`BOUNDARYLESS′ CAREER

- Implications for individual and organisational learning -

Prepared by Ben Toric

University of Newcastle

Word count ­ approx. 2000

ABSTRACT

As companies seamlessly move across the globe in search of talent and resources, so to are

highly skilled individuals taking up this opportunity to choose a job which best meets their

goals and expectations. People are making more frequent job moves than in the past, in their

pursuit of boundaryless careers. This unpredictable, non-linear career creates opportunities as

well as problems for both individuals and organisations. In particular, it affects both

individual and organisational learning, and, since knowledge is power, it affects the prosperity

of both. Both individuals and companies need to ensure that boundaryless careers do not

adversely affect learning at the person and organisational level. At the person level, lack of

learning has clear implications for future employability. At the organisation level, lack of

learning will adversely affect long-term (and in today′s fast-changing world, even short-term)

company performance. Employees are left with little choice but to learn continuously and to

expand their networks to maintain employability. Organisations, on the other hand, are left

with little choice but to provide interesting and meaningful work, as well as broad

management support, that enhances individual′s skills and develops and sustains careers.

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Contents

ABSTRACT 1

Contents 2

1. Introduction 3

2. The concept of `boundaryless′ career 3

3. Implications for individual and organisational learning 6

4. Conclusion 9

5. References 11

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1. Introduction

Globalisation and technological advances are bringing new opportunities as well as challenges

to both individuals and organisations. As companies seamlessly move across the globe in

search of talent and resources, so to are highly skilled individuals taking up this opportunity to

choose a job which best meets their goals and expectations. Evidently, both men and women

are making more frequent job moves than in the past (Ackah and Heaton, 2004) keenly,

perhaps, navigating across employers and geographies, aided by extensive social and

professional connections (Arthur and Rousseau, 1996). This new breed of people are pursuing

boundaryless careers - careers, it seems, limited only by their imagination.

This chaotic, nonlinear, network-centered career (Arthur and Rousseau, 1996) is marked by a

variety of tasks, redefinitions of one′s profession, fits-and-starts (Mirvis and Hall, 1994),

which creates opportunities as well as problems for both individuals and organisations. In

particular, it affects both individual and organisational learning, and, since knowledge is

power, it affects the prosperity of both. It is the aim of this paper to examine the implications

of boundaryless careers on individual and organisational learning.

2. The concept of `boundaryless′ career

To discuss the concept of `boundaryless careers′ it is perhaps best to start by defining careers

themselves. Careers are "accumulations of information and knowledge embodied in skills,

expertise, and relationship networks acquired through and evolving sequence of work

experiences over time" (Bird, 1994, p326). A traditional career, or `bounded career′, is

typified by a clearly defined career path through an organisational hierarchy. Boundaryless

career is the opposite of a `bounded′ career (Arthur, 1994), and is promoted by globalisation

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