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Career Compatibility Scale 2.0. Understanding What Themes are Important to You At Work Dean DeGroot & Richard Bents. Introductions. Objectives Understand the origins of the 9 themes Learn several uses with individuals & teams Apply gap analysis & importance scores to development plans - PowerPoint PPT Presentation
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Career Compatibility Scale 2.0Understanding What Themes are Important to You At Work
Dean DeGroot & Richard Bents
Introductions•Objectives
▫Understand the origins of the 9 themes▫Learn several uses with individuals &
teams▫Apply gap analysis & importance scores to
development plans▫Discuss in groups possible uses of the CCS
•People’s Needs/Wants
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Development of CCS•Why?
▫Lot of instruments on importance/motivations, but few gauge whether you are attaining those factors in your current situation
▫Provide special attention on the work environment separate from motivating factors
▫Enables strategies to occur to possibly improve your work situation
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Methodology•Kept hearing themes during client
interviews•Used data gathered from 1995-2012
(N=317)▫Structured interview form▫Qualitative analysis (let data shape the
items)▫Excel spreadsheet: capture multiple
responses•Began constructing CCS before analysis
completed•Analyzed other instruments/resources
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Baseline Data: Gender
Female39%
Male61%
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Choosing Job Field• 58.1% of respondents chose their job field by
happenstance (62.6% women; 55.1% of men)▫ 26.9% felt their work was meaningful; 48.4% if
included “somewhat” meaningful in the totals.; men were less likely to find their work meaningful (16.9% vs. 44.1% of females)
• 38.3% of respondents chose their job field by following their interests▫ 44% felt their work was meaningful; 65.2%, if
included “somewhat” meaningful totals; men were more likely to find their work meaningful (47.4% vs. 39.3% of females).
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Why Did You Choose Your Field?
Happen
stance
Interest
Family Sk
ill
Other e
ncourag
ed
Good field to
be in
Other
Counseling
Necess
ity
Challen
ge
Creativit
y
Freed
om/Auto
nomy0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Female Male
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Is Your Work Meaningful?Happenstance Interest
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Job Satisfiers•Out of 19 identified areas, “People” were
the greatest source of job satisfaction for women (39.2%), while “Results” were the top choice for men (41.6%).
▫Overall top 10: Results, influence, people, (other), recognition, learning/growing, task/challenge, freedom/lifestyle, creativity, team, & pride.
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Sources of Job Satisfaction
Results
Influence
People
Other
Recogn
ition
Learn
ing/Gro
wing
Task/
Challenge
Variety
/Chan
ge
Freed
om/Lifesty
le
Creativit
yTe
amPrid
e
Envir
onment
Purpose
Mobility
Organiza
tionBoss
Starti
ng Things
Physica
l Acti
vity/O
utlet
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
Female Male
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Happy vs. Upset•74.1% stated close relationships are what
make them happy about life▫Top 5 overall: close relationships,
nature/climate, simple pleasures/routine, & physical activity.
▫5.5% stated work satisfaction as a source of life happiness.
•50.2% stated “hopelessness/lack of control” upset them about life▫“People” elements greatly contributed to
upset▫Women: 81.7%; Men: 71.7%
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What Makes You Happy About Life
Close Relationsh
ips
Nature/
Climate
Simple
Pleasu
res/R
outine
Physica
l Acti
vity
Creative
Stuff
Learn
ing/Gro
wing
Trave
l/Vac
ations
Helping/S
erving
Purpose/
Sense
of Acc
omplishmen
t
Goals/Pro
jects
Spiri
tual
Aspects
Variety/
Stimulati
onOth
er
Positive
Affect (s
elf or o
thers
)
Reading/H
obbies/Leis
ure
Work Sati
sfacti
on
Finan
cial S
tabilit
y
Other A
ctivit
y0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
Female Male
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What Upsets You with Life
Hopelessn
ess/La
ck of C
ontrol
Mean/Selfi
sh
Inequity
/Injusti
ce
Conflict/V
iolence
Untrusti
ng Peo
ple
Work
Dissati
sfacti
on
Own Men
tal Hea
lth/O
utlook
Ignoran
ce/atti
tude of o
thers
Relationsh
ip Issues
Disord
er/Chao
sOth
er
Govern
ment/S
ocietal
Issues
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
Female Male
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Nine Themes• Boss
• Environment
• Influence
• Organization
• People
• Purpose
• Recognition
• Task/challenge
• Team
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Administration of CCS•How to Take It
•GoShareOn.com
•Resources
•Reliability & Validity
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Exercise•In a group of five, discuss the following:
▫How would you apply the CCS with individuals?
▫How would you use the CCS with groups/teams?
▫What do you see as the strengths of the instrument?
▫What do you believe needs further development?
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Uses of the CCS•Individual Work
▫Career Counseling▫Leadership Development▫Performance Coaching
•Groups▫Team Building▫Environmental Assessment & Fit▫Engagement▫Conflict Management
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Wrap-up/Final Thoughts• Key Points
• What did you most learn?
• How would you most use the CCS?
• How much would you pay for it?
• Who would like to be part of a pilot team to better understand the applications of the CCS?
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Contact InformationDean R. DeGroot, Principal
Innerview ConsultingPhone: 612-789-9596Cell: 612-702-5490 Fax: 612-789-9596
Email: [email protected]: www.innerviewconsulting.com
Richard Bents, Ph.D: www.goshareon.com 19
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