Economic and business changes in the industrialised countries are radically altering the world of work (Barner, 1994). The way of career development has dramatically changed over the last decades (Kotler in Executive Female, 1995). The purpose of this paper is to discuss the changing organisational context for careers, the underlying permanent factor of adult development, and the impact this is having on career management and development. Key issues, theories and models by leading researchers such as Super, Levinson and Arthur are reviewed, shaping careers in the contemporary business environment. The final part includes the implications of the aforementioned for a career in Marketing.
Table of Contents
1 Introduction
1.1 Career definition
1.2 The traditional career
2 The changing organisational context and adult development
2.1 Downsizing, evolution and decentralisation
2.2 Outsourcing
2.3 Increased global trading, multinationals and technology
3 Adult development
3.1 Theories of life development by Super, Levison and Erikson
3.2 Career anchors by Schein
4 Impact on career management and development
4.1 Organisational and individual levels
4.2 Organisational ownership replaced by self-employment
4.3 Proactive personalities
4.3.1 Career plateau
4.4 Changing psychological contract
4.5 Changing career paths
4.6 Expert’s advise
5 Implications for a career in marketing
5.1 Aims
5.2 Initial situation
5.3 Strengths and weaknesses
5.3.1 Different entry possibilities
5.4 Career opportunities in marketing
6 Conclusion
Objectives and Research Themes
This paper examines how the contemporary business environment has fundamentally altered traditional career structures. It investigates the underlying role of adult development theories and analyzes how organizational shifts—such as downsizing and globalization—compel individuals to take a proactive approach to career self-management.
- The transition from traditional, linear career paths to modern, boundaryless career models.
- The influence of adult development theories (Super, Levinson, Erikson) on career progression.
- The impact of organizational restructuring, such as outsourcing and downsizing, on employment security.
- The emergence of the "protean" and "self-managed" career paradigm.
- Strategic career implications specifically tailored for professionals in the field of marketing.
Excerpt from the Book
3.2 Career anchors by Schein
Instead of looking at the life stages, Schein suggests concentrating more on the content of the career and lifestyle preferences people develop (Arnold, 2003). His theory about ‘career anchors’ was developed from a study based on 44 graduates from the master programme at the Sloan School of Management at the Massachusetts Institute of Technology, USA . Even though the number of samples was quite small which only represented graduates from a Master’s programme in technology who were all male, anchors are now widely applied to all levels of employees (Yarnell, 1998). A second study of Schein with several hundred people in various career stages confirmed the first study. He identified eight career anchors, which consist of a mixture of interests, skills, needs and values.
Summary of Chapters
1 Introduction: Provides a definition of the term career and contrasts modern career cycles with the traditional, linear progression model.
2 The changing organisational context and adult development: Analyzes structural changes like downsizing and globalization, and how these forces have destabilized traditional long-term employment.
3 Adult development: Reviews influential theories by Super, Levinson, Erikson, and Schein to explain how individual psychological development interacts with professional life stages.
4 Impact on career management and development: Discusses the shift toward self-managed careers, the role of proactive personalities, and the evolution of the psychological contract between employer and employee.
5 Implications for a career in marketing: Applies the theoretical findings to personal career goal-setting, identifying strengths, weaknesses, and potential entry strategies within the marketing industry.
6 Conclusion: Summarizes the necessity for individuals to adopt a proactive management style in a volatile, modern business landscape.
Keywords
Career development, Career management, Adult development, Protean career, Boundaryless career, Career anchors, Downsizing, Self-employment, Proactive personality, Psychological contract, Career plateau, Marketing career, Employability, Organizational change, Career path.
Frequently Asked Questions
What is the primary subject of this research paper?
The paper explores the transformation of career development in the modern business world, shifting from traditional organizational ladders to more flexible, individual-driven paths.
What are the core thematic areas discussed?
The core themes include adult development theories, the impact of organizational restructuring (downsizing and outsourcing), the changing psychological contract, and the practical application of career planning.
What is the research goal?
The goal is to understand how environmental changes force individuals to take control of their own career management and development to remain employable.
Which scientific methods or frameworks are utilized?
The work utilizes a literature-based review of key management theories and developmental psychology models, specifically referencing scholars like Super, Levinson, Erikson, and Schein.
What is covered in the main body of the text?
The body covers the structural changes in organizations, an analysis of career anchors, the rise of the protean career, and a concluding section applying these concepts to the marketing profession.
Which keywords characterize this paper?
Key terms include career management, adult development, boundaryless career, organizational downsizing, and self-managed career.
How does Schein’s concept of 'career anchors' influence individual career decisions?
Schein argues that people develop a dominant career anchor—such as autonomy, security, or technical competence—which guides their long-term career path and attitudes toward work.
Why is the 'psychological contract' relevant to today's career environment?
The psychological contract represents the unwritten expectations between employer and employee; its shift from loyalty-based to transactional reflects the reality of modern, shorter-term employment relationships.
- Quote paper
- Volker Schmid (Author), 2004, Changing way of career development, Munich, GRIN Verlag, https://www.grin.com/document/28592
