A Career Is a Fundamental Part of Life - Assignment Example

Ten questions Question Everyone requires a happy and satisfied life; a career is a fundamental part of life that contributes to the happiness and satisfaction of life. Employees deserve happiness and satisfaction in their work places in order to achieve progress of their careers. The integration between careers and successions are vital in the determination of the happiness and satisfaction in workplaces. The organization should have an effective structure, one that permits career development and succession in the organization. As the organization expands, the organizational infrastructure should permit employees to develop their careers thus advance within the organization. Experienced and qualified employees deserve commensurate promotions. This way, the organization preserves their employees thus enhancing the productivity of the organization. This way, the organization creates opportunity for employees to develop their careers within the organization. By rewarding both experience and professionalism, the organizational structure permits the integration between career and succession (Greenhaus, Gerard, and Veronica 32). Question 2: Understanding career development is essential to the management of an organization since it helps the management plan the operations of the organization thus its profitability. The need for career development enhances the productivity of an organization. As such, the management must carry out an extensive evaluation of their employees with the view of determining those deserving of career development. This way, the management permits a number of employees to further their education while in some extreme cases the management can sponsor the courses thus taking a part in improving the quality of their human resources. This acts as a vital employee motivation thus improving their productivity in the organization. The need to understanding career development should compel he management to conform its operations to the prevailing theories and techniques of improving the quality of its human resources. This way, the organization implements the most cost effective ways of developing the career of its employees. Question 3: Career development is indeed a personal responsibility that requires adequate resources in order to ensure that one achieves his or her career goals. Employees should for example plan their time in order to continue earning a living by working in their current positions while furthering their education. Improving the quality of technical skills is among the most fundamental ways of developing a career. This implies that employees must further their education thus acquiring appropriate skills required for the high-level management positions. Promotions epitomize career development. Besides the academic improvements, employees must maintain positivity at the work place by abiding by the codes of conduct and sustaining the productivity of an organization. This way, the positive attitude coupled with diligence earns an employee the desired recognition from the senior management thus recommendation for promotions. Besides time, employees must accumulate adequate financial resources in order to finance their training. Question 4: Of the numerous activities in the Stevenson’s career management model, on job training is fundamental in providing the employees with an opportunity to develop their careers. On job training is an effective way of motivating employees thus improving the productivity of the organization. The process begins with the recognition and appreciation of interest and industriousness in the employees. By recognizing the productivity of the employees, the management makes the employees feel appreciated thus love their jobs. Such are the basic features that contribute to success in careers. Additionally, on job trainings are varied. The management can therefore implement any based on the interest and enthusiasm that every employee portrays. From seminars to the provision of scholarships to the employees, the management can organize appropriate training sessions for its employees. After successful trainings, the management must carry out commensurate appreciations and promotions thus advancing the careers of the employees a feature that motivates the employees thus enhancing the productivity of the organization. Question 5: managers have the responsibility of developing the careers of their junior employees thus improving the productivity of their organizations. Employees must for example provide their employees with adequate freedom to identify their preferences within the numerous departments of an organization. This way, the management monitors the employees closely thus identifying the abilities and interests of the different employees with the view of improving their careers. Additionally, the managers must provide avenues for the employees’ career development. This includes providing enthusiastic employees with adequate resources to foster their career developments. The management must provide employees with the freedom to further their education and technical trainings. Additionally, the management should provide scholarships to their employees. This way, the employees improve the quality of the human resource in the organization. With the appropriate technical skills, the management should appraise the positions of the employees accordingly thus promoting them, this way the employees have career progressions. Question 6: Among the basic skills that I require for career advancement, include technical and problem solving skills. Technical skills are basic in performing the functions of any position in an organization. Career development often-including promotions into management positions, technical skills are equally important in management positions. Employees adore managers who possess technical skills and can therefore help their junior employees solve their problems and orient them into their roles. Managers are leaders, this implies that managers must have effective leadership skills and features key among which include the appropriate technical skills thus having the ability to observe and monitor the activities of the junior employees. The above requirements require effective on job training coupled with adequate experience in an organization. This implies that I will require adequate financial resources and time to pursue different curses in order to enhance my professionalism. Question 7: A job and a career are two different concepts despite the similarity in their dictionary definition. In human resource management, a job refers to an employment that one seeks in order to earn money thus sustaining their lives. A career on the other hand is the vocation that an individual cherishes thus works constantly to improve through on job trainings and further education. Career is a lifelong and requires intense interest in order to enjoy. However, people can often turn their jobs into careers by developing interest on the jobs thus investing in quality improvement. Quality improvement in professions relies on the ability to observe new opportunities in the organization thus capitalizing on such opportunities. Key among the feature of quality improvement include on job training, further education and even changing employers depending on the opportunities that an organization offers. The definition differs with that of a job, which people engage in casually with the view of overcoming the prevailing financial constraints. Question 8: Thoughts are indeed like a train. While working on the program I felt the need for progressive career development. The project advised both the human resource managers and the employees on the effective ways of developing careers and using such as a means of enhancing productivity I an organization. As an aspiring manager, I therefore understood the hectic process of progressive one’s career in a busy industry. The process is multi staged and requires diligent. Human resource managers on the other hand observe specific qualities in their employees thus recommending only those who exhibit effective productivity features for promotions. Additionally, career successions are effective ways of punishing unproductive employees by either demoting them or denying them chances for promotions. Question 9: The career development program has had varied impacts in my life. The program exposed the most fundamental factors that influence and enhance career development. Career development is the process of improving an individual’s career thus obtaining increased gratification from the job. As such, the program portrays career development as a fundamental aspect of life that resonates in successful and happy life. However, the process requires adequate resources including time and money in order to obtaining appropriate academic training thus improving the technical know how required for recommendations for promotions. Career development refers to the improvement in an individual’s career. The improvement is holistic and requires improvement of the technical skills coupled with a positive attitude in order to enhance the productivity of an individual. Additionally, the organization should use the need for career progress to motivate its employees by providing scholarships to the interested employees before recommending them for promotions. Question 10: Succession planning is an important aspect of management mandated with the provision of sustained productivity to the organization. Through effective succession, the organization provides the organization with the most productive work force while using such as a way of motivating the employees while punishing unproductive employees. Among the factors to consider in the development of a succession plan is the technical skills of the employees. This implies that the management must consider the qualifications that each employee possess therefore recommending them for promotions based on the quality of their resource. Additionally, succession planning should motivate the employees; this implies that the management must promote employees based on their experience and productivity at the organization. The management must therefore select employees for promotion based on both their academic qualifications and productivity. This way, the management appreciates the experience that employees gain by working an in organization for longer periods while recognizing productivity thus motivating the employees and compelling loyalty and discipline among other ethical values that enhance productivity. Work cited Greenhaus, Jeffrey H, Gerard A. Callanan, and Veronica M. Godshalk. Career Management. Thousand Oaks: Sage Publications, 2010. Print. Read More