CITO

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Declaration

I [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for the academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

Table of Contents

DeclarationII

CHAPTER 1 INTRODUCTION1

1.1 Background of the Study1

1.2 Introduction4

1.3 Problem Statement9

1.4 Aims and Objectives of the Research10

1.5 Research Questions10

CHAPTER 2: CAPABILITY AND CAREER DEVELOPMENT12

2.1 Critical Thinking12

2.2 Learning Capacity14

2.2.1 Social Learning Theory17

2.3 Employee Learning and Development18

2.4 Learning and Development Relative to Career Development19

2.5 Innovative Capability20

2.6 Strategic Line of Sight20

Works Cited22

CHAPTER 1 INTRODUCTION

1.1 Background of the Study

"For everywhere we look, there is work to be done. The state of the economy calls for action, bold and swift, and we will act - not only to create new jobs, but to lay a new foundation for growth. We will build roads and bridges, the electric grids and digital lines that feed our commerce and bind us together. We will restore science to its rightful place, and wield technology's wonders to raise health care's quality and lower its cost. We will harness the sun and the winds and the soil to fuel our cars and run our factories. And we will transform our schools and colleges and universities to meet the demands of a new age. All this we can do. And all this we will do" (Obama, 2009).

These words from our 44th President of the United States highlight the need for organizations to change the way they manage their business. As the following observations indicate, the business of people management is of paramount importance for the health and wealth of the organization and same is the case with the students in the country; as they need to develop themselves to the fullest, so that they can meet the needs of the workforce. This dissertation will apply the CITO theory and will analyze the manner, in which an individual can fulfill the requirements of career development and can make a good career for himself.

The Corporate Leadership Council (CLC), a Human Resources-focused membership program, reports that there are four challenges in improving employee performance during today's economic turndown. These challenges are based upon the council's 60 company participant employee engagement surveys:

1. Employee performance is declining. The number of employees exhibiting high levels of discretionary effort has decreased by 53% since 2005.

2. The disengaged are staying. The disengaged are 24% less likely to quit in 2008 than in 2006.

3. High-potentials are more likely to quit. One out of four high potentials plans on quitting their jobs and leaving their current employer in the next 12 months.

4. Senior leaders' effort has dropped. Only 13% of senior executives report high discretionary effort in the second half of 2008 compared to 29% in the second half of 2006 (Finney, 110).

Corporate Leadership Council research on high performance and retention reveals that 19% of the workforce is highly uncommitted; 11% is highly committed; while the remaining 70% is neither ...