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Career Development (Lead Section)
Career Development refers to the process an individual may undergo to evolve their occupational status. It is the process of making decisions for long term learning, to align personal needs of physical or psychological fulfillment with career advancement opportunities. Career Development can also refer to the total encompassment of an individual's work-related experiences, leading up to the occupational role they may hold.

Career Development can occur on an individual basis or a corporate and organizational level.

Career Development Planning(Body of the Article #1)
On an individual basis, career planning encompasses a process in which the individual is self aware of their personal needs and desires for fulfillment in in their personal life, in conjunction with the career they hold. While every person's experiences are unique, this contributes to the different types of careers that people will acquire over their lifespan.

Long Term Careers (Subheading 1)
Careers that are long term commitments throughout the span of an individual's life are referred to as ' Steady-State Careers,' in which the person will work towards their retirement with specialized skillsets learned throughout their entire life. For example, medical doctors would be required to complete a steady process of graduating from medical school, and then working in the medical profession until they have retired. Steady state careers may also referred to as holding the same occupational role in an organization for an extended period of time, and becoming specialized in the area of expertise. A retail manager who has worked in the sales industry for an extended period of their life would have the knowledge, skills, and attributes regarding managing non-managerial staff, and coordinating job tasks to be fulfilled by subordinates.

A career that requires new initiatives of growth and responsibility upon accepting new roles can be referred to as  'Linear Careers," as every new opportunity entails a greater impact of responsibility and decision making power on an organizational environment. A linear career path involves a vertical movement in the hierarchy of management when one is promoted. For example, a higher level management position in a company would entail more responsibility with regards to decision making, and allocation of resources to effectively and efficiently run a company. Mid-level managers, and top level managers/CEOs would be referred to as having linear careers, as their vertical movement in the organizational hierarchy would also entail more responsibilities for planning, controlling, leading and organizing of managerial tasks.

Short Term Careers(Subheading 2)
When an individual takes on short term, or temporary work, this can be referred to as Transitory Careers and Spiral Careers. Transitory Careers occur when a person undergoes frequent job changes, in which each task is not similar from the preceding one. For example, when a fast food worker who leaves the food industry after a year to work as an entry level book keeper, or an administrative assistant in an office setting is a Transitory Career change. The worker's skills and knowledge of the fast food industry will not be applicable to their new role in an office setting.

Spiral Careers comprises of any series of short term jobs that are non identical to one another, but still contribute to skill building of a specific attribute, that an individual will accept over their lifetime. Many individuals can undergo slight career transitions, or accept short term contract work that is in the same field of work to build on different skillsets that are needed for them to succeed in an organizational environment. For example, an individual with a degree in Business who was initially hired to do project management in one area of a department can be promoted, or transferred to complete another task in the same department to work on marketing.

Career Development Perspectives (Body of the Article #2)
Individual perspectives, and Corporate Perspectives

Relational Career Planning in Regards to Social Context
Women, social minorities, generational differences. Solutions to enhance career development