I cant opt for, Well, I will just send out 3 today because I am tired or busy. Must follow career website's instructions verbatim!Boundaries For People:

Solely responsible for the development and draft of the CMP, others remain outside.

Stakeholders Map Formal and Informal Roles

MAT613/MSM608-Change Management ClassJames P. GonyeaRonda BernstenHeadhuntersOnline Career SitesClassmates

MeFuture EmployerFormal and Informal AuthorityJust Formal Authority11Change Management Plan- Career Determination for Fred CarbineLateral Coordination MethodName of Activity/MethodUsual PurposePurpose during Change if DifferentLogistical InformationMeetings-Formal/Informal Regular meetings making policy to ensure organization is stable and remains this way in turbulent environments.Meetings really wont be conducted based on sole proprietorship of this CMP. However, weekly, informal posts between me, students and instructors will be performed for CMP development and troubleshooting. Moodle Website ForumE-MailTask ForcesTackle new problems and synchronize development of methods and policies.No Task Force is available; career counselor could be hired to tackle impasses or snags on policy and method development of the organization.Internet Career Connection WebsiteHire Personal Career Consultant Locally Coordinating Roles/UnitsPersuade and negotiate to help pull together specialized functions of CMP.Will be done solely by me to pull together information from various career resources-online job sites, career tests, career authors, career organizations/counselors, instructor, and students.Moodle Website ForumVocational Aptitiude Data from Johnson OConnor FoundationMyers and Briggs Personality Test ResultsInternet Career Connection WebsiteHeadhunter WebsitesMonster.com/CareerBuilder.comHuman Resources Consideration of Change Management PlanName of Person

NeedsPossible ReactionsJames P. GonyeaMay want testimonials on the success of using his career site. May have some personal interest in finding my career, but probably more focused on the business relationship of making money from my dilemma. Eager to contact me repetitively. This could be motivated solely by money-making me come back repeatedly to maximize profits. Or, may have a personal passion for his profession and wants to see me achieve my goal of finding a career.May be too busy, offers very general help to assist me in career determination. Or, completely ignores me. Ronda BernstenNeeds to see me develop and achieve my CMP career change goal, per the objectives of her class.Eager to see my developments as I use the CMP to my current situation. Hopes that fruits of my work could be used for future classes to teach other students working on a project like mine. Concerned that I am getting overwhelmed with all the initiatives built into my project- hopes that I stay focused on achieving the critical milestones in the plan. Hopes I use classmates as a sounding board to get as much helpful resources and direction possible.StudentsMay need to observe and witness how I apply my CMP to give them helpful and insightful information on how they should apply their CMP. IMay see my project as ineffective or a bad choice. May encourage me as I try to struggle through setbacks, confusion or frustration when working on my CMP.May not even care about my project as they become more engrossed with their CMP-could be too stressed or busy to offer me assistance.Monster.com/CareerBuilder.comWant to establish a successful track record on matching job candidates with their clients job openings. Wants to earn this track record so they can be the primary web source to post jobs. By doing this, they can draw many fees from their clients and get paid advertising on their sites.Have no concern for my job satisfaction and career determination. They are a business focused solely on conversion, and they compete for conversions with many, many sites. They are also my least priority since they promote instant jobs, but they are highly selective for their clients. In fact, I have never found a job on the national job sites since their onset in the late 1990s. HeadhuntersWant to serve their client first, by getting job candidates, like me, in their door to get hired.Like Job Sites, they have no concern for my career search and career goals. They want to turn over applicants for a finders fee from their clients. May be worried that a site could draw me away from client, so may try to be overly ingratiating while working with me.Stakeholders Map:

Political Consideration of Change Management Plan

The only possible jockeying for position among competing stakeholders would be between the job sites and the head hunters since both have a stake in getting me a career to satisfy their own marketing and financial agendas. Otherwise, they have no stake in my career search and career goal.

Stakeholder Competition is Minimal Based On Outsourced OrganizationSymbolic Consideration of Change Management Plan

Change Management Tasks

Career Determination-Using The Tools and Methods of The Internet Career Connection Web Site To Determine My Best Career ChoiceStep 1: Define Personality Style

This will involve taking the sites career interests, skills, values and behavioral trait surveys. The surveys will create a ranking system where I choose the top 5 out of 21 potential career clusters. These 5 clusters will have an extensive list of potential careers. From these clusters, I will create a master list of potential careers. To assist me, the site will even suggest some careers that I found most appealing based on its survey metrics. Additionally, during this step, the site will also require me to provide 5 subjective career statements, in 5 vocational areas-my Interests, Skills, Values and Behavioral Traits. For instance, with Interests, I would state, I enjoy creating ideas. This type of information will be entered in a preformatted form provided by the site (See Form I) that will be later used in Step 4 to further pinpoint career choices

Required Steps:

Art & EntertainmentJobs dealing with creating or expressing ideas.Athletic & RecreationJobs dealing with athletic or recreational activities.Building, Construction & MaintenanceJobs dealing with erecting/maintaining/destroying buildings and structures.Business Administration & ManagementJobs dealing with upper level business management.Business Operation & SupportJobs dealing with mid to lower level business operation.Communication & MediaJobs dealing with the communication of information and data.Computer & Information ManagementJobs dealing with computers and managing information and data.Equipment Installation, Operation & RepairJobs dealing with installing/operating/repairing equipment.Industrial Production & ManufacturingJobs dealing with the production of goods and merchandise.Legal, Law Enforcement & Public SafetyJobs dealing with legal systems and protecting the public.Marketing, Sales & PromotionJobs dealing with the selling of ideas and merchandise.Math & Science - ProfessionalJobs dealing with advanced math and science concepts.Math & Science - TechnicalJobs dealing with technical math and science concepts.Medical & Health Diagnostics & TreatmentJobs dealing with advanced diagnostic and treatment of illness and injury.Medical & Health Technical & SupportJobs dealing with supportive care of sick or injured people.Military ServiceJobs dealing with military service.Personal Care & ServiceJobs dealing with helping people with basic needs.Plants, Animals & OutdoorJobs dealing with plants, animals or the outdoors.Social & Community ServiceJobs dealing with helping people, especially those with problems.Social ScienceJobs dealing with understanding human history, culture and behavior.Transportation & Materials HandlingJobs dealing with the transportaton of people or materials.Career Cluster: Communication & MediaJobs dealing with the communication of information and data.Listed below are occupationsrelated to this Career Cluster.Advertising Copy Editor Announcer (Radio & Television) Art Critic Broadcast News Analyst Caption Writer Columnist Creative Writer (Author) Desktop Publisher Dispatcher (Police/Fire/Ambulance) Editor (Film/Video) Editor (Magazine/Newspaper) Film Critic Interpreter (Translator) Literary Editor Medical Librarian Narrator Newscaster Photojournalist Proofreader (Copy Editor) Public Address System Announcer Public Relations Specialist Reporter (Correspondent) Research Librarian Script Writer Technical Writer Theatrical Critic Traffic Reporter 5 Subjective Career StatementsInterestsMatchingScores1. I like thinking of creative, entertaining and funny ideas2. I like writing and public speaking3. I like communicating with people through stories and analogies4. I like entertaining people through telling stories, comedy and music.5. I like working with technology and staying abreast of the newest communication and media tools. Skills1. I am good at basic skills-writing, reading, monitoring, active listening, active learning, reading comprehension and learning strategies. I am good at oral and written communication, I can speak well in front of a group.2. I am good at complex problem solving. I am good at solving problems creatively.3. I am good at systems evaluation. I am good at developing models to improve or teach things.4. I am very good in all social and people skills-coordination, instructing, negotiation, and perceiving social situations. 5. I am good in technology, working with tech design and some programming. I can learn technology based systems, tools and programming quicklyValues1.Salary-Its important that my work pays a higher salary, above 50K, one where I can have a comfortable existence with a good retirement by the time I retire, age 60.2.Independence/Autonomy-Its important that my work allows me to set my own schedule and provides me autonomy. It is important that I am in charge of determining how I will carry out my duties and responsibilities3.Creativity-It is important that my work allows me to use my own creative imagination in carrying out my work, rather than following the plans and ideas others have previously developed.4.Change/Variety-It is important to me that my work and how I carry out my work changes frequentlyInfluence Others-It is important to you that your work gives you the opportunity to influence the options and behavior of others. 5.People Orientation-It is important to you that the main focus of your work requires you to interact frequently with people, interaction with data and things comes second.Public Contact/Recognition-it is important to you that your work offers frequent interaction with the general public, and that you are frequently in the public eye. I want to work for a horizontally structured organization that is ethical, where unscrupulous CEOs or managers are more accountable to their employees and have to answer to the collective whole of an organization.Behavioral Traits1.Extrovert-I am outgoing, sociable, and prefer to work with people.2.Indpendent-You prefer working alone, following your own lead and setting your own direction.3.Risk Taker-You are willing to take chances, even when the odds are against you.4.People Oriented-You are sensitive and responsive to the needs of others. 5.Persuasive-You can easily persuade other people to agree with your line of thinking.Total matching score >>Career DeterminationStep 2: Identify Possible Career Options

Using Form I, I will also be required to brainstorm a list of related keywords based on my 25 subjective statements from the 5 previously stated vocational areas. Upon determining a keyword list, each keyword will be run through a search engine field on O*Net, a pubic, career research site. The keyword search will yield a list of related careers to each keyword. These potential careers will also be added to the master career list generated from Step I.

Since I also possess previous career data, I will be using career suggestions generated from my Myers and Briggs and Johnson OConnor test findings. These suggested positions will also be added to the master list of potential careers. They will be given the highest ranking on the master list of potential careers.

Upon finalizing the master list, every job title will be entered in another preformatted form on the career website (See Form II). In Form II, to the right of the page, I will boldface the consideration option yes or no, depending on my initial interest in the occupation. Possible career options for Fred Carbine, Interest Code- ASIWilling to consider further:

1.Network Systems and Data Communications Analyst- ICYesNo2. Film and Video Editor- AEIYesNo3. Reporter correspondent/E-Journalist- AEIYesNo4. Computer Programming- ICYesNo5. Network and Computer Administrators- IRCYesNo6. Elementary School Teachers, Except Special Education- SACYesNo7. Interpreters and Translators- ASYesNo8. Foreign Language and Literature Teachers, Postsecondary- SAIYesNo9. Middle School Teacher- ASYesNo10. Instructional Coordinator- SIEYesNo11.Advertising Promotion Manager- EACYesNo12. Actor/Comedian- AEYesNo13. Lawyer- EAYesNo14. Kindergarten, Preschool Teacher- EAYesNo15. Director-Stage, Motion Pictures, TV- EAYesNo16. Program Director- ECAYesNo17.Producer/Director- EAYesNo18. Creative Writer- AIYesNo19. Multimedia Artist/Animator- AI YesNo20. Graphic Designer- AREYesNo21. English Professor- ASIYesNo22. Elementary School Teacher- SACYesNo23. Librarian- CSEYesNo24.Web Developer- CIRYesNo25. Anthropologist- AIYesNo26. Market Research Analyst- IECYesNo27. Communications Teacher- SAYesNo28. Public Relations Specialist- EASYesNo29. Advertising Sales Agent- ECAYesNo30. Copywriter- EAYesNo31. Public Relations Manager- EAYesNo32. Education Administrator- ECSYesNo33. Speech Language Pathologist- ASIYesNo34. College Communications Professor- SAYesNo35. Broadcast News Analyst- ASEYesNo36. Radio & TV Announcer- AESYesNo37. Network Designer- CIRYesNoCareer DeterminationStep 3: Research Your Career Options

From step 2, all job titles that had yes options chosen in Form II will require profiling. This will be performed on the Occupational Outlook Handbook website. The site provides the following information on a career:

Nature of the work (duties and responsibilities) Entrance qualifications Training requirements or recommendations Future employment projection (need) Advancement opportunities Typical salary levelsBest U.S. Locations for chosen occupation

I evaluated each jobs particulars to ensure how they fit into my desired vocational lifestyle. Any career that didnt fit into my vocational lifestyle was eliminated, focusing the list of considered careers. For example, if the career demands a 70 hour work week, it will be discarded because I dont want a 70 hour work week in my occupation.Career DeterminationStep 4: Select A Career Goal:

After this step, I will need to further narrow my career considerations. This will require more detailed informational loopback that will be resolved by reapplying Form I, my 25 subjective statements on the 5 Vocational Areas of Interest- my Interests, Skills, Values, and Behavioral Traits. Each statement will be posed against the considered career, and a psychometrical point system will be applied by the career website. I will rank these scores in order, narrowing potential careers to a top 10 list.

However, since I am considering instructor and student feedback through this change management plan, I will add an additional loopback tool to reduce the top 10 career choices to a top 5. This will be accomplished by filtering the 10 careers through a career matrix that I developed with Ronda Bernsten (See diagram I). This matrix provides a big picture canvas where I can review all my career variables at once. By reviewing this canvas with each potential career, I can make it easier to identify more common threads for the best career choices

Once I have 3-5 final career choices, I will need more professional assistance in making the final career choice. I plan to do this by one or more of the following options:

Work Directly with a Hired Career ConsultantConsult with a Professional in My Considered CareerConsult with Close Family Members and Friends Top 10 Career Choices for Fred Carbine

Possible career options for Fred Carbine, Interest Code- ASIWilling to consider further:

1. Foreign Language and Literature Teachers, Postsecondary- SAIYesNo2. Actor/Comedian- AEYesNo3 .Producer/Director- EAYesNo4. Creative Writer- AIYesNo5. English Professor- ASIYesNo6. Elementary School Teacher- SACYesNo7. Communications Teacher- SAYesNo8. Reporter correspondent/E-Journalist- AEIYesNo9. Public Relations Manager- EAYesNo10. College Communications Professor- SAYesNoHolland Codes represent a set of personality types described in a theory of careers and vocational choice formulated by psychologist John L. Holland. [1] Holland's theory argued that "the choice of a vocation is an expression of personality" and that the six factor typology he articulated could be used to describe both persons and work environments. [1] His typology provides an interpretative structure for a number of different vocational interest surveys, including the two measures he developed: The Vocational Preference Inventory and the Self Directed Search. His model has been adopted by the U.S. Department of Labor for categorizing jobs relative to interests. [2]Holland's theory does not assume that a person is just one type or that there are "only six types of people in the world." [1] Instead, he assumed that any person could be described as having interests associated with each of the six types in a descending order of preference. This assumption allows the Holland Codes to be used to describe 720 different personality patterns. As the theory is applied in interest inventories and job classifications, it is usually only the two or three most dominant codes that are used for vocational guidance.The six personality and work environment types described by Holland are as follows:Realistic - practical, physical, hands-on, tool-orientedInvestigative - analytical, intellectual, scientific, explorativeArtistic - creative, original, independent, chaoticSocial - cooperative, supporting, helping, healing/nurturingEnterprising - competitive environments, leadership, persuadingConventional - detail-oriented, organizing, clericalSource: WikipediaCareer Determination- Apply Freds Career Matrix Neo!

Values/PassionsVocational Skills-Johnson OConnor Test Results & Suggested Careers& Previous Work ExperiencesPersonality/Behavioral Traits Myers and Briggs Myers and Briggs Suggested Careers for ENFP, ESFP & ENTP TypesInternet Career Connection- Suggested Career by ClusterThe Final 3-5 Career Choices!Final Career Determination- 3-5 Possible Career Options-Interest Code: ASI1. Elementary School Teacher - SAC2. Advertising Promotion/Public Relations Manager- EAC3. Foreign Language and Literature Teachers, Postsecondary- SAI4. Writer-Copywriter/Screenwriter/E-Journalism- AI5. Communications/Media/IT Post Secondary Teacher- SACareer DeterminationStep 5: Develop A Career Plan At this stage, I needed to develop a job campaign. It involved two elements-vocational preparations and a job campaign. The first element is using Form 3 on Gonyeas career site (See Form III). This is a comprehensive and preliminary checklist form to ensure I have covered every detail on the pursuit of my chosen career, such as finding a college for further schooling (if necessary), applying to a school, securing financial aid, etc. Once the checklist is completedI can move on to the actual job campaign.

For the job campaign, I decided to use one proven resource to determine this. It will be from Richard Bolles book, What Color Is Your Parachute. The campaign will involve the most modern job search strategies that yield the best results. This information will be stored in my career data so it can be used again for future job searches.Structural Consideration of Change Management PlanName of PersonFormal Role to Play in ChangeInformal Role to Play in Change

Fred CarbineCollects, Reviews, and Implements All Career Data Through Career Evaluation Process. Determines 3-5 Career Choices and Initiates Job Search Campaign.Uses Personal Criteria to Assist in Loopback Evaluation Process, such as, Am I Passionate About This Type of Work?, Do I Want to Relocate for This Type of Job?, etc.2) James GonyeaCareer Counselor-Provides Me the Necessary Career Evaluation Method to Narrow Career Choice to 10 Possible Careers.

May Provide E-mail Correspondence with me to Determine How Well His Plan Worked. 3) Johnson OConnor FoundationProvided Vocational Testing to Determine Careers Most Suited to My Natural Lifelong Aptitudes, Will Assist Me in Prioritizing My Potential Career Choice.

Interested in Hearing From Me on Career Progress and Vocational Choices Based on My Initial Test. 4) Myers & Briggs Provided Vocational Testing to Determine Careers Most Suited to My Work Personality, Will Assist Me in Prioritizing My Potential Career Choice.NoneName of Activity/MethodPurpose during Change Logistical Information

Career Interpretation Report/Done Through QuestionnaireCareer Evaluation ToolMetrics and Point System Evaluation, Narrowing Careers Into Smaller Clusters, Leading To Focused List of Desired Jobs.Vocational Aptitude Testing/Random Tests Using Pegboards, Overhead Projections, Photos, Headphones, and Building Blocks to Assess Physical and Mental Aptitudes Suited for Specific Jobs.Vocational Aptitude Evaluation Tool10 Proven Tests Designed to Evaluate the Following Aptitudes:Visual PerceptionDivergent ThinkingConvergent ThinkingNumerical RelationshipsSpatial RelationshipsAuditory SensesMemory CognitionMotor SkillsRed/Green VisionPersonality Tendencies/Word Association4) Career Personality TestingCareer and Workplace Evaluation Tool.Survey That Matriculates Your Work Personality Based on a Combination of 4 Predominant Psychological Tendencies.Human Resources Consideration of Change Management PlanName of PersonHow I Will Meet NeedsHow I Will Manage Possible ReactionsFred CarbineProvide Career Websites To Review That Offer Support and Encouragement On Career Change and Job Searching. Ensure Review of Helpful/Supportive Comments from Fellow Students in Moodle While Working Through Frustrating, Confusing and Arduous Elements of Determining Career.In Information Overload Scenarios, Where Stress From Too Much Data and Evaluation Begins to Confuse Thinking and Decisions, Will Permit Unwind Time to Clear and Refocus Thoughts.James GonyeaProvide E-mail Feedback on Performance of His Career Evaluation Tool.If No Response, Will Still Provide Thank You E-Letter For His Help and Mention How It Aided Me In My Change Management Plan and Helped Other Students. Change Management ClassmatesWill Provide Mutual Feedback for Other Students CMPs as They Offer Assistance to Me.Will Accept All Feedback Graciously, and Thank Them For Their Input and Time. Will Not React Negatively to Any Criticisms. Will Try to Assist Them With Feedback on Their Change Management Plans. Political Consideration of Change Management PlanName of PersonHow I Will Meet NeedsHow I Will Manage Possible ReactionsJames P. GonyeaWill Provide Him An E-Mail, Informing Him of How Effective His Site Has Been For Me, and How I Appreciate His Work and Time In It, Making Him Feel Appreciated. This Ego Stroking Could Compel Him to Assist Me in Personal Consulting via E-Mail for $125 in the Future. Not Certain About This Since He Has Other Obligations and Many Competing Online Applicants!Should He Fail To Respond, I Will Thank Him Once More Via E-mail or Letter for His Sites Contribution. I Will Tell Him of My Career Transition and How His Site Has Been A Great Learning Tool For Our Class. He May Be Very Flattered By This, Since He Teaches at a in Fellow Change Management StudentsWill Provide Mutual Feedback for Other Students CMPs as They Offer Assistance to Me. May Take Them Out For a Beer or Buy Them Lunch as They Further Help Me with My CMP. May Give Them More Incentive To Participate and Assist Me in My CMP Process.Will Accept All Feedback Graciously, and Thank Them For Their Input and Time. Will Not React Negatively to Any Criticisms.Symbolic Consideration of Change Management PlanName of PersonHow I Will Meet NeedsHow I Will Manage Possible ReactionsFred CarbineWill Eliminate All Previous Methods of Collecting Job Data. Will Eradicate All Previous Job Selection and Search Methods.To Prevent Longing or Reversion to Using Old Data Collection Methods, I Will Destroy Them, Most Likely By Burning or Trashing Them, Eliminating the Confusion of Trying To Use Dated, Ineffective Methods With Newer, More Effective Methods.Will Apply More Modern, Effective Methods. For Instance, Ensuring Keywords Being Used In Future Cover Letters/Resumes to Ensure Employers Resume Scanners Spot My Resume.Major Tasks/MilestonesTaskPeople InvolvedDue DateDefine Personality StyleFred Carbine07/10/09Identify Possible Career OptionsFred Carbine07/13/09Research Your Career OptionsFred Carbine07/20/09Loopback to Career Matrix to Filter Down Job SelectionsFred Carbine07/30/09Select Career Goal(s)Fred Carbine08/02/09Develop A Career PlanFred Carbine08/07/09-may be ongoing due to extensive research required beyond scope of class.Communication PlanNamePhoneEmailContact formPreferencesFred Carbine802-342-9145Carbine1014@aol.comN/APhone or Email Correspondence Acceptable.James P. Gonyea (Online Consultant)N/AN/Ahttp://www.iccweb.com/contact.aspContact Form Only for Correspondence.Ronda Bernsten (Instructor)603-491-5063rjberntsen@hotmail.comhttp://www.berntsenconsulting.com/contact/Phone, Contact Form or Email Correspondence Acceptable.Headhunters Directory (Headhunter)N/AN/Ahttp://www.headhuntersdirectory.com/USA/jobs_careers_in/Vermont/area.htmContact From Only.Online Recruiters Directory (Headhunter)N/AN/Ahttp://www.onlinerecruitersdirectory.com/contactus.phpContact Form Only.Monster.com(Online Job Site)866-767-8445N/Ahttp://hiring.nytimes.monster.com/contactusform.aspxPhone or Contact Form Correspondence Acceptable.Career Builder.com (Online Job Site)1.866.438.1485N/Ahttp://www.fuzeqna.com/careerbuilder/consumer/question.aspPhone or Contact Form Correspondence Acceptable.Stakeholder Contact ListCommunications OrganizerKnowledge/InformationType of CommunicationFrom/To WhomDue DateFocus of CMP/Career Decision MatrixFace-to-FaceRonda Bernsten to Fred Carbine07/10/09Career Evaluation Data ResultsWeb InterfaceInternet Career Connection Site to Fred Carbine07/10/09Effectiveness of Internet Career Connection SiteContact Form via WebFred Carbine to James P. Gonyea07/31/09Cover Letter and Resume from Fred CarbineContact Form via WebFred Carbine to Monster.com and Career Builder.com08/15/09Cover Letter and Resume from Fred CarbineContact Form via WebFred Carbine to Headhunters Directory and Online Recruiter Directory 08/15/09Almost Home!Not so fast FreddyStill Need to Determine The Final Choice!

My Chosen Methods Used to Determine The Final Career Choice

With my 3-5 career findings, I will use the following resources to finalize my career decision.

Work Directly with a Hired Career Consultant

Consult with a Professional in My Considered Career

Consult with Close Family Members and Friends

Time to Implement The Job CampaignNext StepsImplement the Career Planning Guide Checklist

ThenBegin the Job Search Campaign

Keep Fingers CrossedBegin The New Career Endeavor!!!

Besides All ThisNeed Faith, ConfidenceAndPersistence!Career Planning GuideCommon Career Planning Decisions and TasksCompletionorder

Timeline

Obstacles & resourcesStartdateEnd dateSchooling/Training: Check those items below that you want or need to complete in order to develop the necessary training or schooling to prepare for your career.[ ]Select a school or college that offers the program of study that I want to complete.[ ]Visit the school or college in person or online to ensure it's right for me.[ ]Apply for admissions.[ ]Gain admissions.[ ]Apply for financial aid.[ ]Receive financial aid.[ ]Obtain housing arrangements.[ ]Secure transportation.[ ]Complete the schooling or training program.[ ]Other:[ ]Other:[ ]Other:Reality testing: Check those items below that you want to complete in order to learn more about and/or test out the wisdom of your career choice.[ ]Get an internship position.[ ]Get a cooperative education position.[ ]Get a volunteer position.[ ]Get a paid position full or part-time.[ ]Spend a day with someone in my career field.[ ]Interview someone working in my career field.[ ]Other:[ ]Other:Employment: Check those items below that you need to complete in order to find a position in your career field.[ ]Get approval from my references to use their names with employers.[ ]Develop a list of personal and professional contacts to create my "network."[ ]Prepare my resume.[ ]Prepare sample cover letters.[ ]Prepare a portfolio either in electronic and/or print format.[ ]Practice my interviewing techniques.[ ]Find and apply to "help wanted" ads.[ ]Seek out hidden job opportunities by contacting employers directly to inquire about employment.[ ]Register with several employment recruiting agencies.[ ]Participate in interviews.[ ]Reply to job offers and notices of rejection.[ ]Follow up positions that I have applied for, but have not yet heard regarding a decision.[ ]Other:[ ]Other:Other: Describe below additional decisions and tasks that you need to complete (not listed above) to prepare for your career goal.[ ]Job Search CampaignJob Search MethodProven Success RatioAsk for job leads from family members, friends, people in the community, staff at career centers-especially at your local community college or college were you graduated.33%Knock on door of employer that interests you, whether they are known to have a vacancy or not and ask about current openings, providing information how you can help their organization.47%Research employer of interest and call them directly to inquire about possible openings.69%Form Job Club to Cold Call Employers of Interest84%Source: Richard Bolles, What Color is Your Parachutte, pg. 13-14, 2007According to Richard Bolles' findings, there are many misconceptions on what serves as a successful job search campaign. For instance, it can eventually become less productive by using more job search methods than less. He states, research revealed that your chances of uncovering a job does indeed increase with each additional method that you use-but only up to 4 in number. If you use more than 4 methods of job hunting, your likelihood of success begins to decrease, and continues to decrease with each additional method that you add to your job search, beyond four. (Bolles, What Color is Your Parachute, pg. 13-14, 2007).