1. Special Challenges in Career Management
Chapter 12
Special Challenges in Career Management

2. Objectives Design an effective socialization program for employees.
Discuss why a dual-career path is necessary for professional and managerial employees.
Provide advice on how to help plateaued employees.
Develop policies to help employees and the company avoid technical obsolescence.
Develop olicies to help employees deal with work-and-life conflict.
Select and design outplacement strategies that minimize the negative effects on displaced employees and “survivors.”
Discuss why retirees may be valuable as part-time employees.

3. Stages of Organizational Socialization
Anticipatory Socialization
Individual：Developing expectations, finding a job that fits values, skills interests
Organization：communicate information and expectations to new recruits, evaluate and select new hires
Encounter：
Individual：Learn new task, rules , establish relationships

4. Stages of Organizational Socialization (Con’t)
Encounter
Organization : Training, orientation, social adjustment
Settling In
Individual : Master job, establish work relationships, resolve conflicts between work-family and work load
Organization : Evaluate progress, provide feedback, redefine jobs and demands based on employees strengths and weaknesses

5. Socialization Should Address…
Performance and learning
Establishing work relationships
Formal and informal structure
Technical and organizational language
Organizational goals and values
tradition, customs, rituals of the the company

6. Characteristics of Self-Directed Orientation Program
Requires new employees to answer questions, visit plants and facilities, meet with experts, view videos
Peer review
Emphasize awareness, responsibility, and technical competence

7. Characteristics of Effective Dual Career Path Systems
Status, salary, incentives compare favorably with managers
Recognition and increased opportunities for influencing company decisions, enhanced professional environment
Paths of excellence (not dumping grounds for poor performers)
Technical employees have choices
Self-assessment for technical employees

8. Types of Career plateaus
Inappropriate skills and abilities
Low needs for movement
Lack intrinsically motivating job
Stress
Lack extrinsic rewards
Slow company growth

9. Balancing Work and Non-Work：It’s a matter of Flexibility
Where do you work ?
When do you work ?
Who does the work ?

10. Why are work and family issues important?
Absenteeism and relocation issues, turnover among women
Increase in number of women with children in the workforce
No national policy regarding childcare
Family Medical Leave Act
Childcare reimbursement accounts
30-60% turnover among child care workers due to low wages

11. Importance of work and Family Issues (con’t)
low income parents have to choose between working and staying at home
Male and female issue
Traditional family accounts for only 7%of U.S. families
Dual career families, single-parent families, and families with kids under age 5 experience the most conflict and job tension

12. Types of Work and Family Conflict
Time-based conflict (Interference)
Strain-based conflict (Stress of multiple roles)
Behavior-based conflict (role behavior is incompatible)

13. Company Policies Designed to Accommodate Work and Family
Communications
Time demands and stress related to jobs
Awareness of benefits and leave policies
Flexibility in work arrangements and schedules
Where and when work is performed
Support Services
childcare, eldercare, manager training, EAPs

14. Alternative Work Places
Office
Home
At least 8M people
Most work in service industries (education, business, repair, social services)

15. Example：Marriott Corporation
260,000 Employees
50% Women
1/3 of employees have children under age 12
Work and family policies
child care choice (referral service)
child care discount program
family care spending account
elder care seminars

16. Benefits of Working at Home
Control over schedule
Wear comfortable clothes
Avoid commute
Not having a boss close by
Care for children
No interruptions
Job seems less like work
Not mind overtime as much

17. Drawbacks of Working at Home
Lack supplies and equipment
Too many interruptions
Too much mixing of work and family life
Distracted by chores
Lack interaction with co-workers
Lack regular routine
Feel that work at home is less important

18. Alternative Work Schedule
Traditional
Flextime
Compressed Work Week
Part-time Work
Temporary Work
Job Sharing
Extended Leave

19. Eldercare At least 20% of employees currently care for a parent
Eldercare stresses result in：absenteeism, work interruptions, loss of energy
Employees with eldercare concerns are typically more experienced and of greater value to the company

20. How companies Help With Eldercare
Resource and referral services
Counseling
Dependent care spending accounts
Long-term care insurance
Intergenerational care
Flexible schedules
Employee seminars