| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "CAREER CHANGE": |
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Career Change, 2002.
Examines the transition process of a person who underwent a career change after mid- life.
1,900 words (approx. 7.6 pages), 3 sources, $ 71.95
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Abstract
This paper explores the recent employment history of an individual who has undergone a major career change in order to better comprehend the extreme effects that a career change can have on those who make the move at a more mature period of their lives.
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Career Change, 2002.
An overview of preparing for a change in one's career.
1,400 words (approx. 5.6 pages), 8 sources, $ 53.95
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Abstract
This paper examines the pros and cons of a career change. It outlines a method to prepare for and investigate a career change.
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Changing Career Direction, 2007.
This paper discusses the phenomenon of workers changing or recycling the course of their career.
873 words (approx. 3.5 pages), 1 source, MLA, $ 31.95
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Abstract
This paper reveals that many people are deciding to change their career direction after having been employed for some time in the specific area in which they were educated and trained. In addition, the paper discusses a study's findings that determined why people made a career change. Also discussed, is an interview the writer had with an individual who had been willing to take a risk in switching careers and was optimistic that he would be able to succeed. The paper concludes that the number of possible "recyclers" is growing and their needs will have to be addressed. Otherwise, organizations may lose their best talent.
From the Paper
"In the study, 15 individuals were selected who exemplified the authors' definition of recycling. They were from all walks of life whom had taken a job interruption, changed careers, or returned to school to gain further educational possibilities. The researchers conducted interviews with these individuals to gain further information on the fundamental causes and trigger events that caused their career changes. Interview questions were also asked to determine the various personal characteristics of these recyclers, and the reasons why they made job changes, however extensive. "The recycling stage is characterized as a time of possible renewal and career re-direction. Recyclers tend to make major career changes, such as leaving the practice of law to teach high school English, change their thinking about their careers, such as changing their life emphasis from career to family issues or vice versa, or change both their career and life emphasis" (Sullivan et. al, 2003, p.35)."
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Organizational Change: The Dynamics of Strategic Change, 2001.
This paper analyzes the concept of "change", theories behind it, why it is necessary and how organizations need to cope with change in order to survive.
1,750 words (approx. 7.0 pages), 13 sources, $ 56.95
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Abstract
This paper analyses the concept of "change", theories behind it, why it is necessary and how organizations need to cope with change in order to survive.
From the paper:
"Change requires change. Organizations today are making abundant changes internally to cope with a highly turbulent external environment. With frequent reorganizing, downsizing, rightsizing, delayering, flattening the pyramid, teaming and outsourcing taking place, careers and career opportunities are in pandemonium resulting from the progressive destabilization of relationships between people and organizations."
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Change Management and the Byteware Corporation, 2004.
This paper discusses the need for change management in the case of Byteware, where the management is unwilling to consider change and is resistant to recognizing employees' concerns.
2,495 words (approx. 10.0 pages), 6 sources, APA, $ 75.95
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Abstract
This paper explains that there are two avenues for change at Byteware technologies, namely, the assembly process and communication. The author points out that, according to the behavioral change model, change can only occur via the following stages: pre-contemplation; contemplation; preparation; action; and maintenance. The paper stresses that Byteware will benefit by taking action and acting on information gained from employees to implement new corporate policies geared toward building career ladders for employees and improving communication.
From the Paper
"Currently the company has a seven member executive team. The management recognizes that to succeed in the industry they must continue to develop and assemble quality products for distribution to industry giants such as Compaq, Apple, Hewlett-Packard and Dell. They also recognize that there is room for improvement within the organization, but do not recognize that behavioral change will be necessary to realize success. Most of the management agrees that the complaints of the employees can be minimized, based on case study observations. There exists a state of resistance to change among members of management, which is very commonplace among industries that have been operating under a hierarchical fashion for several years."
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The Open Systems Model of Change, 2007.
This paper discusses the introduction of organizational change in a school system.
1,633 words (approx. 6.5 pages), 5 sources, MLA, $ 53.95
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Abstract
This paper presents an overview on how a change in a school's organization management can be effectively handled using an open system foundation. The writer explores how this system works and explains that it will utilize a consult team of senior experienced teachers who will be trained in how to assist new teachers in their first five years of the career ladder. The paper discusses how this team will be available to work closely with the assigned new teachers in helping them settle in and navigate the balance between teaching and career building.
Outline:
Introduction
Statement of Problem
The Plan
Open Systems Model
Conclusion
From the Paper
"American public schools have been under intense scrutiny for the past few decades as parents demand change for their children's education(Silvester, 1999). As the school systems scramble to affect change while at the same time delivering a quality education to the students, many of them have found that organizational changes are effective ways to move in a positive direction. Organizational change can provide a positive step toward expansion and success within a business(Klein, 1994). Organizational changes within a school however, can be tricky, given the many years old method of doing things for most of the public education system. It is time to introduce an organizational change in this school system to address the teacher burn out rate."
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The Changing Work of Shakespeare, 2004.
A discussion on how William Shakespeare's "Cymbeline" and the "Sonnets" are in many ways less satisfactory than "A Midsummer Night's Dream" and "Richard II".
4,078 words (approx. 16.3 pages), 3 sources, MLA, $ 109.95
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Abstract
This paper examines how Shakespeare's work changed substantially through his career and how change wasn't always for the best. It briefly outlines the chronology of Shakespeare's work and discuss some of the similarities and continuities as well as the changes evident in the texts of "Cymbeline" and the "Sonnets" compared with his other works such as A Midsummer Night's Dream" and "Richard II". It also considers the contemporary influences that may have informed these changes as well as critical reception and performance histories that bring us to the current state of popularity of these works.
From the Paper
"Critical reception of Cymbeline has been mixed, which has inevitably affected the popularity of the play. Many early critics such as Samuel Johnson writing in the eighteenth century focussed on its lack of classical form and Hawkins and Garrick produced modified versions of Cymbeline to encompass classical ideals. Nineteenth century reception was on the whole more sympathetic, particularly to the character of Innogen who found favour with the Romantics and Victorians. One notable critic writing at the time of women's suffrage was George Bernard Shaw who condemned its "artificialities" and declared Innogen an "idiotic paragon of virtue" (quoted in Brown and Johnson, 2000, p. 10). Shaw also criticised the play's complicated denouement and entirely rewrote it for his production in 1936."
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Career Planning for Women, 2007.
This paper discusses women's career planning and career path management.
1,974 words (approx. 7.9 pages), 9 sources, APA, $ 62.95
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Abstract
In this article, the writer discusses that for the woman who chooses to pursue a career, managing that career means making choices not only about which path to follow at work, but also how to structure one's life and relate to one's goals of family, children, marriage and home. The writer points out that highly talented, ambitious women face enormous hurdles when attempting to achieve success in a traditionally male field of employment. The writer further notes that work as career, and achievement defined as climbing to the top of the corporate pyramid are viewed as attributes of a quintessentially male world. The writer concludes that career development for a woman presents issues that are absent from the same kinds of career choices made by most men. Further, the writer notes that a woman's choices are often determined by powerful social and cultural forces that shape her decisions.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's."
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Personal Professional Nursing Career, 2008.
This paper discusses the personal profession nursing career objectives of a visually impaired nurse.
2,060 words (approx. 8.2 pages), 5 sources, APA, $ 64.95
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Abstract
This paper states that the author envisions herself as a leader, manager and advocate, working collaboratively with individuals, groups and organizations, to bring awareness and positive change to the careers of disabled nurses. The author relates that, as an individual with a visual impairment, she has consistently experienced discrimination in employment and has been turned down for positions for which she was more than adequately qualified. The paper points out that, as a change leader, one of the primary functions in this work will not only be to educate populations but also to motivate others toward change in regard to organizational culture and policies that affect disabled nurses. The author states that she will gain knowledge regarding instances of medical mistakes, if any, that have been caused because of disabilities of nurses and will draw comparisons to the medical errors that have been noted in relation to non-disabled nurses. The paper presents an action plan in a chart format.
Table of Contents:
Personal Vision Statement
Nursing Role in Five Years
Practice Location
Professional Leadership at a Local or Global Perspective
Knowledge, Skills, and Competencies
Work Satisfaction
Professional Work Values
Personal and Professional Strengths
Personal and Professional Weaknesses
Five Years Action Plan with Time Frames, Objectives and Strategies
From the Paper
"I believe that one of my primary strengths in relation to my professional goals is my passion for my work and my commitment to achieving my goals. Additionally, I have the ability of providing effective leadership that I have successfully used to motivate others and inspire them to achieve success. As a team member in the health care system, I also realize my professional role in relation to others and have the ability to work collaboratively with other professionals. This ability is supported by my dedication to accountability and my commitment to quality care of patients."
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Career Choice, 2002.
A study on the importance of career planning and why the author of the paper chose business administration as a career choice.
877 words (approx. 3.5 pages), 1 source, APA, $ 31.95
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Abstract
The paper shows that in today?s fast changing world, where a secure life long career or job can no more be guaranteed or taken for granted, career and life planning at an early age has become crucially important for ones success and well-being in life. It explains how one has to be proactive and take charge of one?s life instead of reacting to the circumstances. The author of the paper explains the reasons he chose Business Administration (Management/ International Business) as a career. He discusses the importance of business administration and describes his career and personal objectives and the labor market trends in this field.
From the Paper
"The next important process in career planning is setting up your long-term and short-term goals. In practical terms, this would mean deciding about what work you would like to do, now, in 2 years from now and 5 years from now. In my case, I have decided to make my career in Business Administration and Management. As far as my short-term and long-term goals are concerned, I am quite certain about them. My short-term goal is to find an entry-level Management position in a corporation engaged in International business. My long-term career goal is to become the best in the business. I realize that the long-term goal that I have set for myself is ambitious but I believe that if the aim is not high enough, a person does not challenge him/herself to the limits of his/her capabilities."
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Career Development Among Chinese Women, 2007.
An analysis of the relationship between culture and occupation among Chinese women working in the banking industry in New Zealand.
20,420 words (approx. 81.7 pages), 22 sources, APA, $ 249.95
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Abstract
This study attempts to investigate career development among Chinese women in the banking sector in New Zealand. It discusses career, not only in terms of the relationship between the organization and occupation, but it also looks beyond to factors such as family and religion. The paper then discusses how culture and religion influence an individual in the way they dress and eat as well as many other customs.
Table of Contents:
Abstract
Chapter 1
Introduction
Chapter 2 - Women and Career Development
Career Theories
Career Planning
Differences Between Men & Women In Career Development
Barriers for Women
Career Development For Non-White Women
Chapter 3 - Minority Women in Careers
African-American Women as Minority
Remuneration Issues for Minority Women
Bi-culturalism
Family and Education Issues
Immigrants in Workforce
Chapter 4 - Chinese Women
Chinese Women In History
First Generation Chinese
Second Generation Chinese
Chinese in New Zealand - Current Situation
Chapter 5 - Banking Industry
Climate in the Banking Industry
Barriers for Women
Current Situation for Women in Banking
Chapter 6 - New Zealand Labor Market
Employment in New Zealand
The Effects of Immigrants
Women in the Labor Force
Other Issues
Chapter 7 - Methodology
Qualitative Research
Face To Face Interview
Participants
Sampling
Reason For Choice Of Method
Advantages and Limitations
Data Analysis
Chapter 8 - Findings
Education
The Predicaments Of Chinese Women In The Banking Industry In New Zealand
Glass Ceiling for Chinese Women
Negative Social Stereotyping
Issues In Future Career Development
Chapter 9 - Conclusion
From the Paper
"The changes in the immigration policy of New Zealand are serving as tools to increase the country's human capital which is necessary for the nation's economic growth and development (Trlin & Henderson, 2000). However, with the increase in New Zealand's number of participants in the labour market, issues regarding the immigration policies have surfaced. Among the problems that trigger issues on immigration policy are the apparent rate of unemployment among the nation's locals as well as the unemployment of some migrants."
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Culture and Career Counseling, 2004.
The importance of incorporating all cultures when considering approaches for career counseling.
3,943 words (approx. 15.8 pages), 18 sources, MLA, $ 107.95
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Abstract
Culture is a critical variable in career counseling and should enter into every part of the career counseling process. This paper explains that, in order to effectively utilize a valid frame of reference in which to place cultural variables, counselors need to be familiar with theories of acculturation, world-views, aspirations and expectations, societal barriers and intra-group socialization, and racial and ethnic identity development.The writer explains that it is clear that career counselors working with multi-cultural students must be trained in such a way as to ensure that they are completely sensitive to and well-versed in matching individual students to the appropriate work environment. It discusses how career counseling is a process occurring between two or more individuals and designed to help students reach a career decision. It concludes that, in order to be effective as a career counselor with racial and ethnic minority students, counselors must become skilled in cross-cultural counseling.
From the Paper
"Good career counseling always takes place within a cultural context, which is true regardless of ethnicity. Current theoretical models may not be adequate to explain the career behavior of racial and ethnic minorities. Vocational assessment has to be culturally sensitive, and only culturally appropriate tools should be used in vocational assessment. The goal of career counseling is to help clients make career choices that are culturally appropriate, rather than to try to have all clients make the same choices. Today, with the changes in the balance of ethnic representations in the United States, and a greater recognition of the changing needs of racial and ethnic minority members, it is generally agreed that counselors must be competent to work with a diverse population and effectively deliver vocational counseling services to racial and ethnic minorities."
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Career Managment and Development in South Africa, 2001.
A look at the challenges, issues and demands of career managment and development in the new world of work for both individuals and organisations in the South African context.
3,705 words (approx. 14.8 pages), 11 sources, $ 102.95
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Abstract
This essay identifies and explains the issues, challenges and demands of career management and development in the new world of work, for both individuals and organizations. It then recommends some practical ways to address the most important of these. In doing this, it first defines what is meant by career management and career development. It then places the essay in the context of the new world of work. This is done through a short explanation of the impact of e-commerce and globalization. It then looks at how this has impacted on the world of work in general, before looking at how it has effected career management and development for individuals and organizations.
From the Paper
"E-commerce has radically changed organizational structure, co-ordination systems and task specification, and thus the world of work. Job designs have become increasingly flexible, and a whole range of new issues are being raised. In fact, Furnham (2000) believes that, due to e-commerce, the world of work has changed. He looks at what he calls ?alternative work arrangements?. These include part-time employment (defined as varied work, taking up less than 30 hours per week), contingent employment (defined as when an individual is working for an organization, but is not considered a regular employee), flextime (defined as when employees vary their starting and quitting times, but are required to work a standard number of hours within a specific time period), compressed work weeks (defined as re-allocating the work time by condensing the total hours in the traditional five-day week into fewer days), and teleworking (defined as working at a location away from the traditional place of work, and involving the use of telecommunications and the electronic processing of information) ( Furnham, 2000)."
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Counter Intelligence Career, 2005.
This paper discusses that a career in the counter intelligence field is an exciting, demanding career that offers many benefits and a high salary potential
765 words (approx. 3.1 pages), 7 sources, APA, $ 27.95
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Abstract
This paper explains that intelligence careers require a person to be well-rounded and to demonstrate a variety of skills to perform the many tasks required including preparing and presenting an oral presentation or write a comprehensive report. The author points out that, in addition to government work, there are many companies within the private sector that perform intelligence services for government agencies such as Sytex, Inc., which has a counterintelligence department whose primary efforts are to support counter terrorism and force protection missions and to provide technological protection. The paper relates that government agencies have a starting annual salary between $28,620-$35,452 with automatic pay increases through the first three years and thereafter promotions based on reviews can raise that salary as high as $135,136.00 a year.
Table of Contents
Introduction
Body
Tasks Required
Skills Needed
Other Requirements
Government Agencies
Private Sectors
Employment Fields
Salary
Govt. sector
Starting
Higher pay bracket
Private sector
Benefits
Advancement
Government sector
Private sector
Conclusion
From the Paper
"After achieving the right skill set and education, there are many different paths a person interested in an intelligence career can pursue. An intelligence agent can choose from a variety of areas in either the government or private sectors. Some well-known government agencies with intelligence departments are the CIA, the FBI, the U.S. Department of State, and the Defense Intelligence Agency. All of these agencies can be applied to with an online application available at the agency's website."
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Gender, Career and Communication, 2007.
This paper discusses gender as it affects career development.
1,842 words (approx. 7.4 pages), 10 sources, APA, $ 59.95
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Abstract
In this article, the writer looks at career choices and achievements as they relate to gender. The writer discusses that women's career development presents issues absent from the same kinds of strictly career choices made by most men. The writer maintains that a woman's choices are often determined by powerful social and cultural forces that shape her decisions in accordance with frequently false assumptions in regard to women's needs, abilities and aspirations. The writer concludes that a woman's career path is more often interrupted - and ultimately destroyed - as she sacrifices for the benefit of her husband or partner's career. The writer also notes that the prejudices that operate against almost all women are far worse for members of many minority groups.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's. Necessarily this choice makes the woman's career secondary. Her achievement is placed on hold not merely by this one interruption, but potentially, by a pattern of interruptions that ultimately results in a vastly reduced opportunity for advancement and success. In these instances, a woman is continually starting over while making sacrifices so her husband or partner can advance."
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