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Strategic career model
This document provides an overview of a strategic career model that interfaces between individuals and organizations. It discusses career concepts, including linear, spiral, transitory, and expert careers. It also covers career motives, competence profiles, and career culture strategies. The document analyzes different career concept combinations and paths, as well as how career concepts and motives correlate with career values. It provides examples of career concept assessments and examines how career competencies relate to different career concepts. Finally, it discusses how career concepts and motives fit with organizational career culture strategies, structures, appraisal factors, and rewards.
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Strategic career model
- 1. Strategic Career Model -interface between individuals and organization Career Concept Career Motives Competence Profile Career Culture Strategy
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- 6. Lateral 2 –4 years Little movement Life Upward Indeterminate Lateral 5 –10 years Linear Spiral Transitory Expert Duration of stay in one field Direction of movement Career Concepts Overview of Four Career Concepts
- 7. Spectacles Serious (but wrong) Decides more thanhe knows Lacks focus “Jack of all trades” Management problem Goal-oriented competitor Faulty compass Hopeless vitae Overly specialized Sacrifices self for career Exciting person Flexible but wasteful Rigid and narrow-minded Conventional careerist Flexible but careful Free-spirited Linear Spiral TransitoryExpert Expert Linear Spiral Transitory
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- 12. Mid-Career Scientists Study CareerConcept and Career Values Correlations Novelty Job Mobility People Involvement Management Skill Influence Prestige High Income Recognition Develop Others Improve the Org. People Involvement Job Mobility Novelty People Involvement Develop Others Influence People Management Skills Improve Org. Self-Development Refine Skills Stable Employment Novelty Job Mobility People Involvement Improve Org. Stable Employment Stable Employment Linear Spiral TransitoryExpert Want Don’t Want
- 13. Expert and Linear Expertand Spiral Expert and Transitory Linear and Spiral Linear and Transitory Spiral and Transitory Functional Manager General Consultant Freelancing General Manager Indep. Business Owner/Manager Entrepreneur/Intrapreneur Career Path ExampleCareer Combinations Career Concept Combinations and Career Paths
- 14. Primary and Secondary Conceptsand Motives Expert Linear Spiral Transitory Sandra Sample A Highly Congruent Pattern Career Concepts Motives Career Concepts Assessment Example
- 15. Joe Sample A ”False”Linear Pattern Career Concepts Assessment Example Expert Linear Spiral Transitory Career Concepts Motives
- 16. Sarah A ”Good News/BadNews” Pattern Career Concepts Assessment Example Expert Linear Spiral Transitory Career Concepts Motives
- 17. Maxwell Sample An ”Undecided”Pattern Career Concepts Assessment Example Career Concepts Motives Expert Linear Spiral Transitory
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- 19. Maintain Share Increase Quality Flat Functional BroadSpan of Control Accuracy Reliability Technical Expertise Fringe Benefits Tech. Training Recognition Awards Budget Authority Growth Market Share Tall Pyramid Narrow Span of Control Cost Reduction Leadership Skills Logistics Mgmt Skills Promotion Mgmt Incentives Mgmt Training Diversification based on core technology Matrix Structure Open System High Involvement Creativity Skill Diversity Team Skills Lateral Assignments Job Rotation Education Creative Latitude Immediate Targets of Opportunity ”Ad Hocracy” Temporary Teams Speed Adaptability Opportunity Recognition Cash Bonuses Special Assignments Job Rotation Independence TransitoryExpert Linear Spiral Strategy Structure Valued Perform- ance Factors Rewards Career Culture: Organizational Career Culture
- 20. Growth strategy Matrix structure Qualityperformance appraisal Bonus reward system Modern Management Inc.
- 21. Transitory Chaos Unclear = How canI make career? Wasty and ”jerky” Fast and flexible Expert Serious and stable Dead end Very limiting Slow and formal Linear Incompetent people are in charge Competitive and efficient Boring Hierarchic Conventional Single-tracked Spiral Messy and risky ”Schizofrenic” = Who is in charge? Creative and exciting Complex = Hard to under- stand Expert Linear Spiral Transitory Spectacles on Career Culture
- 22. Expert Linear SpiralTransitory Experienced Career Culture Average on strategy, structure, appraisal and reward Experienced Career Culture
- 23. Motives Culture Fit Expert LinearSpiral Transitory Experienced Career Culture
- 24. Attitudes towards Company Reactions to Job and Work Reactions toNon- Work Life Highest Commitment Highest Loyalty High Overall Non-Work Satisfaction Highest Marital Satisfaction Highest Job Satisfaction High Focus on Work Most satisfied with Company´s Customer Service Perceived Performance as: > Creative and Productive > Developmental of others Low Commitment Low Loyalty More likely to leave Lowest Job Satisfaction Low Focus on Work Perceived Performance as: > Low in Creativity and Productivity > Little developm. of others Lowest overall non-work satisfaction Low marital satisfaction Low avocational satisfaction Low Commitment Low Loyalty More likely to leave Mod - Mod High overall non-work satisfaction Mod - Mod Low job satisfaction Mod - High focus on work and willingness to work long hours Perceived performance as: > Mod - Mod Low productivity High non-work satisfaction Highest avocational satisfaction Mod High job satisfaction Perceived performance as: > Mod Low productivity > Low innovation Mod commitment TransitoryExpert Linear Spiral Career Concept and Career Culture Fit in an Aerospace Company with Expert Culture Satisfaction, Attitudes and Perceived Effectiveness for Individuals with each Career Concept
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- 26. Example on aninconsistent culture? Consolidation Growth Renewal Opportunities Flat Functional Tall pyramid Matrix Temporary teams Quality Profit Creativity Fast Recognition Promotion Job- rotation Cash- bonuses TransitoryExpert Linear Spiral Career Culture: Strategy Structure Appraisal Factors Rewards
- 27. Number of persons:200 Average age: 35 Average empl. year: 1990 Cultural certainty: 3,5 Cultural similarity: 3,0 Total ”goodness": Career Culture on Modern Management Strategy Structure Appraisal Factors Rewards 1,0 2,0 3,0 4,0 5,0 1,0 2,0 3,0 4,0 5,0 1,0 2,0 3,0 4,0 5,0 1,0 2,0 3,0 4,0 5,0 4 1 2 3 Expert Linear Spiral Transitory
- 28. Frequencies Expert Linear SpiralTransitory MODERN MANAGEMENT – Number of primary career concepts and motives Number 80 60 40 20 0 Information on group Number of Persons: 200 Average Age: 39 Average Employed Year: 1990 Career Concepts Motives
- 29. Average MODERN MANAGEMENT – Averageon career concept and motives of the group Very low Very high Medium Information on group Number of Persons: 200 Average Age: 39 Average Employed Year: 1990 Career Concept Motives Expert Linear Spiral Transitory
- 30. Individual Career Conceptand Organizational Career Culture Fit MODERN MANAGEMENT Career- concepts Motives Strategy Structure Appraisal Factors Rewards Linear Spiral TransitoryExpert Lifelong Refinement Lateral Related UnrelatedUpward Expertise Security Achievement Power Pers. Growth Creativity Variety Independence Consolidation Growth Renewal Opportunities Flat, Functional Tall pyramid Temporary teamsMatrix FastCreativityProfitQuality Cash BonusesJob RotationRecognition Promotion
- 31. Example – MonolithicCareer Culture Career Culture: Strategy Consolidation Growth Renewal Opportunities Structure Flat Functional Tall pyramid Matrix Temporary teams Appraisal Factors Quality Profit Creativity Fast Rewards Recognition Promotion Job- rotation Cash- bonuses TransitoryExpert Linear Spiral
- 32. Strategy Structure Appraisal Factors Rewards 1,0 2,0 3,0 4,0 5,0 1,0 2,0 3,0 4,0 5,0 1,0 2,0 3,0 4,0 5,0 1,0 2,0 3,0 4,0 5,0 Example – PluralisticCareer Culture Expert Linear Spiral Transitory
- 33. Utveckla karriärkulturen iolika steg 1:a generationen 2:a generationen 3:e generationen 4:e generationen Inkonsistent Monolitisk Pluralistisk Hög precision