The Kaleidoscope Career Model

Sherry E. Sullivan, Shawn M. Carraher
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Abstract

The kaleidoscope career model (KCM) was developed by Mainiero and Sullivan in 2006 based on data from interviews, focus groups, and three surveys of over 3,000 professionals working in the United States. The metaphor of a kaleidoscope was used to describe how an individual’s career alters in response to alternating needs for authenticity, balance, and challenge within a changing internal and external life context. As a kaleidoscope produces changing patterns when its tube is rotated and its glass chips fall into new arrangements, the KCM describes how individuals change the pattern of their careers by rotating the varied aspects of their lives to arrange their work–nonwork roles and relationships in new ways. Individuals examine the choices and options available to create the best fit among various work demands, constraints, and opportunities given their personal values and interests. The ABCs of the KCM are authenticity, balance, and challenge. Authenticity is an individual’s need to make choices that reflect their true self. People seek alignment between their values and their behaviors. Balance is an individual’s need to achieve an equilibrium between the work and nonwork aspects of life. Nonwork life aspects are defined broadly to include not only spouse/partners and children but also parents, siblings, elderly relatives, friends, the community, personal interests, and hobbies. Challenge is an individual’s need for stimulating work that is high in responsibility, control, and/or autonomy. Challenge includes career advancement, often measured as intrinsic or extrinsic success. All three parameters are always active throughout the life span, and all influence decision-making. One parameter, however, usually takes priority; this parameter has greater influence in shaping an individual’s career decisions or transitions at that point in time. Over an individual’s life, the three parameters shift, with one parameter moving to the foreground and intensifying in strength as it takes priority at that time. The other two parameters will lessen in intensity, receding into the background, but they remain active.
万花筒式职业模式
万花筒职业模型(KCM)是由Mainiero和Sullivan在2006年根据访谈、焦点小组和对3000多名在美国工作的专业人士进行的三次调查的数据开发出来的。万花筒的比喻被用来描述在不断变化的内部和外部生活环境中,个人的职业生涯如何随着对真实性、平衡和挑战的交替需求而变化。就像万花筒旋转时,玻璃碎片会产生变化的模式,KCM描述了个人如何通过旋转他们生活的各个方面来以新的方式安排他们的工作-非工作角色和关系来改变他们的职业模式。个人会根据自己的价值观和兴趣,在不同的工作要求、限制和机会中做出最适合自己的选择。KCM的abc是真实性、平衡性和挑战性。真实性是一个人需要做出反映真实自我的选择。人们寻求价值观和行为的一致性。平衡是个人在生活的工作和非工作方面达到平衡的需要。非工作生活方面的定义很宽泛,不仅包括配偶/伴侣和孩子,还包括父母、兄弟姐妹、年长的亲戚、朋友、社区、个人兴趣和爱好。挑战是个人对刺激性工作的需求,这种工作需要高度的责任、控制和/或自主权。挑战包括职业发展,通常以内在或外在的成功来衡量。这三个参数在整个生命周期中都是活跃的,它们都影响决策。然而,有一个参数通常具有优先级;这个参数对个人在那个时间点的职业决定或转变有更大的影响。在一个人的一生中,这三个参数会发生变化,其中一个参数会变得更重要,并且随着它在那个时候的优先级而变得更强。另外两个参数的强度会减弱,退到背景中,但它们仍然是活跃的。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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