Career Mapping 7

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•Realize the role of work and promotion is not the same to all employees

In a Harvard Business Review article, Erickson and Gratton (2008) suggest that work plays six general roles for employees. The roles correspond to six different types of employees, who have varying degrees of concern for aspects of their employment. The employee-types and what appeals and engages them are included below:

Employee Type

Expressive Legacy Work is about creating something with lasting value. Autonomy
Entrepreneurial opportunities
Creative opportunities
Stimulating tasks that enable continual learning and growth
Secure Progress Work is about improving one’s lot in life and finding a predictable path. Fair, predictable rewards
Concrete compensation, solid benefits and retirement package
Stability
Structure and routine
Career training
Individual Expertise and Team Success Work is about being a valuable part of a winning team. Collaboration
Fun
Stability and Structure
Opportunity to gain competence
Opportunity to leverage personal strengths
Risk and Reward Work is one of multiple opportunities to live a life filled with change and excitement. Opportunity to improve personal finances
Flexibility
Opportunity to choose tasks and positions from a long menu of options
Open-ended tasks and approaches to getting work done
Flexible Support Work is a source of livelihood but not yet (or not currently) a priority. Flexibility
Well-defined vacation and family benefits
Well-defined work routines – the ability to plug in and out of tasks and assignments with ease
Virtual, asynchronous tasks and assignments
Fun
Low Obligation and Easy Income Work is a source of immediate economic gain. Jobs that are relatively easy to come by
Well-defined work routines
Lucrative compensation and benefits packages
Stability and security
Recognition

Original source (as quoted from Erickson and Gratton): A statistical survey of the U.S. workforce conducted jointly by the Concours Institute and Age Wave, a research communications company, and funded by 24 major corporations.

•Develop measurement tools specific to skills set and job description

Performance appraisal should be appropriate to the employee, the position and the organization. It should be focused on the specific skills or achievements related to the position. Different types of methods include employee traits, work behaviors, work results, and overall value as compared with others. The Society for Human Resource Management and other organizations have extensive information on options for performance assessment.

-Clearly define what it takes to get ahead or be promoted (skills, knowledge, degree, etc.)
--provide accountability, followup and feedback

•Develop Bicultural Competence in Career Mapping

Variables of race, ethnicity, and gender are also critical factors in understanding an individual’s approach to life, work and career goals. Stanford University professor John D. Krumboltz emphasizes the importance of “bicultural competence” in career counseling of an individual, and it is easy to see the importance of such sensitivity in the career advancement efforts of employers. A number of recent books and articles detail the role of personal variables such as race, gender and world view in career aspirations, performance and success, and the importance of understanding our ingrained assumptions about culture as it relates to career. Descriptions of these sources are included at the end of this module.

David Thomas and Monica Higgins (1996) studied the processes by which minority employees use their “relationship constellation” to integrate their sense of self and profession in changing work environments. According to Thomas and Higgins, racial minorities and women in a “Boundaryless Career” environment need to look beyond their employers for both psychological and instrumental support to navigate their careers. So, while employer involvement in employee career mapping is necessary, managers need to be aware that many critical developmental relationships, such as those with professional associations, “outside work friends,” former educational institutions, and community groups will be used as well.


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