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Article
Publication date: 28 May 2019

Timo Kortsch, Eva-Maria Schulte and Simone Kauffeld

In competitive labor markets, promoting employees’ learning becomes a key challenge for companies. However, in small German craft companies, employee development is always…

Abstract

Purpose

In competitive labor markets, promoting employees’ learning becomes a key challenge for companies. However, in small German craft companies, employee development is always connected with worries about employee turnover. This study aims to investigate the current informal learning strategies of craft workers and how they use the strategies, the effect of learning on employees’ internal and external marketability and beneficial workplace characteristics (autonomy, feedback).

Design/methodology/approach

An online prestudy (N = 131) explored current informal learning strategies. In the main study (N = 526), cluster analysis was applied to identify patterns of informal learning strategies. The relations of these patterns to workplace characteristics and marketability were investigated.

Findings

Four informal learning strategies were found (informal learning from oneself, from others, from other sources and from new media). Craft workers used combinations of the strategies (i.e. patterns): three learning patterns (balanced high, person-oriented and balanced low) differed in intensity and combination with the learning strategy use. More intense learning patterns were positively related to internal marketability but were not related to external marketability. Higher autonomy and feedback availability were related to higher learning engagement.

Research limitations/implications

Studies should have a broader view of informal learning strategies concerning different learning patterns. The use of new media is a learning strategy that might increase in the future.

Practical implications

Craft companies could promote different informal learning strategies without worries about employee turnover.

Originality/value

The study reveals how German small- and medium-sized enterprise employees use informal learning strategies in digitalized times and how human resources development can use informal learning strategies.

Details

European Journal of Training and Development, vol. 43 no. 5/6
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 13 September 2011

Zoharah Omar, Steven Eric Krauss, Rahim M. Sail and Ismi Arif Ismail

The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and

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1947

Abstract

Purpose

The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and vocational education and training (TVET) “late bloomers” working in Malaysia.

Design/methodology/approach

Incorporating a mixed method design, the authors quantitatively surveyed 86 TVET graduates from two multinational companies, followed by in‐depth qualitative interviews with five high‐performing “late bloomer” TVET graduates.

Findings

Quantitative results indicate that the respondents progressed in their careers both in terms of salary and promotions, while most were satisfied with their careers and felt that they were internally and externally marketable. Qualitative findings indicate that the success of the late bloomers was the result of a perceived good fit between an individual's strengths and the organization's ability to compensate, motivate and support the individuals in their career progression.

Research limitations/implications

The limited sample size employed can only provide initial insights into career success levels and contributing factors of career success. The results may spur larger scale research on career success of TVET graduates in Malaysia and the neighbouring region.

Practical implications

The paper provides important initial findings on the technical and vocational career line as an alternative pathway for Malaysian youth, particularly school leavers and underachievers, to achieve career success and enhanced social inclusion through higher salaries, job status and educational attainment.

Originality/value

The paper highlights the unexplored potential of career success as a facilitator of educational attainment and social inclusion, rather than the traditional path of educational attainment first, followed by career success.

Details

Education + Training, vol. 53 no. 7
Type: Research Article
ISSN: 0040-0912

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Article
Publication date: 1 June 2015

Graham Cole

– This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

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359

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the papers in context.

Findings

Having a successful career has significant implications for both individuals and organizations alike. Positive effects on people’s health, happiness and longevity have been partly attributed to achievements in the workplace. And employees who flourish in their roles play a major part in a company’s potential for growth and prosperity. It therefore makes sense to try and ascertain the factors which make career success more likely to occur. Success in this context can be measured in objective or subjective terms. Professional attainments reflected in promotions, status and salary levels are common indicators of objective career success. With the subjective form, it is internal beliefs about work achievements and their implications for future opportunities that are most relevant.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Development and Learning in Organizations: An International Journal, vol. 29 no. 4
Type: Research Article
ISSN: 1477-7282

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Book part
Publication date: 30 September 2019

Ross Donohue and Tse Leng Tham

Abstract

Details

Contemporary HRM Issues in the 21st Century
Type: Book
ISBN: 978-1-78973-457-7

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Article
Publication date: 30 October 2009

Elisabeth Kelan and Rachel Dunkley Jones

This paper aims to explore whether the rite of passage is still a useful model with which to conceptualise the MBA in the era of the boundaryless career.

Abstract

Purpose

This paper aims to explore whether the rite of passage is still a useful model with which to conceptualise the MBA in the era of the boundaryless career.

Design/methodology/approach

The paper examines the formative experiences of full‐time MBA students at an elite business school, using in‐depth qualitative interviews. Through a discourse analysis, the paper shows how MBA students draw on concepts resembling the anthropological model of the rite of passage when making sense of their experience.

Findings

The resources MBA students have available to talk about their MBA experience mirror the three‐step rite of passage model. The first step involves separation from a previous career, either because of limited opportunities for advancement or in order to explore alternative career paths. In the transition or liminoid stage, identities are in flux and a strong sense of community is developed among the students and they play with different identities. In the third stage, the incorporation, students reflect on the value of the MBA for their future career.

Originality/value

The paper shows how the MBA is still seen as a rite of passage at a time when careers are becoming boundaryless. Within this more fluid context, the rite in itself is seen as enhancing the individual's brand value and confidence, enabling them to negotiate the challenges of managing a boundaryless career.

Details

Career Development International, vol. 14 no. 6
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 12 October 2015

Julia Fernandes Personini Cruz and Thomaz Wood Jr.

Considering that MBA programs have been the focus of many evaluations and much criticism in recent years, the purpose of this paper is to investigate the objective and

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1026

Abstract

Purpose

Considering that MBA programs have been the focus of many evaluations and much criticism in recent years, the purpose of this paper is to investigate the objective and subjective effects on careers experienced by part-time MBA students and graduates.

Design/methodology/approach

To achieve this purpose the authors conducted an empirical research, involving more than 700 students and graduates of three part-time MBA programs in Brazil.

Findings

The authors found that students and graduates experience more subjective than objective effects of such programs in their careers and that the subjective effects are primarily related to self-confidence, employability, expansion of business view, and ability to “play the game.”

Research limitations/implications

The authors note two limitations of the study. First, the study focussed on Brazilian programs and cannot be generalized to other countries or contexts. Second, the study was based on the perceptions of students and graduates.

Practical implications

The authors believe that this study makes a contribution for program coordinators in business schools. By re-balancing attention among objective subjective effects, coordinators might improve their programs.

Originality/value

This study makes three contributions to the knowledge of the effects of MBAs. First, it provides insight into students’ perspectives. Second, it increases the knowledge of the subjective effects of MBAs on the careers of students. And third, it focusses on part-time programs in a developing nation rather than on full-time programs in a developed nation such as the USA, as is often the case.

Details

Career Development International, vol. 20 no. 6
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 11 December 2017

Michael Dickmann and Ashley Helen Watson

The purpose of this paper is to explore the factors which influence individuals to take up international assignments in hostile environments (HEs). Using an intelligent…

Abstract

Purpose

The purpose of this paper is to explore the factors which influence individuals to take up international assignments in hostile environments (HEs). Using an intelligent careers (IC) perspective, an expanded framework of expatriation drivers to work in hostile contexts is developed that comprises individual, organizational and location-specific factors. In addition, the understanding of career capital acquisition and transfer is refined.

Design/methodology/approach

A “deviant” case study method to challenge the underlying assumptions of career capital maximization and transfer in global careers is used. To investigate the case, 25 individuals in an international development organization who had to decide whether to work in HEs were interviewed.

Findings

Five insights into decision drivers and career capital effects associated with postings to HEs are presented. These span all three levels of individual, organizational and location-specific decision factors.

Research limitations/implications

Due to the case study approach, the usual limitations of qualitative case-based research with respect to generalizability apply. In the conclusions three theoretical implications for the IC framework with respect to career capital acquisition, utilization and temporal effects are outlined.

Practical implications

A range of practical implications in relation to the selection, talent management, performance and reward approaches as well as repatriation and family considerations in global mobility are explored.

Social implications

The insights help organizations to design global mobility policies for HEs. In addition, individuals and their families benefit from greater clarity of global mobility drivers in the context of high risks.

Originality/value

The drivers of individuals to accept assignments to HEs are under-researched. This paper operationalizes and applies a holistic decision to work abroad framework, expands the literature on of the motivations of individuals and develops valuable insights to nuance the IC framework.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 5 no. 4
Type: Research Article
ISSN: 2049-8799

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Article
Publication date: 23 November 2012

Aurora Chen, Noeleen Doherty and Susan Vinnicombe

This paper seeks to explore the perceived value of an executive MBA (EMBA) to the development of knowing‐who competency for Taiwanese women managers.

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1112

Abstract

Purpose

This paper seeks to explore the perceived value of an executive MBA (EMBA) to the development of knowing‐who competency for Taiwanese women managers.

Design/methodology/approach

This qualitative research drew on in‐depth interviews with a sample of 18 female alumni across three business schools in Taiwan. Analysis, using NVivo 8.0, focused on individual perceptions of the development of knowing‐who, through networks.

Findings

Women emphasized the benefits of acquiring and developing networks from undertaking the EMBA. Cultural values impacted women's perceptions of networking.

Research limitations/implications

This is an exploratory piece with limited generalisability, however, it indicates the perceived importance of networking to female EMBA students within the Asian context.

Originality/value

Findings extend previous research on the acquisition and development of networks through the EMBA experience. The salience of networking for women is established. The clarification of age or career stage in research on women's careers is needed.

Details

Career Development International, vol. 17 no. 7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 4 November 2014

Victor Y. Haines, Salima Hamouche and Tania Saba

In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined…

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2283

Abstract

Purpose

In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined as predictors of career success by weaving the person-organization fit and external marketability perspectives into current career success frameworks.

Design/methodology/approach

A survey was administered in partnership with an association of human resource professionals located in Canada. The questionnaire was transmitted electronically to human resource professionals. The final sample included 546 full-time, permanent, human resource professionals from multiple organizations.

Findings

Confirmatory factor analysis supported the measurement model. In the final structural model, external marketability exerted a significant direct effect on career success. Person-organization fit was strongly associated with organizational sponsorship. Organizational sponsorship, in turn, exerted a significant effect on subjective career success.

Originality/value

This study contrasted and tested two theoretical perspectives on career success. The mediated indirect association between person-organization fit and career success provided support for the rationale of the sponsored mobility model of social advancement. The direct association between external marketability and career success suggests that success can be achieved even without organizational sponsorship on the basis of expressions of one’s human capital.

Details

Career Development International, vol. 19 no. 7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 1 December 1994

Gianfranco Zaccai

The principles of design for manufacturability have been embracedby many corporations as a means towards achieving world classmanufacturing. This, in combination with the…

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2183

Abstract

The principles of design for manufacturability have been embraced by many corporations as a means towards achieving world class manufacturing. This, in combination with the tenets of total quality management (TQM) has become the development strategy of manufacturers worldwide. Focuses first on the definition of “quality” and argues that the classical TQM understanding of quality as reliability of performance is no longer sufficient. Suggests that a redefinition of quality which focuses on the totality of the user experience is necessary for truly world class products. This development approach, referred to as “design for marketability”, requires the five‐step process outlined. Implementation of this strategy hinges on the assemblage of a multidisciplinary team led by Industrial Designers. Discusses outsourcing design talent. Concludes with guidelines for selecting and working with consultant design firms in implementing the design for marketability strategy.

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