Take charge of your career discussion

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You will also have the opportunity to gain up to 15 points ( 1 per chapter) for your final grade.

I need answers for the questions in the attachment

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1. What are your preferred Personal Styles (INTP, ENFJ, ISTP, etc.)?

2. What does the Conflict Styles Inventory show about how you prefer to deal with conflict?

3.  What are your occupational interests as described in the Holland Occupational Theme categories (RIA, SEC, etc.)? 

4. What are possible occupations that your theme suggests, that you may be very interested in, and that you feel you are personally suited for?

You will also have the opportunity to gain up to 15 points ( 1 per chapter) for your final grade. Your assignment is to read each of the Take Charge of Your Career articles and answer, in writing, on this document, each of the questions below: Chapter 1: It takes grit to find your passion! 1. What are your preferred Personal Styles (INTP, ENFJ, ISTP, etc.)? 2. What does the Conflict Styles Inventory show about how you prefer to deal with conflict? 3. What are your occupational interests as described in the Holland Occupational Theme categories (RIA, SEC, etc.)? 4. What are possible occupations that your theme suggests, that you may be very interested in, and that you feel you are personally suited for? Chapter 2: Using History to your advantage 1. What have you learned about the history of the industry you are interested in? 2. What have you learned about companies in the industry that you are interested in? 3. Who are some of the key people that have shaped its culture and direction? 4. What connections do you have to employees already working there? Chapter 3: Figure out the organizational culture and fast! What do I know about the ins & outs of an organization I’m already a part of? 1. The Who’s? 2. The What’s? 3. The Why’s? 4. The How’s Chapter 4: Why settle? Find a great place to work! 1. Review the reports on: Fortune 100 Best Companies to Work For- 2017; and Fortune’s Best Small and Medium Companies to Work For. Who do you like? 2. Review the Wall Street Journal’s article on The Management Top 250: The Most Effectively Managed U.S. Companies -and How They Got That Way. (Wednesday, December 6, 2017). Who do you like? 3. Where are you interested in working? 4. What connections do you have to employees already working there? Chapter 5: Baby Boomers Launch Alternative Careers As the old adage says: “When one door closes, another one opens.” 1. Now that the economy has turned around (a door opening), what are you doing to take charge of your career outside of school classes? 2. What professional organizations are you a member of? 3. What networking activities are you engaged in? 4. If already employed, and liking it, what’s your next step there?
Take Charge of Your Career It takes grit to find your passion! M any people go through life tolerating (or worse, hating) their jobs and careers. Given the amount of time people spend working each day, this can feel like a life sentence. Whether you are just starting out or are thinking about switching careers, take the time to discover what you are passionate about. It takes a lot of research, but with persistence and focus, you can find your passion in life and get paid to follow it. A good starting point is to purchase a copy of What Color Is Your Parachute? by Richard Bolles. It’s filled with exercises and suggestions designed to help readers understand their career and job preferences. The book will not tell you exactly what job or career is a perfect fit, but it will help you understand your preferences regarding the types of skills you want to use in the ideal job, with what types of people you want to work, and so on. Furthermore, visit your school’s career services office. Ask a career counselor if you could complete some career and occupational interest inventories. Most schools have several available (for free) online for students, including the Campbell Interest and Skill Survey, the Strong Interest Inventory, and Holland’s Occupational Themes (this last one is also available for a fee through the U.S. Department of Labor O*Net Interest Profiler— www.onetcenter.org/IP.html). How do these online inventories work? You answer several questions about yourself, such as whether you like talking to people at a party or working with numbers. After you submit your answers, you receive immediately an interpretive report that describes your preferences in terms of themes, skills, interests, personal style, and occupational preferences. For example, the report from the Strong Interest Inventory gives your highest-rated themes (investigative, social, artistic), your top interest areas (writing and mass communication, law, performing arts), your top occupations (attorney, editor, chef), and your personal style preferences (you are probably comfortable both leading by example and taking charge). After reading the test results, make an appointment with the career counselor to ask for advice about any internships and full-time jobs that would fit well with your results and interests. Parents, mentors, motivational speakers, and others often tell students to find their passions. But finding your passion is not easy. Do not get discouraged if your first couple of jobs or internships teach you what you do not want to do for the rest of your life. That is good information, too. It takes a lot of persistence to find the “right” internship or job that begins to feel like it is something you could do (and enjoy) for the rest of your career. If you keep asking yourself, “What am I really passionate about?” and pursue jobs and careers that fit better and better with that ideal, you will eventually find your passion. Take Charge of Your Career Using history to your advantage! M any senior executives and entrepreneurs have not only read many of the famous books and writings (discussed later in this chapter) by modern writers like Peter Drucker, Michael Porter, and Stephen Covey, but also know the classic works of Frederick Taylor, Elton Mayo, Abraham Maslow, and Douglas McGregor. By familiarizing yourself with these influential works, you will be able to discuss them with senior managers, who will probably be impressed to discover that you have taken the time to learn “where we have come from.” You might take this approach a step further by learning everything you can about the history of the industry in which your organization competes. This may give you insights into your firm’s growth and position relative to its competitors. Next you could dig into the history of the company and learn about the key people and founders who shaped its culture and direction. This will help you learn about the firm’s values and how things really work inside its walls. Last, try to learn about the history of your supervisor and coworkers since they joined the organization. This information will give you insight and could prove helpful in many ways. For example, maybe you find out that your supervisor was instrumental is stopping some unethical practices in the department a few years ago. This should tell you that she or he takes these issues very seriously, and thus you and your coworkers should do the same. History is a source of information, and information is powerful when it is turned into actionable knowledge that can help you develop an excellent reputation and successful career. Take Charge of Your Career Figure out the organizational culture, and fast! S tarting a new job or career is never easy. If you moved as a child, it may bring up memories of being the new kid in town. Here’s an idea. During the first few days, weeks, and months on the new job, try to “hit the ground listening.” There’s an old saying that suggests that because we’ve been given two ears and one mouth, we should probably try to listen twice as much as we talk. That makes a lot of sense, especially when trying to figure out the ins and outs of an organization you recently joined. Think of yourself as a private investigator or cultural anthropologist whose job is to figure out answers to questions like these: 1. The who’s: Who on staff is respected the most? Who seems to have the most influence? Whom do people go to with problems? Whom do I need to impress? 2. The what’s: What skills, abilities, and knowledge does this organization value? What kind of attitudes do successful people display here? 3. The why’s: Why is this organization successful? Why does it hire people like me? Why do people get fired from here? Why is there talk about changing the culture to better align with the external environment? 4. The how’s: How good is the fit between the organizational culture and my values? How can I make a positive impact on this organization? The questions are probably not the hardest part to figure out. Getting accurate answers to the questions is more challenging. How can you go about collecting information so that you can arrive at the answers? First, find (or download) and read everything you can about the organization. Start with its website, but don’t stop there. Use your school’s library databases and Internet search engines to unearth articles, news releases, complaints, and other tidbits about your organization. Getting facts and opinions from diverse sources will give you a more complete picture of the organization than just relying on internal documents. Second, start talking to people. When you start getting to know your supervisor, coworkers, customers, or suppliers, ask them for their opinions about some of the questions listed here. You might be surprised at what people are willing to tell you. Being new has advantages—most folks like imparting their wisdom to someone who’s willing to listen to them. Last, observe people’s behaviors and listen to what they say (and how they say it). If you’re a good observer of people, you’ll be able to piece together the puzzle that makes up an organization’s culture. If you find you often miss what people say or struggle with interpreting nonverbal cues, it may take you longer to arrive at the same point of understanding. That’s okay. Everyone moves at his or her own pace. The important point is to make a direct and conscious effort to decipher your organization’s culture so you can decide whether it’s a good fit for you in the long term. If not, there are a virtually unlimited number of different organizations in the world. By finding one that fits well with your preferences, personality, values, and passion, you will feel at home while at work. Take Charge of Your Career Why settle? Find a great place to work! T he weak job market for college graduates is not going to last forever. Over the next 5 to 10 years, the retirement of millions of Baby Boomers will create a wide variety of job opportunities. It is a good time to start looking for a great place to work. There are many lists available to help you find good companies, but one of the most famous lists is the “Fortune’s 100 Best Companies to Work For.” It is coauthored by Robert Levering and Milton Moskowitz of the Great Place to Work Institute. Which companies made the list in 2016? In first place was Google (part of Alphabet), the Internet search firm, which lavishes its employees with excellent pay, perquisites, and a great organizational culture. Next was Acuity Insurance, which rewards its employees with high pay and a fun work environment. Consulting firm Boston Consulting Group placed third for its innovative program that helps employees balance more effectively work/life obligations. In fourth place was Wegman’s Food Market, known for taking good care of its employees. Quicken Loans, the online mortgage lender based in Detroit, rounded off the top five; it offers employees $20,000 in forgivable loans if they purchase homes in the downtown area. Take Charge of Your Career Baby Boomers Launch Alternative Careers I n the United States, there are approximately 78 million Baby Boomers, born between 1946 and 1964. Known for their work ethic, independent thinking, and growth orientation, many share the belief that with hard work, anything is possible. Without a doubt, Boomers have accomplished a great deal in their careers over the past few decades. It is no wonder that, prior to this recent economic downturn, many of these individuals were planning to retire and enjoy life more fully by traveling, spending time being with family, pursuing hobbies, and the like. The 2008–2010 recession has changed that for many Boomers. The persistently high unemployment rate, layoffs, frozen pensions, declining equity in homes, age discrimination in hiring, and fluctuating value of 401(k) portfolios have caused many Boomers to postpone their retirement plans and continue working for many more years. According to the Bureau of Labor Statistics, one of the fastest-growing segments of the U.S. workforce between now and 2024 will be employees aged 55 and older. For those who have been laid off, many older workers have difficulty finding full-time, permanent employment with an existing organization. This is motivating a growing number of Boomers to follow the “road less traveled” and shift to part-time status, provide consulting services (sometimes for their ex-employers), go back to school, dive into a new “always wanted to do that” career, or start their own ventures. In essence, Boomers are reinventing themselves as in a “Career 2.0” sort of way. Consider Alix Pelletier Paul who, after spending 30 years as a manager at the New York Times Co., relocated to a small town on the west coast of Florida. She and her husband started Nestwatch Homecheck, which takes care of absent homeowners' properties, plants, and pets. Younger generations at work can learn something from Baby Boomers’ tenacity and can-do attitude. As the old adage says, “When one door closes, another one opens.” Always take charge of your career.

Tutor Answer

School: Carnegie Mellon University



Take Charge of Your Career
Institutional Affiliation




Chapter 1: It takes grit to find your passion!
1. What are your preferred Personal Styles (INTP, ENFJ, ISTP, etc.)?
2. What does the Conflict Styles Inventory show about how you prefer to deal with conflict?
It is quite evident that since am more of an introvert the best way to handle conflict is to
open up to others in situations where I feel things are not working out the way they are supposed
to. For instance, since grit, in my opinion, entails a situation where one has to be determined to
achieve his /her goal in life, I think conflicts at the level of group dynamics like workplace
should be handled through an elaborate open door policy. I strongly believe the best conflict
management style will depend solely on the circumstances. Experience has shown that the five
conflict styles of accommodating, avoiding, collaborating, competing and compromising are
unique and will be used interchangeably in conflict resolution and arbitration forums. This is due
to the fact that conflicts take different forms and require different approaches for eventual
resolution and management.
3.What are your occupational interests as described in the Holland Occupational Theme
categories (RIA, SEC, etc.)?
4. What are possible occupations that your theme suggests, that you may be very interested in
and that you feel you are personally suited for?
Human Resource Manager, Social Scientist, Teacher, Business Executive, Politician




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Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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