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by: Jessica Lynn

MANA CH. 17 MANA 3318

Jessica Lynn

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About this Document

Chapter 17 Notes
Organization Behavior
Dr. Baldwin
Class Notes
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This 3 page Class Notes was uploaded by Jessica Lynn on Monday May 9, 2016. The Class Notes belongs to MANA 3318 at University of Texas at Arlington taught by Dr. Baldwin in Spring 2016. Since its upload, it has received 8 views. For similar materials see Organization Behavior in Business at University of Texas at Arlington.


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Date Created: 05/09/16
Monday, May 9, 2016 Chapter 17 Career Management - Career vs. Career Management career- the pattern of work-related experiences that span the course of a person’s • life • career management - a lifelong process of learning about self, jobs, and organizations; setting personal career goals; developing strategies for achieving the goals, and revising the goals based on work and life experiences - Career: Paradigm Shift • New Career Paradigm - discrete exchange - occurs when an organization gains productivity while a person gains work experience - occupational excellence - means continuously honing skills that can be marketed across organizations - organizational empowerment - means that power flows down to business and in turn to employees - project allegiance - means that both individuals and organizations are committed to the successful completion of a project • Old Career Paradigm - mutual loyalty contract - employee loyalty was exchanged for job security - one-employer focus - training was company specific and not meant to prepare the person for future job opportunities - top-down firm - meant that control and strategizing were done only by the top managers, and individual initiative could even be viewed as disloyalty or disrespect - corporate allegiance - considered paramount, not project; the needs of projects were overshadowed by corporate policies and procedures 1 Monday, May 9, 2016 - Career Stages • establishment - stage 1; person learns the job and begins to fit into the organization and occupation • advancement - stage 2; high achievement-oriented where people focus on increasing their competence • maintenance - stage 3; individual tries to maintain productivity while evaluating progress towards career goals • withdrawal - stage 4; involves contemplation of retirement or possible career change - Advancement • a period when many strive for achievement - career path - sequences of job experiences along which employees move during their careers - career ladder - structured series of job positions through which an individual progresses in an organization - Mentoring • career functions provided by a mentor - sponsorship - actively helping the individual get job experiences and promotions - facilitating exposure and visibility - providing opportunities for the protege to develop relationships with key figures in the organization in order to advance - coaching - providing advice in both career and job performance - protection - provided by shielding the protege from potentially damaging experiences - Maintenance Stage • crisis - slowed or stalled career growth - burnout 2 Monday, May 9, 2016 • containment - sense of achievement - no need to strive for continued upward mobility - Retirement Factors • health • company policy family issues • • income • opportunity 3


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