A look at the challenges, issues and demands of careermanagment and development in the new world of work for both individuals and organisations in the South African context.
3,705 words (approx. 14.8 pages), 11 sources, 2001, $ 102.95
Abstract This essay identifies and explains the issues, challenges and demands of careermanagement and development in the new world of work, for both individuals and organizations. It then recommends some practical ways to address the most important of these. In doing this, it first defines what is meant by careermanagement and career development. It then places the essay in the context of the new world of work. This is done through a short explanation of the impact of e-commerce and globalization. It then looks at how this has impacted on the world of work in general, before looking at how it has effected careermanagement and development for individuals and organizations.
From the Paper "E-commerce has radically changed organizational structure, co-ordination systems and task specification, and thus the world of work. Job designs have become increasingly flexible, and a whole range of new issues are being raised. In fact, Furnham (2000) believes that, due to e-commerce, the world of work has changed. He looks at what he calls "alternative work arrangements". These include part-time employment (defined as varied work, taking up less than 30 hours per week), contingent employment (defined as when an individual is working for an organization, but is not considered a regular employee), flextime (defined as when employees vary their starting and quitting times, but are required to work a standard number of hours within a specific time period), compressed work weeks (defined as re-allocating the work time by condensing the total hours in the traditional five-day week into fewer days), and teleworking (defined as working at a location away from the traditional place of work, and involving the use of telecommunications and the electronic processing of information) ( Furnham, 2000)."
Tags: african, career, context, development, managment, new, south, work, world
Abstract This report establishes a scenario for the development of a career goal in the area of hotel general management through the development of an industry analysis and an education career path outline. Special consideration is given to the goals of the individual who is seeking employment in the hospitality industry as a hotel General manger (with the long term goal of ownership). The paper includes one table.
Table of Contents:
Executive Summary
Career Goal/Problem
Scope
Industry Background
Methodology
Findings
Recommendations
Conclusions
Back Matter
References
From the Paper "There has been a recent increase in the number of hospitality management training programs and these programs are demonstrative of internal as well as external changes to the industry and the education system. The industry is seeking to educate many people in-house and is much more willing to demonstrate belief in individuals by allowing them to seek outside educational goals, while still employed, through incentive as well as the development of systems that are inclusive of study and class time allotments. (Lucas, 2003, p. 88) this new emphasis has created a strong sense of the need for education, at top levels, while maintaining the work/school ideals of company specific training, goals and extremely high standards of service. Due to the recent upturn in the understanding for the need of education the goal of an individual must include a partnership between hospitality education and work experience."
Abstract This paper states that the turnover rate among expatriate managers has been found to be substantially higher than the rate of turnover for domestic managers. The author points out that inclusion of the family in pre-departure training develops a stronger commitment on the part of the expatriate manager. This paper stress the importance of mentoring as part of the overseas training.
Table of Contents
Introduction
Issues and Factors Involved in Successful CareerManagement Pre-Departure Training
Job Design
Role Clarity
Decision Process Participation
Pre-Departure Training for Family Members
Mentoring as a Vital Element
Transference of Values
Summary
From the Paper "An important characteristic of pre-departure training is that such training, when designed for effectiveness, provides participants with the information necessary to preclude the development of dissatisfaction with various aspects of an overseas assignment. ... examined organizational predictors of job satisfaction among expatriates. He tested hypothesized relationships between job satisfaction and six job/task characteristics and three organizational characteristics. The study found that role ambiguity, skill variety, task identify, task significance, pay, and participation in decision processes exerted the most significant influences on perceptions of job satisfaction, and that the adverse effects of each of these factors could be muted through participation in effective pre-departure training (Naumann, 1993b). Pre-departure training, thus, should be an integral part of a career management program for international assignees.
Abstract This paper reviews the MBTI, a psychometric instrument designed to sort people into groups of certain personality types. The paper takes a look at the four basic scales with opposite poles used to measure a person's preferences. All four indices are dichotomous, as people tend to develop one preference on the scale at the expense of the other.
Contents:
Overview
Scoring
Criticism
Structure and Administration
CareerManagement and School Counseling
Personal Experience
Overall Evaluation
From the Paper "The Myers-Briggs Type Indicator was developed in part to offer a form of Jung's personality type theory that is more coherent and useful in people's lives. It has become one of the most accepted and widely-used development tools for assessing personality characteristics in non-psychiatric populations. Applications have been made across a broad range of human knowledge, including in areas such as psychotherapy and counseling; education, learning methods, cognitive styles, career counseling, and management and leadership in organizations."
Tags:career, counseling, extraversion, interest, introversion, judging, jungian, perceiving, scales, theory
Abstract This paper introduces, discusses, and analyzes three career paths in health care management technology and suggests which career path to follow. The careers examined are medical records director, admitting -registrations clerk and health service manager and administrator.
From the Paper "The Medical Records director is responsible for a staff of medical records clerks, who maintain patient medical records for a hospital, nursing home, or large medical practice. The job description on JobScience.com reads, "Directs, establishes, and plans the overall policies and goals for a medical records department. Requires a bachelor's degree in a related area with at least seven years of experience in the field. Generally manages a group of exempt and nonexempt employees. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive" (JobScience). This job pays an average of $73,804. About 50 percent of workers in this career can expect to earn between $65,426 and $83,228."
Abstract In this article, the writer discusses that for the woman who chooses to pursue a career, managing that career means making choices not only about which path to follow at work, but also how to structure one's life and relate to one's goals of family, children, marriage and home. The writer points out that highly talented, ambitious women face enormous hurdles when attempting to achieve success in a traditionally male field of employment. The writer further notes that work as career, and achievement defined as climbing to the top of the corporate pyramid are viewed as attributes of a quintessentially male world. The writer concludes that career development for a woman presents issues that are absent from the same kinds of career choices made by most men. Further, the writer notes that a woman's choices are often determined by powerful social and cultural forces that shape her decisions.
From the Paper "Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's."
Abstract This paper summarizes an article entitled "The Palette of Management Development", by Lidewey van der Sluis-den Dikken and Ludwig H. Hoeksema, about the interaction between developmental characteristics of the job, the learning behaviour of individuals and the consequences of this interaction for career success of managers. After a brief description of Kidden's and Hoeskema's thesis, the author of this paper then adds his own experience and commentary. He concludes that he bridges the interaction between these three policies by mandating "that all managers continue their business and managerial education" while also finding "ways to openly praise or promote those who continued their educational career growth."
From the Paper "In the area of training and development, controlling and managing the learning process of managers always has been a controversial topic. Some old time managers believe that except for mentoring and on the job training on company specifics, a managerial candidate should come to a position fully prepared to be up to speed in a short time. Lately, learning theorists have shown that many young managerial candidates need a formal training program to fully actualize their talents and abilities. Personally, I believe that young recruits as well as older members of the managerial team of any company should be given ample opportunity for both formal and informal training and career development. Young recruits need tutelage in company culture and product knowledge, while older managers can use courses updating them on the newest validated managerial principles. "
Tags: managerial, theory, personnel, development, training, career
Abstract The paper discusses the drastic changes in the careers of top management executives. The paper attributes this to the changing nature of the global networking systems and the modern and innovative technology being introduced into the market. The paper explores three main elements that form the core of leadership in the 21st century.
Outline:
Introduction
The Organizational Hierarchy in the 21st Century
Reviewing and Redesigning the Core of Leadership for the 21st Century
Leaders Need to Think Outside the Box
Leaders Should Be Excellent in Developing Partnerships
Representative
Analyst
The Future: Protean Careers?
Conclusion
From the Paper "Arthur, Hall, and Lawrence (1989) in their study defined an individual's career as an ever developing cycle of experience with time. A number of researchers have used the same definition; however they have used it differently. For instance, Arthur and Rousseau (1996) in their study argued that the main difference between "careers" and "jobs" is not what most professionals think it is. They asserted that most professionals classify "careers" as high status work, such as those of doctors, lawyers, managers etc; and "jobs" as low status work such as that of laborer, waiter, etc. In fact, the concept of careers is determined by the time factor."
Abstract This paper discusses that nurse practitioners, requiring advanced degrees, provide primary care to patients under the supervision of physicians and may prescribe medicines. This paper also discusses that directors of nursing, requiring at least a master's degree, sometimes a business degree and often a doctoral degree, are part of the hospital's management rather than its staff. The paper concludes that, while both careers lie within the profession of nursing, they will appeal to very different personality types.
From the Paper "While both the nurse practitioner and the director of nursing technically serve within the same field, their careers (in terms of the tasks that they perform during their daily work routines and the specific rewards, challenges, and responsibilities that each one faces) are substantially different from each other. This should not surprise us at all: Both the editor-in-chief of The New York Times and a news assistant running errands at a small weekly paper in Mexico City are journalists, but they have very different jobs."
Abstract This is a paper that concerns a career as an actor. The paper discusses aspects of the actor's career such as auditions and casting, researching the play and character, understanding character and motivation, learning lines and blocking. The writer also looks at working with directors and stage managers, costumes, rehearsals, makeup and the madness of opening night.
From the Paper "Many people think they would like it if they were a famous actor, either on Broadway or in the movies. They are excited by the idea of being admired by millions of screaming fans, getting paid lots of money to hang out and maybe even get to do a love scene with other big celebrities. But acting is not all just about fame and fortune; it's a lot of work. Stage actors have to spend weeks or months in preparation for their two hours or less under the lights in auditioning, researching the play and understanding their character, learning their lines and blocking, rehearsing with the other cast members, getting into costumes and makeup, coping with nerves and stage fright, and dealing with directors and stage managers."
Abstract This paper discusses the importance of a career development plan in organizations and what benefits could be derived for various functions within the human resources department and the organization as a whole.
From the Paper "What is career development? Many college students have experience with the counseling department, and the career development questionnaires that assess their strengths, weaknesses, and interests then analyze the best careers for their personalities and talents. Career development in the workplace uses similar tools to assess employee strengths and talents, but it also encourages the employee to strive for more, work to their best advantage, and continually grow and change with the company as it grows and changes. Career development is a growing force in the competency of America's workforce, and it is a useful and beneficial tool for just about any Human Resources department. Career development does not encourage the staff to look elsewhere for job satisfaction; it encourages the staff to develop their own potential, while also developing their talents where they are most beneficial to the company. The company wins, the employees win, and the HR department can concentrate on other issues, rather than employee retention and turnover."
Abstract This paper explains that job satisfaction and job counseling are both management and an employee issues. The paper quotes that the usual way of measuring job satisfaction through Total Quality Measurement (TQM) questionnaires is not effective because two people who do the same work for the same salary rarely record the same level of satisfaction as the motivation factor is missing from the questionnaire. The author concludes that job satisfaction is a component that can be tested through surveys and that can be promoted by means of in-house programs, but it is best promoted by good company policies that nurture an atmosphere that supports the needs and ambitions of workers and so motivates them to work their best.
From the Paper "The author further notes that the advent of the computer has contributed to the trend by placing a premium on innovation and creativity. To achieve this, a company must create an environment in which people do not feel alienated so that they only do what is required of them. The company needs commitment and loyalty, which are nurtured by affiliation, which is a product of the progressive management approaches characterized as giving attention to spirituality. This means a new emphasis on values and culture, though this as well may raise people's expectations too high. To decide which policies, programs, and cultures are merely "nice to have?, which actually have a positive effect on business, more, and more companies are routinely conducting attitude, productivity, and employee and customer satisfaction surveys."
This paper discusses how a strong foundation of business knowledge can be acquired to some degree from the educational environment in which one studies the basic principles of business management.
Abstract This paper provides an understanding of the importance of the acquisition of business knowledge in an academic environment in order to fulfill desired future career objectives in a defined specialty area of choice. The author illustrates how a foundation for growth and development can be achieved by participation in a successful business educational program.
From the Paper "In order to fulfill many desired career goals, individuals are often required to obtain advanced degrees in reputable business programs that offer a well-rounded view of primary business units and the organization as a whole. Business school faculty educate students in concepts and terminology utilized in daily business practices, but they often fail to conceptualize the importance of each business unit as part of a whole. Unfortunately, faculty members are trained in specific areas and possess little knowledge of areas beyond their specialties; therefore, they are unable to provide students with the type of knowledge that will permit them to view the organization as a whole."
Abstract This paper provides an overview of the Management Information System industry. It shows that although this area of management is not in any way new it has taken on increasing importance. The paper shows that to a great extent, this field has spawned new industries and gigantic corporations and MIS has created a new breed of managers on organizational charts such as Director of MIS; Manager of Information System; Manager of Corporate systems and other similar titles.
From the Paper "According to Occupational Outlook Handbook, the average starting salary in 2001 for a high-level information technology manager and MIS graduate ranged from $92,250 to $152,500. According to a 2002 survey by the National Association of Colleges and Employers, starting salary offer for those with an MBA or Technical Undergraduate Degree with 1 year or less experience averaged $61,196 annually. While for those with a Master's Degree in management information system and business data processing averaged $57,225 [Occupational Outlook Handbook, 2002]."
Tags: corporations, career, internet, U.S., Commerce, Department
Abstract This paper analyzes the issue of women in management and working within a changing corporate culture. The problem of women's careers stuck in middle management is explored, as well as the glass ceiling effect. The changes taking place for women within the corporate culture and the influences on corporate/organizational culture are examined.
From the Paper "The proportion of women participating in the labor force in the United States and across the globe has increased dramatically in recent years resulting in ..."
