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How Might the Non-work Structural Factors Assist or Prevent an Individual from Achieving their Career Choice? What Role do The "Work Sphere Structure Factors" Play in this Discussion?

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How Might the Non-work Structural Factors Assist or Prevent an Individual from Achieving their Career Choice? What Role do The "Work Sphere Structure Factors" Play in this Discussion? How Does J L Holland's "Trait Theory" and Schein's "Life Stages" Model Fit Into This Discussion Regarding Career Choice? Discuss. In the 3rd and 4th edition of his book 'Sociology, Work and Industry' T J Watson makes reference to non-work structural factors. These non-work factors include class, family, education, race/ethnicity, gender and media and peer influences. (Taken from the essay theme sheet: Occupational Choice by David J Edwards) Class can affect an individual achieving their career choice by, the higher the socio-economic group a person comes from (or the higher the economic power of their family), the better education they are likely to receive as their family is likely to have a surplus income so they can afford a better education for their children. Socio-economic class can have both advantages and disadvantages to a person when looking at a career! As a person from a higher socio-economic group is more likely to be able to walk into a senior management role if the owner of directors are friends or a family member, compared to those of someone from a lower socio-economic group. ...read more.


This could put him off a career in the airline industry, but this may be seen as acceptable in twenty years time as twenty years ago nursing was perceived as a women's job but it is now seen as acceptable for both men and women to be nurses. The four main resources an individual may need when approaching work are: cash, skills, knowledge and physique. Cash is mainly class determined and can influence how far an individual is willing to go to find work, for example, someone with a lot or surplus income may not need to work as much as someone with a deficit surplus income. Skills and knowledge often come from an individual's education or previous experiences. Employers often require some formal qualifications from an employee or some relevant work or social experiences. Certain jobs require the person doing them to be physically fit or of a certain height, for example, firefighters need to have upper body strength to be able to control powerful jets of water and lift heavy things. The Work Sphere Structural Factors in the pre-work influences are occupational structure and prevailing labour market (number and type of job vacancies). ...read more.


3. ARTISTIC PERSONALITY TYPE- This tends to be a creative person who can express themselves easily using other methods than words. They are normally found in or going into a design environment. 4. SOCIAL PERSONALITY TYPE- This tends to be people based and is related to people who like to work with people often in a care situation. 5. ENTERPRISING PERSONALITY TYPE- This relates to people who are good at influencing and persuading other people. They are often found in management positions. I think this best relates to me. 6. CONVENTIONAL PERSONALITY TYPE- This is normally associated with people that like working with numbers and doing computational activities. They often tend to enjoy working in a structured environment. It is important to recognize non-work factors as well as work factors which are also important. These non- work factors should be considered when deciding if an individual is suitable for a certain area of work. Holland outlined the different personality types which could be associated with a person and these are some of the non-work factors that should be considered before offering a person a position in a company. For example, it may not be wise to put someone with an artistic personality into a job in the National Health Service (NHS), which requires people with social personality types. ...read more.

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