Career: sum total of the work-related experiences through a person’s life.
Linear career: person moves through a sequence of jobs of higher levels.
Can build different experience in different positions.
Steady State career: worker chooses to keep the same kind of job over much of a career.
Become highly skilled in a given area.
Spiral Career: worker holds fundamentally different jobs that still build on each other.
Worker gains wide experience yet skills continue to build.
Preparation for Work: decide on kind of career, determine qualifications needed.
Organizational entry: find a “first” job.
Managers usually start in a functional area first.
Early career: establishes person in the firm and begins achievement.
Worker learns firm’s values and duties.
Also begins to achieve noteworthy results in the job.
Worker tries to stand out as a good performer.
Mentors (experienced manager who shows you the ropes) are valuable during this stage.
Mid-career: usually have been in workforce 20-35 years.
Usually provides major accomplishments.
Career plateaus can occur as chances for further promotion dwindle.
Plateau managers can still enjoy a fruitful career.
Late career: continues as long as the manager works and is active.
Many managers choose to stay active well past normal retirement.
Managers need to consider both personal career management as well as the careers of other workers in the firm.
Ethical practice: managers need to ensure worker promotions are based on outcomes, not friendships.
This means all workers are treated equally.
Accommodation of other demands: Workers have many things in their lives besides work. Managers need to consider these issues as well.
The dual career couple is the norm.
Workers have family commitments.