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Chapter 17

Career 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: Paradigm Shift

NewCareerParadigm

Discrete Exchange

Occupational Excellence

Organizational Empowerment

Project Allegiance

OldCareerParadigm

Mutual Loyalty Contract

One Employer Focus

Top-down Firm

Corporate Allegiance

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The New Career

Discrete Exchange

Occupational Excellence

Organizational Empowerment

Project Allegiance

An organization gains

productivity while a person

gains work experience

Skills are continually honed thatcan be marketed across

organizations

Power flows down to business

units and in turn to theemployees

Both individuals and

organizations are committed

to successful project completion

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Personalitiesand Choices

Artistic

imaginative

emotional

impulsive

architect

voice coach

interior designer

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Realistic Job Preview (RJP)

Realistic Job Preview -both positive and

negative information given to potential

employees about the job they areapplying 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

Career

stage

Life stage (age)

Early adulthood Middle adulthood Late adulthood

(17-40) (40-60) (60+)

Establishment

Advancement

Maintenance

Withdrawal

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Protection

from stressors

Informational

Evaluative

Modeling

Emotional

Direct

assistance

Provision ofinformation

Feedback

Evidence of

standards

Empathy,

esteem, love

What are the

risks?

What do l needto know?

How am I

doing?

Who do I

follow?

Do I matter?

Supervisor

cues newcomer

Mentor givesadvice

Supervisor

offers feedback

Newcomer is

apprenticed

Others (new)

empathize

Type ofSupport

Function of

Supportive

Attachments NewcomerConcern

Examples of

Insider

Response/Action

Newcomer-Insider Psychological

Contracts for Social SupportEstablishment

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Advancement:Mentoring

Mentor -an individual who provides

guidance, coaching, counseling, and

friendship to a protg

Career functions provided by a mentor

Sponsorship

Facilitating exposure and visibility

Coaching

Protection

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Advancement:Phases of

MentoringInitiation - relationship begins

Cultivation - relationship gains meaning

Separation - protg 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 betterdecision 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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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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SpouseHealth

Withdrawal: Retirement

Issues

DualCareers

Income

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Managing Your Career: Key

Questions

1. Am I adding real value?

2. Am I plugged into whatshappening around me?

3. Am I trying new ideas,

new techniques, new

technologies?