University Assignment: Job Search and Career Management Analysis

This assignment explores the theories of job search and career management, focusing on how individual satisfaction affects job performance and career choices. It begins by examining the 'theory of work adjustment' by Rene V. Dawis, Holland's 'theory of Career Choice,' and Edgar Schein's 'theory of career anchors,' highlighting similarities and differences among them. Holland's theory is emphasized for its practical application in matching individuals with suitable work environments. The assignment then analyzes Alan M. Saks' article on job search, discussing the impact of individual differences like self-efficacy and the concept of 'fit' on job search success. Saks' article emphasizes the importance of self-awareness and confidence in achieving positive outcomes in job search activities. The assignment concludes by referencing key sources to support the analysis of these important concepts.

Running head: JOB SEARCH AND CAREER MANAGEMENT
JOB SEARCH AND CAREER MANAGEMENT
Name of the student
Name of the University
Author Note

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Question 1.
Answer:
According to the ‘theory of work adjustment’ stated by Rene V. Dawis, work is assumed
to be the interaction taking place between an individual and a work environment. In order to
maintain the interaction, both the work environment and the individual need to fulfill the needs
of each other (Dahling & Librizzi, 2015). The process of satisfying both the work environment
and the individual needs is known as work adjustment.
The ‘theory of Career Choice’ by John Holland states that, in our culture there exists six
personality styles among individuals and six forms of work environment. These six types are
referred to as Holland Codes or RIASEC (Realistic, Investigative, Artistic, Social, Enterprising
and Conventional). According to Holland, individuals working in an environment which is
similar to their personality are considered more likely to succeed and be satisfied with their job
(Swanson & Fouad, 2014).
According to the ‘theory of career anchors’ stated by Edgar Schein, there is a presence of
eight factors that influence an individual’s choice to stay anchored or fixed at a organization.
They are technical competence, managerial competence, independence, security/stability,
entrepreneurial creativity, service/dedication to a cause, pure challenge and lifestyle (Tremblay,
Dahan & Gianecchini, 2014).
All of the three theories state how individual satisfaction affects job performance and
decides whether a person is to stay in the same organization or search for better prospects. It can
be stated as one of the similarities between the three theories. However, in case of differences, all

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three theories analyze and state different factors while dealing with employee satisfaction and
organizational work environment. Dawis theory deals with work adjustment while Holland’s
theory lays its emphasis on six factors or RIASEC and lastly, Schein’s theory states eight factors
that affect an individual’s choice to stay in an organization.
John Holland’s theory of career choice can be considered to be the most helpful in
improving one’s career understanding. This is because Holland’s theory not only considers the
work environment and individual behaviors, but it also states that an individual would be more
likely to succeed if his work environment matches his preference or personal qualities. It clearly
states how individuals are more comfortable in working for an organization sharing the same
traits, beliefs and qualities. Holland’s theory not only states the six personalities, but it is evident
that a person satisfied with his job and experiencing a similarity with his personal traits in a work
organization is likely to stay for a long period of time as well (Bin, 2015).
Question 2.
Answer:
According to Alan M. Saks article, ‘Job Search: Finding the Best Fit for a Satisfying
Career’, Saks states two important factors of the job search process and the impact it has on the
job search success. They are individual differences and behaviors. Self efficacy, perceived
control and self esteem are a part of individual differences. Individuals with high self efficacy
and self esteem, individuals with more control over the job search process have been observed by
Saks to be more successful in the process of job search.

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The concept of ‘fit’ in Saks article describes that an individual who is employed in an
organization that is a good ‘fit’ for him or is fitting for his skills, would directly affect the job
attitudes, work quality and being a part of the organization for a long period of time.
The article written by Saks has one of the most important messages in job search
activities. It states that self-efficacy often is the determining factor in job search activities and its
outcome. Individuals who are aware of their strengths and skills and are confident in performing
the tasks assigned to them, are more likely to get successful results in job search.

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References
Bin, A. S. (2015). The relationship between job satisfaction, job performance and employee
engagement: An explorative study. Issues in Business Management and Economics, 4(1),
1-8.
Dahling, J. J., & Librizzi, U. A. (2015). Integrating the theory of work adjustment and
attachment theory to predict job turnover intentions. Journal of Career
Development, 42(3), 215-228.
Swanson, J. L., & Fouad, N. A. (2014). Career theory and practice: Learning through case
studies. Sage publications.
Tremblay, M., Dahan, J., & Gianecchini, M. (2014). The mediating influence of career success
in relationship between career mobility criteria, career anchors and satisfaction with
organization. Personnel Review, 43(6), 818-844.