Career anchors : discovering your real values by Schein Edgar H

Author:Schein, Edgar H
Language: eng
Format: epub
Tags: Vocational guidance
Publisher: San Diego, Calif. : Pfeiffer & Company
Published: 1990-02-27T16:00:00+00:00

Everyone has needs for certain levels of autonomy, which vary during the course of life. For some people, however, such needs come to be overriding; they feel that they must be masters of their own ships at all times. Sometimes extreme autonomy needs result from high levels of education and professionalism, in which the educational process itself teaches the person to be totally self-reliant and responsible. Sometimes such feelings are developed in childhood by child-rearing methods that put great emphasis on self-reliance and independent judgment.

People who begin to organize their careers around such needs gravitate toward autonomous professions. If interested in business or management, they may go into consulting or teaching. Or they may end up in areas of work in which autonomy is relatively possible even in large organizations—research and development, field sales offices, data processing, market research, financial analysis, or the management of geographically remote units.

7l/pe of work. The autonomy-anchored person prefers clearly delineated, time-bounded kinds of work within his or her area of expertise. Contract or project work, whether part-time, full-time, or even temporary, is accepta-

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ble and often desirable. In addition, this type of person wants work that clearly defines goals but leaves the means of accomplishment up to him or her. The autonomy-anchored person cannot stand close supervision; he or she might agree to organization-imposed goals or targets but wants to be left alone after those goals are set.

Pay and benefits. The autonomy-anchored person is terrified of the "golden handcuffs." He or she would prefer merit pay for performance, immediate payoffs, bonuses, and other forms of compensation with no strings attached. People anchored in autonomy prefer portable, cafeteria-style benefits that permit them to select the options most suitable to their life situations at given points in time.

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Promotion system.. This type of person responds most to promotions that reflect past accomplishments; he or she wants a new job to have even more freedom than the previous one. In other words, promotion comes to mean more autonomy. Being given more rank or responsibility can actually threaten an autonomy-anchored person if it entails loss of autonomy. An autonomous sales representative knows that to become sales manager might mean less freedom, so he or she often turns down such promotions.

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