Our topic is about career development and how managers neglect it, as well as if managers spend time developing their workers careers, it could have a positive impact on the workplace culture and results.
Annotated Bibliography
Bond, A. S., & Naughton, N. (2011). The role of coaching in managing leadership transitions. International Coaching Psychology Review, 6(2), 165–179. Retrieved from http://search.ebscohost.com.ezproxy.library.wwu.edu/login.aspx?direct=true&db=a9h&AN=64929635&site=ehost-live
Bond and Naughton in this paper write about the importance of coaching when transitioning into a leadership position. This involves why leadership positions are difficult to take on with no training and why it would help. Relevance for our blog involves what training can do to help a leader, since becoming a leader is still a part of career development going into a management position. For our purposes, we can compare what this article offers with training versus what could happen with a leader taking on the position with no training.
Kaye, B., & Smith, C. P. (2012). Career Development : Shifting from Nicety to Necessity. T+D, 66(1), 52–55. Retrieved from http://search.ebscohost.com.ezproxy.library.wwu.edu/login.aspx?direct=true&db=a9h&AN=70044913&site=ehost-live
Kaye and Smith compare a previous world of corporation America to post-recession corporate America with the era of Baby Boomers in the middle of it. Previously, employees would pick a company to stay in for a whole career and show loyalty to the company, but now, post recession, they noted that companies no longer have the same ground to hold down their promises to their employees, meaning that if employees cannot gain ground in the company, which requires managers help, then they’re likely to take their talents elsewhere. For our purpose of the blog, this article covers the problems that we are looking at and offers advice on how to combat those problems, as well as why they’ve begun.
Lee, F., & Johnston, J. (2001). Innovations in Career Counseling. Journal of Career Development (Springer Science & Business Media B.V.), 27(3), 177–185. https://doi-org.ezproxy.library.wwu.edu/10.1177/089484530102700304
Felissa and Joseph provided a clear insight on how people can build interpersonal skills and relationships through the advancement of technology and the gradual increase of diversity in workplace settings. Although the main focus is more towards building client needs through career counseling, this sort of perspectives gives people a view on career planning, theories, resources that can help build success in the workforce. This source provides our blog the various processes that should build up to a great career while also addressing employment stability.
KAIFENG JIANG, LEPAK, D. P., JIA JU, & BAER, J. C. (2012). How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms. Academy of Management Journal, 55(6), 1264–1294.
https://doi-org.ezproxy.library.wwu.edu/10.5465/amj.2011.0088
Key Highlights that came from the article was how three levels of HR practices affect the operational and financial outcomes of a company. Human resources (HR) deals with the people and the issues of those people. The three levels of HR practices are Skill-Enhancing, Motivation-Enhancing, and Opportunity-Enhancing. If companies want to increase operational outcome (“the goals of an organizational operation”) then maintaining a firm grasp and effort to improve the three HR practices can increase operational income which will ultimately result in better financial outcomes (“fulfillment of economic goals of organizations”).
This is relevant to our topic ‘Career Development in the Workplace’ because HR deals with the employees and making sure that their workplace environment is healthy and allows them to have a sense of purpose. If investing in the three HR practices results to better Human capital and motivates employees then it will benefit the career development and also the company as a whole.
The article was a good piece of research to help with our topic, but I would like to see evidence of what employees have experienced and what they feel is bad a good. A more deeper and smaller look rather than the big picture alone.
Sidorenko, V. (2019). Diverse Workforces Generate Favorable Results For U.S. Companies: Companies should establish a workplace where openness, discussion and fairness are welcomed. Leadership Excellence, 36(9), 32–33. Retrieved from http://search.ebscohost.com.ezproxy.library.wwu.edu/login.aspx?direct=true&db=bth&AN=138661997&site=ehost-live
Sidorenko gathers information from a study conducted by McKinsey and Company, U.S. demographics, and his own expertise to discuss the importance of diversity in the workplace and how it contributes to a successful work environment. This article provides a lot of great statistics that are important to keep in mind when talking about diversity and its effect on career development in the workplace. As globalization increases and in turn with that, diversity, management within companies need to strive to promote feelings of openness, fairness, and a welcoming environment as part of developing their team.
Lamor Odingo, Kyler Carson, Devin Andrews, Hunter Smith
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