organizations want to protect themselves as well as to lead that particular industry, for that the survival of organizations is to deliver something new with more features on continuous bases, organizations have to be more innovative, that is to apply the best solution which fulfill customer new requirements, implicit needs, existing industry needs or current market requirements. That is consummate through nominal and valuable products, services, ideas, and technologies. But for that organizations have to engage their employees in innovation because without engaging employees departments, scientists, researchers can do nothing as the studies illustrates that innovation is not just the duty of scientists, specialists, either the organizations have to encourage and expand the innovational aptitude of their employees, if they want to be at the high position (Dorenbosch L, Marloes L, Engen V, Verhagen M). For that just innovation is not enough, either organization have to develop innovative work environment so that each and every employee can contribute towards innovation as illustrated in research that each single employee’s dealings and proceedings are of critical magnitude and significance for permanent innovation development as well as enhancement (Jong D et al, 2010). The factors that affect employee innovative work behavior and cause of innovation have been explored using different researches and frameworks. According to Super, guidance to career and choosing career and then its development is process of mounting and executing person’s self-concept which leads to mental growth that causes in innovation. (Leung A S, 2008). There are five stages of a person’s life, the first two stages of that theory are of Growth and Exploration where a person needs career counseling and the fourth stage of that theory is Maintenance where the employee is self-actualized (Retrieved online from Super’s theory). Career counseling provides employees with the break to identify career goals and to craft plans within the background of organizational realities.
Studies explored that there is a positive relation between career development and innovation. But how can we achieve career development, we can achieve it by making employees aware of career counseling and self-actualization.
Inhaltsverzeichnis (Table of Contents)
- Background/Introduction
- Literature Review
- Innovation and Innovative Work Behavior
- Career Counseling
- Self-Actualization
- Linking Career Counseling and Self Actualization to Innovative Work Behavior
- Identified Variables
- Hypothesis
- References
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This research explores the connection between career counseling, self-actualization, and innovative work behavior within organizations. It investigates how career counseling can foster employee self-actualization, leading to increased innovative work behavior and, ultimately, organizational success.
- The importance of innovation for organizational growth and success
- The role of employee innovative work behavior in achieving organizational goals
- The impact of career counseling on employee self-actualization
- The relationship between self-actualization and innovative work behavior
- The benefits of fostering a culture of innovation through career counseling and self-actualization
Zusammenfassung der Kapitel (Chapter Summaries)
- Background/Introduction: This chapter introduces the research topic by highlighting the significance of innovation in today's competitive economic landscape. It emphasizes the need for organizations to engage their employees in innovation and create an environment that encourages innovative work behavior.
- Literature Review: This chapter delves into the existing research on innovation, innovative work behavior, career counseling, and self-actualization. It explores the benefits of innovation for organizations and examines various factors that contribute to employee innovative work behavior.
- Innovation and Innovative Work Behavior: This section focuses on the concept of innovation and its link to employee innovative work behavior. It discusses the importance of creativity and idea execution in achieving organizational goals.
- Career Counseling: This section examines the role of career counseling in employee development, highlighting its contribution to identifying career goals and navigating organizational realities. It emphasizes the need for lifelong access to career counseling in a rapidly changing work environment.
- Self-Actualization: This section explores the concept of self-actualization, its place in Maslow's Hierarchy of Needs, and its impact on employee motivation and performance. It discusses the link between self-actualization and belief in one's ability to innovate.
- Linking Career Counseling and Self Actualization to Innovative Work Behavior: This chapter examines how career counseling and self-actualization contribute to the development of employee innovative work behavior. It explores the positive influence of career counseling on personal growth and the link between self-actualization and the adoption of new technologies.
Schlüsselwörter (Keywords)
Key terms and concepts explored in this research include innovation, innovative work behavior, career counseling, self-actualization, organizational development, employee engagement, and employee performance. The research focuses on the interrelationships between these concepts and their potential impact on organizational success.
- Citar trabajo
- Mujtaba Ahmad (Autor), 2013, The Affiliation of Career Counselling, Self-Actualization and Innovative Work Behavior, Múnich, GRIN Verlag, https://www.grin.com/document/513682
