Administration and Interpretation of the Career Profile Inventory. Envisia Learning 3435 Ocean Park Blvd. Suite 203 Santa Monica, CA 90405 (310) 452-5130 (310) 450-0548 Fax http://www.envisialearning.com. Envisia Learning.
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Administration and Interpretation of the Career Profile Inventory
3435 Ocean Park Blvd. Suite 203 Santa Monica, CA 90405
(310) 452-5130 (310) 450-0548 Fax
Envisia Learning is a provider and developer of innovative, high-quality people and process solutions for consultants and business professionals working with individuals, teams and organizations.
We provide a variety of customized and off the shelf products in the areas of 360-degree feedback, personality, career & stress assessment, survey solutions and on-line performance management systems, all customized and branded for the client and all of which are well-researched and validated to meet your needs.
Michels, E., Habdfield-Jones, H & Axlerod, B. (2001). The War for Talent. Harvard Business Press.
Nowack, K. (2005). Employee Engagement Matters: Relationship between Employee Engagement, Retention, Job Satisfaction and Stress
OPD Employee Engagement Study (N=163) Significant Differences (all p’s < .01)
Longitudinal Career Paths
Change in jobs based on fear
Promotion highly tenure based
Alternate Career Paths
Change in jobs based on growth
Promotion highly performance based
1Survey of over 7,600 employees in diverse industries by Career Systems International
The overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide in return.
Who am I? (Career Stage, Path Preference, Political Style)
How do other see me?(Self-insight, image, political style, personality)
What are my options within the organization? (Knowledge of the organization, future trends, options, opportunities)
How do I achieve my goals?(Motivation, confidence, goal setting, action planning)
Career StageMean SDMean SD
Career Path Preference
CAREER STAGE CORRELATIONS (*p < .01)
1 2 3 4
1. Entry__.18-.11 .09
2. Development__ .02-.23*
3. Balance__ .02
4. Exploration __
CAREER PATH CORRELATIONS (*p < .01)
1 2 3 4
1. Managerial__ .48*-.09 .06
2. Generalist__ .08 .19*
3. Specialist __ .49*
4. Entrepreneurial __
POLITICAL STYLE CORRELATIONS (* p < .01)
1 2 3 4
1. Independent __ .40* .02 -.18*
2. Team Player __ .32* -.22*
3. Strategist __ -.23*
4. Promoter __
Correlations Between Preferred Political Style and Preferred Career Path Preferences (*p < .01)
Preferred Political Style Orientation
Preferred Path Promoter Strategist Team Independent
Managerial .31* .34* .02 -.01
Generalist .26* .35* .26* .16
Specialist .08 .13 .21* .42*
Entrepreneurial .15 .21* .19* .30*
Stage 5: Late Career (ages 55–retirement):Remain productive in work, maintain self-esteem, prepare for retirement.
Stage 4: Midcareer (ages 40–55):Reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive.
Stage 3: Early Career (ages 25–40):Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals.
Stage 2: Organizational Entry (ages 18–25):Obtain job offer(s) from desired organization(s), select appropriate job based on complete and accurate information.
Stage 1: Preparation for Work (ages 0–25):Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education.
Increased Span of Promotion Control
Executive Perks (e.g., stock options)
-Exposure to all functions
-Understanding of the organization
-Structured experiences to facilitate development
-Training on specific competencies/skills
-Multi-rater feedback to identify strengths/development
Service to Others
Involvement in Professional Associations
Political Style Orientation
Impression Management--Extent to which an individual sells, markets & promotes one’s self and/or his/her team
Conflict Management--Extent to which an individual fights for his/her way and/or his/her team
Promotes Self to a Low Extent
Promotes Self to a High Extent
Promotes Others to a Low Extent
Promotes Others to a High Extent
Fights for Self Interests to a Low Extent
Fights for Self Interests to a High Extent
Fights for Others Interests to a Low Extent
Fights for Others Interests to a High Extent