Career Choice

According to Behling and others, (2005) an individual’s decision to join a firm may depend on any of the three factors viz.

Objective factor, subjective factor and critical contact;

• The objective factor theory assumes that the applicants are rational. The choice, therefore, is exercised after an objective assessment of the tangible benefits of the job. Factors may include the salary, other benefits, location, and opportunities for career advancement, etc.
• Subjective factors theory suggests that decision making is dominated by social and psychological factors. The status of the job, reputation of the organization and other similar factors play an important role.
• Critical contact theory advances the idea that a candidate’s observation while interacting with the organization plays a vital role in decision making. For example, how the recruiter keeps in touch with the candidate, the promptness of response and similar factors are important. This theory is more valid with experienced professionals’.

Conclusion

These theories assume that candidates have a free choice of employers and careers. In reality the scarcity of jobs and strong competition for desirable jobs severely skew the decision making process.

In many markets employees work particular careers simply because they were forced to accept whatever work was available to them.

Additionally, Holland and colleagues found that culture can have a major influence on career choice, depending on the type of culture (1985).