Career Management: Social Capital, Network and Ties Analysis

This assignment explores key concepts in career management, focusing on the importance of social capital, diverse networks, and the strength of weak and strong ties. It examines how social capital, encompassing financial, physical, market, human, and intellectual capital, significantly impacts individual career development. The assignment contrasts concentrated versus diverse networks, highlighting their roles in career decision-making, and analyzes the influence of individualist versus collectivist cultures on career adaptability. Furthermore, it delves into Mark Granovetter's theory of weak ties, comparing the consequences of career advice received from weak versus strong ties, and emphasizing the role of different connections (personal support, role models, professional friends, colleagues and acquaintances) in career advancement. The student's work draws on research to illustrate how weak ties can be crucial for early job and career settlement, while strong ties may improve mobility.

Running Head: Career Management 1
Career Management

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Contents
Ans. 1: Concepts to develop better career.......................................................................................3
Ans.2: The strength of weak ties.....................................................................................................4
References........................................................................................................................................6
List of figures
Figure 1: Mind Map.........................................................................................................................4

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Ans. 1: Concepts to develop better career
Social capital- Social capital is important as compared to educational credentials in order to
achieve success in the career. The social capital is the scope of resources that is accessed by
individuals by the social networks formed with other individuals. The configuration of HR
practices i.e. information sharing, team work and rewards can facilitate the preferred social
capital. The concept of social capital is the key to individual success throughout the 21st century.
There are some attributes in the social capital for the career development i.e. financial, physical,
market, human, and intellectual and knowledge capital. These attributes have significant
implications on the career development of individuals (Demirkıran & Gençer, 2017).
Concentrated vs. diverse network – Both the networks are helpful for the individuals for
developing their career. Network factor reveals quality and quantity of the relationships within
the organization. With the diverse network, individual are able to make better decision for their
career. Open to all employees, every network has a formal structure with periodic meetings and
objectives and serves as the external advisory group (Baer, 2013).
Individualist versus collectivist cultures- In the career adaptability, individualist is more
adaptable as compared to collectivist. Individualism has positive relationship with the innovation
and to be more flexible and on the other hand, collectivism gives strong psychological support
network to individuals (Noordin & Omar, 2014).

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Figure 1: Mind Map
Ans.2: The strength of weak ties
Mark Granovetter’s has made a key distinction between the functions of strong and weak
ties. According to him, strength of tie is the combination of emotional intensity, intimacy and
reciprocal services. He states that strong a tie between two individuals, high the proportion of
connection between them. He used empirical study from the survey of job seekers and asked
people who had found the job by the contacts. Based on the above figure of mind map, key
people are mentioned who are helpful in maintaining the career growth. People are divided into
five catagories i.e. personal support, role models, career advancement, professional friends, and
acquaintances mentor and colleagues business development. Under professional support, there
are friends and family. Under role models, there are boss and teachers. In colleague business

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development, there are clients and customers, in career advancement, there are work colleagues
and professional clubs, and in acquaintances mentor, there are teachers and counselors (Tümen,
2017).
Building on the theoretical career choice and model proposed by Granovetter’s concept
of the ‘the strength of weak ties’, I compare the consequences of the career advice b y weak ties
verses by strong ties. The key result is that receiving help from weak ties is connected with early
job and career settlement. On the other hand, strong ties are likely to lead to improved mobility
and generate mismatch. I found personal support, role model and professional friends as the
strong factors and colleagues’ business development is a weak factor as it includes customers
from previous employment. Previous clients are weak ties as their requirements can be changed
as it is important to meet their expectations for the success in the career (Carolan, 2005).

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References
Baer, D. (2013). Why You Need A Diverse Network. Retrieved on 17th March 2018 from
https://www.fastcompany.com/3015552/why-you-need-a-diverse-network
Carolan, B. (2005). Strong Ties, Weak Ties: Relational Dimensions of Learning Settings.
Retrieved on 17th March 2018 from https://cdn.tc-library.org/Edlab/EdLab_Strongties.pdf
Demirkıran, C. Y. & Gençer, M. (2017). IMPACT OF SOCIAL CAPITAL ON CAREER
DEVELOPMENT: International Journal of Social Sciences. 3(3). 580-600.
Noordin, F. & Omar, S. (2014). The Influence of Individualism-Collectivism Culture on Career
Adaptability Among ICT Professionals in Malaysia: Australian Journal of Basic and
Applied Sciences. 8(24). 175-183
Tümen, S. (2017). Career choice and the strength of weak ties: Career choice and the strength
of weak ties. 17(3). 91-97