Career Management Chapter 2 Quiz
21 Questions
0 Views

Choose a study mode

Play Quiz
Study Flashcards
Spaced Repetition
Chat to Lesson

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What are common features of structured approaches to career management?

  • Involvement of elaborate performance reviews and high flyer schemes (correct)
  • Emphasis on annual salary reviews only
  • Total reliance on random promotions without guidelines
  • Focus solely on immediate performance outcomes

Which of the following options effectively addresses the issue of a 'plateaued' manager?

  • Increasing their workload without new responsibilities
  • Implementing lateral moves to different functional areas (correct)
  • Providing them with standard annual performance evaluations
  • Restricting them from participating in team projects

What may cause frustration for rising stars who are plateaued?

  • Achieving too many promotions at once
  • Receiving excessive recognition for little effort
  • Feeling productive and motivated without challenges
  • Experiencing boredom and lack of growth opportunities (correct)

What step can be taken to provide new challenges to plateaued managers?

<p>Assigning temporary assignments outside the organization (D)</p> Signup and view all the answers

What is a potential consequence of failing to manage plateaued managers effectively?

<p>Boredom and unproductivity in the workplace (D)</p> Signup and view all the answers

In the context of the career lifecycle, which stage allows for self-directed career planning?

<p>Entry to the organization (B)</p> Signup and view all the answers

What is the primary concern for individuals in the later career stage?

<p>Exploring part-time opportunities before leaving (D)</p> Signup and view all the answers

What is the consequence of individuals plateauing in their mid-career stage?

<p>They will likely lose interest in their work. (D)</p> Signup and view all the answers

Which of the following is NOT a strategy to engage plateaued individuals in their mid-career?

<p>Offering higher salaries without additional responsibilities (D)</p> Signup and view all the answers

During which career progression stage are individuals likely expanding their roles?

<p>Establishing (D)</p> Signup and view all the answers

What is an essential aspect of career management policy according to the stages of career progression?

<p>Understanding the dynamics of how careers progress (C)</p> Signup and view all the answers

What is a key feature of the end-of-career stage?

<p>Phased disengagement options like part-time work may be offered. (B)</p> Signup and view all the answers

Which factor most significantly influences career dynamics as discussed?

<p>The balance between promotion and role enrichment (B)</p> Signup and view all the answers

What is the primary aim of career management for an organization?

<p>To ensure a consistent talent flow that meets organizational objectives (A)</p> Signup and view all the answers

Which aspect is NOT a focus of career management?

<p>Providing immediate financial rewards (A)</p> Signup and view all the answers

In terms of career management, what should be included in the career planning process?

<p>Assessment of organizational needs and employee performance (B)</p> Signup and view all the answers

How can career management support both organizational and individual goals?

<p>By integrating the organization's talent needs with individual aspirations (C)</p> Signup and view all the answers

What type of support do career management policies provide to employees with potential?

<p>A sequence of experience and learning activities for career development (C)</p> Signup and view all the answers

Which of the following best describes the relationship between career management and employee success profiles?

<p>Career management should consider employee success profiles for effective career planning (B)</p> Signup and view all the answers

What should career counseling primarily focus on within the context of career management?

<p>Helping employees identify and pursue their career paths (B)</p> Signup and view all the answers

Which statement best captures the essence of combining organizational needs and employee interests in career management?

<p>Balancing both sets of needs fosters a sustainable talent pipeline within the organization. (B)</p> Signup and view all the answers

Flashcards

Long-term career planning

Structured approaches to managing employee careers, including performance reviews, talent assessments, and planned job moves.

Plateaued manager

A manager who has reached a certain level in their career but will not advance further.

Career breadth

Gaining experience in different functional areas or specializations within a company.

Lateral moves

Moving an employee to a position at a comparable level but in a different area of responsibility.

Signup and view all the flashcards

Project Leadership

Assignment to lead project teams addressing internal performance barriers, like slow customer response times.

Signup and view all the flashcards

Career Management

Providing opportunities for employees to develop skills and careers, aligning organizational and individual needs.

Signup and view all the flashcards

Career Planning

Determining employee progression within an organization based on organizational needs, employee profiles, and individual performance.

Signup and view all the flashcards

Career Counselling

Helping individuals develop their careers to their advantage and the organization's benefit.

Signup and view all the flashcards

Talent Management Policies

Strategies to ensure a consistent flow of qualified employees to meet organizational needs.

Signup and view all the flashcards

Employee Career Goals

Employee aspirations to achieve success within the organization, aligned with talents and ambitions.

Signup and view all the flashcards

Career Development Strategy

A plan for employee career progression, considering organizational and individual needs.

Signup and view all the flashcards

Organizational Needs in Career Management

The company's requirements for talent and skills to achieve its objectives.

Signup and view all the flashcards

Employee Career Management

Guidance to fulfill individual potential and achieve a successful career within the company.

Signup and view all the flashcards

Career Lifecycle Stages

The different phases that careers progress through in an organization, from entry to eventual departure.

Signup and view all the flashcards

Entry Stage

The initial phase of a career within an organization, where individuals focus on self-directed career planning and building foundational skills.

Signup and view all the flashcards

Progress Stage

The period of development within specific areas of work, where skills and potential are honed through experience, training, and performance management.

Signup and view all the flashcards

Mid-Career Plateau

A point in a career where some individuals may hit a ceiling and feel they've reached their peak potential.

Signup and view all the flashcards

Later Career

A stage where individuals may be settled in their roles but need to maintain engagement and stay challenged, often requiring reassurances about their future.

Signup and view all the flashcards

End of Career

The final stage involving potential phased disengagement, with opportunities for part-time work before full departure.

Signup and view all the flashcards

Career Dynamics

The patterns and processes of career progression within an organization, including upward movements and role expansion.

Signup and view all the flashcards

Career Progression Stages

Three distinct stages of career development: expanding, establishing, and maturing, illustrating how individuals progress at different rates.

Signup and view all the flashcards

Study Notes

Course Information

  • Course Title: Career Management
  • Course Code: BSRS 4207
  • Chapter Number: 2
  • Instructor: Dr. ADIL AL-BALUSHI
  • Department: Business Studies
  • University: University of Technology and Applied Sciences (UTAS)

Key References

  • Baruch, Y, and Peiperl, M (2000). Career management practices: an empirical survey and explanations, Human Resource Management, 39 (4), pp 347-66
  • Hall, D T (1984). Human resource development and organizational effectiveness, in (eds) D Fombrun,M A Tichy and M A Devanna, Strategic Human Resource Management, Wiley, New York

Course Learning Outcomes

  • Students will be able to define key concepts related to career management.
  • Students will learn about the aims of career management.
  • Students should understand career development strategy.
  • Students should know about career management policies.

Career Management Defined

  • Career management provides opportunities for employees to develop their skills and career paths.
  • It integrates organizational and individual needs.
  • Career planning is a key component of career management, aligning individual progression with organizational needs, success profiles, employee potential and preferences.
  • Career management also covers career counseling to benefit both employees and the organization.

Aims of Career Management

  • For the organization: Meeting talent management objectives for maintaining a skilled workforce.
  • For employees:
    • Providing guidance, support, and motivation to reach their full potential.
    • Offering a sequence of experiences and learning tasks to enable employees to perform roles/responsibilities that match their skills.

Career Stages

  • Career progression is described as a lifecycle, following stages.
    • Entry: Self-directed career planning.
    • Progress: Skills enhancement through experience, training, and performance management.
    • Mid-career: Assessing career prospects and addressing career plateaus.
    • Later career: Handling future aspirations, contributions, and transition.
    • End of career: Planning for gradual disengagement, potential part-time work, and leaving the organization.

Career Dynamics

  • Career management needs to understand how careers progress.
  • Career progression can either follow upward movement, expanding or enriching roles, or an increase in responsibilities and skills..
  • The stages of career progression (expanding, establishing, and maturing) are illustrated in a diagram.
  • Individuals vary in their career progression rates in these stages.

Career Development Strategy

  • Effective strategies include:
    • Internal promotions to fill roles.
    • Career paths for employees to advance through various levels of the organization.
    • Personal development planning for employees during performance reviews, as a major element of performance management.
    • Systems for knowledge sharing within the organization.
    • Multi-disciplinary teams for employee development opportunities.

Career Management Activities

  • Recruitment, personal development plans, lateral moves, special assignments, career bridges are important in career management
  • Certain activities are prioritized more frequently within organizations as identified in surveys of UK companies.

Career Management Practices

  • A list of career management practices (in ranked order of frequency) provided, including postings about internal job openings, formal training, performance appraisal as basis for career plans, career counseling by managers or HR, etc.

Other career management Concepts

  • Dual ladder career paths for professionals (parallel hierarchy).
  • Career planning materials and resources (books/pamphlets).
  • Written career plans created by employees or the organization.
  • Assessment centers and peer appraisal.
  • Career workshops.
  • Upward (subordinate) appraisal.

The Process of Career Management

  • A cyclical graphic illustrating the process, linking career policies with talent audits, demand and supply forecasts, career planning, and developmental programs.

Career Management Policies

  • Organizations need to decide how they will develop talent (internal promotions or hiring).
  • Career management policies should address performance reviews.
  • Policies considering the career paths of employees who have reached a plateau.
  • This strategy may include lateral moves, temporary assignments, or leadership roles on project teams.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Quiz Team

Related Documents

Career Management Chapter 2 PDF

Description

Test your understanding of key concepts in Career Management. This quiz covers career development strategies and policies as discussed in Chapter 2 of the BSRS 4207 course. Prepare to define important terms and apply your knowledge of career management practices.

More Like This

Use Quizgecko on...
Browser
Open
Browser
Browser