If you work in an organization, you gave tacit agreement to participate in a Workplace Tournament, according to (Olivia) Mandy O’Neill of Wharton and Charles O’Reilly of Stanford. They contend that careers unfold as a series of tournaments in which employees at lower levels compete with each other for career advancement. The prevalence of implicit […]
Ines Wichart of Kenexa High Performance Institute (KHPI), a subsidiary of IBM, proposed a model of women’s career development that focuses on: The individual The immediate work environment The organizational context She identified four behaviors that individuals can execute to increase the likelihood of career advancement: Career planning Opportunity-seeking, Negotiation Career-building networking; Mentoring-Sponsorship Skillful […]
Men received 15% more promotions than women, according to a Catalyst Benchmarking Survey. Similar numbers of “high potential” women and men were selected for lateral moves to other parts of the business. However, men but not women, received promotions after the career-developing lateral moves. Women’s developmental lateral moves were substitutes for actual career advancement, suggested INSEAD’s Hermina Ibarra […]
Successful careers can follow forms other than “up or out,” according to Decision Dynamics’ Kenneth Brousseau, Michael Driver of USC, with Lund University’s Kristina Eneroth, and Rikard Larsson. Their “pluralistic career concept framework” classified careers as: –Linear – Traditional upward movement, with variable job role tenure, and motivated by power and achievement. Behavioral competencies include leadership, […]
-*What’s the best way to find your professional path? Career interventions have evolved over the past 70 years from individual differences assessment to occupational development to current emphasis on life planning. Vocational guidance was supplanted by “career education,” focused on fulfilling developmental tasks and adapting to occupational requirements. More recently, “career counseling” built on the preceding approaches by […]
Part 1 of this post, Women’s Career Development Model – Individual Action in Career Planning and the Contest and Sponsorship Pathways to Advancement – Part 1 of 2, highlighted Ines Wichart’s model of women’s career development with three levels and 11 components, based on her research as Kenexa High Performance Institute (KHPI), a subsidiary of […]
Men gain greater reputation and job performance benefits from professional connections than women with equivalent or better education and job skills, according to INSEAD’s Lily Fang and Sterling Huang of Singapore Management University Fang and Huang examined U.S. equity analysts’ alumni connections with senior officers or board members of up to eight companies, using an approach […]
Transit maps are one example of graphic displays that require the viewer to rapidly process visual information to make quick decisions in often crowded and noisy conditions. Cognitive scientists have studied this type of challenging task load in human performance, but seem not to have been consulted when Boston’s Massachusetts Bay Transportation Authority (MBTA) sponsored […]
Emotional intelligence has been demonstrated to be a better predictor of achievement and performance than measure of intelligence. One important component of Emotional Intelligence (EQ) is perseverance, the consistent, sustained and focused application of talent and effort over time, University of Pennsylvania’s Angela Duckworth. She refers to this perseverance and passion for long-term goals […]
Workplace envy is rarely discussed, although it is a logical outcome of competition for scarce resources: Recognition, advancement, power, reputation, compensation in explicit or implicit organizational “tournaments.” National University of Singapore’s Jayanth Narayanan, Kenneth Tai, and Daniel McAllister broached the near-taboo of workplace envy as an inevitable outgrowth of social comparison and related “cognitive dissonance” […]
