Chapter 17 Career Management Nelson

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Chapter 17Career ManagementNelson Quick
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Why Understand Careers

• If we know what to look forward to, we can be
  proactive in planning
• As managers, we need to understand the
  experiences of our employees and colleagues
• Career management is good business--It makes
  financial sense

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Career/Career Management

• Career - the pattern of work-related experiences
  that span the course of a persons life
• Career Management - a lifelong process of
  learning about self, jobs, and organizations
  setting personal career goals developing
  strategies for achieving

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Career Paradigm Shift
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The New Career
An organization gains productivity while a person
gains work experience
Discrete Exchange
Skills are continually honed that can be marketed
across organizations
Occupational Excellence
Power flows down to business units and in turn to
the employees
Organizational Empowerment
Both individuals and organizations are committed
to successful project completion
Project Allegiance
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Personalities and Choices
mechanic restaurant server mechanical engineer
Realistic stable persistent materialistic
Investigative curious analytical independent
physicist surgeon economist
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Personalities and Choices
real estate agent human resource manager lawyer
Enterprising ambitious energetic adventurous
Social generous cooperative sociable
counselor social worker clergyman
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Conflicts During Organizational Entry
The individuals attempt to attract the
organization
Organizational efforts to attract individuals
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The individuals choice of an organization
Organizational selection of individuals
Figure in L.W. Porter, E.E. Lawler III, and J. R.
Hackman, Behavior in Organizations, New York
McGraw-Hill, Inc. 1975. Page 134. Reproduced
with permission of the McGraw-Hill Companies.
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Realistic Job Preview (RJP)

• Realistic Job Preview - both positive and
  negative information given to potential employees
  about the job they are applying for, thereby
  giving them a realistic picture of the job

RJPs help promote the image of the organization
as operating consistently and honestly
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The Career Stage Model
Withdrawal
Career stage
Maintenance
Advancement
Establishment
Early adulthood Middle adulthood
Late adulthood (17-40)
(40-60) (60)
Life stage (age)
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Establishment tasks of thenewcomer

• Negotiate an effective psychological contract -
  an implicit agreement between an individual and
  an organization that specifies what each is
  expected to give and receive in the relationship
• Manage the stress of socialization
• Anticipatory socialization - gather information
• Encounter phase - learn job demands
• Change acquisition phase - begin to master
  demands
• Ease the transition through individual
  organizational actions

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Newcomer-Insider Psychological Contracts for
Social Support
Establishment
Examples of Insider Response/ Action
Function of Supportive Attachments
Type of Support
Newcomer Concern
Protection from stressors
Direct assistance
What are the risks?
Supervisor cues newcomer
Informational
Provision of information
What do l need to know?
Mentor gives advice
Evaluative
Feedback
How am I doing?
Supervisor offers feedback
Modeling
Evidence of standards
Who do I follow?
Newcomer is apprenticed
Emotional
Empathy, esteem, love
Do I matter?
Others (new) empathize
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Advancement Strive forAchievement

• Career Path - a sequence of job experiences that
  an employee moves along during his or her career
• Career Ladder - a structured series of job
  positions through which an individual progresses
  in an organization

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Advancement Mentoring

• Mentor - an individual who provides guidance,
  coaching, counseling, and friendship to a protégé
• Career functions provided by a mentor
• Sponsorship
• Facilitating exposure and visibility
• Coaching
• Protection

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Advancement Mentoring

• Psychosocial functions provided by a mentor
• Role modeling
• Acceptance and confirmation
• Counseling
• Friendship

• Characteristics of good mentoring
• relationships
• Regular contact
• Consistency with corporate culture
• Training in managing the relationship
• Accountability
• Prestige for mentor

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Advancement Phases of Mentoring

Initiation - relationship begins Cultivation
- relationship gains meaning Separation -
protégé asserts independence
Redefinition - relationship has new identity

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Advancement Why Mentors are important

• Mentored individuals earn higher salaries
• Mentored individuals have higher promotion rates
• Mentored individuals are better decision makers

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Advancement Dual-Career Partnerships

• Dual-Career Partnerships - a relationship in
  which both people have important career roles
• Pressures of such partnerships
• Time pressure
• Jealousy
• Precedence (which career)

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Advancement Work-Home Conflicts

• Work-home conflicts more likely affect women
• Organizations attempts to help
• Flexible work schedule - a work schedule that
  allows employees discretion in order to
  accommodate personal concerns
• Eldercare - assistance in caring for elderly
  parents and/or other elderly relatives

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Maintenance Time of Crisis or Contentment

• Midlife crisis
• Slowed or stalled career growth
• Burn-out
• Contentment
• Sense of achievement
• No need to strive for continued upward mobility

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Maintenance Issues ofThis Stage

• Career plateau - a point in an individuals
  career in which the probability of moving further
  up the hierarchy is low
• Firms respond with
• Lateral moves
• Project teams
• Affirmation
• Mentoring roles for maintenance stage employee

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Withdrawal Planning for Change

• Plan financially
• Plan psychologically
• hobbies and travel
• volunteer work
• extended family
• temporary work (esp. top level executives)

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Withdrawal RetirementIssues
Spouse
Health
Income
Dual Careers
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Career Anchors
A network of self-perceived talents, motives, and
values that guide an individuals career decisions
Autonomy Independence
Managerial competence
Technical/functional competence
Creativity
Security.stability
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Managing Your Career KeyQuestions
1. Am I adding real value? 2. Am I plugged into
whats happening around me? 3. Am I trying new
ideas, new techniques, new
technologies?