Answer

Career Planning Assessment

Part A- Chapter 1: Career Planning

I disagree with the myth that in career planning, my major subject determines my career choice. Although the myth makes some sense, it is largely incorrect. Notably, some majors are strongly related to career options. Some of these include engineering and teaching among others. However, a majority of majors are less related. Examples of these include business, communication, and political science among others. I believe that my skills, experiences and interests determines my career choice and not my major.

I disagree with the notion that because career decisions once made are largely irreversible, I should stick to my first career decision. Although I appreciate the importance of making an appropriate career choice, I do not think that people should be tied to their first career choice. Notably, people may choose a career that does not interest them and end up not having a fulfilling job (Nielson, 2007). As such, it is only fair that they choose another career if sticking to their first career choice decision becomes untenable. As such, I do not think that people should stick to their first career choice decision if it does not work out for them.

The three steps included in the career planning process are self-reflection/self-evaluation, goal setting/career identification, and development of an action plan. In the self-reflection stage, individuals assess themselves in terms of their skills, capabilities, and interests (Nielson, 2007). However, in the goals setting and career identification stage, they identify the type of careers that they want from a list of possible occupations. After the identification of their career of choice, they then develop  an action plan on what they should do to achieve the goals they have set (Nielson, 2007). These steps are considered essential because they provide a framework for ensuring an effective career choice decision.

Part B – Chapter 14: Job Search

            Whereas on-campus interviews and job fairs are similar because they allow for on-the-spot screening of potential candidates, they are different in the caliber of candidates that they attract. In on-campus interviews, employers get an opportunity to screen potential job candidates from a learning institution. However, in job fairs, employers organize a forum for them to meet potential candidates and conduct initial screening of the candidates for different positions (Nielson, 2007). In my opinion, I prefer job fairs because they attract candidates with different experiences and skills.

            The job search methods which create unsuitable candidates for the job include cold calling and online recruitment. On cold calling, potential candidates would call employers and present their skills while in online recruitment, organizations choose candidates online. These job search methods create unsuitable candidates because there is no opportunity to make eye contact and hence determine the suitability of the candidates. I recommend job fairs and networking as the best job search methods because they provide an opportunity for organizations to initially vet potential job candidates.

Part C – Chapter 17-18: Preparing and Managing Interviews

            The statement that body language is not important during virtual interviews fails to appreciate the importance of non-verbal cues. Body language is vital in virtual interviews just like in face-to-face interviews. Interviewers understand people not just base on what they say but also through their nonverbal communication. As such, it is key to read the body language of the potential candidates and judge them both on their words and their use of non-verbal cues (Nielson, 2007). Those conducting virtual interviews should ensure that the candidates set the stage of the interview by maintaining a suitable distance from the camera to ensure a clear observation of body language. Aspects such as the sitting posture and facial expressions are critical in virtual interviews because they say a lot about the character of the candidate.

            In my application for a position in a petroleum company, the following are the possible questions and answers that I will practice for the job interview. The position is that of a manager of a leading petroleum company.

1. What is your experience in working with people from different educational background and career backgrounds?

I like working with diverse people because of the synergies that they bring on board. I always consider my workmates as a team and use my competencies of effective communication and collaboration to ensure that we work towards the attainment of our primary mission.

1. When a project does not go as planned, how do you adapt?

I always have different plans on how to resolve issues. I change tact when a project does not go as planned and ensure that I arrive at the best solution.

1. Why do you want to work for this organization?

I want to work for you because I am attracted to your mission and want to help the company grow in terms of the profits and the market share. Working for your organization will also help me grow professionally.

1. How do you resolve conflicts in a multicultural workplace?

I use my communication and persuasive skills to ensure the resolution of conflicts in a multicultural workplace.