"LITERATURE REVIEW:
Sullivan and Baruch (2009) define that a career is a person's work-related and numerous
pertinent experiences, both outside and inside of his/her firm/workstation/organization and these
experiences and expectations initiate a unique spectrum over person's lifespan. The novel norm
of career in crowdworking lies in visualizing a career, which is controlled by the person and
develops and gets advanced through one or more organizations (Mahony, Klimchak, & Morrell,
2012). While emphasizing on the spectrum of the career in crowdworking, Taylor and Joshi
(2016) have chosen the career anchors framework which is implementable at an individual level
and provides a comprehensible framework using which a great variety of recognized
crowdworker motivations can be interpreted. According to Schein (1996), an individual's
internal values and prompts tend to drive his/her career decisions. Schein & Schein (1978)
explore five career anchors which are: technical expertise, generic managerial skills,
Security/steadiness, independence/autonomy, and creative capacity in connection with
entrepreneurship
In combination with the changing meanings of career, novel ideations have emerged,
formulated to reveal a changed environment, with augmented globalization, fast technological
sophistications, growing workforce variety and the expanding application of outsourcing and
temporary and part-time workpeople (Sullivan & Baruch, 2009). These alternations have
transitioned conventional organizational structures, employer-worker relationships, and the
The perspective of career development has been replicated by more embracing perceptions of
career, rooted in the skills and knowledge accumulation and the integration of individual's
personal and professional life, with workpeople encapsulating diverse roles in a variety of
settings (Mulhall, 2014). Forsyth (2002) depicts that career development entails the career
"LITERATURE REVIEW
2
management perspective, which involves the planning and analysis with action that could be
accepted by an individual at any stage of his/her career- and to proactively enhance the
opportunity to do well throughout it. Crowdworking corresponds strongly to a workforce and
environment, which by many means, potentially differs from conventional employment (Taylor
& Joshi, 2016). Since crowdwork seems to continue growing as a workforce percentage
(Grewal-Carr et al., 2016), the career anchors concepts should essentially evolve addressing
novel workstation structures (Taylor & Joshi).
Preparedness for engagement in career development process requires a comprehensive
comprehension of the contemporary career as well as a variety of its depictions over time
(Mulhall, 2014). Individuals are less likely to initiate their careers within a vacuum because
decisions regarding forthcoming trajectories should be considered within the broader world
context (Mulhall, 2014). By means of facilitating such decision-making process of career
development the entire career management is defined as a problem-solving procedure where
information is assembled, awareness is increased, environment is expanded, career goals are
being set, mechanisms and strategies are adopted to achieve those goals, and feedback is availed
(Greenhaus et al., 2009). The career development starts as soon as employees proactively
perceive the success and job finders get acquainted with a precise idea of what is meant to them
by success and how to attain it (Mulhall, 2014). Once this career success process is in progress,
individuals confront numerous developmental tasks and hurdles;