Find Happiness and a Job with These Career Tips
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Nowadays, people do not stay in the same post for their entire career. The reality is that most people change jobs many times, an estimated 10 times in a lifetime. For some people, the prospect of changing jobs and looking for a new position can seem like an insurmountable task, and for others it is like a gameUnderstanding your interests, skills, values, motivations is fundamental to finding a satisfying job. This lecture has been developed to aid a succesful job transition at every stage of the career management process Topics include information on job seeking surprising strategies, writing your cv, social networking and resources for European job seekers.
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Find Happiness and a Job with These Career Tips
- 1. It’s easy to find a job and still be happy! 1.7 Belgrade – Metropol Palace Hotel – Saturday, 2 August 2018 Pascal Kufel – Carrier Transition Management Consultant
- 2. It’s easy to find a job and still be happy! Part One - Recruitment process 2
- 3. It’s easy to find a job and still be happy! Need expression Need analysis Writing of the post description Implementation of the job and competence planning Writing of the job profile 3 The recruitment process 1/2
- 4. It’s easy to find a job and still be happy! Definition of the recruitment process Communication of the need Choice of the succesful applications Selection of the future employee New employee welcome phase, profesional guidance 4 The recruitment process 2/2
- 5. It’s easy to find a job and still be happy! Different phases of the recruitment interviews 5 Approach Preselection Information Selection Presentation Negociation Agreement Hiring Welcome Integration Annual performance evaluation
- 6. It’s easy to find a job and still be happy! Part two - Different theories 6
- 7. It’s easy to find a job and still be happy! Epicure Epicurus Ἐπίκουρος Epicouros Епикур Epikur Epicuro 7 341 – 271 BC
- 8. It’s easy to find a job and still be happy! 8 Natural and necessary desires Vain and emply desires Necessary Merely naturals Artificial Unfeasible To happiness Physical well-being Life itself (food, sleep) Enjoyable experience Wealth, fame, power Immortality Classification of desires by Epicurus
- 9. It’s easy to find a job and still be happy! 9 Abraham Maslow 1908 - 1970
- 10. It’s easy to find a job and still be happy! Self actualisation Esteem Love / belongin Safety Physiological 10 Maslow’s hierarchy of needs
- 11. It’s easy to find a job and still be happy! 11 Frederick Herzberg 1923 - 2000
- 12. It’s easy to find a job and still be happy! 12 Two-factor theory Hygiene Factors • Company policy • Supervision • Relations • Work conditions • Pay and benefits • Co-worker • Job Security Motivating Factors • Achievement • Recognition • Responsibility • Challenge • Promotion • Growth
- 13. It’s easy to find a job and still be happy! 13 Mihaly Csikszenmihaly
- 14. It’s easy to find a job and still be happy! Flow Model 14 Low Skill Level High LowChallengeLevelHigh
- 15. It’s easy to find a job and still be happy! www.pascalkufel.com Linkedin contact@pascalkufel.com 15
Editor's Notes
- Madam President, Serbian Mensa Members, I warmly congratulate you for the organisation of the European Mensas Annual Gathering. I perfecticaly appreciated working with Nataša Acimovic Knezevic and I’m perfectly sure that many people have done there best to welcome me. I am very happy to be in Serbia and I also thank the people of the Republic of Serbia who gave me the opportunity to be here. My name is Pascal Kufel. I’m 52 years old, I know I am not my age on the program picture. It’s because I have a communication manager who used Photoshop. I suggest you to do the same on your resume or on your linkedin profile. Geneticaly I am germano balto slavic and defenitivaly French and Catholic. I’m working for 25 years helping people to find the best profesional project. During all these years I had to manage different situations full employment, unemployment. I’m also former and consultant in human ressouces my speciality is to resolve absenteism in profesionnal organisations. My lecture have a goal, I will try to help you to know who you are I know how it’s difficult with Mensa Mermbers and with Mensan’s Friends. The conference will be divided in two parts, the first one I will spend time to share my expertise about the recruitment process, the second part perhaps I will remain you theories you have certainly hear about. We will talk about motivations, desires, happyness.
- Each recruitment process is different: Sometime it’s a professional and structurated process in companies whit 200 000 employees Sometime it’s an emotional and unprofessional process without gardrail. The recruitment process The Need expression (expression du besoin) Sudenly It is necessary to recruit a new employee, why do we have to recruit a new employee, we have more work, one employee suddenly resigns, a manager is pleased to expand his team just to have a bigger human resources budget thant the other managers which are having lunch wich him 5 days a week. Need analysis (analyse du besoin) Is it realy necessary to answer to the « Need expression » Writing of the post description (rédaction de la fiche de poste) Implementation of the job and competence planning (intégration du processus de GPEC) Writing of the job profile (rédaction du profil de poste) You thought it was finish, no there is a second page CLIC
- Definition of the recruitment process (choix du mode de recrutement) Communication of the need (communication du besoin) Choice of the succesful applications (choix de candidatures) Selection of the future employee (sélection du futur employé) New employee welcome phase, profesional guidance (accueil, accompagnement du nouveau collaborateur)
- Approach (approche) Preselection (présélection) Information (information) Selection (sélection) Presentation (présentation) Negociation (négociation) Agreement (entente) Engagement (embauche) Accueil (accueil) Integration (intégration) Annual performance evaluation (Entretien annuel d’évaluation)
- Motivation Epicure Abraham Maslow Frederick Herzberg Mihaly Csikszentmihalyi Job research process Finances Personal Branding Network Strategies Understanding human ressources recruitment technics
- I’d like to talk about an ancient Greek philosophe who founded a school of philosophy now called Epicurianism. He probably died in 271 before Christ.
- Epicurus distinguishes between three types of desires: natural and necessary desires, natural but non-necessary desires, and "vain and empty" desires. Examples of natural and necessary desires include the desires for food, shelter, and the like. Epicurus thinks that these desires are easy to satisfy, difficult to eliminate (they are 'hard-wired' into human beings naturally), and bring great pleasure when satisfied. Furthermore, they are necessary for life, and they are naturally limited: that is, if one is hungry, it only takes a limited amount of food to fill the stomach, after which the desire is satisfied. Epicurus says that one should try to fulfill these desires. Vain desires include desires for power, wealth, fame, and the like. They are difficult to satisfy, in part because they have no natural limit. If one desires wealth or power, no matter how much one gets, it is always possible to get more, and the more one gets, the more one wants. These desires are not natural to human beings, but inculcated by society and by false beliefs about what we need; e.g., believing that having power will bring us security from others. Epicurus thinks that these desires should be eliminated. An example of a natural but non-necessary desire is the desire for luxury food. Although food is needed for survival, one does not need a particular type of food to survive. Thus, despite his hedonism, Epicurus advocates a surprisingly ascetic way of life. Although one shouldn't spurn extravagant foods if they happen to be available, becoming dependent on such goods ultimately leads to unhappiness. As Epicurus puts it, "If you wish to make Pythocles wealthy, don't give him more money; rather, reduce his desires." By eliminating the pain caused by unfulfilled desires, and the anxiety that occurs because of the fear that one's desires will not be fulfilled in the future, the wise Epicurean attains tranquility, and thus happiness.
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- Hierarchy[ Alternative illustration as dynamic hierarchy of needs with overlaps of different needs at same time Maslow's hierarchy of needs is often portrayed in the shape of a pyramid with the largest, most fundamental needs at the bottom and the need for self-actualization and self-transcendence at the top.[1][7] The most fundamental and basic four layers of the pyramid contain what Maslow called "deficiency needs" or "d-needs": esteem, friendship and love, security, and physical needs. If these "deficiency needs" are not met – with the exception of the most fundamental (physiological) need – there may not be a physical indication, but the individual will feel anxious and tense. Maslow's theory suggests that the most basic level of needs must be met before the individual will strongly desire (or focus motivation upon) the secondary or higher level needs. Maslow also coined the term "metamotivation" to describe the motivation of people who go beyond the scope of the basic needs and strive for constant betterment.[8] The human brain is a complex system and has parallel processes running at the same time, thus many different motivations from various levels of Maslow's hierarchy can occur at the same time. Maslow spoke clearly about these levels and their satisfaction in terms such as "relative", "general", and "primarily". Instead of stating that the individual focuses on a certain need at any given time, Maslow stated that a certain need "dominates" the human organism.[4] Thus Maslow acknowledged the likelihood that the different levels of motivation could occur at any time in the human mind, but he focused on identifying the basic types of motivation and the order in which they would tend to be met. Physiological needs[edit] Physiological needs are the physical requirements for human survival. If these requirements are not met, the human body cannot function properly and will ultimately fail. Physiological needs are thought to be the most important; they should be met first. This is the first and basic need on the hierarchy of needs. Without them, the other needs cannot follow up. Physiological needs include: Air (Breathing) Water Food Sleep Clothing Shelter Sex Safety needs[edit] Once a person's physiological needs are relatively satisfied, their safety needs take precedence and dominate behavior. In the absence of physical safety – due to war, natural disaster, family violence, childhood abuse, etc. – people may (re-)experience post-traumatic stress disorder or transgenerational trauma. In the absence of economic safety – due to economic crisis and lack of work opportunities – these safety needs manifest themselves in ways such as a preference for job security, grievance procedures for protecting the individual from unilateral authority, savings accounts, insurance policies, disability accommodations, etc. This level is more likely to predominate in children as they generally have a greater need to feel safe. Safety and Security needs include: Personal security Financial security Health and well-being Safety needs against accidents/illness and their adverse impacts Social belonging[edit] After physiological and safety needs are fulfilled, the third level of human needs is interpersonal and involves feelings of belongingness. This need is especially strong in childhood and it can override the need for safety as witnessed in children who cling to abusive parents. Deficiencies within this level of Maslow's hierarchy – due to hospitalism, neglect, shunning, ostracism, etc. – can adversely affect the individual's ability to form and maintain emotionally significant relationships in general. Social Belonging needs include: Friendships Intimacy Family According to Maslow, humans need to feel a sense of belonging and acceptance among social groups, regardless whether these groups are large or small. For example, some large social groups may include clubs, co-workers, religious groups, professional organizations, sports teams, gangs, and online communities. Some examples of small social connections include family members, intimate partners, mentors, colleagues, and confidants. Humans need to love and be loved – both sexually and non-sexually – by others.[2] Many people become susceptible to loneliness, social anxiety, and clinical depression in the absence of this love or belonging element. This need for belonging may overcome the physiological and security needs, depending on the strength of the peer pressure. Esteem[edit] Esteem needs are ego needs or status needs develop a concern with getting recognition, status, importance, and respect from others. All humans have a need to feel respected; this includes the need to have self-esteem and self-respect. Esteem presents the typical human desire to be accepted and valued by others. People often engage in a profession or hobby to gain recognition. These activities give the person a sense of contribution or value. Low self-esteem or an inferiority complex may result from imbalances during this level in the hierarchy. People with low self-esteem often need respect from others; they may feel the need to seek fame or glory. However, fame or glory will not help the person to build their self-esteem until they accept who they are internally. Psychological imbalances such as depression can hinder the person from obtaining a higher level of self-esteem or self-respect. Most people have a need for stable self-respect and self-esteem. Maslow noted two versions of esteem needs: a "lower" version and a "higher" version. The "lower" version of esteem is the need for respect from others. This may include a need for status, recognition, fame, prestige, and attention. The "higher" version manifests itself as the need for self-respect. For example, the person may have a need for strength, competence, mastery, self-confidence, independence, and freedom. This "higher" version takes precedence over the "lower" version because it relies on an inner competence established through experience. Deprivation of these needs may lead to an inferiority complex, weakness or helplessness. Maslow states that while he originally thought the needs of humans had strict guidelines, the "hierarchies are interrelated rather than sharply separated".[4] This means that esteem and the subsequent levels are not strictly separated; instead, the levels are closely related. Self-actualization[edit] Main article: Self-actualization "What a man can be, he must be."[4]:91 This quotation forms the basis of the perceived need for self-actualization. This level of need refers to what a person's full potential is and the realization of that potential. Maslow describes this level as the desire to accomplish everything that one can, to become the most that one can be.[4]:92 Individuals may perceive or focus on this need very specifically. For example, one individual may have the strong desire to become an ideal parent. In another, the desire may be expressed athletically. For others, it may be expressed in paintings, pictures, or inventions.[4]:93 As previously mentioned, Maslow believed that to understand this level of need, the person must not only achieve the previous needs, but master them. Self-transcendence[edit] Main article: Self-transcendence In his later years, Abraham Maslow explored a further dimension of needs, while criticizing his own vision on self-actualization.[9] By this later theory, the self only finds its actualization in giving itself to some higher outside goal, in altruism and spirituality. He equated this with the desire to reach the infinite.[10] "Transcendence refers to the very highest and most inclusive or holistic levels of human consciousness, behaving and relating, as ends rather than means, to oneself, to significant others, to human beings in general, to other species, to nature, and to the cosmos" (Farther Reaches of Human Nature, New York 1971, p. 269)
- Herzberg proposed the motivator-hygiene theory, also known as the two-factor theory of job satisfaction. According to his theory, people are influenced by two sets of factors. The idea is that hygiene factors will not motivate, but if they are not there, they can lower motivation. These factors could be anything from clean toilets and comfortable chairs, to a reasonable level of pay and job security. The theory deals with satisfaction and dissatisfaction in jobs which are not affected by the same set of needs, but instead occur independently of each other. Herzberg's theory challenged the assumption that "dissatisfaction was a result of an absence of factors giving rise to satisfaction."[5] Motivational factors will not necessarily lower motivation, but can be responsible for increasing motivation. These factors could involve job recognition, potential for promotion or even the work in itself.[6] Herzberg (1987) describes the growth factors (or motivators) as "achievement, recognition for achievement, the work itself, responsibility, and growth or advancement," which are intrinsic.[4]:13 Intrinsic factors include "orientations toward money, recognition, competition, and the dictates of other people, and the latter includes challenge, enjoyment, personal enrichment, interest, and self-determination."[7] The hygiene factors (or dissatisfaction-avoidance), which are extrinsic to the job, are "company policy and administration, supervision, interpersonal relationships, working conditions, salary, status, and security".[4] This extrinsic factor "refers to doing something because it leads to a distinct outcome, something external you expect to receive, and the latter refers to doing something because it is inherently interesting or enjoyable, an internal reward."[7]
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