What Are Careers and Why Are They Important for Us?
We all strive for the ‘perfect’ career, yet how has our understanding of this concept evolved?
It may seem a strange question to ask, but why do careers matter so much? We use the term ‘career’ so frequently in relation to our working lives but what actually is this phenomenon that can grow, change, be mapped out, and help us understand ourselves?
The term ‘career’ refers to the unfolding, evolving sequence of a person’s work or employment experience through the course of their life, with the word ‘career’ coming from the medieval Latin noun, ‘carraria’ meaning ‘a road for vehicles’. But before we go any further, let us consider the history of careers and how they came to be.
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The History of Careers
The concept of careers can be traced back to traditional apprenticeships in Europe in the Middle Ages (5th – 15th century), where a skilled tradesperson would take on a younger, inexperienced person to teach them the knowledge, skills and competencies to take on a specific trade. Evidence of these early apprenticeships show that individuals took on trades, or occupations, in a specific area, or industry; and this became their job in order to work for pay, and thereby support their basic needs.
Following the industrial revolution, career paths became more defined, yet flexible, as time progressed and in today’s world, with an emphasis on education and professional development, careers are now more dynamic than ever. This article considers traditional career approaches, reflects on how these have evolved and discusses a shift to a career growth mindset.
Traditional ‘Fit’ Career Theories
We all want to find that job, career or calling that we are good at, where we receive respect and recognition for our efforts. So how can we identify what path is right for us?
Career matching theories have been commonly used in the past not only to categorise different career environments but to identify a career fit for individuals. For example, someone who is analytical and detail-focused may find a career in accounting or data analytics a good fit.
A popular matching theory was developed by psychologist John Holland in 1997, who created codes (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) which aligned with an individual’s personality type and corresponded to their best-suited career path. Such career matching codes have been widely used in career counselling, assessment and selection, and job placements.
However, it may feel that these career matching theories are now outdated and can be restrictive for our career decision-making. We discuss occupations from a young age, yet Wharton Management Professor and Organisational Psychologist, Professor Adam Grant, argues that we should not be asking children what they want to be when they grow up; this can result in tunnel vision, reduce a growth mindset and disappointment later down the line. We cannot predict how life will unfold and having a ‘locked-in’ idea of a career at a young age can lessen our likelihood to try alternative options.
Although categorising and matching may not be the most effective approach to identifying an appropriate career, we need to consider the ‘right career’ can mean different things to different people.
A lack of career development or growth opportunities in an organisation is now one of the most common reasons why people quit their job roles. When our work aligns with our values, interests and passions, we are more likely to have a positive sense of self. When work gives us a significant sense of purpose and meaning, we can experience higher levels of drive, motivation and engagement.
The Psychology of the Changing Form of Career
With much change to working practices over the last few years due to a pandemic, advancing technology, shifting economic and labour markets, as well changing demographics in the workforce, careers have evolved.
Traditional careers are viewed as upward, linear progression within one single organisation, moving from job to job, with increasing responsibility, status and pay, with the employer being viewed as the entity providing job security and opportunities in exchange for the employee’s effort and commitment.
When we think about the importance of careers, knowing that there is an increasing desire for autonomy in the decision-making of our lives, it is not surprising that new forms of careers have emerged with individuals becoming increasingly responsible for their own professional development. This has led to an increase in career mobility, yet not always upwards; lateral and downward transitions are also becoming more common. These allow you to learn new skills and also maintain your passion for work, without taking on too much more responsibility.
Careers have become increasingly “boundaryless”, a term coined by Arthur and Rousseau, both physically and psychologically across jobs, organisations and occupations, demonstrating a transition towards independence from traditional organisational careers. “Boundaryless” refers to a career not being bound by an organisation, putting a renewed focus on individual networking, learning and enterprise, in line with the shift towards a knowledge society.
The Kaleidoscope Career Model (KCM) based on work by Mainiero and Sullivan in 2006, reflects the changing work-life balance desires of younger people, just as a kaleidoscope produces changing patterns when the tube is rotated. The KCM describes how individuals change their career patterns by rotating varied aspects of their lives, e.g., relationships, family or work roles.
More recently careers have been discussed in the context of the fourth industrial revolution considering how careers are influenced and can be developed, by the digitalisation and automation of work.
How to Enhance Your Career? A Shift to Career Growth…
Allowing yourself to get too comfortable in your career can generate feelings of stagnation, reducing morale and happiness. Career growth is the journey towards your wider career vision; think of this as your long-term perspective encompassing your career aspirations and goals. It goes wider than career development which often focuses on more short-term skill development supporting individuals in their current roles.
To adopt a career growth mindset, we need to look beyond our immediate job or position and consider how different opportunities, experiences and skill development can all help us carve out a fulfilling career path for ourselves. Career growth can help us to reach our full potential and links to work by Stanford University Psychologist Carol Dweck on the importance of a growth mindset. Someone with a growth mindset believes their skills, knowledge and practice can improve over time.
So, say ‘yes!’ to opportunities. Progressing along your career path requires patience and self-awareness so you need to be as touch with yourself as you can and aim to understand your strengths.
About The Author - Dr Lucy E. Bolton
Dr Lucy Bolton is a Chartered Psychologist (BPS) and Registered Occupational Psychologist(HCPC), as well as a Certified Business Coach (AC), and a trained occupational test user (BPS). She is an Assistant Professor in Business Psychology at Heriot-Watt University Dubai, leading the Masters in Business Psychology programmes globally. Lucy’s area of speciality is business and coaching psychology, lecturing in the areas of coaching psychology, social and organisational change, diversity and research methods.
Lucy has also conducted research in the areas of change management, workspace design, socio-technical systems, job design, employability and knowledge management, working with a number of global organisations including, Rolls-Royce, Bentley Motors, Marks and Spencer, the National Health Service (NHS), REED-NCFE, and the UK Government Office of Science. Lucy has published her work and presented her research over the years at a number of international conferences.
You can contact Dr Lucy via
Email: l.bolton@hw.ac.uk
LinkedIn: Dr Lucy Bolton
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