Career Anchors is a career development theory developed by Edgar Schein, a prominent organisational psychologist and MIT professor. This theory suggests that individuals have specific career orientations, values, and motives that influence their career choices, decisions, and satisfaction. Career Anchors help individuals understand their core career-related drivers and make choices that align with their values and interests.
Individuals with this career anchor tend to be very much engaged in their work because they are specifically interested in the technical and functional aspects of their tasks. They feel most fulfilled when they are able to use their expertise to solve complex problems, develop skills and learn more about their field of interest. They love being challenged and do not usually crave for promotions or managerial roles, but rather aim to be experts in their area of work.
For these individuals, it is important that they are constantly improving their skills and mastering new methods or technologies related to their profession. Their satisfaction is derived from being recognised for their expertise and competence in their respective fields.
However, this anchor can lead to issues if these individuals are forced into managerial roles, as they often prefer to stay hands-on and may lack the interest or skills needed for effective management. Additionally, their intense focus on their specific area of expertise may cause them to neglect or dismiss other important aspects of work, such as relationship building or strategic planning.
Therefore, to facilitate career development for these individuals, employers might want to provide them with continuous learning opportunities, assign them challenging tasks that utilise their expertise, and allow them more autonomy in their work.
Managerial competence as a career anchor refers to one’s innate ability and deep-rooted desire to manage others in the processes of work. This involves not only the skillful execution of tasks but also the ability to be responsible for and integrate the work of others.
Edgar Schien identifies those with a managerial competence anchor as individuals who thrive on the responsibility of decision-making, like taking charge, enjoy problem-solving and are motivated by challenges that test their management skills. They want to advance in their career by climbing the hierarchical ladder, increasing their responsibility and moving into more influential roles.
Such individuals gain satisfaction from being able to manage complex projects or departments, and they often prioritise opportunities for promotion and organisational influence over purely technical or functional challenges.
It is important to note that those with this career anchor not only wish to be leaders but also have a natural ability to effectively manage and coordinate resources, including the efforts of their team members.
By understanding these career anchors, organisations can better design roles, development programs and career paths that align with individual motivations, improving both performance and job satisfaction.
Autonomy/Independence is one of the eight career anchors defined by organisational psychologist Edgar Schein. People who prioritise this anchor in their careers value the freedom to define their own work in their own way. They want to work independently without being tied down by organisational rules or procedures. They strive to set their own schedules, decide their own tasks, and choose their own methods of problem solving and decision making.
They may often resist taking on responsibilities that require dependence on others and seek roles where they have a lot of personal control and flexibility. These individuals are often willing to sacrifice other benefits such as financial stability or high status in exchange for a work life that affords them a high degree of autonomy and independence.
In essence, the Autonomy/Independence career anchor is about seeking freedom in one’s professional life. This doesn't necessarily mean they reject teamwork or collaboration, but rather they value the flexibility to complete tasks in their own way and on their own terms. Jobs that allow a person to work from home, act as a consultant or contractor, or run their own business often appeal to those who prioritise autonomy and independence.
The Security/Stability Career Anchor represents individuals who prioritise job security, stability, predictability and dependability in their careers. These individuals usually desire steady employment, fixed routines, and long-term security and dislike taking risks.
Their choice of employment is usually driven by factors such as job security, generous benefits, predictable rewards and clear career paths. They are often resistant to change and avoid careers that threaten job security. Such individuals often tend to be loyal and dedicated to their jobs and employers.
Professions that usually appeal to those with the Security/Stability career anchor include civil service roles, government positions and large, established corporations which offer stable job opportunities.
This career anchor may limit opportunities for advancement or change due to the individual’s desire for security and aversion to risk. However, this could also be an asset, as employers value employees who are committed, dependable and desire long-term stability with the company.
It's essential for those with this career anchor to recognise and acknowledge this need for stability, so that they can align their career choices and decisions with their long-term needs and values. They also need to ensure that they don't let this need for security limit their growth and professional development.
In his work, Schein suggests that each person usually has one dominant career anchor that governs their decisions and drives their career. Understanding this can help individuals make career decisions that are more aligned with their core values and desires.
For those with a security/stability anchor, finding a work environment that provides this stability and values long-term employment could be a crucial factor in their job satisfaction and career success.
Those who identify with the Entrepreneurial Creativity anchor have a primary need to create something new and different, whether it's a product, service, or business. They find great satisfaction in building something from scratch, overcoming challenges, and seeing tangible results from their work.
They are willing to take risks, enjoy being innovative and adaptable, and are often willing to work long hours on something they believe in. While the monetary reward of entrepreneurial success can be a motivating factor, the true drive often comes from the act of creation and seeing their vision become reality.
For individuals with this career anchor, being tied down to a routine or structured work environment can be frustrating and stifling. They tend to seek careers where they can have independence, autonomy, and the ability to direct their own path.
It’s worth mentioning that those with the Entrepreneurial Creativity anchor don't necessarily need to start their own business to be satisfied – they could also find fulfilment in roles that allow for innovation and creative problem-solving within an existing organisation.
Entrepreneurial Creativity is not about being reckless or acting on every idea that comes to mind, but about having the insight to recognise potential opportunities and the determination to pursue them. It involves not just creating new concepts, but also developing and implementing them in a way that generates value and contributes to progress.
Like all career anchors, Entrepreneurial Creativity has both strengths and challenges, and understanding them can help individuals make better career decisions, foster personal growth, and find work that is meaningful and satisfying.
This career anchor is all about the need to work to make a positive difference in the world. People with this career anchor have a strong need to do something meaningful that contributes to others or serves a greater good.
They typically prioritise their personal values over other career motivators such as income, status, or power. These individuals often choose to work in fields such as healthcare, social work, education, non-profit organisations, and environmental sustainability where they can fulfill their need to contribute to society or a particular cause.
In their professional life, they aim to embody their core values and are often willing to make personal sacrifices such as lower salaries, harder work conditions, or limited advancement opportunities in exchange for the sense of fulfillment they receive from their work.
Schein’s theory advises that understanding one's own career anchor could lead to more professional satisfaction because individuals could seek jobs, tasks and roles that allow them to fulfill their primary career motive or anchor. In the case of Service/Dedication to a Cause anchor, it could be useful to identify opportunities that satisfy the person’s deep need to contribute to the society and betterment of others.
One potential disadvantage of having this career anchor, however, could be that such individuals may overlook their own personal or professional needs in their pursuit of fulfilling their desire to serve others. They may also experience frustration if their job role does not align with their desire to contribute, or if they are unable to perceive their role as being impactful.
Therefore, organisations and individuals with Service/Dedication to a Cause career anchor need to consciously create a work environment or find roles where the service component is high and contribution to a cause can be tangibly seen or felt.
Pure Challenge refers to those who seek constant stimulation, problem-solving opportunities, and a consistent desire to overcome obstacles in their work. For these individuals, their work isn't simply about the role or job itself but about conquering difficult problems or winning in situations where success is not assured. These individuals often see their careers as a series of challenges and are not content with routine or repetitive tasks. They are always seeking the next challenge to overcome.
People with a career anchor in Pure Challenge might work well in roles that offer constant change and new challenges, such as business consulting, start-ups, or competitive sales environments. It’s not about a specific job, position or field for them, it's about the exhilarating feeling of triumph when overcoming a significant challenge.
If individuals do not recognise or misjudge their anchor in pure challenge, they may experience dissatisfaction with their work, underutilization of their talents, or loss of motivation. By identifying their anchor in Pure Challenge, individuals can guide their career paths toward roles that offer continual growth and challenge, ensuring career satisfaction and performance.
It’s important to mention that all anchors are equally valuable and can lead to satisfaction and success when the person's career corresponds with them. And all these anchors intermingle with each other at different career stages and individuals might need to adapt their career paths to fulfil changing anchors.
Edgar Schein's Career Anchors theory states that there are eight career anchors that dominate career choices throughout a person's professional life. One of these anchors is the Lifestyle career anchor.
The lifestyle career anchor is characterised by those who prioritise their personal and family needs over their professional lives. These individuals are most interested in careers that allow them flexibility and the ability to manage their personal and professional lives according to their terms. They prioritise work-life balance and may seek out careers that provide part-time, flexible hours or remote working opportunities.
For individuals with a Lifestyle anchor, the need for work-life integration surpasses the need for job security, autonomy, creative opportunities, or financial gain. They are ready to compromise their career growth if it hinders their lifestyle or infringes on their personal time or family responsibilities.
Understanding career anchors like the Lifestyle anchor can help individuals make better career decisions that are in line with their long-term goals, values, and satisfaction. They are not necessarily career paths, but rather fundamental values or driving forces that determine an individual’s work preferences and satisfaction. It is crucial to identify and align one’s career anchors to their jobs for sustainable job satisfaction and increased productivity.
Understanding one's career anchor is valuable for career planning and decision-making. It helps individuals make choices that align with their core values, motivations, and long-term career satisfaction. Career anchors can also be useful for organisations when making personnel decisions, assigning roles, and providing career development opportunities to employees.
It's important to note that individuals may have a primary career anchor but may also have secondary or evolving anchors as their values and priorities change over time. Career development is not a one-size-fits-all process, and recognising one's career anchor can provide valuable insights into career satisfaction and growth.