Although such motivations as these do appear implicitly in the "workplace visions" notion posed by Kling and Zmuidzinas , we believed that some useful additional specificity could be added to their ideas through inclusion of what Schein described as "career anchors." The idea of a career anchor was developed based upon research, "designed to better understand how careers evolved and how people learned the values and procedures of their employing organization" (Schein 1993). Schein followed forty-four workers over a period of 10 - 12 years using in-depth interviews and questionnaires to examine job histories and the reasons behind career decisions. On this basis, Schein defined eight prototypical career anchors: Security/stability, autonomy/independence, life style, technical-functional competence, general managerial competence, entrepreneurial creativity, service or dedication to a cause and pure challenge.
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