Case Study person

My case study person name is Deepak Jhangria .He came to new Zealand at the age of 20 in 1991.He took the cookery course and professional bar and restaurant school.during his studies , he started partime job in masala restaurant as Kitchan hand.after completing hi studies, he got a chef job in raviz restaurant .after two year , he got residency . he opened his indian cusine restaurant in Auckland named oh Calcutta.now it became most popular indian restaurant in new Zealand.By 2006,oh Calcutta had 4 store in new Zealand.He became very successful business in very short span of time .they faced very ups and down in his while doing job and started his own job but he never give up .. for his hardwork , he known as successful business man in new zealand

20 century changes affected the Deepak carrer When he came to new Zealand at the age of 20 year. He took a cookery course. While doing this course , he faced lot of problem there one of the problem is to find a suitable job in good reputed restaurant. but due to less experience in this field he was not able to get a job but after approaching so many restaurant ,finally he got a job in masala restaurant .. Changes have had the greatest effects

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Frank Parsons is regarded as the founder of the vocational guidance movement. He developed the talent-matching approach, which was later developed into the Trait and Factor Theory of Occupational Choice. At the centre of Parsons' theory is the concept of matching. Parsons states that occupational decision making occurs when people have achieved:

an accurate understanding of their individual traits (aptitudes, interests, personal abilities) a knowledge of jobs and the labour market rational and objective judgement about the relationship between their individual traits, and the labour market. The trait and factor theory operates under the premise that it is possible to measure both individual talents and the attributes required in particular jobs. It also assumes that people may be matched to an occupation that's a good fit. Parsons suggests that when individuals are in jobs best suited to their abilities they perform best and their productivity is highest.
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Origin of mani sharma

One of Donald Supers greatest contributions to career development has been his emphasis on the importance of the development of self-concept. According to Super, self-concept changes over time, and develops as a result of experience. As such, career development is lifelong Donald Supers career model is based on the belief that self-concept changes over time and develops as a result of experience.

Supers five life and career development stages Stage 1: Growth Age 014 Characteristics: Development of self-concept, attitudes, needs and general world of work

Stage 2: Exploration Age 1524 Characteristics: Trying out through classes, work
experience, hobbies. Tentative choice and skill development Stage 3: Establishment Age 2544 Characteristics: Entry-level skill building and stabilisation through work experience Stage 4: Maintenance Age 45-64 Characteristics: Continual adjustment process to improve position Stage 5: Decline Age 65+ Characteristics: Reduced output, prepare for retirement mr .garry marhar changes with time and experience and progress through the vocational

development theory. VOCATIONAL AGES GENERAL CHARACTERISTICS/DEVELOPMENTAL TASKS Developing and planning a tentative vocational goal. Firming the vocational goal. Training for and obtaining employment. Working and confirming career choice. Advancement in career.

Crystallization Specification Stabilization Consolidation

14-18 18-21 24-35 35+

Implementation 21-24

2.2 Social learning theory .this theory state behavior is learned from the environment through the process of observational learning. His theory added a social element, arguing that people can learn new information and behaviors by watching other people. Known as observational learning (or modeling), this type of learning can be used to explain a wide variety of behaviors. There are three core concepts at the heart of social learning theory. First is the idea that people can learn through observation. Mr garry marhar learn and imitate behaviors from his parents. He was very fond of books , films, television programs, or online media. Next is the idea that internal mental states are an essential part of this process. He described intrinsic reinforcement as a form of internal reward, such as pride, satisfaction, and a sense of accomplishment.mr garry marhar was also influence by intrinsic reinforcement.

Finally, this theory recognizes that just because something has been learned, it does not mean that it will result in a change in behavior. MR GARRY MARHAR SELECTED HIS FATHER AS A ROLE MODEL . HE WANTED TO BE BUSINESS LIKE HIS FATHER. CARRER PLANING TECHNIQUE AND IMPLEMENT Career Planning is a relatively new personnel function. Established programmes on Career Planning are still rare except in larger or more progessive organisations. Many of today's workers have high expectations about their jobs. There has been a general increase in the concern of the quality of life. Workers expect more from their jobs than just income. A further impetus to creer planning is the need for organizations to make the best possible use of their most valuable resources-people-in a time of rapid technological growth and change. Mr garry marhar were used 1.personal development planning 2.training and management development. 3.mentoring 4.career counselling Implement 1. Look at Your Current Position: It is important to understand where you are now so that you are realistic in identifying the options open to you, and so that you use all of the resources available to you. A good place to start with this is to inventory your knowledge, skills, experience and resources. Mr garry marhar start partime job as kitchen hand cause his education ,skills and experience matched with this job. 2. Think Through What You Want to Achieve In Your Career: Our goal setting page gives you a useful technique for thinking through what you want to achieve with your life. While goal setting is time-consuming and involves much soulsearching, it will help to bring focus to your personal goals and aspirations, and will help

you to crystallize what you want to achieve.mr garry marhar wanted to own his own restaurant

3. Research Your Options: Having identified your career options (even if the option is to stay in the same career), it is important to do some basic research into these. In particular, you need to know whether the career is increasing or declining in importance, and you need to know how well you will be paid in it.

4. Plan Your Approach: Once you know where you want to go, the next stage is to work out how to get there. If you need new skills to make the change, then you need to begin to acquire them. If you need experience, then you need to work out how to get it

5. Take Action! By this stage you may have come to the conclusion that you are well enough positioned in your current job to stay and manage your career within your current organization. If this is the case, then you should have a good idea of the actions that you need to take to progress your career within it.

3.1 john Hollands Theory of Career Choice (RIASEC) maintains that in choosing a career, people prefer jobs where they can be around others who are like them. They search for environments that will let them use their skills and abilities, and express their attitudes and values, while taking on enjoyable problems and roles. Behaviour is determined by an interaction between personality and environment. Hollands theory is centred on the notion that most people fit into one of six personality types: Realistic Investigative Artistic Social Enterprising Conventional. Mr garry marhar fit in three personality realistic ,social, enterprising. Realistic - like working mainly with your hands making things, using and operating equipment.he worked as a chef in starting day of his carrer. Social -mr garry marhar like working with people to teach, train, inform, help, treat, heal, cure, serve and greet.

Enterprising- mr garry like meeting people, leading, talking to and influencing others, encouraging others, working in business. Seemed to poor Holland emphasises that people who choose to work in an environment similar to their personality type are more likely to be successful and satisfied. This idea is important as it shows Hollands theory can be flexible, incorporating combination types. We do have a chart will show the details of personality with environment so according that If you are a Enterprising person either you can choose Socia or Realistic so you can able to survive but if you select either Artistic or Investigative then it is difficult to survive in those department such a long time. This will become a very poor stage. The theory has proved that already. Issue resolved by mr garry marhar There are many ways to solve problems, and it will depend on your situation, your experience, your knowledge, your attitude, and your problem to determine the best approach.mr garry marhar resolve his issue by making a plan such as There are four basic steps to this process: 1. Define the problem 2. Develop a plan 3. Implement the plan 4. Evaluate the results Until there's an acceptable answer, you'll repeat steps 2 through 4 until that answer has been reached. We'll use a common problem to illustrate this scenario.

Main non woring role of mr garry marhar are :Home duties- the pressure of completing home duties create a pressure in the individuals that imbalance their work life. Children children are given top priority in the mind of parents . the increased pressure to provide for the education and other needs of the children and their response are factor that affect the parents . Relative and friends relative and friends may determine time and money from an employee tha place pressure on him. Workfamily conflict is defined as interrole conflict where the participation in one role interfere with the participation in another. wFC might occur when experiences at work interfere with family life like extensive, irregular, or inflexible work hours. Family-to-work conflict occurs when experiences in the family interfere with work life. For example, a parent may take time off from work in order to take care of a sick child. This may because family demands are more elastic than the boundaries and

responsibilities of the work role. Also, research has found that work roles are more likely to interfere with family roles than family roles are likely to interfere with work roles.

PARENTS

Parents are the most important influencers on MR GARRY MARHAR career decision. What parents do for a living; where they live; their education, knowledge and skills; what they earn; and how they spend their time and money have a huge influence on their childs career decisions.

Teachers/career adviser

A great teacher can set a student on a lifelong love for a subject. Many people can relate a chosen career back to an influential teacher. Teachers might see talents that parents or students themselves might overlook. Careers advisers in schools can offer resources and guidance.

Friends

Many young people stick to careers that are safe and known. Give them examples of outsiders who have done well for themselves. SAME IN THE CASE OF GARRY MARHAR

Career affected Wife - We find that a husband's level of satisfaction with the family's present work life situation

matters more than the wife's level of satisfaction and that a husband gives less weight to the potential earnings of his wife if the wife has a low level of attachment to the labor force. Finally, there is a significant difference among men in that a traditional husband only partially accounts for the potential economic impact on his wife of the prospective career change.

Co workers- mr garry marhar is the owner of oh calcutaa. He also control the management of his restaurant. He deal with many worker .he recruited the employees for work in his Achieving increased performance in ever more complex organisations means fully unlocking the potential of your people. But as every manager knows, this is easier said than done. Hudsons breakthrough career management solutions help you drive organisational strategy and performance through engaged and motivated people. Retain employees by providing a clear, achievable career path. Provide a foundation for empowering employees and managers to make career management a formal part of the employment experience. Hudson's career management solutions give you the ability to effectively communicate career progression to employees. In turn employees have a clear career path allowing them to structure individual development to progress to their next position. The result is a strong internal talent pool and employees who are commitment to their future within your organisation.

Benits has had their for their organisation

An effective career strategy builds an agile and engaged workforce. Focusing on careers will:

Improve Resourcing by attracting talent, underpinning internal mobility and enabling flexible working Grow Capability by increasing peoples motivation to learn, and by supporting on-the-job learning Inspire Performance by equipping managers with the skills to engage and develop people Support Change by giving people confidence to alter their work

Frank Parsons is regarded as the founder of the vocational guidance movement. He developed the talent-matching approach, which was later developed into the Trait and Factor Theory of Occupational Choice. At the centre of Parsons' theory is the concept of matching.
Parsons states that occupational decision making occurs when people have achieved:

an accurate understanding of their individual traits (aptitudes, interests, personal abilities) a knowledge of jobs and the labour market rational and objective judgement about the relationship between their individual traits, and the labour market. This three-part theory still governs most current practice. The trait and factor theory operates under the premise that it is possible to measure both individual talents and the attributes required in particular jobs. It also assumes that people may be matched to an occupation that's a good fit. Parsons suggests that when individuals are in jobs best suited to their abilities they perform best and their productivity is highest.

1. 2. 3. 4. 5. 6. 7.

Personal data: create a statement of key facts about the person, remembering to include every fact that has bearing on the vocational problem. Self-analysis: a self-examination is done in private and under the instruction of the counsellor. Every tendency and interest that might impact on the choice of a life work should be recorded. The clients own choice and decision: this may show itself in the first two stag es. The counsellor must bear in mind that the choice of vocation should be made by the client, with the counsellor acting as guide. Counsellors analysis: the counsellor tests the clients decision to see if it is in line with the main quest. Outlook on the vocational field: the counsellor should be familiar with industrial knowledge such as lists and classifications of industries and vocations, in addition to locations of training and apprenticeships. Induction and advice: a broad-minded attitude coupled with logical and clear reasoning are critical at this stage. General helpfulness: the counsellor helps the client to fit into the chosen work, and to reflect on the decision.

Which organization? Mr garry marhar started par time job in masala restaurant. He started career as a Kitchen hand. After completing his studies, he got a chef job in raviz restaurant. He got many

appreciation and special recognition due to his hard work and loyalty. Many of times, he got best employed of the month. He got many award for his best performance. Even his owner helped to get residency in new Zealand. He opened his Indian cuisine restaurant in Auckland named oh Calcutta. now it became most popular Indian restaurant in new Zealand .By 2006,oh Calcutta had 4 store in new Zealand.

Make a Good Decision

Decision Making Process

Alternatives: Explore Career Options Career Choice Consequences Find More Career Information Put a Career Plan into Action Consequences of Career Decision Decision Balance Sheet

A stands for Alternatives. When making an important decision, look at all your choices. Ask yourself, "Are there any other ways I can solve this problem? Ways that I haven't thought of?" C stands for Consequences. Once you have narrowed down your choices to those that look best, weigh the pros and cons of each. I stands for Information. Search for new information about each option you are considering. P means Plans. Make detailed plans for (a) how you will carry out your decision, and (b) what you will do if one of the negative consequences that you thought of under "C" occurs.
A career strategy is a structured approach to developing capabilities, tools and resources in an organisation, which will enable people to navigate this career journey successfully. It is through thes e individual journeys that an organisation builds its capability and its ability to change, so an organisations approach to career is critical to its success. Our approach to career strategy is based on a career partnership approach, recognising that both the individual and the organisation are seeking benefit from the partnership. Articulating what career means in an organisation is critical.

onsultancy and workshops to equip internal change agents in the following areas:

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Building the business case for career support Design of career strategy and career support programmes

Definition of your career deal as part of your employee value proposition

Project management of career support programme implementation Development of career-related communications (eg website design, internal key messages) Evaluation of impact of career support programmes Provision of career tools, resources and coachin

1. Interview people in the work you are considering. Most people are happy to talk about their work. This is calledInformation Interviewing, and you want to learn how to do it. 2. Click on those jobs you identify when taking the Career Key test. You will learn a great deal about each one in the Occupational Outlook Handbook (OOH). 3. Explore several Special Features of the OOH: on each occupation's page, make sure to click on the "How to become one" tab to get education and training information, visit Sources of Career Information, and the new Occupation Finder. 4. Go to local government agencies for state and local information. 5. Go to the Library. It has excellent sources. Ask the librarian for help. 6. Volunteer to do work in your area of interest. Most communities have volunteer action centers that will help you. 7. "Job Shadow." Follow and observe a person as he or she works. This a valuable way to learn about an occupation. 8. Participate in internship or cooperative education programs. 9. Take on a part-time or temporary job in your area of interest. 10. Explore the Internet. To get started, go to Sources of help on the Internet.

3.4 ..carrer counselling Mr garry marhar fFinding a career that is right for you is just part of achieving the life you want

to lead
career counselors can additionally support people in gaining a better understanding of what really matters for them personally, how they can plan their careers autonomously, or help them in making tough decisions and getting through times of crisis. Mr garry marhar is very sterotype person. He loved to take advice from other. In school ,he often took advice from teacher related to further studies ,selection of instuition . Before planning to left india and settled in new zealand , he took professional counsellor helped..

The main aim of the assignment is to analyse how a persons carrer may develop over time.THE ASSIGNMENT IS TO APPROACH A PERSON WHO HAS BEEN WORKING FOR AT LEAST 20 YEARS AND MR GARRY MARHAR IS THE PERSON WHO S CARRER

This SECTION-1 Lindsa theoty This theory developed by linda gottfrdson , attempt to describe how carrer choice develops in young people

Linda Gottfredson shares a rational for our career directions in her theory of circumscription and compromise. In her theory, Gottfredson seeks to answer Where do interests, abilities, and other determinants of vocational choice come from? Essentially, why do we choose to do what we do? The proposed answer lies in first understanding how we develop our self-concept. We then consider how we eliminate occupational alternatives that conflict with this self-concept through a process called circumscription. Finally, we look at the remaining options and compromise based on the certain criteria.

Defining our self-concept

Gottfredson cites research that indicates our self-concept is culturally contingent and experience dependent. On the one hand, our interests, attitudes, and particular skills are strongly influenced by shared environments. On the other hand, we remain active agents of our own creation within the constraints of our genetic inheritance. Our genetic compass urges, not commands, us in some directions rather than others. Our genetic inclination competes with culture, operating like a gyroscope guiding us towards one path over another. Our path is constrained by choices available in our culture and past choices we have made. For example, nothing in my genetic make-up or cultural environment would lead me to be a (Mr Garry marhar) owner and manager in own restaurant and my past career choices preclude me from an chef (kitchen hand) in restaurant 2. The process of circumscription These influences start early. Gottfredson proposes four stages of circumscription: Stage 1: Orientation to size and power (age 3 to 5) Early on, we classify things as strong and weak, adult and child, big and small. We are taught to assign value judgments to these classifications and understand where we are placed within those judgments. We know our place as a child who is weak, and that we should desire to be an adult who is strong. In this stage , mr garry marhar was very intense to studied different thing from elder (adults)people .he wanted to do work like adults can do Stage 2: Orientation to sex roles (age 6 to 8

Children at this age have progressed to making simple distinctions among people and jobs, primarily on the basis of their most concrete, visible attributes. The most obvious and salient distinction for them is sex role, which they see simplistically in terms of sex-appropriate clothing and behaviour. They start to eliminate occupations that seem incompatible with their gender self-concept. In this stage ,mr garry marhar made dissimilarities based on broad gender categories (male and female) and learned to assign activities and roles to those categories. Stage 3: Orientation to Social Valuation (age 9 to 13) Children have now become acutely aware of differences in social status: in particular, which occupations are higher up the social ladder, which personal attributes (especially academic ability) help individuals get higher level jobs, and what the minimum threshold is for being thought successful in their social circle. They eliminate from further consideration all occupations that are too low in prestige for someone like themselves, as well as all that seem out of reach in terms of ability or effort required. These choices may not be wise, but they tend to be permanent unless challenged in some way. In thois stage , mr garry marhar belived that status and income is the main goal of life . he wanted to be run his own business THEY STARTED comprehend HIS income, status, and effort and normalize HIS objectives accordingly. Stage 4: Orientation to Internal, Unique self (age 14+) Children take their preferred social selvestheir self-defined social spacefor granted by adolescence. This social space is much circumscribed, but it becomes more densely populated with occupational alternatives as adolescents begin to recognize how diverse work is across different fields of work. They are now also better able to make out their own interests, values, and goals, and they struggle to determine which field of work best fits their emerging pattern of interests and talents. Circumscription at this stage thus involves rejecting incompatible fields of work (Realistic, Investigative, etc.). In this sage , mr gary marhar seek roles that are compatible with his personal, psychological selves.

We understand income, status, and effort and adjust our aspirations accordingly.

20th century

Perhaps the best place to gain a glimpse of the future of work is in the newspaper. Not the front page but the want ads. A few decades ago, employers were in search of typists, switchboard operators, mimeograph repair technicians, keypunchers and elevator operators. Newspapers even had separate job listings for men and women. Todays want ads are seeking Webmasters. LAN operators. Desktop publishers. And many job seekers no longer turn to the want ad pages but to the Web pages. They find their jobs on the Internet. Just a few decades ago, business magazines celebrated the latest office technology cutting edge equipment such as electric typewriters and Dictaphones. Today, it is more like digital phones and personal digital assistants. The ability of workers to meet these needs will be substantially determined by major changes in the workplace and workforce of today and tomorrow. These changes include:
Technology

The use of computers and the Internet in workplaces will become more pervasive and the functions performed using computers will dramatically increase. The influence of technology will go beyond new equipment and faster communications, as work and skills will be redefined and reorganized. Working families will continue to pursue stability in the midst of these dynamic changes in the economy and population. Three major challenges for the twenty-first century workplace and work-force will result:
The challenge of being skilled, not stuck in the new economyas technology and globalization open more opportunities for those who have access to the tools to build their skills, but reduce the supply of lower-end jobs. The challenge of flexibility and familyas employers seek more flexibility to compete in the global marketplace and workers pursue more opportunities to spend time with their loved ones. The challenge of destiny and diversity as employers hire from a more diverse pool of workers in the future, creating new opportunities for economic growth but also raising the potential for persistent discrimination and inequality.

Empowering workers with choice

In the twenty-first century, the most successful workers will be those who are able to choose the employment relationship that gives them sufficient wages and benefits, and ability to care for their families. The challenge will come in ensuring that future workers who prefer nontraditional options have on-thejob protections. Today, many do not.

Skills are the ticket In the information-based, skills-intensive economy of the twenty-first century, one thing is clear: knowing means growing. While many workers will continue to be in occupations that do not require a bachelors degree, the best jobs will be those requiring education and training. In fact, the 20 occupations with the highest earnings all require at least a bachelors degree. Throughout the economy, occupations that require a college degree are growing twice as fast as others.
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