What is Career all About

Unfortunately, many of us do not work for a rewarding. Success is difficult in somebody’s work and family life, see no more challenges in their job and are ready for something new, like promoted within their company, have fear of losing their jobs, want their career a new direction, etc..
These are the issues and problems can go to a career counselor steps. This will build upon your initial question and through individual discussions, exercises and home assignments possibly, teach you a better picture of who you really are, what you can do and what you want. Such guidance takes at least six hours, is divided into discussions of one to two hours and spread over several weeks or months. It goes without saying that the information collected during the mentoring process is communicated to the Advisor, is strictly confidential.

What Your Job is?

"Your job is to find out what your work"
(Buddha)
Is this still what I want in my work?
When will I do what I want to do long?
How can I after discharge or reorganization pick up the thread?
What I really want in my life?
Shall I start for myself?
I know what I want, but how do I go about it?
How do I prepare for the job?
Career guidance is aimed at people who worry about the work situation that has arisen or is likely to arise in the future. The task is up to you in contact with and learns to act out what energizes you. What is the realistic and achievable framework? Together we look at which "I" should be addressed.

The Need of Career Guidance

Guidance (advice, coaching) means that you wonder who you are, what you want, why you want and what other possibilities. You're not alone, but together with a professional guide. Eventually you find out what suits you best and how best to deal with yourself and others in your work.

Before you try to reach a qualified instructor, it had better talk to your partner or friends about what exactly goes wrong in your work. Read also a book or magazine about your career questions. If that does not lead to a satisfactory answer then perhaps a seminar or training can provide you an accessible start to your career questions.

The most intensive form of career is a personal journey with a professional career coach. These are experienced people who are used to deal with difficult questions in the field of work and career to go. In a personal career coaching assignments, get your questions and get your weekly or bi-weekly by the consultant for a coaching conversation.

Each man or woman, young or old, who works or wants to work can benefit from career guidance. Most people who seek careers in the "second quarter" of their career (as between 30 and 45 years) and have a busy social life. People who are below or above this age group are making use of career guidance.

The Psychology of Vocational Guidance Process

The psychology of vocational guidance process is characterized by several features to help the individual to:

• The development of an integrated picture of the same suit with different abilities, aptitudes, motivations, value orientation and social conditions
• Development and acceptance of the role played by the world of work in accordance with its possibilities
• Experience and test the image being of himself and his role in the world of work in the field of real life.
• Achieve an image of himself in the field of work so that happiness is available to him and beneficial to society.

What is Career Guidacne all about?

Known as vocational guidance, the scientific method as a strategy that allows the individual access to the highest cultural level in the shortest time possible and provide as much of the means by which to engage in the highest social groups.

 The direction especially in the field of employment and vocational education has emerged at the beginning of this century as a result of the development of industry and manufacturing.

From here the States concerned with vocational guidance issues recently considerable attention and has become a large enterprise and the role of a wide equipped with the latest devices that help in achieving these purposes.

Vocational guidance began to focus on the existence of different capacities of individuals and attempt to discover these capabilities and the development of each individual commensurate with the preparations. 

Career guidance prepares young people for life and their attitude to the profession through appropriate study of field. Getting knowledge of their abilities and aptitudes and inclinations is the goal of career guidance. Career adviser give adequate information on the different professions and the required capacities and predispositions to enable an individual to choose a profession or craft, which is aligned as well as providing information, advice and expertise through targeted professional development.

Lead the Change...Helping Firms Manage Change

Helping firms manage change is a major issue for HR managers.  In today’s corporate world where employees leave unexpectedly, customers demand new, more effective products and the continued focus on automation all put added pressure on the organization as a whole and the HR department in particular. 

Faced with situations like these, good HR managers need to focus on certain aspects of their organization such as the corporate culture, employee attitudes and skills, company strategy and structure as well as new technology. 

Here are a few tips on how to be a change agent:

• Once you have become aware of a need to change, start by creating a sense of urgency.  Involve all the affected departments and diagnose the problems jointly. 
• Create a guiding coalition of influential people, who work together as a team to act as visionaries and implementers.
• Develop a shared vision by involving employees involved in the organization intended future direction. 
• Communicate the vision with all those who will be directly and indirectly affected by the change.  The best way do this is by keeping the message simple, i.e., eliminating jargon and using multiple channels such as meetings, formal and informal interaction etc. 
• Lead by example – make sure your behavior and decisions are consistent with the vision you promote.
• Change at any level can be difficult therefore it is critical to help employees adjust to the change.  This may include training, time to adjust to new responsibilities and opportunities to give their feedback.  
• Monitor progress and adjust the vision as and when required. 

Understanding of the Spirit of the Squirrel

Once employees have an understanding of the spirit of the squirrel, based on the realsiation that they are performing worthwhile work towards a goal based on values the employees also need to be in charge of their goals and have control over how the goal is achieved.

The second principle showcases empowerment and was demonstrated by watching heavers repairing their dam, which had been damaged by a flood.  Each beaver swam back and forth with branches, and anchored them to the dam in a purposeful, independent activity.  There was no boss beaver telling the other beavers what size of branch to bring or where to put it.  Each beaver decided or itself by exercising its best judgment. 

The way of the Beaver descries an individual’s relationship to the organisation.  Employees need to have a playing field with clearly marked boundaries the role of the management is to establish the framework through setting goals and values and define the rules of the game and the limits for each position.  The players should have the liberty, and the responsibility, to work to their highest potential without unwarranted interference.  Having spirit and teamwork is not enough if management puts employees on a tight rope which doesn’t allow them to make their own decisions or judgments. 

Another critical factor is respect.  If people don’t support and respect each other in an organisation, they will not be able to reach their assigned goals. 

Gung Ho!  Requires a stretch in order to move into uncharted territory and that is achieved by making sure that expectations are according to the skill and capability of the person yet challenging, demanding the best of them and encouraging them to extend themselves beyond their reach to learn and move ahead. 

Great Speech by Pakistani child...Great Career Prospect

Patience Is a Virtue

While we plunge ourselves into “time-management” strictures, attempting to do as much with this precious resource as we can, we also need to realise the virtues of taking things slow.  You see, in our hurry to achieve all our aspirations now, we forget that some things will take time.  Unless we become CEO before the age of 40, we must be doing something wrong.  How destructive.  In an average working lifespan of 35 years it is important to pace oneself over time to ensure the sustainability and continued progression of one’s career.  If not, expect to be humbled by burnout or worse, spend a good number of years sitting on a plateau. 
Realistically speaking, how many people do you know who have made it to the top in their early 30s and were able to stay on top till retirement: unless you plan to give up regular work before you reach 50 (which is the goal of some), it is much wiser to progress in incremental steps, consolidating your learning and achievements along the way. 
The reason for this, in my opinion, is that we are putting the cart before the horse; i.e., we are focusing on gaining positions’ and titles instead of gaining experiences as fairly often things don’t go the way we wish them to.  My advice, for what it is wrath; focus on the tasks and let the results take care of themselves.

Frustrated by the Work environment

Q. I am a B.Com, with PIPA qualification and a CA (Foundation). I have just joined a company two and a half month ago on a contractual basis. Although I was very satisfied with my previous job with zero frustration, I left it because my present employer is multinational organisation. However, from the third day of my joining I started getting frustrated by the work environment here. I am a non-executive staff member and I am treated like an out cast, with no medical facilities, conveyance, drinking water, respect or rights. Even tea and lunch are dished out as if we are getting food in Africa. I am frustrated because of this environment, and also because I cannot change my job now as this is my third job in four years. Keep in mind that I am from a middle class family and cannot afford to lose job at this time. Unemployment amongst the students in today's world is further frustrating me. Your answer will be a great help for me.
A. Hey, stop crying "poor me" and start taking control of your environment. Obviously when you took the job you know it was a contractual position and as such contractual employees in a lot of companies do not have the same entitlements as regular employees. Basically you knew what you would be getting in terms of compensation and benefits and you accepted it in exchange for the opportunity to put the name of this very good multinational organisation on your resume. So congratulations, you got the name, now what? As it looks like you are already comfortable with frequent moves (with three already in only four years' time), now just make your stay here as comfortable as possible till you move on again. How?
Since you do not like the way food is served, bring your own sandwich and bottled water. Since you do not have conveyance facilities, carpool with a colleague and split the cost. No respect or rights? Well here is where I would draw the line. I have a philosophy that goes: you cannot expect respect, you can only earn it. So stop distracting yourself with other matter and focus on performing to the best of your abilities in this new job, and earning professional respect. Perhaps you will start enjoying your new job, and perhaps this time, you will end up staying on for a few years instead of a few months.

The Power of Thinking Without Thinking

It has been long emphasized that people make decisions about the people they meet within the first few minutes.  According to Malcolm Gladwell in his boom, Blink: The Power of Thinking Without Thinking,  these impressions are formed almost whenever we meet a new person or have to make sense of something quickly or encounter a novel situation.  He says, Snap judgments are, first of all, enormously quick:  they rely on the thinnest slices of experience… they are also unconscious. 

Gladwell says that sometimes we need to trust the blink because this ability to make instant judgment calls saves lives, provides interpersonal insight, allows us to assess situations instantaneously and take timely action.  So, it’s not an ability you want to be discard, even though sometimes your first snap decisions can be terribly wrong.  However, when you do have the opportunity, you must gather relevant information relating to the challenge before reaching a decision.  However, Gladwell warns against increasing the post of information endlessly and states that at times you need to trust that gut instinct or blink.

IBA Business English Course

Institute of Business Administration has offered admissions in English Language Course.  This course is suitable for those who want to get a job in Multi National companies where the must requirement is knowledge about business English.  This course will cover various aspect of business communication and interaction.  Letter writing, taking notice, office antiquate, English communication etc.  are some field which will be covered in this course. 

Cadet College Petaro...Admission Notice

This is an advertisement appeared in Pakistan Nation daily regarding admission in Cadet College Petaro.   Admission are being offered in class VII and VIII.  The student who want to get admission in this college must old from 12 to 14 years.  Cadet college is place where career after graduation  is bright.  Pakistan Armed Forces offer great career opportunities for cadets of cadet colleges. 

Making Snap Decisions

From a corporate perspective, this ability to make snap decisions about situations and people in a blink has significant implications on how we interview and recruit staff.   It has an impact on how we interact with people who are different than ourselves, how we develop relationships with people at work and our reactions in confrontational situations.  It affects our networking and business relationship building. 

The key learning is that even though we make instant judgments about situations and people that bring into play all of our biases, a result of our beliefs, attitudes, values, experiences, educations and more, the important thing is that these decisions be accompanied using the process of thin-slicing and that it is largely unconscious. 

Changing to Succeed

Fables have been written and shared over the centuries dating back to Aesop, but is only in recent times that the business narrative in the form of a fable has gained popularity as a means to influence behavior.  Our iceberg is melting by John Kotter and Holger Rathgeber is a business narrative in the form of a fable structured around eight steps “because that is how people experience the process.  There is a flow in a successful change effort…”

Kotter and Rathgeber present the framework for an effective corporate change initiative by narrating a tale of a colony of Antarctic penguins facing the imminent collapse of the iceberg on which they live.  Under the leadership of one particularly astute bird, a small team of penguins with varied personalities and leadership skills create urgency, build consensus to determine a plan of action to implement change by overcoming disbelief and opposition, develop a team building structure and step outside the box to overcome the changes. 
In the present economic crisis, decision makers in organizations are facing challenges, be it sales, profits, ROI, attrition of valued employees, client and or market share.  What Kotter and Rathgeber recommend in their business fable is, infect, a framework y which to understand and then respond effectively to whatever challenges may appear by changing what is done and more importantly, how is it done, so that organizations can succeed “under any conditions”.

The core issue is never strategy, structure, culture, or systems.  All of these elements are important but the essential ingredient in any change strategy is always about changing the behaviors of people and that is successfully achieved by addressing people’s feelings.

Beneficial change is an on-going process, not a designation and has one requirement more important than any other: adapt or perish.  

Opposing Paradoxes

To be sure, leadership encompasses an array of conflicting demands that seem to contradict each other.  But what is life without opposites, paradoxes and opposing views?
Remember the sayings we were taught in school: “Too many cooks spoil the broth” and “Many hands make light work”?
I picked this up from an article a long time ago; it was developed by a major firm to remind its executives of the harsh realities of leadership.  I am sorry I don’t recall the source to give proper credit. 

• To be able to build a close relationship with one’s staff… and to keep a suitable distance.
• To be able to lead… and to hold oneself in the background.
• To trust ones’ staff and to keep an eye on what is happening. 
• To be tolerant and to know how you want tings to function.
• To keep the goals of one’s own department in mind, and at the same time be loyal to the whole firm. 
• To do a good job of planning you own time, and be flexile with your schedule.
• To express freely your own views, and to e diplomatic.
• To be a visionary, and keep one’s feet on the ground.
• To try to win consensus and t know when to cut through.
• To be dynamic, and be reflective.
• To be sure of oneself, and be humble.