5 Ideas To Leverage The 3 Stages Of Career Development In Your OrganizationLearn Management Articles on management-info.biz. 5 Ideas To Leverage The 3 Stages Of Career Development In Your Organization article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
In most industrialized nations, the average age a student graduates from high school is 18 years old and the average retirement age is 65 years old – a difference of 47 years. On average, most people work 40 to 50 years of their lives. It is well established that during these 40 to 50 years of employment workers undergo at least three distinct phases in their career development: 1. The “Bring It On” Stage 2. The “Realistic” Stage 3. The “Reinvention” Stage The Bring It On Stage ranges from the mid-20’s to the early-to-mid-30’s. It is during this first stage of career development that workers are determined to make their mark in the world or work. It is also the time when they have the most energy and the strongest drive to achieve their goals. Most people in this stage believe strongly that they can make what they want happen – possibilities and success seem unlimited. The Realistic Stage ranges from the early-30’s to mid-40’s. It is in this stage that specific values and career realities begin to emerge. At this point of their career development, many people feel the values clash between choosing priorities in their work lives and their home lives. Having been in the workforce for 10 to 15 years, they are discovering that they might not be able to do it all after all. They may feel that they are not necessarily the ones in total control of their own career destinies. The passion they felt in the Bring It On Stage has been tempered by workplace realities and truths such as lack of leadership support on their ideas, a more than likely mediocre work environment, and the reframing of their earlier passions and goals. The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of specific contributions they want to be remembered for in their careers, their families and their communities. This progression through the three stages of career development is natural and normal for most workers. Following are some ideas that employees, managers, and leaders of organizations can use to increase effectiveness, productivity, and satisfaction in the workplace: -- Realize that in today’s and tomorrow’s workplaces, these stages of career development are normal, natural, and will occur -- Understand that your organization, work group or team is made up of a combination of people who reside within each of the three various stages of career development -- Recognize that an individual’s work-related and personal values, beliefs, and behaviors are in large part shaped in relation to which career development stage he or she is currently in -- Be aware and prepared that conflict is likely to occur among people who reside in different stages of career development. For example, an employee in her or his mid-20’s may not understand or agree with the leadership approach or direction given by a manager in his or her early-50’s -- Whenever possible, try to find ways to match people’s values, beliefs, and behaviors to tasks and projects. For example, consider assigning people in the Bring It On Stage to tasks or projects that require a lot of energy; assigning people in the Realistic Stage to value-added initiatives where they can feel engaged and a part of something bigger; and Reinvention Stage people to legacy projects, such as a mentoring program, company history initiatives, or leadership development programs. Understanding that career development stages are natural, normal, and will occur can go a long way to keeping employees motivated. In addition, knowledge of the three stages can help managers and leaders prevent and resolve conflicts that may occur due to career development differences in values and perspectives. How To Win A High School Election. - Advice and ideas from over 1,000 high school Seniors about How To Win A High School Election. Amazing Cover Letters. - Amazing Cover Letter Creator! Get paid Half selling the highest converting career product online! Guest post by Paul Laberge, Developer Advisor, Microsoft Canada There is a sea change happening in the enterprise today – employees are deciding to bring the technology they are comfortable using at home to work and using it to be productive. Many people call this the Consumerization of IT, and in essence, it means that IT departments everywhere are scrambling to support devices and form factors they never had to before. IT policy is adapting to the employees, rather than the other way around which is a 180Âş turn from the way it’s been for years. Microsoft understands this sea change and is itself adapting to it. With Windows Phone 7.5, there are a number of ways the enterprise can support employees using Windows Phone devices, allowing employees to have a truly immersive consumer experience while at the same time allowing those same employees a number of tools to make them more productive than ever before. As a consumer, your employees and co-workers have made choices to bring devices they traditionally would have used and left at home and have consciously decided that these technologies and platforms will be there preference for being productive in the workplace as well. This is very different than what we have seen in the past and has caused IT departments everywhere to change their own support and management strategies. This change is known as the Consumerization of IT. The answer for IT and the enterprise itself is not to fight this trend but to embrace it. The flexibility for employees to use the types of form factors and platforms they feel will make them more productive is empowering, making them happier and making better decisions for the business. Microsoft sees this revolution and has embraced it. Probably the best example of this is the new Windows Phone platform. Windows Phone presents a change in Microsoft’s mobile strategy. The consumer experience it provides is clearly front and center, being a smartphone platform that is fun to use and geared towards helping its users get the tasks they need to get done more quickly and with less indecision. In essence, Windows Phone is a “Glance and Go” platform – the user can see information quickly without even having to get into an app or service in order to make a decision on what to do. So how does Windows Phone make employees more productive?
But in order to understand the business case for extending your line of business applications to the phone, the business case for having Windows Phone as your mobile solution must be made. To do so, consider the following: Scenario: Employee ProductivityConsider the example scenario below. Michelle is a sales executive for a large company and needs access to email, calendaring and server-based resources on the go to do her job effectively. Everything in the story can be accomplished easily using Windows Phone.
Access to Outlook (email and calendaring) is an easy concept to understand. With Windows Phone, you have more access to the features of Exchange than any other mobile platform, including features like conversation view, rights-protected email and others. Windows Phone also supports multiple calendars, including multiple Exchange calendars as well as third party calendaring systems such as Google calendar. Office 2010 and Lync for Windows Phone are also incredibly powerful tools as you saw in the example above. Every Windows Phone includes Office 2010 (Excel, PowerPoint, Word and OneNote) that allows you to view and edit documents on the fly and synchronize those changes with central repositories such as the corporate SharePoint system, Office 365 (Microsoft’s cloud-based Office solution) and even SkyDrive, Microsoft’s consumer-based Office-in-the-cloud solution. Scenario: IT OperationsArmando is someone who works in your IT Operations department. The Consumerization of IT just made his job and the jobs of his department a whole lot more complex with the introduction of new devices that his team was not originally prepared to support. Windows Phone allows employees of the company the freedom of a great consumer experience while allowing Armando and his team flexibility in how to support these devices.
Without the need for extra licensing, knowledge of new mobile devices or new management tools, your IT department can effectively manage Windows Phone devices within the enterprise. Your employees get the best of both worlds as a result – a world class smartphone experience and productivity, and the ease of manageability for the IT department. Scenario: Corporate DeveloperOne of the main concerns of development departments in large organizations is maximizing the quality of custom-built systems and minimizing the time-to-market for those systems. Consider the scenario of Joe, the corporate developer:
The platforms and skills that your development teams in the enterprise use and know are transferrable to the development of apps on the Windows Phone platform. On the Next AlignIT Manager Tech TalkAs you can see from the above, Windows Phone goes beyond email and calendaring to deliver productivity to the enterprise. Mobile access to corporate applications like Office and SharePoint come out of the box, but line of business can be extended to the phone using skills and tools your infrastructure and developer teams already have. Join Ruth, Jonathan, and myself, Paul Laberge, for a discussion around how you can leverage Windows Phone to extend your line of business applications to the phone and enable a productive mobile workforce. Thursday, February 9, 2012 Watch LIVE >> | Add to Calendar >> About AlignIT Manager Tech Talk
Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Reprimanding Marginal Employees By Andrew E. Schwartz THE MARGINAL PERFORMER: Every manager must, from time to time, deal with a marginal performer — an employee whose work, for the most part, is satisfactory, but who regularly fails in some specific area or areas to maintain a satisfactory level of performance. The work of the marginal performer can be classified as substandard in some cases but not so poor as to warrant immediate termination.FIVE DEADLY SINS FOUND IN REPRIMANDING EMPLOYEES: 1. Lacking a complete understanding of the rules and/o… Prom dresses 2. Eliminate Performance Anxiety Forever By Nick Arrizza, M.D. You’ve had many years of training in your craft as a performer, singer, actor etc. but if you still feel haunted by the ravages of Performance Anxiety your career may be in serious jeopardy.Performance Anxiety, that familiar nemesis to all performers is often experienced as some or all the following physical experiences: anxiety, tremor, loss of focus, poor concentration, tension, stammering, forgetfulness, fear of performing, avoidance of performing, self sabotaging behaviors prior to and du… 3. Build Your Business (on a shoestring): Hire a College Intern Starting up a new venture or business can be one of the most exciting times of your life. It can also be one of the most stressful. In the early months, or even early years of your business, cash flow is often not what you would like it to be. If you’re a solo entrepreneur, you’re wearing many hats – in fact, you’re probably wearing all of them. Not only are you selling your product or service, you’re marketing it, doing the accounting, paying the bills, answering the phones, designing and updat… 4. Ringing Doorbells Without Howitzers By Brent Filson Many operations leaders have been there, done that with re-engineering. And they report, in effect, that the process is like ringing a doorbell with a howitzer shell.Reducing costs through wholesale layoffs ostensibly tied to ultimate results provides quick hits on balance sheets, but its clumsy blows can raise hell with operations.Operational results can be achieved consistently with precision and power not when people are taken out of the organization but instead put back in."Putting people… |
||||