A. Critically assess why organisations should implement supportive career management practices - Essay Example

With more internal and external pressures to deliver client oriented services, professionals and organizations alike are increasingly pushed either to perform or face the axe of competitive market forces. Both the individual and the organization are all sailing in an expectant climate of taking responsibility for career management and development. Practitioners and researchers are in agreement that effective career management strategies are essential resources for organizational and individual growth prospects.

Even though interest in the long-term growth may seem to be a shared objective of both individual employees and their employers, the key to a sustainable success remains the maintenance of sharp skills, which is largely the responsibility of the individual. The adage of ‘working for an employer for a lifetime with career prospects of “moving up the ladder”’ seems to be a distant antique memory. In response to the new workplace dynamics, organizational management in the 21st century strives to reward quality services.

In this regard, therefore, a working world characterized by globalized outsourcing, reorganization, contract labor, streamlining and downsizing has been adopted to curb escalating costs. As such, those entering the job market can, thus, be expected to have dynamic careers with the ability to serve clients in different organizations during a work life estimated to last for 40–50 years. . While self-management is an important element of individual independence, it takes a self-activated attitudinal shift to cultivate reliance on oneself from the dictatorial organizational career management systems (Arnold, 1997).

Critical self-analysis with a view to discovering inner, hidden talents, unexploited capabilities and career ambitions not only helps the individual to map out a concrete action plan but also creates the impetus towards the realization of one’s own desires (Sturges et al., 2000). Precisely, career self-assessment helps in developing more elaborate ideas on desired goals and how to achieve such aspirations. Contributing to the same subject of career development, Seibert, Kraimer and Crant (2001) are also in agreement that individual career self-management has an immense contributory effect on improving employee outcomes as well as the general success of one’s career.

Accordingly, personal initiatives such as career oriented feedback from colleagues provide a more satisfying level of carrier progress via identification of specific areas that require improvement. Notably, those active in monitoring and managing their career development are more likely to engage in informative career conversations to illuminate paths that better serve to accomplish personal aspirations (Schein, 1993). Indeed, self-assessment through feedback from colleagues informs a deeper understanding of oneself on certain fundamental internal career prospects which, in turn, enhance commitment to a more delivering career.

Research into a more satisfying work life indicates that personal careers are most productive when employer’s goals are met (Sturges et al., 2000). Certainly, nothing would be more satisfying than knowing that preset targets