Why Should I Choose a Supervisor Career?

Career choice refers to the selection and determination of the type and direction of employment by an individual. It is an important behavior that people really enter into the field of social life, and it is a key link in life.

career choice

There are three basic factors (or conditions) that make up a career choice:

First, you need to know yourself scientifically and systematically under the professional guidance of a professional planner.

Third, combining the consultant's work experience, education, personality level, intelligence level, physical condition,

The specific decision-making steps for career selection are generally as follows:

Exploration. That is, according to their common sense, experience and ability, to collect all kinds of relevant professional information of interest.

forming. It is based on the above specific orientation. It mainly considers the value, purpose and rewards of the determined career direction.

Choose. It is the analysis, consideration and preliminary selection of specific career goals.

Clarification. It is based on preliminary selection, self-doubt from various aspects, and finally determine the specific career goals.

Take office. That is to implement accounting in accordance with the established professional goals, and go to work.

firm or correct. This includes two levels of meaning: first, if the chosen career goal is correct, then go firmly and strive to get out of the name; second, if the chosen career goal is partially incorrect or completely wrong Yes, then make partial corrections in due course, and re-select more appropriate and correct career goals.

Summing up. Right or wrong, they have to constantly summarize themselves, accumulate workplace wisdom, and enrich a wonderful life.

Some people may say "I have too many projects to satisfy" or "I have too many occupations to choose", what should I do? Then in the most important and second most desired order, arrange these "items to be satisfied" or "occupations you want to choose" in order, and then take the first 1 to 6 items, and generally do not make wrong decisions. ^[1]

Because people have different characteristics in their occupations, they also have different requirements for the personality characteristics of employees. Generally speaking, a cheerful, lively, enthusiastic, and gentle personality is more suitable for engaging in foreign trade, foreign-related work, cultural and sports work, education work, service work, and other occupations with more people; more suspicious, questionable, stubborn personality. Suitable for research and academic work; deep, rigorous, and serious personality, more suitable for personnel, administration, party affairs; and bravery, calm, decisive and firm are the indispensable characteristics of new entrepreneurs and managers. We can't imagine letting a grumpy person engage in public relations, talking business, or doing service work. Nor can we imagine letting a cowardly and fragile person do security work; letting a carefree and careless person be a doctor Or accounting, the results must be unimaginable. So how do we judge our personality traits and use this to determine our career choice coordinates?

One

Ability Difference and Career Choice

In terms of quantity, the individual differences in capabilities are manifested in the level of capability development, as well as the trend of different capability advantages.

In terms of career orientation, ability factors play a screening role, and each individual determines his or her career intention based on the level of ability and the advantage of ability. From a talent standpoint, graduates hire employers to take capacity as an important consideration. People with high ability are naturally favored by recruiters and show more confidence in the job search process. Poor ability coupled with obstacles to inferiority complexes will cause more trouble in job search, but other aspects of personality can alleviate and improve this situation.

Different ability advantages also affect the trend of career choice. People who are better than memory, meticulous observation, good at thinking or rich in imagination may choose a career that is suitable for them and easy to show their ability.

Poor quality and career choice

The qualitative differences in abilities are manifested in the fact that each person has different special abilities, talents, and types of abilities. Any kind of professional activity requires a special combination of several abilities that match the vocation. This is the professional requirement for special abilities.

For example, mathematical ability is an indispensable ability to engage in scientific and technological work. In addition to the general thinking ability, the development of mathematical ability, such as generalization ability, calculation ability, and flexibility of forward and reverse operations, etc. In addition to general abilities such as clear imagination, memory, and emotion, music work also requires musical sensations such as tune, auditory appearance, and rhythm. The ability to engage in painting, the Soviet psychologist BN Kilyenko, through experimental research, believes that the following abilities must be possessed: the ability to perceive and express the structure of the object; the keen, complete perception and appearance of the spatial position of the object; the brightness of the object The evaluation of the ratio and the perception and appearance ability of the hue; the precise movement ability of the hand related to the painting method and technology.

Psychological tolerance and resilience

University graduates were previously uniformly distributed by the state and were "

Balance sheet

A "decision-making balance sheet" is often used in problem-solving models and career counseling to assist consultants to analyze each possible option systematically, to judge the pros and cons of implementing each option separately, and then based on Its weighted score on pros and cons prioritizes each option to execute the highest priority or preferred option.

Main frame

(1) Utility gains or losses for self.

(2) Utility gains or losses for significant others.

(3) Self-approval or disapproval.

(4) Social approval or disapproval.

In practical application, because the "self-approval or non-approval" and "social-approval" still appear to be general, Taiwan's career counseling expert Jin Shuren changed the last two to "self-promotion gains and losses" and "other-spirit gains and losses". "It is considered from the four ranges of" self-other "and" material-spirit ".

The balance sheet is designed to assist decision makers in making good and important decisions. It can help decision makers analyze each possible option in detail, consider the pros and cons of implementing various options, and finally prioritize and choose one.

step

(1) List possible career options: The consultant first needs to list three to five potential career options for in-depth evaluation in the balance sheet.

(2) Judging the pros and cons of each career option: The important gains and losses of the consultant's thinking in the balance sheet are concentrated on four aspects: the material gains and losses of self, the material gains and losses of others, and self-approval (mental). Gains and Losses, Gains and Losses Applauded (mentally). The details are shown in the table below. The consultant can review each career option one by one based on important gains and losses, and use the eleven-point scale from "+5" to "-5" (+5, +4, +3, +2, +1, 0, -1, -2, -3, -4, -5) to measure various career options.

(3) Weighted scoring of various considerations: The consultant will have different considerations depending on the situation in which the advantages and disadvantages of each aspect are different. Therefore, after detailing the considerations, weighted scoring is required. That is, for the individual at the time, the important considerations can be multiplied by one to five times the score (* 5) and then decreased in order.

(4) Calculate the score of each career option: The consultant must calculate the weighted score and cumulative results of each career option in "gain" (positive score) and "loss" (negative score), and calculate the total of each career option Minute.

(5) Prioritize each career option: Finally, prioritize according to the level of each career option on the total score, as shown in the table. The priority of career options can be used as a basis for consultants' career decisions.

Decision tree

The decision tree method uses the principles of probability theory and uses a tree diagram as an analysis tool. The basic principle is to use decision points to represent decision-making problems, to use alternative branches to represent alternative alternatives, and to use probability branches to represent various possible outcomes of the alternatives. After calculating the profit and loss values of various alternatives under various conditions, Compare and provide decision-making basis for decision makers.

Decision tree analysis is a commonly used risk analysis and decision-making method. This method uses a tree diagram to describe the calculation of the future benefits of each scheme. The method of comparison and selection is based on expectations. There are several different situations people may encounter in the future. Each situation has the possibility to occur, one cannot be sure, but the probability of various natural states can be inferred based on previous data. Under such conditions, the future economic effects of various schemes calculated by people can only be expected values that take into account the probability of the occurrence of various natural states, which will not be completely equal to the actual future benefits.

If a decision tree has a decision point only at the root of the tree, it is called a single-level decision; if a decision has decision points not only at the root of the tree, but also in the middle of the tree, it is called a multi-level decision.

Decision tree method provides effective help for career hesitant when making career choices.