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.
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.
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Inhaltsverzeichnis (Table of Contents)
- 1. Introduction
- 2. The concept of 'boundaryless' career
- 3. Implications for individual and organisational learning
- 4. Conclusion
- 5. References
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper aims to examine the implications of boundaryless careers on individual and organizational learning. The increasing frequency of job changes, driven by globalization and technological advancements, necessitates an understanding of how these "boundaryless" careers impact both employee development and company success.
- The definition and characteristics of boundaryless careers.
- The impact of boundaryless careers on individual learning and employability.
- The effect of boundaryless careers on organizational learning and performance.
- The role of networks and individual agency in navigating boundaryless careers.
- The challenges and opportunities presented by boundaryless careers for both individuals and organizations.
Zusammenfassung der Kapitel (Chapter Summaries)
1. Introduction: This introductory chapter sets the stage by highlighting the increasing prevalence of boundaryless careers in response to globalization and technological advancements. It emphasizes the frequency of job changes among highly skilled individuals seeking opportunities aligning with their goals. The chapter introduces the central problem: the impact of these unpredictable career paths on individual and organizational learning, directly affecting the prosperity of both. The paper's objective—to examine the implications of boundaryless careers on learning—is clearly stated.
2. The concept of 'boundaryless' career: This chapter delves into the definition of "boundaryless careers," contrasting them with traditional, bounded career paths. It defines careers as accumulations of knowledge and skills gained through work experiences and emphasizes the blurring of organizational boundaries in boundaryless careers. The chapter explores various dimensions of boundarylessness, including movement across hierarchical levels, job functions, organizations, industries, geographies, and even work/non-work boundaries. It highlights the increasing importance of individual agency and self-directed career development in this context, drawing parallels with protean careers, where individuals actively shape their career paths to adapt to changing environments. The chapter also notes that while these careers are characterized by movement, clear boundaries still exist, albeit stretched. The chapter discusses the types of individuals more likely to pursue this type of career and the importance of extra-organizational networks.
3. Implications for individual and organisational learning: [This section is not provided in the source text and therefore cannot be summarized.]
Schlüsselwörter (Keywords)
Boundaryless careers, individual learning, organizational learning, globalization, technological change, employability, career development, networks, protean careers, job mobility.
Frequently Asked Questions: A Comprehensive Language Preview
What is the main topic of this paper?
The paper examines the implications of "boundaryless careers" on both individual and organizational learning. It focuses on how the increasing frequency of job changes, driven by globalization and technological advancements, impacts employee development and company success.
What are the key themes explored in the paper?
Key themes include the definition and characteristics of boundaryless careers; their impact on individual learning and employability; their effect on organizational learning and performance; the role of networks and individual agency in navigating these careers; and the challenges and opportunities they present for individuals and organizations.
What is a "boundaryless career," and how does it differ from a traditional career path?
A boundaryless career is defined as a career path characterized by movement across organizational boundaries (hierarchical levels, job functions, organizations, industries, geographies, and even work/non-work boundaries). Unlike traditional, bounded career paths, boundaryless careers emphasize the accumulation of knowledge and skills through diverse work experiences. They highlight the increasing importance of individual agency and self-directed career development.
How does a boundaryless career impact individual learning and employability?
This section is not included in the provided text and therefore cannot be summarized.
How does a boundaryless career impact organizational learning and performance?
This section is not included in the provided text and therefore cannot be summarized.
What role do networks and individual agency play in navigating a boundaryless career?
The paper highlights the increasing importance of individual agency and self-directed career development in navigating boundaryless careers. The role of extra-organizational networks is also emphasized as crucial for success in this context.
What are the challenges and opportunities associated with boundaryless careers for individuals and organizations?
This section is not included in the provided text and therefore cannot be summarized.
What keywords are associated with this topic?
Boundaryless careers, individual learning, organizational learning, globalization, technological change, employability, career development, networks, protean careers, job mobility.
What is the structure of the paper?
The paper includes an introduction, a chapter defining boundaryless careers, a chapter (whose content is not provided) on the implications for individual and organizational learning, a conclusion, and a list of references.
- Quote paper
- Benjamin Toric (Author), 2007, 'Boundaryless' career - Implications for individual and organisational learning, Munich, GRIN Verlag, https://www.grin.com/document/112909