Analysis Of Harold Hotelling’s Theory The WritePass Journal

Analysis Of Harold Hotelling’s Theory Abstract Analysis Of Harold Hotelling’s Theory AbstractIntroductionHarold Hotelling’s theoryModeling of the Hotelling ruleCriticism of Hotelling’s theoryRole of logisticsConclusionReferenceRelated Abstract Economists have long been concerned with the extraction of natural resources. This paper presents an evaluation or analysis of Harold Hotelling’s theory that asserts that the most socially and economically profitable extraction track of a non-renewable resource is one along which the price of the resource, determined by the marginal net revenue from the sale of the resource, increases at the rate of interest The paper presents a model of the Hotelling rule and examines its applicability to real life phenomena. The paper finds that while the Hotelling theory had contributed to the economics of nonrenewable resources and the rise of the conservationism movement, the assumptions laid out by the theory are not applicable to the real world. In conclusion, the paper suggests the need to relax the assumptions in order to explain the real-world phenomena. Introduction The efficient use of scarce natural resources, both renewable and non-renewable sources, has long been a concern of natural resource economics (Shogren 2000). For example, Adam Smith explored on the natural progress of opulence and suggested that for a country to achieve an optimum economic progress, it had to allocate capital to land, fisheries and mines (Barnett Morse 1963). In a similar vein, Ricardo explored on the significance of land quality on economic rent. Robert Malthus raised concern about the dangers of population growth, asserting that the increasing population was likely to preclude the endless progress towards a utopian society (Barnett Morse 1963). Similarly, Jevons raised concern about the consequences of coal depletion on population growth (Shogren 2000).   A feature shared by all these economists is their treatment of natural resources as a free factor of production. That is, they all treat natural resources as provided freely by nature. But towards the beginning of the 21st century, a shift in mindset occurred as economists began treating natural resources as something more distinct than just a free factor of production (Shogren 2000). Theorists such as Hotelling and Gray particularly pointed out to the additional intertemporal cost of extracting natural resources (Shogren 2000). In this regard, this paper presents an evaluation or analysis of Harold Hotelling’s theory that asserts that the most socially and economically profitable extraction track of a non-renewable resource is one along which the price of the resource, determined by the marginal net revenue from the sale of the resource, increases at the rate of interest (Harold 1931). Harold Hotelling’s theory In 1931, Hotelling used differential calculus to derive the optimal extraction of a fixed resource over time (Bradley 2007). He began by recognizing the inadequacy of the standard economic analysis in the industry in which production was bound to decline (Bradley 2007). Hotelling then asserted that if the total resource base and capital investments were fixed and efficient extraction methods used, then the marginal net revenue of extraction of non-renewable resource would rise at the rate of interest over time (Hotelling 1931). This premium price was referred to as the ‘resource rent’ or rather the ‘hotelling rent’. In other words, under a perfectively competitive market, the market price of a non-renewable resource minus the marginal costs must grow in tandem with the interest rate. As such, the price of the natural resource should increase with time, provided that the marginal costs are kept constant (Chakravorty et al. 2009) Harold Hotellings theory postulated that the most socially and economically profitable extraction track of a non-renewable resource was one in which the price of the resource, determined by the marginal net revenue from the sale of the resource, increased at the rate of interest (Harold 1931). The theory thus proposed the time track of natural resource extraction that most increases the value of the resource reserve. But at the time, his analysis was way ahead of time as mathematics had not yet been incorporated into economics. As a result, his seminal analysis was originally rejected for this reason.   However, Hotellings rule later came to be known as the pillar of the theory of nonrenewable resource economics through its rich insight on the long-run behaviour of resource price and scarcity of extraction and its contribution to the rise of conservatism movement (Gaitan et al. 2007). Modeling of the Hotelling rule To illustrate the Hotelling rule, let us consider as basic model where in So denotes an economys total stock of resource and Rt denotes the total extraction at time t (Gaitan et al. 2007). The utility of consumption would be denoted by U(Rt). The objective is to maximize the marginal net revenue of extraction of the non-renewable resource. Assuming that the extraction is carried out with constant unit costs, Then the optimal path of extraction of the natural resource would be found by the following equation †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (i) But the maximization must meet the condition †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (ii) Assuming that private and social discount rates are the same and that there are no externalities (Gaitan et al. 2007), then the solution to equation (i) and (ii) can be found using optimal control theory as shown below: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (iii) But conditions require the optimal extraction path to fulfill the following relation (Gaitan et al. 2007), †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (iv) The opportunity cost or rather the shadow price at time t, Yt, is in the present case constant. We thus have Equation (iv) can thus be rewritten as follows: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (v) And given that in a market economy, then it can be seen that equation (iv) reflects the Hotelling rule that the marginal price of the natural resource increases with increase in the rate of discount. Hotteling’s predictions of a decline in non-renewable resources with time such as oil, minerals and forests led to demands for regulation of exploitation of such exhaustible assets (Rothband 2000). The selfish exploitation of natural resources at a rapid rate gave rise to the conservation movement (Rothband 2000). This theory has formed the basis of the conservationist movement and has been influential to the point that prohibitions against oil and mineral mining and deforestation in certain government lands have been justified on this ground (Hotelling 2007). Criticism of Hotelling’s theory An important point to emphasize in the Hotelling model is that the market price of non-renewable resources must increase with time, provided that costs remain time-invariant (Chakravorty et al. 2009). However, in reality such an increase in the price of non-renewable sources may not persist as many short-run factors such as regulation and speculation in commodity markets may come into play resulting in alternative phases of upward and downward price movements (Chakravorty et al. 2009). For example, if the Kyoto Treaty was to impose a target of 450 PPM of carbon, energy prices would be expected to rise but fall soon after the constraint becomes binding (Chakravorty et al. 2009). But when there is a fall below the 450 ppm level, the prices are bound to rise again (Chakravorty et al. 2009). Such a cyclical behaviour in the prices of non-renewable resources is not covered under the Hotelling model. As a result of such kind of price variations, Harolds Hotelling theory has come under criticism. Economists have argued that Hotelling’s theoretical prediction of a rise in scarcity and relative prices of nonrenewable resources over time is not borne out of facts (Watkins 1992). For example, Krautkraemer (1998) argues that for the most part, Hotellings theoretical predictions have been inconsistent with empirical studies of non renewable resource prices and in situ values. Over the past 100 years or so, there hasnt been a persistent increase in the prices of nonrenewable resources (Krautkraemer 1998). Also, economic indicators do not provide evidence of an increase in scarcity of these resources (Krautkraemer 1998). Although the popuplar view among the general public is that exhaustion of non-renewable resources is progressing at a faster rate, this view is highly debatable. In fact, economic indicators have shown that there has been growth in nonrenewable resource supply as new deposits continue to be discovered and the extraction technology continues to progress (Krautkraemer 1998). This has been argued to mitigate the scarcity effect (Krautkraemer 1998). But the above criticism may not necessarily hold as just like other economic analysis on this subject, Krautkramers analysis has been conducted at the global level (Wright Czelusta 2002).  Ã‚   Although it may seem appropriate to test Hotelling predictions at the global level, such analysis leaves open the possibility that the depletion may have been staved off at the global level, through the discovery new and underexplored territories (Wright Czelusta 2002). Nonetheless, the popular view that the world is likely run out of natural resources in the near future may not necessarily be true. If resources are considered to be scarce, then there is a higher likelihood of its real price rising (Braddley 2007). In the event of an increase in real price, producers are likely to be induced by the high prices to explore for more reserves resulting in an increase in resource stock (Braddley 2007). The lifetime measures of most resources can thus be assumed to remain constant over time Another error that Hotelling made was linking his highly conditional analysis to the real world (Braddley 2007). Hotelling faulted laissez-faire for deviating from his derived optimality in extraction of non-renewable resources, stating that the extractive industries had discrepancies which resulted in wasteful forms of exploitation (Braddley 2007). He also argues that such wasteful forms of exploitation would have been regulated in the interest of the general public (Braddley 2007). Whilst Hotelling was quick to recognize market failure, he failed to account for what is currently known as government failure (Braddley 2007). As can be seen with the long history of petroleum regulation in the US, government intervention has generally been lacking in information and has been highly problematic in practice (Adelman 1993). Only an omniscient planner would know the specifics of demand, supply, price, cost, interest rates, and entreprenurial alertness needed to arrive at an optimal extraction solution (Braddley 2007). Role of logistics Harolds hotelling theory can be applied to the logistic industry. According to the hotelling theory, the most profitable extraction is one in which the price of the resource, determined by the marginal net revenue from sale of the resource, increases at the rate of interest. In this respect, to reduce on the marginal cost of extraction, it would require that an industry be located close to the extraction point. This would not only decrease the transport costs, but will also increase efficiency in the supply chain and logistics. Logistics thus has an important role to play in determining the optimal extraction solution. The lower the transport costs, the more likely are the returns to scale. Whilst the transport costs are account for a small percentage of the total costs, the optimal extraction solution must also take into account the total logistics costs. Logistics have an impact on a firm’s optimal location behaviour and thus must be taken into account of when determining the optimal extraction solution of a natural resource. Conclusion In Summary, the Hotelling theory has contributed to the economics of nonrenewable resources. It has formed the conceptual and theoretical framework used by economists to model the supply and the prices of nonrenewable resources. More so, it has contributed to the conservationist movement. However, the Hotelling theory, though elegant, seem somewhat misplaced. The model points out to a rise in trajectory of net prices of non-renewable resources along with the rate of interest yet there is a lack of empirical evidence to back this pricing behaviour. Moreover, the assumption of an increase in scarcity of non renewable resources is highly debatable. These assumptions seem not applicable to the real world.   Perhaps, to explain the real-world phenomena, it would be helpful to relax these assumptions. For example, in order to explain the price of oil, it would be necessary to discard all assumptions of inevitable increase in price and the assumption of a fixed stock. Reference Adelman, M. A., 1993. ‘Introduction’. In M. A. Adelman (Ed.), The economics of petroleum supply. Cambridge, MA: MIT Press. Barnett, H. and Morse, C., 1963. Scarcity and growth. The economics of natural resource scarcity, Baltimore, Johns Hopkins University Press Braddley, R.L., 2007. Resourceship: an Austrian theory of mineral resources. Rev Austrian Econ 20: 63-90 Bradley, R. L., 1996. Oil, gas, and government: The U.S. experience. Lanham, MD: Rowman and Littlefield. Chakravorty, U., Leach, A. and Moreaux, M., 2009. Twin peaks in Energy prices: a hotelling model with pollution and learning. School of Business and department of Economics. Gaitan, B., Tol, R.S., and Yetkiner, H., 2007. The Hotellings rule revisited in a dynamic general equilibrium model. University of Hamburg Hotelling, H., 2006. ‘Stability in competition’. The Economic Journal, vol.39 (153), pp.41-57 Hotelling, Harold, 1931. ‘The economics of exhaustible resources’. Journal of Political Economy 39 (2), 137–175 Krautkraemer, Jeffrey A. (1998). â€Å"Nonrenewable Resource Scarcity,† Journal of Economic Lin, C., Meng, H., Ngai, T.Y., Oscherov, V., Zhu, Y.H., 2008. Hotelling revisited: oil prices and endogenous technological progress. University of California Literature 36: 2065-2107. Rothbard, M. N., 2000. ‘Conservation in the free market’. In: Egalitarianism as a revolt against nature and other essays, Auburn, AL: Ludwig von Mises Institute, pp. 175–189. Shogren, J.F., 2000. Natural resource economics. USA: University of Wyoming. Watkins, G. C., 1992. ‘The Hotelling principle: Autobahn or Cul de Sac?’ Energy Journal, 13 (1), 1–24. Wright, G. and Czelusta, J., 2002. Resource-based economic growth, past and present. Stanford University

Evaluating and reviewing a piece of pop culture Essay

Evaluating and reviewing a piece of pop culture - Essay Example haps this is the reason why it is so popular because it has a subliminal message that an average guy just like Chuck and everyone else’s could become a super spy through an unexpected circumstance. The weakness of the TV series is that it defies logic and not based on sound science. For example, how could the CIA possibly build a labyrinth of headquarters at Nerd Herd’s basement without being notice by somebody? And also, there is no scientific basis that a person can remember everything (being an intersect) by just opening an email. The TV series became popular because it brought down spy culture to the understanding of the masses. The general audience was able to relate how the life of an average person could turn into a highly adventurous, explosive and secretive life by being a spy. Chuck’s dilemma on how to keep his identity and to fulfill the function of a spy also tickles the fancy and imagination of the audience that made it popular. Because of the theme of the film which is espionage and action, the main audiences of the film are mainstream males who are into espionage films. They can relate themselves as Chuck doing extra ordinary things even if they are just a regular guy. The value of the series is the ability of the main character Chuck, to relate to the subliminal aspiration of an average male to do adventure and secretive work by being a spy. It differentiated from other TV series of the same genre as it strips the work of being a spy as unattainable and making it a possibility as portrayed in the TV series Chuck. Whereas other TV series of the same genre portrays the role of a spy to require superhuman ability such as superior intelligence and athleticism, Chuck removed this barrier by just requiring the protagonist to be at the right place and at the right time and able to do the same and even better by just being lucky. If this will be translated to a game just like other spy films, this will prove to be interesting as those

Cybersecurity Coursework Example | Topics and Well Written Essays - 500 words - 6

Cybersecurity - Coursework Example g to the increasing significance of technology in the daily lives of mankind, many people share their personal information on the internet which can at times prove dangerous due to web hackers who can misuse the data due to immoral practices. Anonymity helps to maintain the secrecy of individual’s identity. This also helps to protect specific actions performed by the individuals. For instance, anonymity helps protecting funds and monetary transfers made by individual over internet. It has often been observed that people feel uncomfortable to share banking or personal information on the internet as it might hamper their personal interests. Anonymity is often regarded as the option which can be useful in such situations as it creates a sense of security and helps to protect privacy by a large extent. There are many negative effects of anonymity on individuals as well. To be illustrated anonymity also helps people who have malicious intentions to hamper the interests of other users and escape without being identified. It also creates misrepresentation about the user’s profile on internet. In the recent phenomenon, the most apparent negative effect of anonymity can be identified as cyber crime. Hence, as it can be observed from the above discussion, to a certain extent, the negative impacts of anonymity tend to be stronger and more effectual than its benefits, which in turn outweigh its advantages. Question: 2 Are non-literate internet users at a higher risk for experiencing identity theft? Explain specifically how end-user tracking and recording technologies may either increase or reduce cyber security risks for non-literate users when using the internet, or when shopping at a brick and mortar establishment The non-literate internet users have a high risk because of the increasing cyber crime, as they tend to share personal information without having proper knowledge of the website. At times, the information of those non-literate users is hacked by the cyber

The Intellectual Challenge Essay Example for Free

The Intellectual Challenge Essay The intellectual challenge was equally unprecedented. From the beginning of the modern age, there were significant segments of the intellegentsia which did not content themselves with any of the newly fashioned apologies for Judaism. They accepted the ideals of the outside liberalism, nationalism, and, later, socialism not because they had supposedly originated in Judaism but because they had not. What made these values attractive was that they promised to fashion a new secular world which would transcend and destroy all aspects of medievalism. The assimilationists, those Jews who consciously strove to give up their own identity entirely in order to become undifferentiated individuals in the modern world, were thus truly messianic. The very completeness and unconditionality of their surrender to the dominant values of the majority were a program for the final solution of the Jewish question: let the Jew become like everybody else, yielding up his claim to chosenness and being relieved of his role as scapegoat. Let society run on its universal and immutable principles, rooted in reason and natural law, which know neither positive nor negative exceptions for the Jew. Above all, let him disappear from the center of the stage, his own and the worlds, to be one among many equally important small incidents in the history of mankind. This was a kind of messianism that could have arisen only out of the eighteenth-century Enlightenment, for it was fundamentally at variance with both the Jewish and the Christian concepts of such an age. Jew is equally important to the traditional Christian version of the end of days: he is not chosen but damned, but that is negative chosenness; he is doomed to wandering and suffering, because he once rejected Jesus, but the indispensable preamble to the Second Coming and the end of days is his conversion. It is beyond doubt that the long-standing Christian desire to convert the Jews was a significant aspect of the climate of opinion toward the end of the eighteenth century which prepared the ground for their emancipation. Liberal Christians believed that this would be a short cut to the devoutly desired result. So the Abbe Gregoire, the leader of this school of thought in revolutionary France, argued in a famous essay written in 1787 and published two years later, as the delegates were gathering to the meeting of the Estates-General in Paris, that the granting of religious liberty to the Jews would be a great step forward in reforming and in converting them, for truth is most persuasive when it is gentle. Â   What is even more apparent is that many of the philosophies of the Enlightenment, despite the ethical universalism and the vague deism or atheism in religion with which they were consciously subverting Christianity, were most reluctant to part with old-fashioned anti-Semitism. In fear of censorship and the Bastille, they may, indeed, have had to shoot their arrows of ridicule at Moses instead of the Apostles, in order to conduct their war against the Church in Aesopian language; but there is an edge and a nastiness to Voltaires comments on the Jews, an insistence that it is hardly conceivable that even reason can reform them, which sets one of the patterns for modern anti-Semitism: to uphold a universal and secular ideal e. g. , liberalism, nationalism, or socialism but to exclude the Jews from its purview and effect. Nonetheless, at its most ideologically consistent, the Enlightenment proposed full acceptance of the Jew in the new society of which it dreamed. His faults which even pro-Jewish writers like Dohm, Mirabeau, and Gregoire waxed eloquent in describing were, they maintained, not innate but caused by his unfortunate estate, and his claims to chosenness could be disregarded as a psychological defense the Jew found it necessary to cultivate to relieve the misery of his enslavement. All this would disappear, transmuted into good civisme even among this, the most difficult group to usher into the life of the modern world, once all of society is reformed. It is therefore true, as Nordau once observed that the Emancipation came to the Jews not out of humanitarian fervor, not as a reconciliation of age-old conflicts, but for the sake of the abstractions, reason and natural law. But the Jewish enthusiasts of assimilation chose to overlook that the Emancipation was not essentially conceived out of tender regard for the Jews: they preferred to accept it with passion as the totally messianic era that it purported to be.

Review of The Devil Behind The Mirror Essay -- Dominican Culture

Steven Gregory’s book entitled The Devil Behind The Mirror is an ethnographical study of the Dominican Republic. The Dominican Republic is in the Caribbean, it occupies the Western half of an island, while Haiti makes up the Eastern portion. Gregory attempts to study and analyze the political, social and cultural aspects of this nation by interviewing and observing both the tourists and locals of two towns Boca Chica and Andres. Gregory’s research centers on globalization and the transnational processes which affect the political and socio-economics of the Dominican Republic. He focuses on the social culture, gender roles, economy, individual and nation identity, also authority and power relations. Several of the major relevant issues facing Dominican society include racism, sexism, and discrimination, economy of resort tourism, sex tourism and the informal economy. The objective of Gregory’s ethnographic research is to decipher exclusionary practices incorporat ed by resort tourism, how it has affected locals by division of class, gender, and race, increasing poverty and reliance on an informal economy. During Gregory’s ethnographic research in the Dominican Republic, he encounters many individuals, some tourists, others expatriates, as well as citizens native to the island. One individual by the name of Minaya, discusses changes in the sugar cane industry. In 1988 he became a worker at a sugar mill that his uncle owned, but claimed that the industry became â€Å"Capitalized† (Gregory 2007: 15). He explains this capitalization as the industry being leased out to private corporations, which incurred poor working conditions and minimal wages upon the laborers. Minaya also expresses the fact he has no formal education, a big factor... ... as the Dominican Republic. Works Cited Ferguson, James. The Anti-Politics Machine: â€Å"Development†, Depoliticization, and Bureaucratic Power in Lesotho. Minneapolis: University of Minnesota Press, 1997. Print. Freeman, Carla. â€Å"Designing Women: Corporate Discipline and Barbados's Off-Shore Pink-Collar Sector.† Cultural Anthropology 8.2 (1993) 169-186. Web. 12 Nov 2010. http://www.jstor.org/stable/656469 Gregory, Steven. The Devil Behind The Mirror: Globalization and Politics in the Dominican Republic. California: University of California Press, 2007. Print. Kearney, M. â€Å"The Local and the Global: The Anthropology of Globalization and Transnationalism.† Annual Review of Anthropology 24, 1995: 547-565. Meier, V. â€Å"Cut-flower production in Colombia—a major development success story for women?† Environment and Planning 31, 1999: 273-289.

Career Motivation

Abstract Career Motivation is usually examined among young or mid-career workers. The older worker is left alone. Unfortunately, in an environment in which the older person represents the fastest growing segment of the labor force, this critical resource is being frittered away. Examination of current practices suggests a large portion of older workers are persuaded by their employers' actions that their careers are at an end. Alternatives to extend and increase this group's Career motivation are discussed. Research exploring the underlying processes involved in successful mentorships has been lacking.In the present study, the roles of Career motivation explanatory factors were examined. Career motivation mediated the relationship between career mentoring and performance effectiveness. Contrary to prediction, only marginal support was received for career self-efficacy as a mediator between mentoring and indicators of career success. Career motivation is unique in that it was the firs t to reveal linkages between mentoring, career self-efficacy and Career motivation. Theoretical and practical implications of results are discussed. Index TOPICSPAGE NO. What is Career? What is motivation? What is Career Motivation? ypes of Career motivations Identifying Career Motivation Example of Career Motivation worksheet Ways of Career motivation Career motivation at work References What is Career? Career is defined by the Oxford English Dictionary as a person's â€Å"course or progress through life (or a distinct portion of life)† By the late 20th century, a wide range of choices (especially in the range of potential professions) and more widespread education had allowed it to become possible to plan (or design) a career: in this respect the careers of the career counselor and of the career advisor have grown up.It is also not uncommon for adults in the late 20th/early 21st centuries to have dual or multiple careers, either sequentially or concurrently. Thus, professio nal identities have become hyphenated or hybridized to reflect this shift in work ethic. The progress and actions taken by a person throughout a lifetime, especially those related to that person's occupations. A career is often composed of the jobs held, titles earned and work accomplished over a long period of time, rather than just referring to one position.While employees in some cultures and economies stay with one job during their career, there is an increasing trend to employees changing jobs more frequently. For example, an individual's career could involve being a lawyer, though the individual could work for several different firms and in several different areas of law over a lifetime. See also career ladder. What is motivation? Motivation is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviors.It can be considered a driving force; a psychological drive that compels or reinforce s an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.Motivation results from the interaction of both conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way. An example is a student that spends extra time studying for a test because he or she wants a better grade in the class. What is Career Motivation? In order to motivate yourself towards a successful and rewarding career, you need a combination of several factors to work together in your favor.These factors may inclu de your own ambition and efforts to prosper, backed by the love and inspiration of your loved ones. However, it is important to remember that the ultimate responsibility of excelling in the career of your choice is yours and only you can work towards it to make your dreams a reality. While planning for your career development, you will also need to understand and analyze your talents, qualifications and skills that might help you in getting inspired towards the path of development.Career motivations are what energize and motivate you when you think about what you want to accomplish or work towards in your career. They are concrete descriptions of how you want to engage in your work. They are not job titles and they are not general words or phrases like â€Å"fulfillment, financial security, happiness, work/life balance† etc. Understanding what motivates you can help you find a career direction. It seems possible that career motivation is one factor that can help explain the b enefits from mentoring relationships. areer motivation is theorized as being comprised of three components: career resilience, career insight, and career identity . Career resiliencies the ability to adapt to changing circumstances, even when circum-stances are discouraging or disruptive. It consists of characteristics such as belief in self, willingness to take risks, and need for achievement. Career insights’ the ability to be realistic about ones career and consists of establishing clear, feasible career goals and realizing ones strengths and weaknesses. Career identities the extent that one defines oneself by ones work.It is associated with job, organizational, and pro-fissional involvement, nee career motivation career motivation examined personal and situational correlates of career commitment and found that of the variables investigated, having a mentor was the most robust correlate. It was suggested that mentoring increases career commitment by three means. First, men toring facilitates self-directedness, career involvement, career success, and positive attitudes toward the career. Second, the mentor may demonstrate the rewards that can be attained if an individual sticks with a career.Finally, mentoring helps the development of career commitment because both the mentoring relationship and career commitment revolve around the needs and ambitions of individuals. To promote career motivation employees should be provided with positive reinforcement for good performance, given opportunities for achievement and input, and receive support for skill development support. This can be achieved by encouraging employees to think about the long-term effects of their current work behavior and to develop career plans. Information about career options should be provided and realistic expectations cultivated.Goal setting should be encouraged and fair and accurate feedback provided. Finally, to heighten career motivation, work involvement should be emphasized by p ro-viding job challenges, and by encouraging professional activities and opportunities for leadership and advancement Supporting these suggestions, found individuals were more likely to have high levels of career motivation when their manager was supportive, provided clear performance feedback, encouraged subordinates to set career goals, initiated discussions related to development and career-related issues and made the job challenging.That is, man-ager mentor-like behaviors were associated with higher levels of career motivation among subordinates’. In sum, the existing literature suggests a relationship between mentoring and Career motivation. Hypothesis 1. Mentored individuals will have a higher level of career motivation than those who have not been mentored. Hypothesis 2a. Among those who are mentored, there will be a positive relationship between psychosocial mentoring and Career motivation. Hypothesis 2b. Among those who are mentored, there will be a positive relation ship between career mentoring and career motivation.We suggest that career motivation plays a part in the relationship between mentoring and indicators of career success. It seems likely that mentoring relates to career motivation, which in turn relates to career success. For example, London (1983) stated that one aspect of career motivation is the desire for upward mobility. He suggested individuals would establish career paths to further their advancement possibilities, request to be considered for promotions, volunteer for important assignments, request and assume leadership roles, and request salary increases.London also suggested that those high in career motivation might have greater career advancement opportunities since they work harder on projects that affect their career. Career motivation behaviors have been theorized to predict pro-motions and salaries, yet only one empirical study to date has shown career motivation to be as-associated with promotions. We extend this li ne of research in the present study by relating career motivation with both objective and subjective indicators of career success. Past studies have primarily used objective measures such as employee income, promotion rate and job title to define career success.However, solely using objective criteria to determine success may neglect important information. For ex-ample, a managers, who appeared successful by reason of position and income, did not feel successful or proud of their accomplishments. It is important to explore individual’s appraisal of their own success because these perceptions are likely to impact their career. Hypothesis 3. Career motivation will positively relate to objective and Subjective career success. Hypothesis 4a. Career motivation will mediate the relationship between career mentoring and career success.Hypothesis 4b. Career motivation will mediate the relationship between psychosocial mentoring and career success. There are three types of Career moti vations: 1. Core Career motivations: Core Career motivations are what you want to spend your time doing. These include competencies (skills, knowledge and attributes) that you want to develop, specific things you want to create, or passions and causes that you want to pursue. 2. Work environment Motivations: Work environment Motivations is things that are important for you in your workplace.These include aspects of the physical environment, the work culture, the way Work is structured (e. g. hours, schedule, etc. ), and how you like to work with others (e. g. as a leader, Support person, expert advisor, etc. ). 3. Lifestyle Motivations: Lifestyle Motivations are what your career allows you to do in other areas of your life. This could include money, time, travel, relationships, and other parts that make up your work/life balance. All three types are important, but your core Motivations will be most helpful in pointing in a career direction.It can take time to uncover your own Motiva tions, and it can be tricky to separate what you really want from what you feel you â€Å"should† want. It’s a good idea to revisit them from time to time. Sample Motivations †¢ I want to manage information about people (not technical or financial) in a social service or educational setting (core Motivation) †¢ I want to design and manage service-oriented systems, processes and procedures to make systems run more efficiently and help people (core Motivation) †¢ I want to be recognized for making others’ lives easier (core Motivation) I like being in a structured work environment where I have to respond to things that happen unexpectedly (work environment Motivation) †¢ I want to balance the time and energy I use while earning my living with the time and energy I devote to my passion for competitive marathon running (lifestyle Motivation) Identifying Career Motivation Follow these steps to make a list of four to six personal Career motivations : 1. Step 1: Complete the Career motivation Worksheet on page 3. 2. Brainstorm a list of possible career options that includes different type of work and educational opportunities.Review your list and think about why you have chosen your options. Do they connect with the Motivations you included on the Career motivation Worksheet? Add any new insights to the worksheet. 3. Brainstorm a list of â€Å"de-Motivations† that describe what you don’t want in your career. Reflect on your past work and educational experience. Review your list and think about the opposite of each de-Motivation. Do these opposites connect with the Motivations you included on the worksheet? 4. Review all the statements on your worksheet and identify patterns and themes.Write a set of four to six statements that summarize your key Career motivations, and make sure that at least three or four of your statements describe your core Motivations. Include enough detail to be meaningful. Don’t worry if some of your Motivations conflict with one another, or if they’re not realistic right now—it’s all part of the journey. Example of Career Motivation worksheet What are your interests? Rank the following interests in order of their importance to you. †¢ Working with things, numbers and objects ________ †¢ Contact with people ________ Working with machines ________ †¢ Working with animals or plants ________ †¢ Working to improve social conditions ________ †¢ Detailed, organized, routine work ________ †¢ Studying people or communicating ideas ________ †¢ Scientific or technical work ________ †¢ Directing or organizing ________ †¢ Abstract and creative work ________ †¢ Working on or producing things ________ Now use your rankings to answer these questions: 1. What interests and activities energize you? ________________________________________________________________ 2. What are the skills that you really enjoy us ing? _______________________________________________________________ 3. What kinds of activities engage you so completely that you get wrapped up in them and lose track of time? 4. What kinds of subject or knowledge areas are you drawn to? ________________________________________________________________ 5. What are the first 2 or 3 sections that you head for when you go to the bookstore? ________________________________________________________________ What are your passions or causes? 1. What causes do you get excited about? ________________________________________________________________ 2.Where is the â€Å"juice† or â€Å"spark† when you think about your career? ________________________________________________________________ 3. If you were independently wealthy, had done everything you wanted to do in terms of travel/leisure and had the total support, understanding and acceptance of your family and friends, what would you choose to do with your time? 4. What would you do if you knew (and were 100% guaranteed) that you would not fail? What type of work environment do you want? Rank the following work environments in order of their importance to you. †¢ Setting your own schedule ________ Influencing people's opinions, attitudes or actions ________ †¢ Variety with many changing duties ________ †¢ Working under stressful situations ________ †¢ Making decisions based on personal judgment ________ †¢ Knowing exactly what is expected of me ________ †¢ Taking responsibility- being in control ________ †¢ Work requiring precision ________ †¢ Freely expressing ideas and emotions ________ †¢ Making decisions based on facts ________ †¢ Working closely with people ________ †¢ Working alone ________ Now use your rankings to answer these questions: 1. How do you see yourself working with others (e. . leader, support person, expert advisor, etc. )? 2. What type of people would you work well with, and how would you work with them? ________________________________________________________________ 3. What places and environments make you feel engaged and energized? 4. What type of organization would you like to be part of? ________________________________________________________________ What type of lifestyle do you want? 1. What does your career need to provide you with in terms of money and time commitment so that it will fit with and support the other important aspects of your life? _________________________________________________________________ __________________________________________________________________ 2. What kind of income do you have to have in order to support the kind of life that you want to build? ________________________________________________________________ 3. How much time are you willing to devote to your career so that it balances with the rest of your life? ________________________________________________________ Ways of Career motivation Motivation Through RelationshipsThe people who love and care for you can make a great difference in your life in motivating and inspiring you towards a better career. Some of your closest relationships may work as a base of all your career improvements. These relationships might be the best and only reason for which you want to move ahead in your career and do well to provide absolute security and happiness to your family. It is the care and concern that you share in these relationships that might encourage you to achieve your career goals, which in turn helps you to provide the best of everything to your loved ones.Motivation Through Leisure You leisure time activities and associations can also help you in motivating yourself towards your career. It is important to interact with different kinds of people coming from different walks of life and professions. You also need to participate in the hobbies and activities that you enjoy so that your recreational requirements are also fulfilled. These activit ies help you unwind from a long day or a weekly routine and will keep you motivated when you are planning your career.Your entire personality needs to be taken care of in order to motivate yourself. Lack of relaxation and recreation may lead you towards boredom and depression, which in turn can diminish your enthusiasm and energy levels. Motivation From Peers One of the best ways to motivate yourself towards a great career may come from your present workplace itself. Attending seminars, conferences and meetings can help you in acquiring many professional contacts such as career counselors, academic professionals, supervisors and people with similar interests and career objectives.In the process, you may gain invaluable resources and advice from masterminds that might motivate you to a great extent. Seeing other people with the same or similar educational backgrounds and qualifications in higher positions can further motivate you to improve your own career prospects through sharing k nowledge and ideas with them about how you can go about it. Just knowing that you have a great network of resource pool can be sufficient to motivate you. Motivation From Your Mentor Your personal mentor can be the most important person who can motivate you so that you achieve your career objectives.A good mentor can be your friend, philosopher and guide to direct you towards the road of success. A mentor will not only coach you and provide critical advice to support you in your endeavors, but will also introduce you with useful contacts and the right people to further expedite your career development process. The mentor can also measure your success and failure aspects and alter your action plan accordingly. Career motivation at work 1. Clarify your goals Nothing is more demotivating than working haphazardly without having a clear vision, mission and set of objectives for your work.Without a clear vision and knowledge of how your work impacts the big picture you may well end up spe nding a lot of time on urgent unimportant matters rater than tasks that positively impact the big picture. Clarify in no uncertain terms your vision, mission and objectives and focus on them beginning always with the end in mind. It is remarkable what you will achieve once you have honed in on your precise goals and can focus on them and visualize yourself achieving them. 2. Establish a clear game-plan for achieving your goalsOnce you have clarified your vision and goals, formulate a detailed strategy for getting there and chart your progress on a regular and ongoing basis. Break down large complex projects into a series of manageable tasks that are interesting and achievable. Having a blueprint for success that is composed of clear, sensible milestones and achievable interesting tasks will greatly simplify and lend meaning to your daily routine and will also give you a feeling of control over your work and deadlines which largely boosts motivation.The more organized you are and can focus and adhere to accomplishing your goals according to your detailed blueprint for success, the more motivated you will be and the less likely you are to fall into a fit of panic or insecurity and lose confidence and motivation. 3. Ride the Wave of your Successes Success is very stimulating. Work hard enough to achieve successful results and see how motivated you are to achieve further successes as you excel in your performance. Work hard, aim to overachieve your goals and ride the momentum of each success to achieve further successes.Remind yourself that once your vision is clear and you have a set of well-defined, reasonable objectives and milestones to reach, the secret of success is hard work, creativity and perseverance. Aim to ride the wave of each success to further the next success and channel the positive energy to achieving similar superlative performance in your next task or project. It is not always that you can ride the wave of euphoria that arises from a sound succ ess story so make sure you leverage and take advantage of these bursts of energy and motivation to the extent possible. . Reward yourself Reward yourself as you achieve your objectives and/or reach specific important milestones. Plan ahead what forms this reward will take and what tasks/projects/results will be rewarded. This will give you something to look forward to, extra drive to get there and a surge of excitement and enthusiasm when you do attain your desired goals. 5. Keep Things in Perspective It is important to keep things in perspective and always remind yourself of why you work.Beside the pay, it is often about realizing your potential, feeling alive and useful, feeling connected, making a difference in the world, expressing creativity, expanding your skills and abilities, helping others and contributing to the community. List the reasons you entered the field you are in and when times are tough remind yourself of why you do the work you do. Also remind yourself that work is work and that you have a life outside of work to look forward to, enjoy and make a difference in. 6. Maintain a healthy work/life balance It is very easy to lose yourself at work and forget what awaits you outside of the work arena.Maintaining a healthy work/life balance is essential both for your general motivation level and your overall wellbeing. Make sure you take the time to do the things you like to do outside of work whether it be connecting with friends and family, exercising, reading, taking courses, shopping or other hobbies and activities that channel your creativity and energy. Having something to look forward to after work will see you through moments of drudgery at work when your motivation and energy levels are not as high as they could be and will also make you more productive at work. . Think positive Negativity is a contagious affliction that drains you of energy, slows you down, saps your enthusiasm and blinds you to the reasons you work. Avoid negative feelin gs at all costs and concentrate on the positive. To do this, listen to motivational tapes, to music that particularly inspires you, read motivational books, talk to inspired or inspiring people, surround yourself with positive stimuli and concentrate on the reasons you work. Find things to laugh at as long as you are not laughing at your peers and count your blessings at every opportunity.Focus on positives regardless of how small or inconsequential they are whether it be a positive remark from a boss or peer, accomplishing your day's goals earlier than usual, overachieving on a small deliverable, working well with people, a looming vacation, completing a difficult task or any other positive stimulus. REFERENCES †¢Business dictionary. com †¢http://www. streetdirectory. com †¢Wikipedia †¢https://passport. baidu. com †¢Worldpress. com †¢R. Day, T. D. Allen / Journal of Vocational Behavior (2003) †¢(Colarelli & Bishop, 1990).London and colleagues (Lon don, 1990; London & Bray, 1984; London & Mone,1987) several suggestions as to how to develop, support and enhance career motivation. †¢Noe, Noe, and Bachhuber (1990) article †¢(Dreher & Ash, 1990; Orpen, 1995; Scandura, 1992; Whitely, Dougherty, & Dreher, 1991) Article †¢www. careercast. com †¢library. educationworld. ne †¢(London & Bray, 1984). Career motivation can also be enhanced through career 2 R. Day, T. D. Allen / Journal of Vocational Behavior (2003) Article in press †¢(London & Mone, 1987). Article in press Career Motivation Abstract Career Motivation is usually examined among young or mid-career workers. The older worker is left alone. Unfortunately, in an environment in which the older person represents the fastest growing segment of the labor force, this critical resource is being frittered away. Examination of current practices suggests a large portion of older workers are persuaded by their employers' actions that their careers are at an end. Alternatives to extend and increase this group's Career motivation are discussed. Research exploring the underlying processes involved in successful mentorships has been lacking.In the present study, the roles of Career motivation explanatory factors were examined. Career motivation mediated the relationship between career mentoring and performance effectiveness. Contrary to prediction, only marginal support was received for career self-efficacy as a mediator between mentoring and indicators of career success. Career motivation is unique in that it was the firs t to reveal linkages between mentoring, career self-efficacy and Career motivation. Theoretical and practical implications of results are discussed. Index TOPICSPAGE NO. What is Career? What is motivation? What is Career Motivation? ypes of Career motivations Identifying Career Motivation Example of Career Motivation worksheet Ways of Career motivation Career motivation at work References What is Career? Career is defined by the Oxford English Dictionary as a person's â€Å"course or progress through life (or a distinct portion of life)† By the late 20th century, a wide range of choices (especially in the range of potential professions) and more widespread education had allowed it to become possible to plan (or design) a career: in this respect the careers of the career counselor and of the career advisor have grown up.It is also not uncommon for adults in the late 20th/early 21st centuries to have dual or multiple careers, either sequentially or concurrently. Thus, professio nal identities have become hyphenated or hybridized to reflect this shift in work ethic. The progress and actions taken by a person throughout a lifetime, especially those related to that person's occupations. A career is often composed of the jobs held, titles earned and work accomplished over a long period of time, rather than just referring to one position.While employees in some cultures and economies stay with one job during their career, there is an increasing trend to employees changing jobs more frequently. For example, an individual's career could involve being a lawyer, though the individual could work for several different firms and in several different areas of law over a lifetime. See also career ladder. What is motivation? Motivation is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviors.It can be considered a driving force; a psychological drive that compels or reinforce s an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.Motivation results from the interaction of both conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way. An example is a student that spends extra time studying for a test because he or she wants a better grade in the class. What is Career Motivation? In order to motivate yourself towards a successful and rewarding career, you need a combination of several factors to work together in your favor.These factors may inclu de your own ambition and efforts to prosper, backed by the love and inspiration of your loved ones. However, it is important to remember that the ultimate responsibility of excelling in the career of your choice is yours and only you can work towards it to make your dreams a reality. While planning for your career development, you will also need to understand and analyze your talents, qualifications and skills that might help you in getting inspired towards the path of development.Career motivations are what energize and motivate you when you think about what you want to accomplish or work towards in your career. They are concrete descriptions of how you want to engage in your work. They are not job titles and they are not general words or phrases like â€Å"fulfillment, financial security, happiness, work/life balance† etc. Understanding what motivates you can help you find a career direction. It seems possible that career motivation is one factor that can help explain the b enefits from mentoring relationships. areer motivation is theorized as being comprised of three components: career resilience, career insight, and career identity . Career resiliencies the ability to adapt to changing circumstances, even when circum-stances are discouraging or disruptive. It consists of characteristics such as belief in self, willingness to take risks, and need for achievement. Career insights’ the ability to be realistic about ones career and consists of establishing clear, feasible career goals and realizing ones strengths and weaknesses. Career identities the extent that one defines oneself by ones work.It is associated with job, organizational, and pro-fissional involvement, nee career motivation career motivation examined personal and situational correlates of career commitment and found that of the variables investigated, having a mentor was the most robust correlate. It was suggested that mentoring increases career commitment by three means. First, men toring facilitates self-directedness, career involvement, career success, and positive attitudes toward the career. Second, the mentor may demonstrate the rewards that can be attained if an individual sticks with a career.Finally, mentoring helps the development of career commitment because both the mentoring relationship and career commitment revolve around the needs and ambitions of individuals. To promote career motivation employees should be provided with positive reinforcement for good performance, given opportunities for achievement and input, and receive support for skill development support. This can be achieved by encouraging employees to think about the long-term effects of their current work behavior and to develop career plans. Information about career options should be provided and realistic expectations cultivated.Goal setting should be encouraged and fair and accurate feedback provided. Finally, to heighten career motivation, work involvement should be emphasized by p ro-viding job challenges, and by encouraging professional activities and opportunities for leadership and advancement Supporting these suggestions, found individuals were more likely to have high levels of career motivation when their manager was supportive, provided clear performance feedback, encouraged subordinates to set career goals, initiated discussions related to development and career-related issues and made the job challenging.That is, man-ager mentor-like behaviors were associated with higher levels of career motivation among subordinates’. In sum, the existing literature suggests a relationship between mentoring and Career motivation. Hypothesis 1. Mentored individuals will have a higher level of career motivation than those who have not been mentored. Hypothesis 2a. Among those who are mentored, there will be a positive relationship between psychosocial mentoring and Career motivation. Hypothesis 2b. Among those who are mentored, there will be a positive relation ship between career mentoring and career motivation.We suggest that career motivation plays a part in the relationship between mentoring and indicators of career success. It seems likely that mentoring relates to career motivation, which in turn relates to career success. For example, London (1983) stated that one aspect of career motivation is the desire for upward mobility. He suggested individuals would establish career paths to further their advancement possibilities, request to be considered for promotions, volunteer for important assignments, request and assume leadership roles, and request salary increases.London also suggested that those high in career motivation might have greater career advancement opportunities since they work harder on projects that affect their career. Career motivation behaviors have been theorized to predict pro-motions and salaries, yet only one empirical study to date has shown career motivation to be as-associated with promotions. We extend this li ne of research in the present study by relating career motivation with both objective and subjective indicators of career success. Past studies have primarily used objective measures such as employee income, promotion rate and job title to define career success.However, solely using objective criteria to determine success may neglect important information. For ex-ample, a managers, who appeared successful by reason of position and income, did not feel successful or proud of their accomplishments. It is important to explore individual’s appraisal of their own success because these perceptions are likely to impact their career. Hypothesis 3. Career motivation will positively relate to objective and Subjective career success. Hypothesis 4a. Career motivation will mediate the relationship between career mentoring and career success.Hypothesis 4b. Career motivation will mediate the relationship between psychosocial mentoring and career success. There are three types of Career moti vations: 1. Core Career motivations: Core Career motivations are what you want to spend your time doing. These include competencies (skills, knowledge and attributes) that you want to develop, specific things you want to create, or passions and causes that you want to pursue. 2. Work environment Motivations: Work environment Motivations is things that are important for you in your workplace.These include aspects of the physical environment, the work culture, the way Work is structured (e. g. hours, schedule, etc. ), and how you like to work with others (e. g. as a leader, Support person, expert advisor, etc. ). 3. Lifestyle Motivations: Lifestyle Motivations are what your career allows you to do in other areas of your life. This could include money, time, travel, relationships, and other parts that make up your work/life balance. All three types are important, but your core Motivations will be most helpful in pointing in a career direction.It can take time to uncover your own Motiva tions, and it can be tricky to separate what you really want from what you feel you â€Å"should† want. It’s a good idea to revisit them from time to time. Sample Motivations †¢ I want to manage information about people (not technical or financial) in a social service or educational setting (core Motivation) †¢ I want to design and manage service-oriented systems, processes and procedures to make systems run more efficiently and help people (core Motivation) †¢ I want to be recognized for making others’ lives easier (core Motivation) I like being in a structured work environment where I have to respond to things that happen unexpectedly (work environment Motivation) †¢ I want to balance the time and energy I use while earning my living with the time and energy I devote to my passion for competitive marathon running (lifestyle Motivation) Identifying Career Motivation Follow these steps to make a list of four to six personal Career motivations : 1. Step 1: Complete the Career motivation Worksheet on page 3. 2. Brainstorm a list of possible career options that includes different type of work and educational opportunities.Review your list and think about why you have chosen your options. Do they connect with the Motivations you included on the Career motivation Worksheet? Add any new insights to the worksheet. 3. Brainstorm a list of â€Å"de-Motivations† that describe what you don’t want in your career. Reflect on your past work and educational experience. Review your list and think about the opposite of each de-Motivation. Do these opposites connect with the Motivations you included on the worksheet? 4. Review all the statements on your worksheet and identify patterns and themes.Write a set of four to six statements that summarize your key Career motivations, and make sure that at least three or four of your statements describe your core Motivations. Include enough detail to be meaningful. Don’t worry if some of your Motivations conflict with one another, or if they’re not realistic right now—it’s all part of the journey. Example of Career Motivation worksheet What are your interests? Rank the following interests in order of their importance to you. †¢ Working with things, numbers and objects ________ †¢ Contact with people ________ Working with machines ________ †¢ Working with animals or plants ________ †¢ Working to improve social conditions ________ †¢ Detailed, organized, routine work ________ †¢ Studying people or communicating ideas ________ †¢ Scientific or technical work ________ †¢ Directing or organizing ________ †¢ Abstract and creative work ________ †¢ Working on or producing things ________ Now use your rankings to answer these questions: 1. What interests and activities energize you? ________________________________________________________________ 2. What are the skills that you really enjoy us ing? _______________________________________________________________ 3. What kinds of activities engage you so completely that you get wrapped up in them and lose track of time? 4. What kinds of subject or knowledge areas are you drawn to? ________________________________________________________________ 5. What are the first 2 or 3 sections that you head for when you go to the bookstore? ________________________________________________________________ What are your passions or causes? 1. What causes do you get excited about? ________________________________________________________________ 2.Where is the â€Å"juice† or â€Å"spark† when you think about your career? ________________________________________________________________ 3. If you were independently wealthy, had done everything you wanted to do in terms of travel/leisure and had the total support, understanding and acceptance of your family and friends, what would you choose to do with your time? 4. What would you do if you knew (and were 100% guaranteed) that you would not fail? What type of work environment do you want? Rank the following work environments in order of their importance to you. †¢ Setting your own schedule ________ Influencing people's opinions, attitudes or actions ________ †¢ Variety with many changing duties ________ †¢ Working under stressful situations ________ †¢ Making decisions based on personal judgment ________ †¢ Knowing exactly what is expected of me ________ †¢ Taking responsibility- being in control ________ †¢ Work requiring precision ________ †¢ Freely expressing ideas and emotions ________ †¢ Making decisions based on facts ________ †¢ Working closely with people ________ †¢ Working alone ________ Now use your rankings to answer these questions: 1. How do you see yourself working with others (e. . leader, support person, expert advisor, etc. )? 2. What type of people would you work well with, and how would you work with them? ________________________________________________________________ 3. What places and environments make you feel engaged and energized? 4. What type of organization would you like to be part of? ________________________________________________________________ What type of lifestyle do you want? 1. What does your career need to provide you with in terms of money and time commitment so that it will fit with and support the other important aspects of your life? _________________________________________________________________ __________________________________________________________________ 2. What kind of income do you have to have in order to support the kind of life that you want to build? ________________________________________________________________ 3. How much time are you willing to devote to your career so that it balances with the rest of your life? ________________________________________________________ Ways of Career motivation Motivation Through RelationshipsThe people who love and care for you can make a great difference in your life in motivating and inspiring you towards a better career. Some of your closest relationships may work as a base of all your career improvements. These relationships might be the best and only reason for which you want to move ahead in your career and do well to provide absolute security and happiness to your family. It is the care and concern that you share in these relationships that might encourage you to achieve your career goals, which in turn helps you to provide the best of everything to your loved ones.Motivation Through Leisure You leisure time activities and associations can also help you in motivating yourself towards your career. It is important to interact with different kinds of people coming from different walks of life and professions. You also need to participate in the hobbies and activities that you enjoy so that your recreational requirements are also fulfilled. These activit ies help you unwind from a long day or a weekly routine and will keep you motivated when you are planning your career.Your entire personality needs to be taken care of in order to motivate yourself. Lack of relaxation and recreation may lead you towards boredom and depression, which in turn can diminish your enthusiasm and energy levels. Motivation From Peers One of the best ways to motivate yourself towards a great career may come from your present workplace itself. Attending seminars, conferences and meetings can help you in acquiring many professional contacts such as career counselors, academic professionals, supervisors and people with similar interests and career objectives.In the process, you may gain invaluable resources and advice from masterminds that might motivate you to a great extent. Seeing other people with the same or similar educational backgrounds and qualifications in higher positions can further motivate you to improve your own career prospects through sharing k nowledge and ideas with them about how you can go about it. Just knowing that you have a great network of resource pool can be sufficient to motivate you. Motivation From Your Mentor Your personal mentor can be the most important person who can motivate you so that you achieve your career objectives.A good mentor can be your friend, philosopher and guide to direct you towards the road of success. A mentor will not only coach you and provide critical advice to support you in your endeavors, but will also introduce you with useful contacts and the right people to further expedite your career development process. The mentor can also measure your success and failure aspects and alter your action plan accordingly. Career motivation at work 1. Clarify your goals Nothing is more demotivating than working haphazardly without having a clear vision, mission and set of objectives for your work.Without a clear vision and knowledge of how your work impacts the big picture you may well end up spe nding a lot of time on urgent unimportant matters rater than tasks that positively impact the big picture. Clarify in no uncertain terms your vision, mission and objectives and focus on them beginning always with the end in mind. It is remarkable what you will achieve once you have honed in on your precise goals and can focus on them and visualize yourself achieving them. 2. Establish a clear game-plan for achieving your goalsOnce you have clarified your vision and goals, formulate a detailed strategy for getting there and chart your progress on a regular and ongoing basis. Break down large complex projects into a series of manageable tasks that are interesting and achievable. Having a blueprint for success that is composed of clear, sensible milestones and achievable interesting tasks will greatly simplify and lend meaning to your daily routine and will also give you a feeling of control over your work and deadlines which largely boosts motivation.The more organized you are and can focus and adhere to accomplishing your goals according to your detailed blueprint for success, the more motivated you will be and the less likely you are to fall into a fit of panic or insecurity and lose confidence and motivation. 3. Ride the Wave of your Successes Success is very stimulating. Work hard enough to achieve successful results and see how motivated you are to achieve further successes as you excel in your performance. Work hard, aim to overachieve your goals and ride the momentum of each success to achieve further successes.Remind yourself that once your vision is clear and you have a set of well-defined, reasonable objectives and milestones to reach, the secret of success is hard work, creativity and perseverance. Aim to ride the wave of each success to further the next success and channel the positive energy to achieving similar superlative performance in your next task or project. It is not always that you can ride the wave of euphoria that arises from a sound succ ess story so make sure you leverage and take advantage of these bursts of energy and motivation to the extent possible. . Reward yourself Reward yourself as you achieve your objectives and/or reach specific important milestones. Plan ahead what forms this reward will take and what tasks/projects/results will be rewarded. This will give you something to look forward to, extra drive to get there and a surge of excitement and enthusiasm when you do attain your desired goals. 5. Keep Things in Perspective It is important to keep things in perspective and always remind yourself of why you work.Beside the pay, it is often about realizing your potential, feeling alive and useful, feeling connected, making a difference in the world, expressing creativity, expanding your skills and abilities, helping others and contributing to the community. List the reasons you entered the field you are in and when times are tough remind yourself of why you do the work you do. Also remind yourself that work is work and that you have a life outside of work to look forward to, enjoy and make a difference in. 6. Maintain a healthy work/life balance It is very easy to lose yourself at work and forget what awaits you outside of the work arena.Maintaining a healthy work/life balance is essential both for your general motivation level and your overall wellbeing. Make sure you take the time to do the things you like to do outside of work whether it be connecting with friends and family, exercising, reading, taking courses, shopping or other hobbies and activities that channel your creativity and energy. Having something to look forward to after work will see you through moments of drudgery at work when your motivation and energy levels are not as high as they could be and will also make you more productive at work. . Think positive Negativity is a contagious affliction that drains you of energy, slows you down, saps your enthusiasm and blinds you to the reasons you work. Avoid negative feelin gs at all costs and concentrate on the positive. To do this, listen to motivational tapes, to music that particularly inspires you, read motivational books, talk to inspired or inspiring people, surround yourself with positive stimuli and concentrate on the reasons you work. Find things to laugh at as long as you are not laughing at your peers and count your blessings at every opportunity.Focus on positives regardless of how small or inconsequential they are whether it be a positive remark from a boss or peer, accomplishing your day's goals earlier than usual, overachieving on a small deliverable, working well with people, a looming vacation, completing a difficult task or any other positive stimulus. REFERENCES †¢Business dictionary. com †¢http://www. streetdirectory. com †¢Wikipedia †¢https://passport. baidu. com †¢Worldpress. com †¢R. Day, T. D. Allen / Journal of Vocational Behavior (2003) †¢(Colarelli & Bishop, 1990).London and colleagues (Lon don, 1990; London & Bray, 1984; London & Mone,1987) several suggestions as to how to develop, support and enhance career motivation. †¢Noe, Noe, and Bachhuber (1990) article †¢(Dreher & Ash, 1990; Orpen, 1995; Scandura, 1992; Whitely, Dougherty, & Dreher, 1991) Article †¢www. careercast. com †¢library. educationworld. ne †¢(London & Bray, 1984). Career motivation can also be enhanced through career 2 R. Day, T. D. Allen / Journal of Vocational Behavior (2003) Article in press †¢(London & Mone, 1987). Article in press

John Steinbeck s Social Responsibility - 1747 Words

The mentally ill were not always treated the same way as they are being treated today. People began to â€Å"treat† them from around the early 1800s, and they were put into mental institutions. Instead of being patients receiving help, they were more similar to lab rats for scientists, so they could perform inhuman experiments on them and see how they would react. However, it is evident in today’s modern times that the mentally ill in the United States are being treated extremely fairly, and they are receiving the help that they need. But this improvement in treatment does not come without the hard work of numerous people throughout the decades. One of the many people is John Steinbeck. Steinbeck’s emphasis on social responsibility brought much light to many important issues in the country. Seeing as how Lennie, who is intellectually ill, is a one of the main characters, Steinbeck clearly believed that the treatment of the mentally ill was poor in the country. Th e treatments that the mentally disabled underwent in the early 1900s, George and Lennie’s struggles against the anti-mentally disabled, and how Steinbeck brought light to the issue, caused many Americans to realize their ignorance about many of the prominent problems in our society. The treatments of the mentally disabled were extremely inhumane back in the early 1900s. No one really no sincerity for the mentally ill, and they were treated more like lab rats than actual people. And the â€Å"treatments† that they were givenShow MoreRelatedUnderstanding Steinbeck, His Work, And The Criticism. Many1693 Words   |  7 PagesUnderstanding Steinbeck, His Work, and The Criticism Many writers throughout history have endured both positive and negative criticism of their works. Just as John Steinbeck introduced to us â€Å"Of Mice and Men† in 1937, he faced both biographical and historical Criticism. Mr. Steinbeck was on point with his writing in the ways that he made clear to the reader just what he was talking about. He made it possible for the reader to sink deeply into the story and feel as though they are walking right alongsideRead MoreIs It Really A Dream?933 Words   |  4 Pagesand Men, F. Scott Fitzgerald and John Steinbeck present the idea of searching for the American Dream as ineffectual, only supplying moral corruption and disappointment. In the article The Demise of the 1920s American Dream in The Great Gatsby, the para-graphs discuss diverse cultural elements shown in The Great Gatsby: During the 1920s, the perception of the American Dream was that an individual can achieve success in life regardless of family history or social status if they only work hard enoughRead MoreThe Portrayal of Society in Of Mice and Men and The Outsider Essay1430 Words   |  6 Pages The book of mice and men is a fiction written by john Steinbeck (1902-1968). 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In Of Mice and Men (OMM), through literary techniques, Steinbeck conveys the importance of the Dream of land ownership and companionshipRead MoreOf Mice And Men Book Vs Movie Essay1697 Words   |  7 PagesChris Pine, a famous American actor, once said, â€Å"The only thing you sometimes have control over is perspective. You don’t have control over your situation, but you have a choice about how you view it.† John Steinbeck’s 1937 novel and Gary Sinise’s 1992 MGM film adaptation, Of Mice and Men, both illustrate a story about two companions in the Great Depression named George Milton and Lennie Small. They tra vel together to Soledad, looking for jobs to make money and achieve their dream of owning theirRead MoreQualifications of a Hero4250 Words   |  17 PagesWith great power there must also come great responsibility. These words from Peter Parkers uncle, along with spiders attributes, allow Peter to defeat the Green Goblin and successfully to become the hero of the story, Spiderman. 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