Solution Manual For Career Management, 4th Edition

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Chapter 1–Discussion Questions1.What is the impact of recent changes in the business environment onindividuals’ careers? Consider the consequences of intense competition,changes in organizational structure and the nature of work,internationalization, technology, work–family issues, and cultural diversityon career management.As found in Chapter 1 and as listed in the question, there are a number ofenvironmental factors that impact individual career management. Overall, theseenvironmental factors give greater emphasis to the need for people to proactivelymanage their careers. In this sense, individuals should be more self-reliant in thisprocess. The students could also highlight the change in the psychologicalcontract between employers and employees (from relational to transactional) ashaving an effect on career management. They could also point to the need to takea boundaryless/protean approach or attitude to career management (in contrast tothe traditional approach where one’s organization takes and active role in helpingindividuals manage their careers).2.Does the characterization of the contemporary workforce described inthis chapter (high expectations, autonomy, weakening sex-role stereotypes,and concern for total lifestyle) fit your picture of yourself, your friends, oryour family members? Could there be age, social class, cultural, or genderdifferences in how people view work and life?This question leaves it up tothe individual student to assess whether thecharacterizations “fit” the person or their close acquaintances. Nonetheless, thestudents should also recognize that there can be differences in perceptions of thesecharacterizations based on social or demographic factors. For example, youngerversus older workers would likely differ in how they see themselves within thecontemporary workforce3.Why should people be concerned about managing their careers?What can happen if people do not actively plan and manage their careers?This question is certainly related to the first one. Specifically, the ever changingnature of the global work environment makes it necessary to be vigilant in careermanagement. The constant risks and uncertainties that individuals face in theircareersdictate that the individual be “ever ready” to respond these challenges. Inaddition, organizations have become less likely to assist their employees in thecareer management process (note the shift toward the transactional psychologicalcontract). Thus, it is incumbent on the individual to actively manage his or hercareer. If the individual does notactivelymanage his or her career, then theyleave themselves open tothe whims of the organization and the job marketwithout having proper preparedness.4.What is the incentive for an organization to help its employeesmanage their careers? How can the organization stand to gain from thisventure? Are there any risks?

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