Chapter 17 Organizational Behavior Nelson & Quick 6th edition Career Management Chapter 17 Organizational Behavior Nelson & Quick 6th edition

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 Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Career/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 Career: Paradigm Shift New Career Paradigm Old Career Paradigm Mutual Loyalty Contract One-Employer Focus Top-Down Firm Corporate Allegiance Discrete Exchange Occupational Excellence Organizational Empowerment Project Allegiance Copyright ©2009 South-Western, a division of Cengage Learning All rights reserved

Occupational Excellence Organizational Empowerment The New Career Discrete Exchange An organization gains productivity while a person gains work experience 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 Copyright ©2009 South-Western, a division of Cengage Learning All rights reserved

Why New Managers Fail They fail to build good relationships with peers and subordinates They are uncertain or confused about what their bosses expect They lack internal political skills They are unable to achieve the two or three most important objectives of the new job All these failures are due to a lack of human skills

Qualities that Mark a Star Performer – Emotional Intelligence Self-awareness Self-control Trustworthiness Confidence Empathy Emotional competencies are twice as important to people’s success as raw intelligence or technical know-how (Goleman)

Personalities and Choices The Realistic Person is stable, persistent, materialistic mechanic restaurant server mechanical engineer Personalities and Choices The Investigative Person is curious, analytical, independent physicist surgeon economist The Artistic Person is imaginative, emotional, impulsive architect voice coach interior designer Copyright ©2009 South-Western, a division of Cengage Learning All rights reserved Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Personalities and Choices The Enterprising Person is Ambitious, energetic, adventurous real estate agent human resource manager lawyer The Social Person is Generous, cooperative, sociable counselor social worker clergyman Personalities and Choices The Conventional Person is Efficient, practical, obedient word processor accountant data entry operator Copyright ©2009 South-Western, a division of Cengage Learning All rights reserved Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Conflicts During Organizational Entry The individual’s attempt to attract the organization Organizational efforts to attract individuals 2 1 4 3 The individual’s 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. Copyright ©2009 South-Western, a division of Cengage Learning All rights reserved

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 RJP’s help promote the image of the organization as operating consistently and honestly

The Career Stage Model Withdrawal Maintenance Advancement Withdrawal Maintenance Career stage Advancement Establishment Early adulthood Middle adulthood Late adulthood (17-40) (40-60) (60+) Life stage (age)

Career Stages Withdrawal – individual contemplates retirement or possible career changes Maintenance – individual tries to maintain productivity while evaluating progress toward career goals Advancement – people focus on increasing their competence Establishment – the person learns the job and begins to fit into the organization and occupation Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Establishment: tasks of the newcomer Establishment: tasks of the newcomer 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 Make the transition from organizational outsider to organizational insider

Establishment: Newcomer-Insider Psychological Contracts for Social Support Function of Supportive Attachments Examples of Insider Response Type of Support Newcomer Concern Protection from stressors Direct assistance What are the risks? Supervisor cues newcomer Informational Provision of information What must l 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 Copyright ©2009 South-Western, a division of Cengage Learning All rights reserved Copyright ©2005 by South-Western, a division of Thomson Learning. All rights reserved

Advancement: strive for achievement Advancement: strive for achievement 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

Advancement: mentoring 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 0 and identify resources that would be valuable in the search for a mentor. Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Advancement: mentoring 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

Advancement: phases of mentoring Advancement: phases of mentoring Initiation - relationship begins Cultivation - relationship gains meaning Separation - protégé asserts independence Redefinition - relationship has new identity

Advancement: why mentors are important Advancement: why mentors are important Mentored individuals earn higher salaries Mentored individuals have higher promotion rates Mentored individuals are better decision makers Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Advancement: dual-career partnerships Advancement: dual-career partnerships Dual-Career Partnership - a relationship in which both people have important career roles Pressures of such partnerships Time pressure Jealousy Precedence (which career)

Advancement: work-home conflicts 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

Maintenance: time of crisis or contentment Maintenance: time of crisis or contentment Midlife crisis Slowed or stalled career growth Burnout Contentment Sense of achievement No need to strive for continued upward mobility

Maintenance: issues of this stage Maintenance: issues of this stage Career Plateau - a point in an individual’s career in which the probability of moving further up the hierarchy is low Firms respond with Lateral moves Project teams Affirmation

Maintenance: sharing the knowledge through mentoring Maintenance: sharing the knowledge through mentoring Successful formal mentoring programs require: Voluntary participation Support from top executives Training for the mentors Graceful exit opportunities

Withdrawal: the older worker Withdrawal: the older worker Stereotypically undervalued Less productive More resistant to change Less motivated In reality Offer continuity in the midst of change Act as role models Provide experience Demonstrate a strong work ethic Exemplify loyalty

Withdrawal: retirement Withdrawal: retirement Phased retirement - an arrangement that allows employees to reduce their hours and/or responsibilities in order to ease into retirement Bridge employment - employment that takes place after a person retires from a full-time position but before the person’s permanent withdrawal from the workforce

Withdrawal: retirement factors Withdrawal: retirement factors Family Issues Company Policy Income Health Opportunity Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Technical/Functional A network of self-perceived talents, motives, and values that guide an individual’s career decisions Career Anchors Technical/Functional Competence Managerial Competence Autonomy & Independence Creativity Security/Stability Photos courtesy of Clips Online, © 2008 Microsoft Corporation

Managing Your Career: Key Questions Managing Your Career: Key Questions Am I plugged into what’s happening around me? Am I trying new ideas, new techniques, new technologies? Am I adding real value? Photos courtesy of Clips Online, © 2008 Microsoft Corporation 30

Chapter 17: Reflect & Discuss The Secret of My Success Video Clip What to Watch for and Ask Yourself What do these scenes suggest about the job seeking process? Does Brantley behave ethically during his job interviews? What do these scenes suggest about career management? The Secret of My Success College graduate Brantley Foster (Michael J. Fox) leaves his Kansas home and goes to New York to look for a job. He is continually frustrated in his quest but eventually lands a mailroom job. An entertaining look at corporate life, this film features power, negotiation, and sexual shenanigans. The scene from The Secret of My Success appears early in the film following Brantley’s layoff from a job he never started. He looks up at a building while saying, “OK New York. If that’s the way you want it. OK.” They end after Ms. Miller (Judith Malina) says to Brantley, “Can you be a minority woman?” The film continues with Brantley talking to his mother on a public telephone. What to Watch for and Ask Yourself What do these scenes suggest about the job seeking process? Does Brantley behave ethically during his job interviews? What do these scenes suggest about career management? 31