Career Plan

RUNNING HEAD: CAREER PLAN
CAREER PLAN
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RUNNING HEAD: CAREER PLAN
Part 1 – The individual
Analysing career aspirations requires understanding of individual life values,
strengths and weaknesses (Elliott & Coker, 2008). My values and fundamental notion of
important in life is hard work and being honest. I feel through hard work anyone can achieve
any great heights in their career. I aim to work hard throughout my career and professional
life so as to become a manager or director in an organization. Another value which I aim to
accomplish always is honesty throughout my career and professional life. I feel honesty and
integrity are integral values to reach the top of organisation ladder. I have followed these
notions in my life always and will continue doing so. I am a committed person; it is an
important value for my life. In my professional career, I always aim at staying committed in
my job role. This is an integral value of mine, which is appreciated by my seniors. Therefore,
I will aim at staying committed in my job role.
My key strengths are hardworking capabilities, honesty, integrity, professionalism and
motivation (Harrington & Loffredo, 2010). Some of my strengths are integrated within me
whereas some other strength I have developed in my professional career. I possess
tremendous mental strength as well to strive for whichever heights I want to achieve. My
mental strength enables me to take up new challenges and then exert myself to attain them.
However, there are certain weaknesses in my character as well, which I need to overcome.
My weakness includes my emotions, incapability to keep on one thing and lack of
confidence. These weaknesses have hindered my capabilities to achieve heights in my
professional career. The characteristics of my ideal job will provide me ample opportunities
to work hard. It will be such that it tests my motivational and emotional capabilities. My job
will be such that it tests my inner strengths and capabilities. My job needs to provide me with
immense challenges so that I strive continuously (Minkler, 2012). Deriving from this, I can
say that my organisation should be such that it wants to grow to become global organisation
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RUNNING HEAD: CAREER PLAN
(Koo & Miner, 2010). It has to be a growing and emerging organisation which needs capable
employees who can make valuable contribution. The organisation needs to have an efficient
HR management system.
Part 2 – The environment
Environmental factors have an integral role in influencing career aspirations. In my
career there have been a wide range of influential factors which includes politics,
globalisation, demography, societal values, economic factors, legislative issues, geography,
organisational and technological factors (Ford & Airhihenbuwa, 2010). These environmental
factors have played a predominant role towards shaping of my career. As a professional with
public health background I have diversified knowledge in managing and tackling complex
challenges. However, due to recent globalisation of human resources, there has been
immense influx of personnel from varied countries, who possess similar skills. Globalisation
has led to challenges arising for not only companies but also for individuals to secure a
decent job role. It has created a competitive environment, where individuals need to be
immensely proactive to secure their targeted job role. In the public health domain, the role of
politics is inevitable in nature. Employees within the public health organisations need to
operate under guidelines that are provided by them. There is tremendous influence from
bureaucratic influences in the public health domain, which makes it necessary for individuals
to be aware of the new legislative policies and guidelines (Jayatilleke & Mackie, 2013).
Employees in the public health sector is impacted by bureaucratic influences for ascertaining
their pay scales, working hours and other employment related factors.
Demographic challenges include prevalence of more female as compared to male
employees; also there is a tendency of employees above 40 years in procuring a managerial
or director level job at a public health organisation. This deters many from seeking
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RUNNING HEAD: CAREER PLAN
employment at such positional levels. The pay scales within the public health domain are
fixed and increment does not take place similar to corporate jobs. However, there is security
and guarantee of service. Therefore, the sector gets applications from large number of
employees. This creates an extremely challenging atmosphere within the sector to procure a
job. Societal value attached with this job role is high as the public expects a lot from
employees of this sector. The contribution made by employees in the public health domain is
tremendous in nature as it directly impacts the community (Lee, 2014). Economic factors
impacting this sector are high, as the sector directly receives funding from the federal
government. All expenses such as salaries, administrative costs and other expenses related to
this sector is directly borne by the Federal and State government hence in case the markets
are not stable or have downward trends then the funding is bound to reduce. The legislative
issues which impacts the public health domain is in regards to laws and regulations that has to
be followed. Especially in the case of detection and prevention of diseases, such standards
and legislations need to be followed.
A geographical factor which impacts the domain is the location where such services
are provided. Locational factors such as present in suburbs or at remote locations, affect the
effectiveness of the job (Minkler, 2012). As often it requires employees to shift their homes
or stay at other facilities, which increases their costs. Organisational and technological factors
that affect the job role are organisational rules and regulations, growth prospects and
technological advancements within the organisation.
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