Reference no: EM13518122

What do you think? In positive way like L do agree...
1.I believe there are several elements that go along with career survival. First and foremost is be honest with yourself. That means looking within to understand your own strengths and weaknesses and match a career that can cater to the strengths and allow opportunities to fix the weaknesses.

I also believe working in an industry you are passionate about is critical in long-term survivability. Waking up everyday to a career that doesn't inspire a person is a recipe for disaster. Considering the fast-paced society we live in today with a demand for immediate gratification, working in a career that isn't inspiring can lead to quick burn out.

Building personal relationships with people is also important. Not one person is smarter or better than an entire combined team. Knowing limitations and working with others through a trusting relationship will expand a persons career. Those personal and professional relationships also invigorate and give meaning and purpose to a career. I know that might ability to network and build close personal and business relationships within my industry have helped in expanding opportunities throughout my career.

Honesty and trust building are the foundation of any long lasting career. Bringing problems to light in advance to insure a successful solving forum will allow people to live long into a company. Cheating, lying, or stealing are all ways to end a career quickly. As a leader, I have always shared my personal leadership philosophy with my teams to insure they understood what my expectations were. I made them relevant to the business and included by own personal value system. A list of expectations and non-negotiables were always included. This set the stage as we moved forward and I have found that to be a very successful way in leading team.
2.Four types of conflict can occur as individuals and organizations choose each other.

The first conflict is between the organization's effort to attract candidates and the individual's choice of an organization.
The second conflict is between the individual's attempt to attract several organizations and the organizations' need to select the best candidate.
The third conflict occurs within the organization between its desire to recruit a large pool of qualified applicants and its need to select and retain the best candidate.
The fourth conflict occurs within the individual between the desire for several job offers and the need to make a good choice.
These conflicts substantially complicate the organizational choice and entry process.

Conflicts arise during organizational entry because both individuals and organizations attempt to present themselves in the best possible light and may not provide complete or accurate information. Conflicts also arise because when organizations present themselves only favorably in order to attract a large number of candidates, mismatches between candidates and the organization occur. Similarly, when individuals present themselves too favorably, they may receive offers for positions that do not really fit their skills and aspirations. These conflicts can be avoided through the use of realistic job previews, in which both the positive and negative aspects of the job are discussed.
3.While organizations are looking for ways to be more productive, lean and profitable that means they are looking to tap into their human capital in many different ways. Organizations that are effective at leveraging human capital can use techniques in order to keep their employees happy and looking out for how they can advance and stay relevant with their current firm.

Consistent feedback and review processes on how employees are adding value to the organization in relation to their position will help in keeping them on the track to career success. While not every employee is open to honest feedback, those that are will find this type of communication refreshing and will use it to their benefit.

The development of high-potential programs in which leaders identify the next best level of leadership to grow the organization is a method successful firms will use to build talent pipelines. Done correctly, such a method will give employees an opportunity to see what is needed in order to achieve complete career success.

Organizations today must also align themselves with objectives that can be accomplished by employees that might have specific needs. Creating a culture of work/life balance and promoting such a culture will put employees in a position to create a working environment of empowerment which will likely lead to greater work satisfaction and give them control over their destiny.
4.It's my opinion that globalization and technology, especially a combination of both, have had the greatest effect on career management. Jobs being moved out of the country is a more common and efficient practice due to our advances in technology. As we continue utilizing technology as a means of being more productive it has allowed for communications and business operations to be done internationally with advancing ease and convenience. The physical geographical location of a person is becoming decreasingly less important, enabling companies to move positions outside the U.S., in turn creating less opportunities here.
In addition to technology's aid in globalization it has allowed for job elimination all together in several industries. Technology continues to streamline jobs and succeed in replacing the need for manual work.
This reminds me of McDonald's computerized ordering kiosks. I haven't seen one in person but as the controversy over minimum wage was publicized I saw many references to this computerized kiosk, to which the intention wass to prove that the minimum wage positons are easily replaceable using technology.