Nkele (26 years old)
I would like to share with you the past eight and a half years of my life as an employee of
an internationally successful company.
I started as an accounting clerk, GR IV. With lots of ambition, I envisioned myself
reaching accountant, GR V, within three years. Most people take over five years to reach
that level. I kept my line manager informed about my ambitious goals. The company had
a strict hierarchy, with advancement based on performance. Within two years I advanced
three levels and was one level away from reaching my goal. I felt like I was achieving
success, and I enrolled for my BCom degree to show my potential to the company. Then
the company started flattening its structures. I was forced to take a transfer to another
department, as the financial department was centralised in head office.
My dreams were shattered and I felt like a failure. However, I picked myself up and
attacked my new designation with just as much drive and ambition. I had a mentor in
my new position, where I learnt a great deal with regard to following processes. This also
helped me to advance in the field of my interpersonal communication skills.
Over the next three years I transferred laterally within the logistical department,
handling product dispatches, local sales and eventually production and export sales.
I built a network of contacts to assist with information and to support my function.
This exposed me to a knowledge diversity ranging across all the dimensions of the
department, and it was great for my employability.
I felt I had reached the point where I had nothing more to learn in that department,
and I applied for a transfer to the contact centre of another business unit in the
organisation. There I had personal contact with clients of the organisation, addressing
their concerns and learning more about the corporate affairs department as well as the
procurement and supply department. I was then seconded to the PSM department, as
I showed promise in that direction. Again, I was placed under mentorship, and by using
interpersonal career-enhancing strategies I learnt a lot about their processes.
By taking ownership of my career and enhancing my career development continuously
over the past eight and a half years, I managed to get my dream job as a consultant on
behavioural safety — a mere year after completing my degree and just in time to assist
my future studies.
1. Provide example from the case on each of the constructs
Protean career, career agility, career concern, career control, career curiosity, career confidence and employability
Protean career - Nkele demonstrated a protean career by continuously adapting and seeking new opportunities within the company, moving laterally within departments and taking on new challenges to enhance her skills and knowledge.
Career agility - Nkele showed career agility by being able to quickly adjust and transition to different departments and roles within the organization, demonstrating her flexibility and willingness to learn new skills.
Career concern - Nkele displayed career concern by actively seeking out opportunities for career advancement, setting ambitious goals for herself, and continuously striving to improve her skills and knowledge.
Career control - Nkele took control of her career by taking ownership of her development, setting goals, and actively seeking out opportunities for growth and advancement within the company.
Career curiosity - Nkele exhibited career curiosity by being open to new experiences and roles within the organization, seeking out opportunities to learn and grow in different areas of the business.
Career confidence - Despite setbacks and challenges, Nkele maintained confidence in her abilities and continued to push herself to achieve her goals, ultimately leading to her dream job as a consultant on behavioral safety.
Employability - Nkele's continuous career development and dedication to enhancing her skills and knowledge made her highly employable within the organization, leading to her success in achieving her dream job.