0
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•
•
•
•
•
•
•

Technical/functional competence
Autonomy/independence
Pure challenge
Security/stability
Entrepreneurial c...
Technical/functional competence
• These employees want to be the best in their
area of work.
• They will work to become a ...
How can we crack them ?
• The ideal way of rewarding such employees is
to give them opportunities to attend
conferences an...
Autonomy/independence
• These people make their own work rules, and
conformity is the last thing you can expect
from them....
Autonomy/independence
• Do not expect these employees to be very
communicative.
• Reward them by giving them freedom and
a...
Pure challenge
• People driven by challenge excel when they
are pushed.
• They seek assignments that allow them to use
the...
• What finds favour with them is challenging
work and raising the bar for success.
Security/stability
• Job stability is the priority for this group of
employees.
• They are risk-averse, and generally rema...
Security/stability
• Appreciation and simple gestures of
acknowledging their contribution towards the
organization is rewa...
Entrepreneurial creativity
• These employees like to create things and
aspire to run their own businesses.
• They value ow...
Entrepreneurial creativity
• Recognizing them publicly for their ideas or
giving them opportunities to be more creative
wo...
Service/dedication to a cause
• This type of employee is driven by values and
feels strongly about a certain cause.
• They...
Service/dedication to a cause
• Recognize them by giving an
assignment/project that is in sync with the
values or cause th...
General managerial competence
• These employees are people-oriented.
• They thrive on responsibility, problem-solving,
and...
General managerial competence
• Promotions and salary increases work the best
for them. Recognition through exclusive
rewa...
Lifestyle
• These types of employees value their personal
life a great deal.
• They are the ones who integrate life and wo...
Lifestyle
• Flexible timings, telecommuting and time off
are the best way to reward this group of
employees.
Career anchor
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Career anchor

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Transcript of "Career anchor"

  1. 1. • • • • • • • • Technical/functional competence Autonomy/independence Pure challenge Security/stability Entrepreneurial creativity Service/dedication to a cause General managerial competence Lifestyle
  2. 2. Technical/functional competence • These employees want to be the best in their area of work. • They will work to become a specialist or an expert. • They prefer job functions where they can put their skills to best use.
  3. 3. How can we crack them ? • The ideal way of rewarding such employees is to give them opportunities to attend conferences and training sessions, so that they can continue to be the best.
  4. 4. Autonomy/independence • These people make their own work rules, and conformity is the last thing you can expect from them. • They are the people who are often absent frommeetings and group discussions.
  5. 5. Autonomy/independence • Do not expect these employees to be very communicative. • Reward them by giving them freedom and allowing them a free hand in their area of work.
  6. 6. Pure challenge • People driven by challenge excel when they are pushed. • They seek assignments that allow them to use their problem-solving skills. • Such employees get bored easily and generally hop from one job to another seeking new challenges.
  7. 7. • What finds favour with them is challenging work and raising the bar for success.
  8. 8. Security/stability • Job stability is the priority for this group of employees. • They are risk-averse, and generally remain with a company for a very long time. • They value their association with an organization that cares and looks after them.
  9. 9. Security/stability • Appreciation and simple gestures of acknowledging their contribution towards the organization is rewarding for this set of lifers.
  10. 10. Entrepreneurial creativity • These employees like to create things and aspire to run their own businesses. • They value ownership more than anything else, and wealth generation is a metric of success for these creative people.
  11. 11. Entrepreneurial creativity • Recognizing them publicly for their ideas or giving them opportunities to be more creative works.
  12. 12. Service/dedication to a cause • This type of employee is driven by values and feels strongly about a certain cause. • They take pride in helping others, and succeed in public services or functions such as human resources, corporate affairs, etc.
  13. 13. Service/dedication to a cause • Recognize them by giving an assignment/project that is in sync with the values or cause they identify with
  14. 14. General managerial competence • These employees are people-oriented. • They thrive on responsibility, problem-solving, and are all for managing teams and projects. • They are the ones who rise rapidly up the corporate ladder.
  15. 15. General managerial competence • Promotions and salary increases work the best for them. Recognition through exclusive rewards also helps.
  16. 16. Lifestyle • These types of employees value their personal life a great deal. • They are the ones who integrate life and work. • They may even take long periods off work for pursuing their hobbies.
  17. 17. Lifestyle • Flexible timings, telecommuting and time off are the best way to reward this group of employees.
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