Self Directed Assessment of Career Aspirations

Question: Discuss about theSelf Directed Assessment of Career Aspirations. Answer: Introduction In the world of business there are number of great leaders who have taken their respective businesses to the pinnacle of success by their devotion and hard work and this is exactly why these leaders are respected not only in their own businesses but they are idolised all across the world in different industries. Some of these leaders had had it very easy in their career development process as they got hold of their preferred profession early in their career whereas on the other hand some of them have had struggle to reach their desired position. Hence it could be said that the leaders are always the people who set examples with their deeds and their strategies implemented in the career development procedure (Downes, 2010). There are numbers of business leaders who have inspired number of people including me but to name a couple of them would be Larry Page of Google Inc. and Jeff Bezos of Amazon. Both the leaders have gone through few hurdles which make their career development intere sting to discuss as well as their career growth epitome for the aspiring professionals. Career Development Assessment Career development is an important concept for each and every professional working in the corporate world. The concept of career development could defined as the process of managing work, leisure and other changes in order to get to a self-preferred better position in the future. It is a lifelong process as the taste and preference as well as willingness of the professionals changes over time and hence career development aspirations tend to change over time. It has happened with all the big leaders in the world as well as for Larry Page and Jeff Bezos (Nicolini, 2012). These two leaders have taken their business to a new level. When one has introduced worlds leading search engine that helps billions of people every day with their information needs over the Internet, at the same time the other is the visionary leader of the worlds largest electronic commerce company that sells almost anything and everything to meet the daily demands of the consumers. Both Larry Page of Google and Bezo s of Amazon didnt find it easy initially and had to overcome different hurdles. They have had to face criticisms and didnt know how their future would pace but have stuck to their ideas and focus in order to achieve their goals (Niles et al., 2011). There are different career development theories that could fit to these great legends. One of the major career development theories that perfectly go with the constant development both of them have is the trait factor theory. The trait factor theory by Frank Parsons state that people tend to work better and give their best performance when working jobs that suits or favors their abilities (Sullivan Baruch, 2009). Both of the leaders namely Page and Pezos are from computer science background and have constantly worked for the development of this field which clearly shows their willingness to stick to the field that they know best and this significant brought them success at regular interval. The Theory of Work Adjustment is also applicable to their consistent growth in their fields. Page is now the CEO of the parent company of Google that is Alphabet Inc. and on the other hand Bezos has joined new ventures (Lent et al., 2011). The theory of work adjustment has stated the relationship between the work environment and the individual. Both of the leaders have realised this and have tried to develop and communicate with their work environment naturally brining the best out of themselves. Both Page and Bezos have gotten into new ventures which have tested their skills for instance in Amazon.com Bezos had to develop the virtual work environment so that the consumers are always connected to the portal and can make their choices which wouldnt have been possible if the workers and employees have not communicated properly (Su et al., 2015). On the other hand Page have gone back to his root the parent company of Google to better the assets and develop relationships with the clients in order to increase the business of the company which means he has tried to develop the relationship with the work environment that has helped him achieve this constant career development. Analysing the cases of the two great leaders I wi ll definitely try to implement the Trait Factor theory in order to get established in my own field of expertise (Patton McMohan, 2014). The personal values that I have personally understood important for me is education which will help me to develop a strong platform for myself in the professional world and also relationship with the workplace as well as families and friends which would keep in good mental shape and will also help me to counterbalance my work and personal life (Patton et al., 2016). In my industry relationship means operational excellence and education means addressing of the allocated jobs and hence it could be said that the values which are essential in my personal life also stands to be important in my professional life. Both of my chosen leaders above have become successful with effective education and by building relationships or else empire like Amazon and Google wouldnt be existing today and hence I personally feel I have these things common with my role models (Lent et al., 2011). Conclusion Both Larry Page and Jeff Bezos have are wonderful leaders and not only for their professional qualities I like them but also for their humane gesture and contribution towards the welfare of the mankind. Both leaders are visionary and have been highly focused on not only growing themselves in stature but have also presented the world with new avenues to do their jobs which has been a great contribution for their side and this justifies my preference for these two leaders (Downes, 2010). References Downes, B. (2010). Career development strategies. Lent, R. W., Brown, S., Hackett, G. (2013). Career Development. Nicolini, D. (2012).Practice theory, work, and organization: An introduction. Oxford university press. Niles, S. G., Amundson, N. E., Neault, R. (2011). Career Flow: A Hope-Centered Approach to Career Development, 1e. Patton, L. D., Renn, K. A., Guido, F. M., Quaye, S. J., Evans, N. J., Forney, D. S. (2016).Student development in college: Theory, research, and practice. 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