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Career Management - Science topic

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This is a two (2) part question specifically for <Students> but Professional please chime in. I humbly believe that no matter what the stage we are all students and constantly learn from each other.
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My professional organizations are represented by the Syndicate of Academic Professors, but for many reasons they do not play their role in terms of defending the rights of teachers
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Dear Colleagues,
We are working on study that seeks to understand the effect of work to family issues on the the career development of working mothers especially those within a higher education setting. We would appreciate the following (in addition to what we already have):
1. Any recommendations of scales specific to the career development of working mothers or women in general.
2. Any recommendations of studies that explore work to family issues and career development.
Your assistance will be greatly appreciated
Willie Chinyamurindi
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THERE IS HIGHLY DETAILED INFORMATION THAT YOU CAN USE
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Hi!
I’m disillusioned by the emphasis on the frantic continuously changing rat race work culture. In my remote job search now, I’m looking for alternative models that fit with people, like myself, who work better in a steady environment. I’m compiling a list of companies that embrace this , or at least tolerate it .
Would you suggest any companies that fit this description?
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I think that this frantic pace of change, as you described, is an outcome of environmental changes, meaning, companies that operate in very dynamic industries are forced to adjust quicker. Focus on more traditional industries, in which technology does not evolve that quickly, if you are looking for more steady working environments. I hope this helps, Hashem Elassad , good luck!
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What are the best tips for success in a scientific career?
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Interesting question Muneeb Faiq . Would be interested to know as well.
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I found literature of and about J. O. Crites' Career Maturity Inventory. I cannot find the inventory tool /items.
May someone shares their experiences and ideas on this topic with me? Which measuring instrument would you recommend? Where can I find the tools?
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Thanks for sharing your literature tips!
I have read the career assessment journal diligently.
I have not yet found the questionnaire itself. :(
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I think almost all of us (♀/♂) are more or less affected by this. Work interferes with family & vice versa. In your view, which one is too detrimental & how to achieve so called 'balance'? Is it possible really?
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Work and family should complement each other. If husband and wife are equally engaged in science and teaching students, then their relationship is based on mutual understanding, mutual respect and mutual enrichment of both work and family.
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Dear Colleagues! As far as, from your point of view, it is possible (and justified) to implement the concept of Life Long Learning in a professional academic career by completely withdrawing from a successful scientific (teaching) activity, including with a defended doctoral thesis activity in a professional business activity (possibly with a corresponding new education / degree), not connected in any way with research and teaching activities? Do you know and can you give examples of such personal career development?
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I started my career in higher education, then went to work as a contractor for the U.S. federal government after receiving a Ph.D. I now do both, work as a contractor and teach at a university. It keeps me motivated in both areas.
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Dear Colleagues! How, from your point of view, is possible (and justified) the implementation of the concept of Life Long Learning in a professional (non-academic) business career through the complete withdrawal from a successful business activity, including with the preparation and defense of a doctoral dissertation with subsequent teaching (research) activities? Do you know and can you give examples of such personal career development?
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Dmytro Lukianov I am not sure I understand your question correctly, but I started my career in restaurant and tourist businesses both as a successful professional chef and later as a manager. At age 32 I started my academic career for the first time and took a PhD at age 47. I currently work as a lecturer and researcher. In Norway many of my master students are over 40 years of age. My oldest student so far has been 67. Life Long Learning I think is also an economical question. My grandparents would not think of changing their career during their life. I would be very difficult economically.
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Dear Colleagues! In your opinion, how possible (and justified) is the implementation of the concept of Life Long Learning in the academic field by preparing and defending a second (third, etc.) doctoral dissertation in a new direction for a scientist? Do you know and can you give examples of such a scientific career development?
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Hi!
I do not associate the term Life-long-learning with any general right for an academic to do a series of doctoral dissertations in various directions. A doctoral students education and support is a big investment for the state/the taxpayers, the university and the individual. To reach a PhD level is for an individual to be recognised for the ability to really both learn and create new knowledge on ones own.
Then other students should get the possibility to PhD studies. There is possibility to change directions of interest in research anyway.
I don’t want to criticise people who have double PhDs, but to create new possibilities for academics to make a number of dissertations in different subjects is probably not an ideal use of resources.
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Dear Colleagues! Is it possible to consider, from your point of view, taking into account the concept of Life Long Learning, a person of the age category 40+ "young scientists", if at that age he only defended his doctoral thesis? And if 50+? And more? Why?
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There are always newcomers to many events in this life. In research and education newcomers should always be welcome.
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Dear Researchers,
I am looking for data of the following variables:
(i) average age of employees at firm level for US firms
(ii) average education level of employees at firm level for US firms.
Till now I can get data only at industry level from US Labor department ; however, I need data at firm level.
Could you please suggest me where to look for the above mentioned variables. Thank you for reading my question.
Sincerely,
Masud
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The US Census has such data if you can wade through it, however, most business associations have already extracted similar data from the Census and are usually cooperative with genuine researchers.
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I am willing to asses employability skills developed in intership
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Dear Hafsa:
Have you already finished your study? May be you can share with us your findings. Here's ours of the same topic (please see the links below).
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Hello ResearchGate Community,
I really need your help for my Master Thesis. I am writing about dual career considerations in international assignments and want to find out if there are differences between Self-Initiated and Company-Assigned Expatriates. 
I want to conduct interviews with dual career couples; six couples that relocated abroad on their own and six couples that went abroad within their organisations. If you have an idea how to find these interviewees or if you personally know someone that suits the criteria please let me know! 
If you need more information on the exact interview format or anything else I am happy to provide you with more information.
Thank you in advance for any support you are able to provide!
Wiebke Schaper
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Hi Wiebke, congrats for choosing an interesting topic. I would advise you to use a snowball sampling method to locate the dual career couples with better results. If you locate one, s/he will help you locate the other. It's very popular. All the best.
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I want know how the family bonding/interaction impact the career development decision or indecision. If anyone have empirical research paper (based on a good theory) will be of benefit. 
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Dear Peter,
Thank you so much for many references, would be of use.
Aktar
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Generally people leave bad bosses as apposed to leaving bad companies. Let us know your thoughts and experiences.
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Dear sirs,
My idea of dealing with bad bosses is exactly the same as dealing with good bosses.:
Try my best to be polite, respectful, and coherent with the principle of trying my best to be efficient.
Sometimes, bad bosses are a creation of our mind. They are trying their best to be bosses and we should try our best to deal with it.
(the same principle goes for husbands and/or lovers - by the way! -)
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What is the impact of work family strain and gain in the career growth of a professional women? Definitely, there will be strain and gain in work family / family-work.
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Your question is very interesting. To assess the impact is necessary to consider the place which are developing your research. This is a phenomenon which in my opinion is not uniform in all countries or territories behavior.
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Dual career couples/families are those couples in which each of them is engaged with professional, managerial or administrative work. Research show that dual career issues like children's education are seen as obstacles to international assignment and hinders career development plans of multinationals. My question is, in what ways do these set of people pose a challenge to the organization?
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i think you can measure the strength of need for family vs. need for power/ achievement, and work within a motivational framework.  you may need to find n the rmp a greater motive
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any studies to share on productive aging?
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These articles discuss aspects of productivity in aging. I hope they help!!!
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My colleagues and I are studying antecedents of pre-career salary expectations among university students and we need a valid but brief measure that assesses the relative importance of work as a life domain. The Life Role Inventory (Nevill & Super) is too long and the Life-Role Salience Scale (Amatea et al., 1986) is ill-suited to college students. I cannot locate the work centrality measure validated by Paullay et al (1994). Suggestions are appreciated.
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For a different perspective, it may be worth considering the recent work by Ryan Duffy and Bryan Dik who have conducted solid conceptual and empirical research into the notion of calling.  Their approach to calling is wider than the religious notion (although it can cover this form of calling too).  One may speculate that the presence of or search for a calling influences salary expectations.  My suggestion to you is a departure from the notion of salience as conceived of by Super et al., but I hope it provides an additional point of view for you.  Here are some papers that may be of interest:
Dik, Bryan J., & Duffy, Ryan D. (2009). Calling and vocation at work: Definitions and prospects for research and practice. The Counseling Psychologist, 37(3), 424-450. doi: 10.1177/0011000008316430
Dik, Bryan J., Eldridge, Brandy M., Steger, Michael F., & Duffy, Ryan D. (2012). Development and validation of the Calling and Vocation Questionnaire (CVQ) and Brief Calling Scale (BCS). Journal of Career Assessment, 20(3), 242-263. doi: 10.1177/1069072711434410
All the best for your research project
Peter
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Obtaining grants and "high impact" publications are obviously among the primary concerns during postdoctoral research, and from there further on. There is no doubt that access to grant money is facilitated by achieving high impact publications and working in prestigious labs. Best case scenario: these two circumstances co-occurr. Worst case scenario: none of the two. Given the actual state of the things - and the strong bias on research credibility and quality often implicated in the former case - I would like to know your opinions on healthy alternatives that are conceivable or available to compensate when the latter case is presented.
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A very timely question, while the EC itself has announced the public consultation on Science2.0 (link 1 below).
If competitiveness is the priority, then by definition one has to be innovative, or against the current trends in order to stand out. Going against the trends on "high impact publications" and "working in prestigious labs" might seem counterproductive, but that is only if your definition of IMPACT is narrowly focused on the current (and deficient) formulation of the IMPACT FACTOR.
While IF cannot be ignored by postdocs at present, young researchers can place themselves strategically so that they are ready for the changes expected in the IMPACT and Research Evaluation Frameworks over the coming years (background paper on Science2.0 attached).
Open Science (or Science2.0) has climbed onto the political agenda because funders want researchers to apply complete transparency to their research workflow and research products to speed innovation, stimulate economic growth. But even if a postdoc does not care at all about the political agenda, Science2.0 (or Open Science) includes a range of already practiced methods that directly serve the "Publish or Perish" reality in the hunt of higher and higher visibility and impact.
Open Notebook Science,Open Data, Open Access, Blogging about your research, engaging the public and citizen scientists may seem peripheral to getting tenure now, but funders are looking at AltMetrics in order to deal with the deficiencies of the IF.
Aspiring postdocs shouldn't wait for Open Science to become a mandate, or the norm, but should adopt such principles in their daily routine. Going against the grain today, is about being competitive tomorrow. And you wouldn't be doing it alone, the funders will sympathise with you, even if at institutional level it may be impossible to see things changing.
 
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Research and practice show that generally counsellors must be resilient, have deep knowledge of their field and experience on working with various types of clients implementing different theories. However, as far as I am concerned little is known about specific characteristics, skills, training and attitudes career counsellors should have to be effective at their work with clients, especially within the context of globalization, career uncertainty and complexity. What do you think about these issues according to bibliography and your experience?
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Good question: Specific to your question, counsellors should profile their clients and know all critical factors about their current clientele; understanding the ever changing industry and job expectations (i.e currency, context and relevance); and skill wise, counsellors need to be aware that not all clients can think independently, based on their abilities and how long they struggled with the their counselling issue and will need a helping hand or "lets walk together kind of approach".
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Is it just me or are career researchers facing a dilemma? We love what we do so we stick to it. The disadvantages of course are permanent uncertainty over our future, and constantly writing grants to fund our employment, activities that take up valuable research time. Want a mortgage? "You've gotta be kidding, right? Your contract runs out at the end of the year!" Surely we deserve better!
UPDATE 28 Feb, 2014: The Global Young Academy has initiated an international study to better understand the “Global State of Young Scientists”.
"A major aim of the project is to enhance the current knowledge about young scholars’ career paths and prospects in different parts of the world by conducting the first systematic, global study on the challenges and opportunities that young scholars face in today’s system of science."
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Check out the Global Young Academy's call for contributions here:
"We are interested in finding experts, studies and other scholarly work from different countries and regions around the world that add to the state of knowledge in the following areas:
1) motivation for young scientists to enter an academic career,
2) support mechanisms for young researchers (e.g. promotion, job security),
3) access to mentoring,
4) gender equality,
5) scientific productivity, excellence, impact and innovation,
6) career-paths and obstacles,
7) access to research funding,
8) mobility,
9) inter-disciplinarity and
10) self-perception and effectiveness."
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What are your insights about the job market, industry and recruitment strategies in order for the graduating student to get on the go?
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Thanks for the very insightful feedback, Drs. Nelson and Kamal. Here is what I think: Most job-seekers must have heard frequent statements as "Tell me about you." What factors influence hiring managers and human-resource professionals and their decision here? What mistakes job-seekers make in the interview that turn them down? In my humble experience, the most common one is to ask job-seekers about their biggest weaknesses and their often inadvertent answer: "I wake up late!" instead of saying something like "when I get to work I cannot stop working," as an example, to keep the focus on their potential.
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From your experience or perhaps, related research are career counseling programs valuable for businesses? If yes, which type of program among coaching, mentoring or career workshops could be more effective? Finally, Is career counseling applied widely in businesses in your country?
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Hi Andronikos,
I'll also answer a firm YES. My response is based upon having managed career Services for a Fortune 500 company in the USA and having sponsored and conducted numerous career workshops, having observed our feedback (100% positive from employees and managers) as well as the progress our clients have made. I've also mentored numerous individuals through the years.
The effectiveness of mentoring programs depends upon the match between the mentor and mentee as well as how committed each are to the process.
I would not say that in-house career counseling services are prevalent in the USA, however I do not have data on this. Numerous companies will claim that management offers career counseling (by, for example, first line managers) as part of their management process, though I would not think this is what you are referring to when you ask about "career counseling".
Ron
Ronald G. Shapiro, PhD
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Scientists mature / age at varying rates yet age is a limiting factor in attempting to continue a productive career. How does one mitigate age as a factor in continuing a career in science?
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There is a saying in Spanish that rimes as follows: "mas sabe el diablo por viejo que por diablo" and translates as: "the devil knows more for been old than for been the devil". No intention to compare or name anyone "devil", the point is that knowledge acquired during lifetime is irreplaceable and must not be ignored. Why put a limitation to humankind to contribute to this small world? If capacity and desires exists, why to stop?