Career Development

Objective : To assess intern pharmacists’ perceived preparedness for practice, document the extent of their involvement.  in selected pharmacy related activities during the internship period, as well as determine their future career path. Methodology: A descriptive cross-sectional study was conducted among intern pharmacists using an eight item questionnaire. Simple descriptive statistics were used to calculate frequency counts and percentages with regard to respondent demographics and Likert scale responses. Results: Eighty-five percent of the 20 respondents perceived that they are prepared to perform dispensing and retail, and patient care activities with only half of them in multidisciplinary team care but not pharmaceutical business management (13, 65%). Close to two-thirds of respondents were often involved in patient care (13, 65%). Only six (30%) were often part of a multidisciplinary health care team. Nearly all (18, 90%) want to work in an environment with more patient cont...

Purpose -The use of women's networks is emerging as one method of advancing women's careers within organizations. However, the value of these networks has been questioned. The purpose of this study is to examine how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement. Design/methodology/approach -The authors interviewed 21 members of an intra-firm women's network and six members of the executive leadership team of a global organization. To examine the qualitative data, they used a process of thematic analysis to discover prevalent themes in the transcribed interviews. Findings -Both members of the women's network and the executive leadership team placed responsibility for women's career advancement upon the individual; the firm's male-dominated culture and organizational constraints were not emphasized. While members of the women's network recognized how the network could be used to contribute to the firm's strategic goals, the executive leadership team did not recognize the network's possible effect on the firm's bottom line. Originality/value -Examines how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.

Thesis Title: Careers and Labour Market Flexibility in Global Industries: The Case of Seafarers
The flexibilisation of labour in the global labour market has been a bone of contention among scholars from different disciplines over the past four decades. On the one hand, such employment is seen as a detrimental practice to employees, who might lose their occupational identity as well as constantly experience job insecurity and uncertainty. On the other hand, flexible employment is perceived as the pillar of freedom, enabling individuals to fulfil their potential through increasing labour market opportunities. In an attempt to assess these competing views within the context of a global industry where flexible employment is commonplace, the shipping industry has been chosen as the basis of an investigation to answer the following research questions:
1. To what extent are flexible employment arrangements perceived as beneficial to employers?
2. What are the perceived implications of flexible employment arrangements for employees?
3. What is the relationship between the flexibility of employment and the occupational identities of seafarers?
To answer these research questions, qualitative research methods were used to speak to over 70 participants. The methods included mostly semi-structured in-depth interviews and informal conversations conducted aboard a cargo ship.
The findings of the thesis can be largely divided into three main aspects. First, the thesis sheds light on the complexities of flexible employment in the shipping industry (i.e. the perceived negative and positive implications of such employment) for employers and employees. Secondly, using the shipping industry as an example, the thesis challenges current widespread views about the benefits of flexible employment to employers. Thirdly, the thesis presents the idea of a ‘double occupational identity’ to describe the often-complex occupational identity of seafarers related to differences in perceived labour market power.
Several strengths, limitations, and recommendations for policy and also for major stakeholders in the shipping industry are raised at the end of the thesis.
Key words: Career; Employment; Flexible Labour; Global Labour Market; In-Depth Interviews; Job; Occupational Identity; Precarious Work; Qualitative Research Methods; Seafarers; Seafaring Career; Shipping; Work.

Our research study investigated the primary research question: “What are the lived experiences of millennial women holding knowledge positions in South African metropolises that lead them to leave their organizations?” among 25 professional, millennial women in the main economic hubs of Gauteng and the Western Cape in South Africa. Secondary questions explored were: What the experience of resigning felt like for the women, the role of different identities in the experiences, and mechanisms that organizations could use to retain millennial women. For most women in our study, the experience of resigning was unpleasant; while for some, it was appeasing. This study also identified gender, age, race, dress-code, language, accent, relationship status, and country of origin as ideological identity-forming components that affect their experiences in the workplace. Organizational retention strategies identified were: (1) fostering diversity, (2) developmental support, (3) management support, (4) voice amplification, (5) enabling work environment creation, and (6) rewards and recognition. Based on the analysis of the findings, the effect of homogenous norms resulting from homosocial reproduction was then interpreted as the underlying essence of many of the participant’s lived experiences that led them to resign from their organizations.

Objectives and method: As the field of applied sport psychology (ASP) is witnessing a growth in interest in professional practice, it is also faced with the challenge of developing its professional status. Taking into account the lack of research on the career development of ASP practitioners, this article reviews research and information relevant to two major career phases: a) education in preparing for ASP practice, and b) initiation and development of professional ASP practice. The paper also provides an initial collation of information and research regarding ASP education, professional development, and service provision in Europe.

Bu kitap; duygusal ve davranışsal bozukluklara sahip öğrenciler hakkında bilgi sahibi olmak isteyen sınıf öğretmenleri, özel eğitim öğretmenleri ve alanda çalışan uzmanlar için hazırlanmış giriş niteliğinde bir uygulama kitabıdır. Her bir bozukluğun nedeni, tanımlanması, güncel araştırmalar ışığında verilmeye çalışılmış ve okul ortamındaki pratik uygulamalarla da anlatım zenginleştirilmiştir. Bunlara ek olarak belirli bir bozukluğun tüm yönlerine ilişkin temel yaklaşımla birlikte bilimsel olarak geliştirilmiş müdahele yöntemleri de verilmeye çalışılmıştır.

Bu kitabın alanda yeni çalışmaya başlayan öğretmenler kadar güncel verilerle desteklenen tanı koyma ve müdahele stratejilrine önem vermesi nedeniyle alanda uzun süredir çalışmakta olan öğretmenlere ve uzmanlara da yararlı olacağını düşünmekteyiz.

 It is a… "marketing/ sales" pitch of the research… and the Career Development of the Fellow  so as to receive funding…!  EC has been doing this for quite a few FPs… There are particular policy and mandate backgrounds. There's a particular language-jargon, structure, process…  The philosophy is "Competitive Calls" for Proposals… NOT "subsidies"…!  You need EUROPEAN ADDED VALUE…!  Problem/ Issue attempted to be solved or the technology/ innovation attempted to be developed cannot be of local or regional character but rather of pan-European… scale/complexity of the "solutions" for EU and not "just Country-X".  Transnationality, replicability and transferability should be the keywords for both the "challenges"/ "problems" addressed, and the "solutions" proposed.  not just through "transfer of knowledge" or "networking" or "EU-wide dissemination", but rather it should be clearly shown in the proposal how the issue addressed is of a "wider interest" and how the solution proposed indeed has wide applicability.

 It is a… "marketing/ sales" pitch of the research… and the Career Development of the Fellow  so as to receive funding…!  EC has been doing this for quite a few FPs… There are particular policy and mandate backgrounds. There's a particular language-jargon, structure, process…  The philosophy is "Competitive Calls" for Proposals… NOT "subsidies"…!  You need EUROPEAN ADDED VALUE…!  Problem/ Issue attempted to be solved or the technology/ innovation attempted to be developed cannot be of local or regional character but rather of pan-European… scale/complexity of the "solutions" for EU and not "just Country-X".  Transnationality, replicability and transferability should be the keywords for both the "challenges"/ "problems" addressed, and the "solutions" proposed.  not just through "transfer of knowledge" or "networking" or "EU-wide dissemination", but rather it should be clearly shown in the proposal how the issue addressed is of a "wider interest" and how the solution proposed indeed has wide applicability.

Anormal Psikoloji kitabı, ruhsal bozukluklar alanında çalışan tüm profesyoneller, psikiyatristler, klinik psikologlar, psikologlar, psikolojik danışmanlar, hekimler, sosyal hizmet uzmanları, psikiyatri hemşireleri ve bu alanlarda öğrenci yetiştiren akademisyenler ile eğitim alan öğrenciler için temel bir başvuru kitabıdır.
2013 yılının Mayısı ayında yayımlanan DSM-5 ölçütlerine göre ruhsal bozukluklarla ilgili sunulan bilgilerin güncellemesinin de yapıldığı bu kitap, tüm dünyada pek çok üniversitenin psikiyatri ve psikoloji bölümlerinde ders kitabı olarak okutulmaktadır.
Kitabın her bölümünde, ilk olarak ruhsal bozukluklarla ilgili vakalar sunulmakta, daha sonra bozuklukların klinik tanıları yapılmakta ve DSM-IV-TR’den farklı olan DSM-5’te yapılan değişikliklere yer verilmektedir. Ayrıca, DSM-5’teki tanı ölçütleri, bozuklukların etiyolojisi ve epidemiyolojisi, bozukluklar üzerinde kalıtımın ve çevrenin etkileri, biyolojik ve sosyal ve kültürel etkiler, en güncel araştırmalardan elde edilen verilerle harmanlanarak sunulmaktadır. Ruhsal bozuklukların tedavisinde etkili olacak terapi yaklaşımları ve ilaçla yapılan tedaviler hakkında da bilgiler veren kitap, sahip olduğu zengin içeriği ile eşsiz bir kaynaktır.
Anormal Psikoloji kitabının; profesyoneller ve öğrenciler için önemli bir rehber olacağına, yardıma ihtiyaç duyan insanların sorunlarının çözümüne, ruhsal bozuklukların tanı ve tedavisinde önemli katkılar sağlayacağına inanıyoruz.

Impacts of physical disability on an individual’s career development. Despite ‘career ’ becoming a somewhat nebulous term, career development remains a proactive and dynamic process aimed at meeting the needs of both the organisation and the individual. Although the limited literature deals with disability in general, rather than specific physical disabilities, it does suggest the relationship between career development and disability is complex and individuals with a physical disability still face discrimination through stereotyping and perceptual generalisations. There are several other issues relating to physical disability and career development which are identified from this paper as requiring further investigation. These include confidence and self-esteem issues associated with having a physical disability, attitudes towards careers and who is perceived as being responsible for career development, and whether having computing skills reduces the gap between inability and indepe...

Latino immigrants are the largest source of immigrant workers in the United States. In this study, 11 first-generation Latino immigrants (8 men, 3 women) living in the Midwest were interviewed about their work experiences. Interview data were analyzed using consensual qualitative research methods (Hill, Thompson, & Williams, 1997). Five domains associated with the data included work for survival and power, work for social connections, work as self-determination, work barriers in the Midwest, and access to work in the Midwest. We identify ways in which vocational psychologists can intervene to work effectively with Latino newcomers seeking employment in the United States and to support their transition into new settlement communities. Suggestions for future research with immigrant workers are discussed.

The Career Decision-Making Profiles questionnaire (CDMP; Gati, Landman, Davidovitch, Asulin-Peretz, & Gadassi, 2010) uses a new model for characterizing the way individuals make decisions based on the simultaneous use of 11 dimensions. The present study investigated which pole of each dimension is more adaptive. Using the data of 383 young adults who were about to make a career choice, we assessed the individuals' decision status and the associations of the dimensions Emotional and Personality-related Career decision-making Difficulties (EPCD; Saka, Gati, & Kelly, 2008) and personality factors (NEO Personality Inventory-Revised; Costa & McCrae, 1992). The results suggest that, as hypothesized, comprehensive Information gathering, analytic Information processing, a more internal Locus of control, more Effort invested, less Procrastination, greater Speed of making the final decision, less Dependence on others, and less Desire to please others were more adaptive in making career decisions. However, contrary to our hypotheses, high Aspiration for an ideal occupation was more adaptive for the decision-making process, Willingness to compromise was not associated with more adaptive decision making, and the results regarding Consulting with others were mixed. Gender differences in the CDMP dimensions and counseling implications are discussed.

PurposeThis paper aims to explore and interpret the pre‐migration and post‐migration career development and success of highly skilled professional migrant women with special reference to The Netherlands.Design/methodology/approachAn exploratory approach rooted in a phenomenological perspective was followed. Two in‐depth Interactive Qualitative Analysis (IQA) focus group sessions were held with a total of 21 self‐initiated expatriate (SIE) women.FindingsAn integrated career development framework proposed in this study indicates that individual drivers such as identity, social support and life phase play a role in women's pre‐migration and post‐migration career success or exits. Identity embeddedness, host country culture, openness to foreigners and existing prejudices and stereotypes against women seems magnified for women from outside the host country.Research implications/limitationsThe research results may lack generalisability, therefore more research is encouraged to further...

Purpose-Previous research has demonstrated the positive impact of relocation mobility on career success. Based on conservation-of-resources theory and knowledge about resistance to change, this study aims to explore the role of personality dispositions and social orientations in explaining job-related relocation readiness. Design/methodology/approach-A total of 380 German employees (study 1), unemployed individuals (study 2), and apprentices (study 3) were surveyed on their relocation readiness, personality dispositions (neuroticism, openness to experience, uncertainty tolerance), and social orientations (individualism, collectivism, social norms-i.e. the perceived social endorsement of relocation mobility) in three cross-sectional studies and one longitudinal study (study 4). Findings-Findings show that high levels of neuroticism (study 1) and collectivism (studies 1-3) made individuals less ready to relocate, whereas high levels of openness to experience (study 2), uncertainty tolerance (studies 1-2), and individualism (study 3) were positively associated with relocation readiness, as was the perceived social endorsement of relocation mobility (studies 1-4). Research limitations/implications-Personality dispositions and social orientations should be considered when relocation decisions are at stake. The research focused on relocation readiness and did not investigate actual relocation mobility. Practical implications-Human resources management and career counseling aiming to foster relocation readiness should take account of the social environment. Moreover, uncertainty-intolerant individuals should be offered systematic, step-by-step guidance on how best to deal with relocation. Originality/value-The study is the first to show that personality dispositions and social orientations by far outweigh socio-demographic factors in explaining relocation readiness.

Purpose-The purpose of this study is to investigate the moderating effects of social competencies, specifically, political skill, self-monitoring and emotional intelligence, on the workplace conflict-abusive behavior relationship. Design/methodology/approach-The study utilized data collected from graduate and undergraduate students majoring in psychology, management, human relations and social work who were recruited from two mid-sized mid-western universities. Hierarchical multiple regression analysis was used to test the study hypotheses. Findings-Results indicated that interpersonal conflict in the workplace is associated with employee engagement in counterproductive work behaviors. Results also suggested that social competencies interacted with interpersonal conflict to predict the likelihood of abusing others at work. Politically skilled workers and high self-monitors were more likely to engage in abusive behaviors when experiencing high levels of interpersonal workplace conflict. Originality/value-The study is the first to show that certain social competencies may actually have negative ramifications in the workplace. Specifically, individuals who are politically skilled and/or high self-monitors are more likely to abuse others when they themselves experience interpersonal conflict.

Over the years I've come to appreciate the work of my Internal Audit Colleagues, who are key allies in analyzing what the organization does well and what it needs to do differently or better to remain healthy, competitive and not only survive but also to thrive.

... Eddy SW Ng, Management and Human Resources Department, College of Business Administration, California State Polytechnic University, Pomona ... an abundant of literature that focused on applicant attraction strategies and organisational recruitment practices (eg Barber ...

Purpose–Increasing turnover of frontline staff in call centres is detrimental to the delivery of quality service to customers. This paper aims to present the context for the rapid growth of the business process outsourcing (BPO) sector in India, and to address a critical issue faced by call centre organisations in this sector–the high employee turnover. Design/methodology/approach–Following a triangulation approach, two separate empirical investigations are conducted to examine various aspects of high labour turnover rates in the call centre ...

To develop a culture of total quality management, a hotel company must make its human-resources department a full-fledged player in the hotel's operations, because specific human-resources practices ntial to a successful TQM program. k it" M a k i n g the move from a traditional management philosophy to a total-quality-management (TQM) culture demands much from an organization. Nowhere is this demand more apparent than in the human-resources-management function. Certain human-resources practices are required to support a TQM-based culture. To determine which H R practices are most essential to TQM, I examined the

There are six Strong Interest Inventory test General Occupational Themes (GOT’s), and these Themes play a precise and significant role in differentiating and interpreting Strong Interest Inventory results and scores. General Occupational Themes consist of six categories

Career education is an inseparable part of general education. In many countries a very big attention is paid to this. In Lithuania after 1990, a qualitatively new career education system has been started to be created, the development of which was not consistent and systematic during the whole period up to 2017. From a scientific point of view, most of the attention was paid to the analysis and estimation of the learners’ opinion, however much less attention was paid to career professionals’ position. Career professional’s position has been established in Lithuania since January 1st, 2017. However, such specialist preparation, their qualification questions, employment in education establishments, and career education process organisation and realisation remains problematic.
A qualitative / pilot research, carried out between February-March 2017, was focused on the career professionals’ (43) position on career questions analysis. It was sought to analyse career education situation in comprehensive schools, grounding the analysis on career professionals’ position.
It has been established, that career education has the greatest importance on students’ professional decision formation, and professional decision demand is the most important. Career actualisation demand is also important, because it helps the students understand career importance, encourages the students of low motivation to be interested in their career. Career education process organisation factors most frequently cause difficulties for career education: one encounters organisational difficulties, career education episodicity is experienced.
It has been stated, that resultivity of career education in a comprehensive school is high, because students’ professional decision is improved, motivation, responsibility are strengthened, abilities, competencies are educated, knowledge and information are provided. However, seeking to improve career education at school, it is necessary to raise specialists’ qualification and to establish a full-time position.

This study focuses on the fellowship program of Helsingin Sanomat Foundation, which has sent a hundred mid-career journalists from Finland to study abroad at prominent universities. Based on two surveys, one on the fellows (n = 45) and one on a control group (n = 52), the article discusses the impact the fellowship education has on the journalists and their careers. The surveys are complemented with in-depth interviews of 10 fellow journalists. The results are discussed in the context of protean career concept, and they indicate that the fellowship period has a notable positive impact on the career of an individual journalist, but a contradictory impact on the journalist’s home organization.

Competency-based measures are increasingly being recognised as the most viable option for engendering the continuing professional development (CPD) of construction project managers (CPMs). Presently, an emerging view from the HRM genre is that, a somewhat robust approach for developing a more rigorous understanding of these measures is to distinguish contextual performance behaviours from task performance behaviours. The contention is that, the contextual-task framework allows for a more fine-grained analysis of managerial behaviour, its effects and measurement. Stimulated by the need to develop performance measures for CPMs in the context of a developing country, the framework has recently been replicated in identifying and developing competency profiles for project managers (PMs) in mass house building projects (MHBPs) in Ghana. Drawing from a positivist-based research approach, structured questionnaires were used to elicit the relevant data from property developers (homebuilders) who belong to the Ghana Real Estate Developers Association (GREDA). The findings presented potentially reasonable evidence that the contextual-task model has empirical relevance for application in project-based sectors of the construction industry. Subsequently, here, we proposed that the contextual-task framework could be adopted across geographical and project-based sectors by construction management researchers who are in need of an alternative methodology that can further an in-depth understanding of the competency profile of CPMs.

The greatest cause of human disease is human culture, and the solution is to change that culture and the way we live. It has nothing to do with animals. A medical industry dedicated to animal research is corrupted by cruelty and cannot be a truly healing profession.

Sharing a holistic communication approach developed from years of research, teaching and professional experience, Midnight Musings: Explorations in Public Speaking is your public speaking playbook. You will discover how to understand your audience, overcome communication apprehension, create memorable presentations, and  develop a will to plan and practice that will enhance your value as a communicator -- forever.

With Midnight Musings: Explorations in Public Speaking you will learn to:
·  Overcome stage fright and anxiety
·  Merge the basics of rhetoric with the principles of design thinking
·  Maximize the power of persuasion with storytelling
·  Motivate, inform and inspire your audience
·  Recognize and confront gaslighting
·  Craft and receive constructive critique
·  Communicate online and in diverse contexts
·  Leverage emerging technology and prepare for the future of public speaking



Keywords: Public Speaking; Communication; Design Thinking; Persuasion; Leadership; Career Development Counseling; Success Self-Help; Education

Directory paths: Communication Studies; Public Speaking

Identity development is a lifelong process that goes through a particularly important phase in adolescence; during this period young people are engaged in the identity development process and are committed to making important choices for their future. Parents can act as a support in making sure that these choices are made in line with their own interests and identity, thus contributing to the general development of identity. In this study, we wanted to analyze how career support from parents is related to the development of identity and if it could be a mediator between commitment and exploration in depth. The sample consists of 250 students aged between 12 and 17 years (M = 14.02, SD = 1.77) and the measures used are: Dimensions of Identity Development Scale (DIDS) and Parental career-related behaviors questionnaire (PCB). Research findings with implications for practice will be discussed.

This study investigated the relation between leisure and career development. Data were collected from college freshmen enrolled in required orientation classes (N ϭ 239) at a midwestern state university. Results indicated that students who perceived themselves as effective, competent and in control of their leisure possessed a clearer picture of their occupational goals, interests, and talents. Furthermore, students who were more committed to the leisure role displayed more highly developed attitudes toward exploring the world-of-work as well as greater competence for career decision making.

This study examines the impact of employee perceptions of training on organizational commitment, and the latter"s relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as a tool to enhance the affective organisational commitment of employees, and reduce turnover. The findings differ from previous studies in non-Chinese settings. No evidence was found of any impact of motivation to learn and perceived benefits of training on organizational commitment. This may be explained by three factors; the involuntary nature of employee training, the limited career development opportunities on offer to local employees of multinational enterprises and the difficulty employees face in applying learnt skills given cultural differences. The implications for research and practice are discussed.

“What do you want to be when you grow up?” It’s a common question and one that you have probably not heard of since your formative years. However, in a world increasingly disrupted by digital technologies, experienced academics are (or at least should be) asking themselves how do they adapt to the new digital landscape. Whilst early career academics will be looking at the opportunities that digital technology can offer them to develop their profile, access new networks and extend the reach and impact of their research outputs. So the question is not so much about “What do you want to be when you grow up?” as “What type of academic do you want to be in the digital world?”
In this chapter, we will be looking at some of the key questions that academics of all ages need to address, before focusing on how they can develop a distinctive academic profile that will enable them to connect with, and make the most of, the network opportunities that are available to them in a digital landscape. To paraphrase Ahmed & Olander (2012)  in a world gone digital, it doesn’t matter who you were or how good you were yesterday, the digital world means that you need to recalibrate, set a new direction, understand the metrics that matter and multiply your contribution to academic knowledge and practice.

Purpose -The purpose of this paper is to report an interview study with 12 directors in a major international telecommunications company, to identify the career paths which they took to reach board level in their organisation. Design/methodology/approach -The aim was to ascertain whether there were gender differences in the career facilitators and barriers met en route to the top. The six male and six female directors were asked about the further obstacles which they perceived would have to be faced. Findings -Visibility through mentoring and challenge was the facilitator which led to success in their earlier careers. Using Kirchmeyer's classification, evidence was found to support her four categories of barriers in this UK sample: human capital (lack of qualifications and languages in a globalised world); individual (being aggressive, being female, and impostor syndrome); interpersonal (gaining entry to organisational politics); and family determinants. For both men and women, family roles impacted their energy levels at work. It was found that the career hurdles and facilitators were very similar for both men and women directors. Originality/value -The study described in this paper does not show strong support for previous research, indicating significantly different barriers for men and women, as in this study, the female directors' career paths were remarkably similar to those of the men.

This paper examines emotional expression experienced by female principals in the Arab school system in Israel over their managerial careers – role-related emotions that they choose to express or repress before others. I employed narrative methodology, interviewing nine female principals from the Arab school system to investigate expression of emotions in professional life stories that they narrated. Findings indicate that the principals’ emotional expressions differ according to career stage; on induction into principalship, they are stressed, feel threatened, distressed and challenged. As they establish themselves in their role they are calmer, use more humour and more ‘correct’ facial expressions. At a more advanced career stage, they express empathy and compassion, and concern for the maintenance of educational achievements. Understanding principals’ emotional expression at different career stages contributes to the quality of principal-teacher relations in the school.

Whether you dream of building an on-line business, running an on-line business or becoming a fashion designer, pop-star or footballer, there are key business skills that you cannot do without if you are to succeed financially
Forbes "Spurred by watching the attrition to new business through a lack of core skills, one British insolvency lawyer is bringing business education to children"

In post-modern society where rapid economic, social and political changes take place, career planning and management becomes more and more urgent every day. The mentioned changes are not necessarily positive or providing only all-round benefit. The environment becomes turbulent, in general sense; therefore it is natural that career environment, basically, is chaotic as well. Nevertheless, career for many people is, undoubtedly, very important, because it is directly related to life quality. Professional activity satisfies almost all human needs: physiological, safety, social, attainment, self-realisation, independence, autonomy and other. The efficiency of the mentioned activity and the ability of the personality to construct his career are closely related things.
Seeking to analyse university student position regarding career questions, a written form survey was carried out. The research was carried out between September and December, 2014.  The research sample (265) was structured applying a consecutive ‘bunch’ system. The respondents from three Lithuanian universities Klaipėda, Vilnius and Šiauliai, were selected in the sample. Professional career parameters were evaluated: career conception, the importance of work values and abilities, study influence, promoting and limiting factors and personal traits. The research is grounded on a mixed strategy, when quantitative and qualitative research approach is combined. The obtained results, based on qualitative analysis, about professional personal career promoting and limiting factors and personal traits are presented in this research.

With the growing acceptance of logistics and supply chain management as critical business concerns, there is an emerging realisation that more investment is needed to develop appropriate managerial skills and competencies. This paper explores the challenges for management development that arise as organisations seek to bridge the gap between current capabilities and those required for future success. The results of an exploratory research programme are summarised and, drawing on these findings, a tentative skills profile for the logistics and supply chain manager of the future is advanced. A key feature of the current business environment is the idea that supply chains compete, not companies (Christopher, 1992). Managing supply chains effectively is a complex and challenging task, as a result of the continuing trends of expanding product variety, short product life cycles, increased outsourcing, globalization of businesses, and continuous advances in information technology (Lee, 2002). In recent years supply chain management (SCM) has grown in acceptance: '… the area that was once considered to be only of minor concern to managers is now at the forefront of business planning. The discipline that had a difficult time getting the attention of senior managers in firms now has representatives in the top echelons of most organisations' (Lancioni, 2000). In this milieu, logistics managers and supply chain managers play a pivotal role in ensuring continued firm competitiveness and success. This paper is concerned with both logistics managers and supply chain managers. Definitional, and practical, differences exist between logistics and supply chain management, and while the terms are often used interchangeably, they are distinct (Cooper et.al, 1997). Logistics can be defined as the planning and management of physical and information flows through an organisation, whereas supply chain management extends this concept into the wider network of the organisations suppliers and customers. As such, supply chain managers not only need to be equipped with the skills and knowledge to manage logistics but also they must be relationship managers. Whilst recognising that logistics and supply chain management can be, and often are, managed separately we argue that at this early stage in the acceptance and implementation of these ideas the reality is that they tend to be managed conjointly. For this reason we will use the label 'supply chain manager' as a generic descriptor.

Career development is the lifelong process of managing, learning, work, leisure and transition in order to move towards a personally determined and evolving preferred future for the youth. The increasing level of unemployment in developing countries is becoming a source of worry for government and societies at large. The inability of most graduates to secure a suitable job in their area study is a problem many have faced in recent time. In this project, we proposed an enhanced web based model for youth empowerment and career development which is an automated model that will automatically select qualified and certified candidates into the appropriate field of study. The Object Oriented and Design Methodology was used to analyse our findings because of its usability nature and to organize the interaction of the objects within the new system. The MinHash recommendation algorithm was applied to classify candidates using content based filtering approach with candidate’s work experience, the behaviour-based approach was used to test candidates profile details to determine suitability to job allocation of a suitable position in candidate career prospect. Our results showed efficiency in Time Complexity especially in areas that involve speed in access validation of unemployed youths and speed in processing application of an unemployed youth, with values for the evaluated parameters to be 10 and 5 seconds respectively as compared to the Existing System values of 22 and 25 seconds respectively, which further implies that our proposed system outperforms the existing system. In addition, the new system automatically matches and provide screening model to job applications from qualified candidates and the results show that the rate of successful job testing and assignment can be significantly be improved with the most qualified and suitable candidate being assigned the appropriate job which matches his/her course of study, thus streamlining the random selection and producing higher quality output thereby reducing unemployment in the labour market. This work will be beneficial to young graduates, to Government, and any other organization that deals with youth empowerment.

There are times when avoiding is necessary and times when it can be used inappropriately and inefficiently. Using an avoiding style at the wrong time during a conflict situation at work or during personal times can prove to be detrimental to situations, goals and outcomes. The following are times when to use, and not to use The TKI test Avoiding Mode.

Recently, compulsory primary education has been extended to eight years, instead of five. Therefore, primary school principals’ career development has become much more complex and important. A self–deviced questionnaire has been prepared to figure out the elements which influenced their pre–service development, whether their development is effected by being in post in private or state schools, what their future career plan is and how they develop themselves in post. According to the result of the statistical analysis of thirty–three principals’ answers in Bahçelievler, it appeared that pre–service training is not very effective, daily routine influences their career development and internet is also limited in state schools. Principals follow contemporary approaches from books about educational administration. Their most effective years are between the ages of 46–50, and principals with 1–3 years of experience conduct more in–service training. According to the analysis, a series of suggestions were produced.