Career Guidance and Counseling
“Career and World of Work”
Name : Abdul Hanan
Course : Career Guidance and Counseling Lecturer : Dr. Afdal, S.Pd., M.Pd.
FAKULTAS ILMU PENDIDIKAN UNIVERSITAS NEGERI PADANG
T.A. 2021/2022
Foreword
Praise be to the presence of God Almighty. For His grace and guidance, the author was able to complete the assignment of the paper entitled "career and world of work" on time.
Papers are prepared to fulfill the tasks of career guidance and counseling courses. In addition, this paper aims to add insight into the world of work for readers and also for writers.
The author would like to thank Dr. Afdal, S.Pd., M.Pd. as a career guidance and counseling lecturer. Thanks are also extended to all those who have assisted in the completion of this paper.
The author realizes that this paper is still far from perfect. Therefore, suggestions and constructive criticism are expected for the perfection of this paper.
Padang, 22 August 2021
Writer
Career and world of work
A. The essence of work, occupation, job, task and career
Careerand employment includes:
1. Unique means a career that has specifics to each person, depending on the potential of self, talent, interest, and tendency towards the career.
2. Dynamic is a career that has the nature of continuing to develop continuously and the progress achieved in a society both local and global.
3. Open, open careers are said to be open because everyone is entitled and without any hindrance can enter a career, either in institutions or government and private organizations as long as the concerned individuals have the requirements required by the Institution in question.
Furthermore, the fundamental nature of a true career for oneself is: self-actualization, life choices, life journey, calling of human life soul, and art.
B. Human work and career
From various opinions from Triton PB, Donal E.Super, and A.Muri Yusuf there are differences of opinion in formulating understanding, but it can be concluded that the career is:
(1) a series of positions or positions occupied by a person, (2) are in an institution or organization. (3) the existence of a main job that requires skill, (4) self-actualization in and throughout his life, (5) is a life call for oneself, (6) brings calmness and satisfaction to the person who is engaged in it.
While what is said to be work is: 1) all forms of human life activities, 2) related to the actualization of one's self in life, 3) through physical sacrifice and one's thoughts, 4) produce certain kinds of goods and services and 5) aim to obtain certain results or rewards.
Career and employment goals are: fulfillment of life needs, social demands of society, seeking psychological satisfaction, social status in society, and development. Career and mental health are two things that are related if the career or choice of the right job that suits talent, interests, expertise, a conducive work environment, and will bring satisfaction and comfort in living a career. Conversely, the mismatch of work that is passed and causes a person's career to be disrupted will result in personal self, both psychic and psychological conditions.
For a person who does not have a job (unemployment) especially those who already have dependents on the life of his wife and children will have an impact on mental health including:
1) fragile family life order, 2) psychosomatic threats, 3) weak mental resilience, 4) low values in life, and 5) a high chance of psychopathology. Conversely, someone who has a good career and a good job, will certainly have a positive effect on the soul and mental health including:
1) the fulfillment of various life needs that will have implications for family integrity, 2) the emergence of comfort and tranquility in life, 3) have a respectable social status in society, this has implications for soul satisfaction and mental stability.
C. Work structure in Indonesia
Basically economic development has four main dimensions, namely: (1) growth, (2) poverty development, (3) economic change or transformation, and (4) sustainability of development from an agrarian society to an industrial society. Structural transformation is a prerequisite of increasing and continuity of growth and poverty reduction, as well as a supporter for the sustainability of development itself.
Development in Indonesia has succeeded in spurring high economic growth, which is characterized by changes in the structure of the economy. The process of changing the structure of the economy is characterized by: (1) declining share of the primary sector (agriculture), (2) increasing share of the secondary sector (industry), and (3) the share of the tertiary sector
(services) is more or less constant, but its contribution will increase in line with economic growth.
In fact, economic growth in Indonesia is not accompanied by changes in the balanced labor structure (Swasono and Sulistyaningsih, 1993). This means that the rate of shift in the sectoral economy is relatively fast compared to the rate of shift in labor, so Manning (1995) in Suhartini (2001) said that the turning point for economic activity (economic turning-point) was reached earlier than the turning-point of labor. So the issues that are often debated are: (1) whether the decline in GDP is proportional to the decrease in the share of sectoral labor absorption, and (2) which industries are growing faster, agroindustry or manufacturing industries. If the transformation is not balanced, it is feared that there will be a process of impoverishment and exploitation of human resources in the primary sector.
D. Factors affecting career
There are several factors that affect career development. In general, there are five factors that will affect the smoothness of a person's career, among others are as follows (Tohardi, 2002):
1. Attitudes of superiors, co-workers, and subordinates
People who excel at work but are not liked by people around the place where they work, then such people will not get support to achieve a better career. In other words, such people are not used in the organization.
2. Experience
Experience in this context relates to the level of class (senoritas) of an employee. In promoting seniors not only consider experience but there is an appreciation of his devotion to the organization.
3. Education
Educational factors are usually a requirement to occupy a position and affect the smoothness of a person's career. The more educated a person will be the better, or in other words the higher educated person will have better thoughts.
3. Performance
Achievement can occur from the accumulation of experience, education and a good work environment. But good achievement is certainly a strong effort from within a person, even because of the limitations of education, experience, support of colleagues.
4. Fate Factor
The fate factor also determines even though the portion is small, even experts say the fate factor affects the success of only ten percent.
1. According to Schein's concept in Dubrin (1989), factors that influence career development are:
2. Managerial Competence (managerial ability)
3. Technical/Functional Competence (technical ability) 4. Security (security)
5. Creativity (creativity)
6. Autonomy of Independence (autonomy of freedom)
In the process of developing the career of employees in the organization, there are 3 interrelated relationships between individuals, managers, and organizations. All three have their own roles.
Gary Dessler (2004) describes his third role in career development as follows:
5. Individual Role
1. Accept responsibility for your own career.
2. Estimate your interests, skills, and values.
3. Look for information and career plans.
4. Build a career goal and plan.
5. Take advantage of development opportunities.
6. Talk to your manager about your career.
7. Follow a whole realistic career plan.
6. Manager Role
1. Provide timely performance feedback.
2. Provide support and assessment of development.
3. Participate in career development discussions.
4. Support a career development plan.
