Last week’s activity/debate about whether or not everyone
should have a college education was very interesting. It was neat to hear both sides of the
argument, and both had valid points. It
also depends on how we define “college.”
I honestly think that sometimes it’s sad that people who don’t have
college degrees are looked over for people who do, regardless of
experience. If I were hiring for certain
types of jobs, I would tend to prefer those with experience. But again, it depends on what job. We just can’t say that college is for
everyone, because those who don’t want to be there will not succeed and will
end up just wasting time and money.
Moving on the Brown’s chapter 15, there was a lot of
information presented. For me, the
information I wanted to see was why a business should bother to implement a
career development program, considering the costs (starting at
$300,000-$400,000), (Brown, 2012). So,
it was interesting to see some of the benefits from programs that have already
been implemented by IMB, The Dow Jones & Company, etc. Employee morale improved and many employees
reported making significant changes in their careers or lives. They also had a higher acceptance of responsibility
and ownership of their own career plan and importantly, increased awareness of
career opportunities within the company.
I think this a big perk, because I know many people take a job in a
company to get “their foot in the door,” but have plans to pursue another position
within the company. On a small scale, one
of my friends was in school to be a medical assistant and got a job registering
patients at Patient First. Once she
finished her schooling and was certified, she was able to very easily move into
a position as a medical assistant, because she was already working for the
company.
Other benefits included an improvement in communication,
more positive views of job changes. One
report even recorded a savings of $2 million within one year! So overall, both organizational and
individual goals are enhanced through the use of a career development program. When we think of career development, we don’t
usually think of the programs within businesses, but rather the programs
offered by educational systems. For those
who want to work in industrial/organizational psychology, implementing career
development programs for companies may be a large part of the job. In this way, this chapter is very
helpful.
Brown,
D. (2012). Career development programming in business organizations.
Career Information,
Career Counseling, and Career Development (10th ed., pp. 330-348).
New York: Pearson Education, Inc.
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