FACULTY OF BUSINESS AND MANAGEMENT

SEPTEMBER 2014
BBCP4103
CAREER PLANNING & DEVELOPMENT
ASSIGNMENT

NO. MATRIKULASI: 810622085729-001

NO. KAD PENGNEALAN: 810622-08-5729
NO. TELEFON: 012-2500877
E-MEL: elazhar83@gmail.com
PUSAT PEMBELAJARAN: PETALING JAYA

1.0 INTRODUCTION
For this study, career transition is defined as primarily a change in occupational role (e.g.
from accountancy to nursing). Secondary manifestations of a career transition may entail a
change from one sector to another (e.g. from education to advertising) or a major role change
within the same organization or sector (this includes both compulsory or involuntary and
voluntary changes, plus geographical location changes) (e.g. from human resource management
to adult education within the education sector) (Brown et al, 2010). Generally, career change can
happen at any stages in a life span, but the change that takes place during middle adulthood
considered a critical one. Middle adulthood can be referred as midlife or middle age, whereby
individual will take important steps to change certain things in their life. According to Daniel
Levinsons concept, an adult will go thru three eras in a life cycle as illustrated in Figure 1 (Mary
M Jiony, 2011). Middle adulthood falls in second era of an adult life cycle and occurs between
the ages of 40 to 60 years old. At this stage an individual will go thru phases of re-appraising or
re-evaluate the current life structure.
The career change that an individual go thru during middle adulthood is known as midcareer change. Based on Bohlander, Snell and Sherman (2004) theory (Figure 2), an individual
will go thru five stages of career development in their working life (Mary M Jiony, 2011). Midlife career happens in parallel with middle adulthood phase between ages 40 to 55. Mid-life
career is re-evaluation the combination of early career and early adulthood whereby some
modification done and make appropriate choices while remaining productive. Mid-career defined
as the middle of an individuals work life and is a period of feeling established in ones
occupation, experience mastery and maintaining the career. Midlife and mid-career often
happens simultaneously.

2. FOUR FACTORS INFLUENCING MID CAREER CHANGE

2.0 CAREER PLATEAU
Previous research has defined an employee be considered plateaued if his or her
likelihood of receiving further assignment of increased responsibility is low. Operationalization
of this concept might include measures of size of budget, number of employees supervised, or
level of assets managed. Career plateauing will not always be detrimental to individual
effectiveness. Indeed, some recent work by Levinson (1986) suggests that these leveling off
periods may be healthy for individual growth and development. Levinsons work suggests that
healthy adult development depends on periods of stability and continuity as much as on periods
of change and discontinuity. Refining his earlier work (1978), Levinson (1986) portrays each of
the major stages of adult development (early adult, mid-life, late adult) as consisting of three
components. The dysfunctional side of career plateaus occurs when individuals are unable to
realize their personal potential performance. In an analogous sense to personality development,
individuals become fixated professionally; they are unable to grow and change as their
environment changes. Thus, there may be opportunity costs, as well as incurred costs, to both
individuals and organizations because of career plateaus.
Employees mobility within an organization may be effectively stopped because they
have the wrong aptitudes or are unable to perform up to the standards necessary to receive
additional responsibilities. The selection system can be the initial cause of career plateauing. For
instance, selection systems that rely too heavily on typically unreliable selection devices like
interviews and personality tests might lead to larger numbers of applicants without appropriate
skills and abilities being hired (Mills & Bohannon, 1980; Webster, 1964). Incorrect hires are
more likely to do poorly and to receive fewer challenging job assignments; in essence, they start
off on a negative career cycle (Smith, 1968). A second source of career plateauing can be lack of
training. Feldman and Brett (1983) suggest, for example, that when job changers receive little or
no training on their new job assignments, they are less likely to achieve task mastery. Over time,
the unavailability of relevant training or the refusal to undertake such training on the individuals
part closes the door to many potential job opportunities and makes many others less reachable
(Balbaky & Sonnenfeld, 1981).

2.2 OBSOLESCENCE

Organizations may implement or significantly change its outlook with complex

machinery, IT systems as well changes to working methods which requires new skills to be
acquired. Obsolescence in skill is due to the integral part of technology growth in workplace. Its
best defined as degree to which professionals lack the up to date knowledge or skills necessary to
maintain effective in their current or future job roles. This is one of the factors for career change
in middle age. The struggle to maintain the job become more harder when young generation
being recruited whom equipped with updated skills which is more suitable for nowadays
growing organization.

Middle age employees might feel behind the scene at workplace when compare to new
comers who has updated skills and knowledge. This will eventually create the fear of unable to
compete with the younger generation due to the capability of digesting new skills and knowledge
at above 40 years old. Furthermore, the middle age employee would have reached certain level
seniority in their current job and they might feel embarrassed to learn these new skills from the
fresh graduates whom are far junior to them. The inferior complexity that occurs in the senior
working adults will prevent them from learning and search for jobs that still require or value their
skills. Even though skills obsolescence can be overcome with training and learning at work but
its totally depends on the employees attitude and willingness to adapt to change to the new
working environment. Since training and development is a cost and time consuming to an
organization, the management can be reluctant to provide support to the middle aged workers.
Moreover, the organization will prefer to recruit new candidate with extra skills and knowledge
who can be foreseen to serve the company longer rather than train someone half way heading
retirement. Not having enough support from organization can lead the worker to worry about
losing their job due to their skill development been stagnant.

2.3 CAREER CHANGES

Middle age individual usually would have settled down with family and their needs and
desire would have been different compare to when they were at their 20s. The needs to provide
their kids with better education, taking care of their old aged parents and upgrade their current
lifestyle can be a factor to change their career at middle age. But in order to fulfill all their
increasing needs and desire, promotion and better income is needed (Mary, 2011). If this is not
found in the current job, the individual may need to relocate himself/herself to different career.
Instability in organization itself is another factor for career change. The increasing competition in
global markets places an important invite for latest technology, younger and youthful generation
to enter the workforce with dynamic ideas. This cause the middle age adults to struggle to keep
the up to date changes and in parallel evoke job dissatisfaction which force them to look for
another job (Bonnie, 2007). The situation gets more heated especially when there is a
downsizing, outsourcing, merging companies and sign of company decreasing profit are solid
reason to alert a person to look for more secured job. The middle age adult can be categorized as
valued asset to any companies as they had the experience needed and which in return gives them
a better compensation package in the market. The attractive packages are another cause for the
middle career change (Mary, 2011). Their knowledge and years of experience definitely is an
advantage to any other recruiting company. This is surely an opportunity for them to fulfill the
need and increasing desire to upgrade their social and career life.

2.4 ORIGINAL OCCUPATION NOT APPROPRIATE

Some of the occupation may no longer be appropriate at certain stage of working life.
The capability to perform, to pursue their dream career and current commitment are the reasons
for middle age adult to change their careers (Daniel & Barton, 1988). The capability to perform
is challenged by their declining physical. Adult at the age of 40s are more prone to deceases
such as diabetic, blood pressure, stress and even heart attack (Daniel & Barton, 1988). In this

case, the individual may prefer to do a job that is less stress and short working hour. For
example, a Sales manager who been doing sales for past 20 years, might feel burn out due to
keep up the dollar targets every month. He may want to look for a job that may pay less but with
condition that he do not need to work under tremendous pressure and long hours.

Individual in their 40s may seek to change occupation when they feel the current one
does not meet their dreams. The change is basically driven by conscious choice made within the
individual with certain life altering goal in mind. The change is more to satisfy the self and not
because of money or fame (Daniel & Barton, 1988). Commitments is the another factor for
original career no longer appropriate. For example, Jessie is a manager that been working in an
organization for past 15 years and she is now 42 years old. During her single days, she used to
stay back and work for long hours. However, the past 2 years been a difficult time for her as she
is unable to stay longer in office because she needs to be back home to look after her two
children. The job that she used to be inspired of is no longer motivating her to be in her current
job due to her level of commitment. This had caused her to look for jobs that well suit her current
commitment.

3.0 CONSIDERATION WHEN MAKING MID CAREER CHANGE

Edmund is a 42 years old working as a Senior Accountant in a well-established company

and been serving the company for 15 years. He started his career as an accounts clerk and
developed himself gradually to the level he is currently now in the same company. He even was
awarded for his outstanding performance. Recently the company is going thru restructuring
process whereby, the company had recruited newly graduated employee to replace some of the
senior workers to improve the efficiency and effectiveness at workplace. Compare to the new
graduate, Edmund only a diploma holder and did not pursue his studies cause was too tied up
with work and his married life. The new candidates are highly equipped with skills and updated
knowledge which will take years for him to learn. Recently, his work performance has been
deteriorating because of the fear of losing his job due to the changes that taking place in his

organization. The anxiety even gets more when he thinks about his family that fully depends on
him for financial support. He is now in dilemma whether or not to change his career before
anything happens. Even if he wants to change his career, he does not know where to start and
how to go about it because all his working life he only had been working in one company.

Similar to Edmund, there will be many middle aged individuals that still figuring out
what to do or what to be considered when changing to a new career. Not all career change will
bring benefits; therefore careful examination needs to be done before reaching the final decision.
It is crucial to know his values and goals, aware of motives for the change and what will be the
appropriate career (Mary, 2011). Edmund fears, anxiety level or feeling loss may rise due to
uncertainty and having doubt on himself whether will he successfully change his career without
any pitfalls. These emotions can be dealt perhaps by seeking help with career advisors or even
talking to family members.

For instance, Edmund needs to analyze his current situation more thoroughly by looking
into what is the cause for him to look for other job. He has this fear of his current job due to
restructuring and unable to compete with the young generation because lack of skills. Edmund
need to look whether is there any other reason besides the fear. He also has family that depending
on him which means he needs to consider financial status as well before leaving this current job
if in case the career switch fails. It is important for Edmund to discuss with his family members
regarding his idea of changing career. Their support and understanding will be essential for him
to overcome his fear and anxiety. Edmund can also seek for advice from the others who had
taken second career at their midlife. He may consider their advice and use it as guideline to
progress to further steps (Mary, 2011). Since Edmund is not prepared with what type of job that
he is actually looking for, it is best to begin with career exploration (Mary, 2011). Without
careful analyzing on new possible career, one can end up with a wrong career that will cause
more psychological constraint. It is crucial to gather as much as information about jobs that can
suit our talents, interest and values. Reexamining our value, interest and expected goal will
provide some clues what kind of job to be searched for. Each different occupation and

organization provides different benefits, thus it is important to do some extensive job research
that is available in market. In a way, it will help Edmund to develop realistic expectations based
on his needs (Mary, 2011).

During this phase, it is important to gather information about skills, strengths, interest and
weakness in order to make better career decisions and which eventually help to decide how to
transit into a new career. Self-awareness is important as it gives the opportunity to explore
ourselves so that we can manage our career for maximum benefit and balance. It can be helpful
to pinpoint and brainstorm options for new career or field that being considered during career
transition. By doing this, Edmund can form some foundation for making decisions about which
fields and work situation are best suited him. He can start to explore and see what the unique
skills that he has are and what are the trainings that he had gained from his existing company.
Skills are important to identify the right work function. This is the element that can make
someone successful and achieve greatest satisfaction in their career. If the new job requirement
needs extra knowledge and skills, Edmund can start to enroll on some programs to improve and
prepare him for new job. Changing to new career is risky because even with all the listed
expectations and preparation, one should be always be prepared with the unexpected things that
could happen in new working place. Therefore, it is crucial to have some strategies to achieve
new career goals. And it is important to do some self-discovery about ones values, interest, and
skills before entering into new career to avoid from making wrong career change decision.

4.0 PSYCHOLOGICAL EFFECTS RESULT OF MID CAREER CHANGE

Mid-career is a time of turbulence of transition and it is often seen as a plateau period

whereby not a time for breaking new seeds ((Holly, M.Susan & Ian, 2004). During this transition
period, every aspect of middle age adult lives comes with question. Since midlife and mid-career
often are concurrent, usually these individuals will struggle within their self and the external
world (Holly, M.Susan & Ian, 2004). This is the time whereby moderate or more crises could

occur especially when they are going thru mid-career change. During this period, they will try to
seek who they are and who they think they should be. Besides that, the individuals will try to
identify their career identity during the transition on how they view themselves and what they
express to others about themselves (Holly, M.Susan & Ian, 2004). Mid-career change can be in
two forms which as a shock or as voluntary change. Both of these terms somehow affect the
psychological and social life of the individual. The outcome of the effect can be either positive or
negative depending on how the individual reacts towards the change.
Career transition can caused by shock, forces an individual to make career change
decision making. The shock can either be expected or unexpected. The changes can be related to
either organization policy or personal reasons. First, lets look into the psychological state of a
person who is forced to look for new career due to unexpected circumstances such as company
downsizing, restructuring, closure of business and so forth.
No doubt Michele been the best in her profession as a Manager, but this does not
guarantee that she will still be the best in her new career. Basically, adult reaching the age of 40
may either find their cognitive level declines gradually or improved in their midlife (Roslyn &
Candida, 1997). In Michele case, it is uncertain whether or not she can achieve the same success
in her new career. Reason being she was too busy working and had shy herself away from
developing herself up to the current job market demand. With her bachelor degree, she may not
get the job that desired and may even been less paid. This will definitely cause more stress on her
financial status. She might have mortgage to be paid, older parents to be taken care, finance her
childrens education and so on. The whole scenario will only bring down her self-esteem and
affect her confidence level.

Usually, professionals at their midlife would have reached certain status quo and will
definitely want to maintain it in their second career (Holly, M.Susan & Ian, 2004). Michele is a
Bank Manager who is already in executive position which means she has certain status quo that
definitely she wants to maintain in his new career. She might find it her status quo challenged if
her new career requires her to be mentored by someone junior to her. Mid-level executives
usually will feel less motivated when their status quo is challenged and they may feel the

discrepancy between whom they are today and their ideal self. They will start to feel that they
have failed to become who they have desired and get less motivated in their new working place.

The effect of career change does not only affect ones psychology state but also had
impact on social life. Most of middle age individuals regardless whether it is a man or woman
will be married either with or without children. Besides that, they will have their old parents that
are aging staying with them as well. Usually the middle age adult get sandwiched between
multiple roles and required to perform balances between career and family (Lynn & Gideon,
2006). If the career change offers luxuries pay then the individual can either upgrade or maintain
their normal lifestyle. Let say, the career that they choose offers low income which puts
constraint to their financial status. This will force them to restructure their living standard and no
longer affordable for luxuries lifestyle. For example, Michele may be takes her family every year
to overseas, but with her current pay, she needs to apply limitation to her financial spending. This
also led to changes in status quo in their community or society. On top of that, crisis in marriage
may arise as well such as wives gets depressed and husbands gets more annoyed due to more
stress than usual (Lynn & Gideon, 2006).

Despite feeling stressed and unsecured, career change at midlife also has positive
psychology effect on certain individuals. This occurs when a middle age adult deliberately
wanted to change his/her career upon voluntary basis. During midlife most adults will reevaluate
their interest, values and goals in life. During this period, they may take drastic decision like
changing their career completely too some other field which they may have been longing for
some time. For example, if Michele is a President of the Bank, shell spent majority of her time
in the banking world and found that she had less time for herself and her family. Finally, she
needs to resign and switch her career to become an entrepreneur. In her new career field, she has
more control and flexibility on her working hours. Though Michele change her career voluntarily
but yet the stress whether she will succeed or not still exist. But it is more towards positive stress
to strike for career success. She feels more happy and motivated because she managed to achieve
work life balance as this was her goal for changing her big time career. Looking at the life event,

the psychology effects not necessarily have to be negative but at times the effects can turn out to
be positive like what happen to Michele. Merely, it is all about how an individual cope and adapt
to the career transition (Lynn & Gideon, 2006).

5.0 CONCLUSIONS

Mid-life career is re-evaluation and the combination of early career and early adulthood
that happens in middle of an individuals work life. The mid-career change often happens
concurrently with midlife between age 40 to 55. During this phase the adult will reassess their
values, interest and goals and will try to find balance between work and family. At this stage,
most of the middle age adults will be playing multiple roles in society taking care of their family,
children or even old aged parents. Therefore, at times they do change careers due to fulfill their
desire and increasing needs or forced to change careers due to few factors.
Career plateau is a stage whereby the worker feels that there will be no further
development that will take place in his/her career. The factors of career plateau are frustration,
boredom and being boxed at working place. When the job involves repetition and not
challenging, it will make the employee to feel less motivated and decrease their productivity
level. Obsolescence in skill is another factor for an individual to change his/her career. The vast
growing technology and more skillful graduates with updated knowledge becomes a great
challenge for a middle age employee. Though the middle age employee is more experienced and
knowledgeable but their skills may outdated or not up to the job demand standard. The feeling of
being behind the scene and embarrassed when the seniors need to be mentored by the junior
makes them to look for other job.