A Study of Career Plateau in Education Sector

“The American definition of a successful professional is someone who can climb the ladder the furthest in the shortest time, generally peaking between ages 45 and 55”(Slaughter). Because life expectancy has increased, couples marry and have kids later, people retire earlier, and have multiple jobs and careers, climbing the “ladder” furthest in the shortest amount of time is not the best way to achieve success. In Slaughters eyes the path to success is not a “straight upward slope,” it is a combination of “irregular stair steps with periodic

When a manager monitor and evaluate the performance of an employee, the manager might realise the talent the employee has and how this talent could contribute the overall performance of the organisation. Organisations seek to retain good performers. One of the methods used is career development. An employee could be transferred from one department to another where he/she could contribute to the success of that department at a higher level of performance. Developing an employee’s career could, also, mean enhancing their competence within the context of their position and department.

Attracting and retaining staff can be quite the challenge, this is an area we invest a significant amount of time in. The Hudson 20/20 report states ‘employees are highlighting a lack of career progression and boredom as their biggest issues. They are looking for different experiences and acknowledging this is crucial not only for attracting new staff but for retaining existing talent.’ (Hudson 20:20 series, Paper on,

In the beginning, career counseling was strictly developed to help with job placement, but it became so much more than that after the career development was further researched by a group of theorist that focused on career process. What is it that drives us to choose a specific career path? According to Zunker (2012), different theorists such as Parsons, Holland, Krumboltz, Bandura, Super, and Gottfredson all developed theories on career development and their perspective on the importance of occupational process. Throughout this paper one will discuss the John Holland’s Typology and the significance of this particular career theory. Some of the points that will be covered in this paper include: history of theory, strengths and weaknesses, assessments used, population best fit for this theory, and diversity and

The intent and importance of this manuscript is to present informative information that is supported by accredited resources and facts regarding helpful career development strategies that improve the quality of success. Today, many are overwhelmed by finding balance between family, friends, leisure time and their career, this article is meant to be an observation of many causes pertaining to stress in the workplace as well as challenges and how to effectively develop the strategies needed to achieve a productive career without the feeling of burnout. Many of the methods have been approved by experienced health professionals in addition to candid peer-reviews. My supporting statements will be used in the body of my scholarly paper.

According to Mondy and Noe (2005), career is a job that has been chosen to be accomplished during one’s working life. Career is the progress and actions of the person’s occupations or sequence of jobs held by someone throughout a lifetime which is until that person end up the careers. Most of the situations, people do not just referring to one position only but often looking for another jobs which composed of the jobs held, titles earned and work accomplished over a long period of time. There is an increasing trend to employees changing jobs more frequently, while employees in some cultures and economies stay with one job during their career. For example, an individual's career could involve being an engineer, though the

Every organization works for its ultimate goal of attaining profit and to enjoying a good name in the society. Organizational success depends upon how the organization manages the information and process for attaining the target. For that the organization should have its own strategies and technologies for adequate knowledge management. Due to the drastic changes which has happened in our organizational working climate, career management intervention has to be given due importance for the performance of the workers. Human resource is considered as the most important asset of an organization but it is a true fact that no human being is complete. Solving of problems happens through sharing of experiences and knowledge among the individuals. However, individual career

They may be satisfied with their current career and is looking to develop additional skills. They could also be looking for a change that may be suitable for their circumstance (e.g. job instability or veteran re-entry to work). Barclay, Stoltz, and Chung (2011) suggested using the Transtheoretical Model, or TTM, which corresponds with some of Super’s Life Stages model. The thought of change occurs due to dissatisfaction. Raising consciousness about dissatisfaction and dialoguing about the loss of interest in work would be an appropriate place to begin career counseling, per the TTM (Barclay, Stoltz, & Chung, 2011). The clinician helps the client align with one of the stages and accept that he or she is not happy with their career, explore the thought of career change, exploring interest, redefining the self, and accepting and making a career

These men and women participate in continued education courses, career development, and counseling services that lead to promotions and internal career advancement. The continued success of managers and hourly employees advancing to salary position produces a rippled affect as managers’ provide insight to the organizations goals.

I interviewed my grandfather who’s retired now, but was a plastic dye plant engineer and manger. His task was to meet with the client, draw out the blueprints, and oversee different factories in the local company’s region. The biggest concern that he had was making deals with the client and making sure to meet the order’s deadline. His concerns were consistent to both the life development and career development models. If he did not make deals and met deadlines then he would not have climb the company’s hierarchy. Unlike Kevin in the case study, my grandfather used the boundaryless career style to climb the company’s hierarchy by jumping between three main companies, which allow him to satisfy the different desires at each era of the Levinson’s

Robert N. Llewellyn, the head of Llewellyn consulting, identifies four different career patterns that reoccur in a workplace. First is linear where professional chooses upward career progression and it's

Given that, top performers need to know how to get to where they want to be in the organization, and direction needs to be supplied. The simple truth is, when a company lacks the ability to show the individual a path of progression in order to move forward, it can be detrimental to the organization bottom-line, as turn-over affects the profits of an organzation. The result is employees will disengage and will seek other opportunities of employment elsewhere. As a final point, providing staff with a career path is similar to creating a psychological contract for an employee to stay employed with the company. By companies investing in the employee’s growth and development, they will grow in to a loyal employee and stay with the corporation. Creating a path for an employee increases employee retention. This creates a strong sense of purpose for the individual; they become connected to the organization, as they desire to be a part of the bigger picture (Gupta).

This paper focuses on career plateauing and the relationship between job satisfaction, organizational commitment and turnover intentions and the alleviating effects of mentoring on the relationships between career plateauing and the three dependent variables. I reviewed Samuel O. Salami 's article “Career plateauing and work attitudes: Moderating effects of mentoring others with Nigerian employees”, Salami collected data from 280 government employees in Nigeria, who were more than 30 years of age and came from a wide variety of organizations. The results showed that career plateau (job content and hierarchical) was negatively related to job satisfaction and organizational commitment and was positively related

On the other hand, the consequences of careerist activity for the individuals is that in the short term, possibly careerists will get promoted more frequently than non-careerists. However, it comes at a potentially high price as employees who possessed a careerist-orientation approach acknowledged a disconnection between their own long-term career development goals and the goals of their employer. This is due to a lack of trust in their employer’s ability and willingness, to provide

The career is very subjective that can defined in many perspectives but for simple word, career is the progress and actions taken by a person throughout a lifetime, especially those related to that person's occupation. In other word, people that moving upward in chosen line of work, making more money for life, having more responsibility and acquiring more status, prestige and power. A career is often composed of the jobs held, titles earned and work accomplished over a long period of time, rather than just referring to one position. Aminah is a hardworking employee based on her performance appraisals that have been uniformly excellent. She has a realistic and investigative personality type according to her job as an electrical engineer at Electronic Application Corporation. She is very independent and practical because she can deal well with the physical world, which often means she is very independent, practical minded, strong, aggressive, intellectual and conservative to do the research and development of the company’s product, silicon chip. She may not have strong communication skills and tend to think in absolutes. But, Aminah likes to study and solve problems that she have identified. She also good at understanding and solving problems comes using an appraisal form to dealing with employee development. Aminah potential career stages are in an