Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. McShane/ Von Glinow 2/e...

Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. McShane/ Von Glinow 2/e

Employment Employment Relationship Relationship and Career and Career DynamicsDynamics


C H A P T E RC H A P T E R 1818


Dan Schmitt’s CareerDan Schmitt’s Career

Dan Schmitt worked as operations

manager at the Richmond

Coliseum, temporary labor seller at

Interim Services Inc., and

marketing manager at the

Richmond Athletic Club. These

diverse job experiences came

together when Schmitt launched

RMC Events Inc., a Richmond,

Virginia-based entertainment

events security firm.

D. Hoffmeyer/ Richmond Times-Dispatch


Psychological Contract DefinedPsychological Contract Defined

Beliefs about the terms and conditions of a reciprocal exchange agreement between that person and another party.

Inherently perceptual – both parties may have different interpretations of the psychological contract

D. Hoffmeyer/ Richmond Times-Dispatch


Transactional v. Relational ContractsTransactional v. Relational Contracts

TransactionalContracts

RelationalContracts

Time-frame Open-endedOpen-endedand indefiniteand indefinite

Closed-endedClosed-endedand short-termand short-term

Stability DynamicDynamicStaticStatic

PervasivePervasiveNarrowNarrowScope

More subjectiveMore subjectiveWell-definedWell-definedTangibility

Economic & Economic & socioemotionalsocioemotionalEconomicEconomicFocus


Three Types of TrustThree Types of Trust

IdentificationIdentification

KnowledgeKnowledge

Highest level of trustBased on mutual understanding

Medium level of trustBased on predictability

CalculusCalculusMinimal level of trustBased on sanctions


Job Security versus EmployabilityJob Security versus Employability

Job SecurityJob Security

• Lifetime job securityLifetime job security

• Job are permanentJob are permanent

• Company manages Company manages careercareer

• Low emphasis on skill Low emphasis on skill developmentdevelopment

EmployabilityEmployability

• Limited job securityLimited job security

• Jobs are temporaryJobs are temporary

• Career self-Career self-managementmanagement

• High emphasis on skill High emphasis on skill developmentdevelopment


R. Kruyt, Vancouver Sun

Adina Trowhill Smith, Free AgentAdina Trowhill Smith, Free Agent

As a ‘virtual assistant,’ Adina Trowhill

Smith provides administrative support

to people who are starting their own

businesses or need extra help on

quick notice. Smith has found more

career fulfillment as a “free agent”

than in her previous job as an

employee with a computer firm.


Contingent Work DefinedContingent Work Defined

Any job in which the individual

does not have an explicit or implicit

contract for long-term employment,

or minimum hours of work can vary

nonsystematically.

R. Kruyt, Vancouver Sun


Types of Contingent WorkersTypes of Contingent Workers

FreeFreeAgentsAgents

TemporaryTemporaryTemporariesTemporaries

(Transition to(Transition topermanentpermanentworkforce)workforce)

Desire forPermanent

Employment

Ability to GetPermanent Employment

High

HighLow

TransientsTransients


Reasons for Contingent WorkReasons for Contingent Work

Provides more flexibilityContracting needed skills is faster than retraining

Potentially reduces costsLower pay, fewer benefits, less union power

Easier to contract services Information technology supports free agents


Contingent Work Force IssuesContingent Work Force Issues

Job satisfactionMixed evidence that free agents and temporary

temporaries are more or less satisfied

Job performanceTransactional psychological contractLower skills and experienceBut may be higher for free agents


Organizational Socialization DefinedOrganizational Socialization Defined

The process by which individuals learn

the values, expected behaviors, and

social knowledge necessary to assume

their roles in the organization.


• InsiderInsider

• Changing roles Changing roles and behaviorand behavior

• Resolving Resolving conflictsconflicts

Stages of SocializationStages of Socialization

• NewcomerNewcomer

• TestingTestingexpectationsexpectations

• OutsiderOutsider

• Gathering Gathering informationinformation

• Forming Forming psychological psychological contractcontract

Pre-EmploymentPre-EmploymentStageStage

EncounterEncounterStageStage

Role Role ManagementManagement


IndividualIndividualAttractsAttracts

OrganizationOrganization

IndividualIndividualSelectsSelects

OrganizationOrganization

OrganizationOrganizationAttractsAttracts

IndividualIndividual

OrganizationOrganizationSelectsSelects

IndividualIndividual

Conflict A

Conflict B

Conflict C Conflict D

Pre-employment Socialization ConflictsPre-employment Socialization Conflicts


Benefits of Realistic Job PreviewsBenefits of Realistic Job Previews

Less turnover, higher job performance

Less reality shock

Vaccination effect

Applicants self-select themselves

Builds loyalty


Holland’s Occupational Choice TheoryHolland’s Occupational Choice Theory

Career success depends on fit between the person and work environment

Holland identifies six “themes” Represent work environment and personality

traits/interests

High Differentiation Person is aligned with one theme, not mixed across

two or more themes

High consistency Person’s preferences relate to similar themes

(adjacent themes in Holland’s hexagon)


Lateral Career DevelopmentLateral Career Development

Career success defined as challenging work, not number of steps up the hierarchy

Reasons for lateral careers Career ladder still clogged with baby boomers More consistent with team-based organizations More consistent with shift from job status to

competencies


Boundaryless CareersBoundaryless Careers

Idea that careers operate across company and industry boundaries, not just in one organization

Reasons for boundaryless careers Downsizing forced job changes Employability psychological contract Job hopping viewed more favorably


Dealing with Boundaryless CareersDealing with Boundaryless Careers

Provide more career opportunities within the organization

Try to build more loyalty

Recognize that some job hopping is inevitable and desirable keep track of former employeeswelcome back boomerangers


Andrew Wang’s Career DevelopmentAndrew Wang’s Career Development

Rather than jumping into a

dotcom start-up, Andrew Wang is

thinking about joining a company

more aligned with his personal

interests. “I’ve had this lifelong

interest in cycling, so I'm now

looking at the recreational

industry for product-management

positions,” says Wang, a recent

MBA graduate.

R. Harbison, © Christian Science Monitor


Careers: Rules for the Road AheadCareers: Rules for the Road Ahead

Understand your needs and values

Understand your competencies

Set career goals

Maintain networks

Get a mentor

R. Harbison, © Christian Science Monitor




C H A P T E RC H A P T E R 1818

Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. McShane/ Von Glinow 2/e...

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Transcript of Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. McShane/ Von Glinow 2/e...