Supporting career development in organisations: Drivers, practices and challenges

2021 ◽  
Vol 46 (1) ◽  
pp. 47-55
Author(s):  
Wendy Hirsh
Keyword(s):  
Career Development ◽  
Current Practice ◽  
Structured Interviews ◽  
Case Examples

This article describes the evolution of career development in UK employing organisations over the period 2000-2020. It looks at the characteristics of career development in organisations; the business drivers for supporting the career development of employees; some of the ideas that have influenced how employers think about career development; and key career development practices. The article also explores the challenges that constrain effective career development for employees. In addition to published material, the article includes some case examples of current practice, drawing on semi-structured interviews with NICEC Fellows, specialists in organisational careers work and HR professionals.

Women on top: the career development journey of Filipina business executives in the Philippines

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Enrico Cirineo Osi ◽  
Mendiola Teng-Calleja
Keyword(s):  
Career Development ◽  
Role Models ◽  
Women Executives ◽  
Personal Characteristics ◽  
The Philippines ◽  
Business Leaders ◽  
Structured Interviews ◽  
Content Type ◽  
Business Executives ◽  
Male Dominated

PurposeThis paper aims to examine the experiences of Filipina women business executives occupying top-most leadership roles in male-dominated industries in the Philippines.Design/methodology/approachThis qualitative research utilized the institutional theory and a phenomenological approach with semi-structured interviews for data collection. The seven women executives were purposively selected and interviewed in-depth. Participants were renowned leaders in six male-dominated industries in the country.FindingsThree phases – growing up years, career advancement and raising a family and becoming and being the chief executive officer (CEO) tracked the career development journey of the Filipina women business leaders that participated in the study. Cultural, organizational and familial factors emerged as contextual dimensions at each phase that the women business executives needed to navigate in their journey to the top. Six sub-themes reflect challenges in their career progression – women as in-charge of households, expectations as mothers, limited representation in the boardroom, discrimination as women leaders, women not seen as leaders and husband's ego. Four other sub-themes served as enablers – equal opportunity culture, career pathing and diversity, male mentors/role models and enlightened husbands. The CEO's personal characteristics surfaced as a critical factor – spirituality, being competitive but not ambitious, speaks her mind, can-do attitude, accountability, openness to learn and continually re-invents self.Research limitations/implicationsThe participants only included top-most Filipina women business leaders. Implications to women executives' career development in organizations are discussed.Originality/valueThis current study contributes a proposed conceptual model in the understanding of the career development journey of Filipina women executives in the Philippines where recent findings found greater recognition of their work in the corporate setting as compared to more developed Asian countries.

scholarly journals 233 Potential Deprivation of Patient Liberty: A Qualitative Study of Current Practice Amongst Geriatricians in a Tertiary Setting

2019 ◽  
Vol 48 (Supplement_3) ◽  
pp. iii17-iii65
Author(s):  
Michelle O'Brien ◽  
Deirdre O'Donnell ◽  
Barbara Clyne
Keyword(s):  
Decision Making ◽  
Perceived Risk ◽  
Current Practice ◽  
Structured Interview ◽  
Structured Interviews ◽  
Healthcare Ethics ◽  
Patient Decision Making ◽  
Acute Setting ◽  
Difficult Decision ◽  
Patient Decision

Abstract Background The Assisted Decision Making (ADM) Act 2015 was introduced to support decision making and maximise a person’s capacity to make decisions but has not yet commenced. Within this context, medical professionals such as geriatricians must adjust from a best interest’s outlook to that of patient autonomy in response to the changing legislation. The aim of this study is to explore current geriatrician’s practice. In scrutinizing current practice, it will be evident as to what, if any, adaptations are required in order to practice in accordance with the new legislation. Methods Ten semi-structured interviews with individual consultant geriatricians were conducted, each lasting approximately 20 minutes on average in one hospital. Each interview was recorded and transcribed verbatim. The interview involved the geriatrician reading a vignette and answering questions as to how they would manage this situation. Following the vignette, the semi-structured interview proceeded covering topics including; patient decision making in the acute setting, deprivation of patient liberty in the acute setting, thoughts on the ADM (Capacity) Act 2015, and elements learned from experiences in other countries. A thematic analysis was conducted. Results Preliminary themes identified from the interviews include; (a) identification, accessibility and availability of medical and legal colleagues in assisting with difficult decision making, (b) need for clear frameworks, guidance and education in relation to laws applying to medical practice, (c) influence of environment, family, perceived risk and delirium on capacity assessment, (d) paternalism versus autonomy. This work is being conducted as part of a master’s in healthcare ethics and law. Conclusion Preliminary results highlight the need for collaborative communication between medics and the legal profession in order to achieve a structured and supportive framework to inform practice considering the new legislation.

New kindergarten teachers’ career development trajectories in China: A problem-solving perspective

2020 ◽  
Vol 45 (3) ◽  
pp. 228-240
Author(s):  
Dan Wan ◽  
Rongfang Gu ◽  
Claire McLachlan
Keyword(s):  
Career Development ◽  
Beginning Teachers ◽  
Professional Practice ◽  
Teacher Educators ◽  
Kindergarten Teachers ◽  
Structured Interviews ◽  
Attrition Rates ◽  
The 1960S ◽  
Development Trajectories ◽  
Teacher Career Development

Since the 1960s, concerns for beginning teachers have attracted extensive attention. High attrition rates among beginning teachers have been an international challenge, which is costly for a nation’s budget. To improve the retention of new teachers, it is imperative to understand what beginning teachers have experienced in their professional practice. This qualitative research examined the career development trajectories of beginning kindergarten teachers in China. The experiences of 23 kindergarten teachers from Nanjing were investigated through semi-structured interviews. Using grounded theory, this research identified four main themes and four career development trajectories. Themes include orientation, mastery, re-examination and self-validation, while career development trajectories reveal that teacher career development is not unilinear, but diverse. These findings are crucial in raising the awareness of researchers and practitioners about the diversities and possibilities of teacher career development trajectories. Further implications for researchers, teacher educators and kindergarten teachers are discussed.

scholarly journals Trainer and support staff’s experiences of engaging with the Who’s Challenging Who? challenging behaviour training course

2019 ◽  
Vol 24 (3) ◽  
pp. 367-380 ◽  
Author(s):  
Samantha Flynn ◽  
Richard P Hastings ◽  
David Gillespie ◽  
Rachel McNamara ◽  
Elizabeth Randell
Keyword(s):  
Intellectual Disabilities ◽  
Thematic Analysis ◽  
Perspective Taking ◽  
Current Practice ◽  
Support Staff ◽  
Challenging Behaviour ◽  
Structured Interviews ◽  
Training Course ◽  
People With Intellectual Disabilities

Background: The Who’s Challenging Who? (WCW) training is coproduced and delivered by people with intellectual disabilities (IDs), and it aims to improve staff empathy for people with challenging behaviour (CB). This study qualitatively describes trainees’ and trainers’ experiences of the WCW. Methods: Semi-structured interviews were undertaken with managers ( n = 7), support staff ( n = 6) and the WCW trainers ( n = 4; three had IDs). Interviews were transcribed verbatim and analysed using thematic analysis. Results: Two cross-cutting themes were drawn from the data: (1) valued roles of the trainers, whereby trainers and trainees benefited from the training being coproduced and delivered by people with IDs, and (2) beyond the training, within which trainees reported that they were engaging in increased reflection about their past and current practice. Conclusions: Being trained by people with IDs and CB appears to be a useful method, which can lead to perspective taking and reflection about supporting people with IDs and CB.

scholarly journals Management of Business Risk Hedging in Construction Contracts from the Perspective of Public Investors

2020 ◽  
Vol 14 (2) ◽  
pp. 168-173
Author(s):  
Barbara Andrlova ◽  
Jana Korytarova
Keyword(s):  
Risk Management ◽  
Construction Projects ◽  
Current Practice ◽  
Public Procurement ◽  
Public Works ◽  
Business Risk ◽  
Structured Interviews ◽  
The Czech Republic ◽  
Construction Contracts ◽  
Risk Hedging

Risk management of construction projects presented in the article focuses on the management of business risk from the perspective of public investors in public works contracts in the Czech Republic. Based on the data analysis and a comparative study of specific attributes in contracts for works, the result of the research has been a portfolio of specific instruments and their recommended parameters for effective business risk management. Qualitative analysis was conducted using a questionnaire survey and structured interviews with public sector representatives to share their views on the current practice of protecting public procurement with regard to mitigate business risk. Types, functions and recommended parameters of hedging instruments has been proposed. Effective forms of hedging are mainly liability insurance for damage to things, property and health, contractual penalties, retention money and bank guarantees. Results of the research were compared with foreign practice and international contractual standards.

scholarly journals The opaque gendered lens – barriers to recruitment and career development

2017 ◽  
Vol 32 (1) ◽  
pp. 47-65 ◽  
Author(s):  
Christina Scholten ◽  
Hope Witmer
Keyword(s):  
Career Development ◽  
Management Practice ◽  
Senior Management ◽  
Gender Representation ◽  
Structured Interviews ◽  
Content Type ◽  
Recruitment Practices ◽  
Gendered Leadership ◽  
Management Positions ◽  
Global Companies

Purpose This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology/approach The paper is based on qualitative semi-structured interviews, which have been analyzed using a gender analytic framework to identify how senior management, Human resource management and leadership trainees are discussing leadership and career development. Findings Three themes were identified as clouding the issue of gender-equal leadership practices thereby creating an opaque gendered lens of who is defined as eligible for leadership positions. The three themes were: symbols as gendered images, counting heads – preserving the existing system and illusive gender inclusion. Research limitations/implications Recruitment practices were identified as contributors to homosocial practices that perpetuate male-dominated leadership representation. However, specific recruitment practices were not fully explored. Practical implications The potential use of gender equality as a sustainable management practice for competitive organizations to recruit and develop talented people. Social implications To create resilient and gender-equal recruitment and leadership development practices. Originality/value This research offers an original perspective on gender representation at the senior management level in global companies by revealing gendered leadership constructs in the leadership recruitment and development process as antecedents to unequal gender representation in senior management positions.

scholarly journals A Pilot Study of User-Requirements for Building Maintenance Systems in Malaysian Higher Education Institutions

2015 ◽  
Vol 773-774 ◽  
pp. 875-879 ◽  
Author(s):  
Mohd Zulakhmar Zakiyudin ◽  
Mohamad Syazli Fathi ◽  
Shuib Rambat ◽  
Siti Uzairiah Tobi ◽  
Nor Aini Rajab
Keyword(s):  
Higher Education ◽  
Pilot Study ◽  
Current Practice ◽  
Higher Education Institutions ◽  
Facilities Management ◽  
User Requirements ◽  
Structured Interviews ◽  
Building Maintenance ◽  
Maintenance Systems ◽  
Total Turnover

Abstract - Worldwide, the investment in building maintenance is huge as it represents almost 50% of the total turnover of construction activities. Building maintenance is also categorised as the commonest function listed in facilities management activities. This pilot study explores the current practice of building maintenance management in higher education institutions in Malaysia. Information gathered from semi-structured interviews focuses on different areas of building maintenance practices. The main issue is to identify the user-requirements. The areas of study are to cover the objectives of maintenance departments, maintenance reporting processes, maintenance verification processes and other associated tasks. In addition, this study also looks into the contributions of Information Technology (IT) facilities to maintenance practices. Based on the findings, there will be differences in the maintenance practices among the four universities; empirically, of the 57 elements studied only 30% were similar. Some strengths and weaknesses in the maintenance practices were identified and ways in which IT facilities could help to improve the situation. In the future it is envisioned that good building maintenance practices would be the norm in Malaysia to maximise the benefits that users could expect from their buildings and facilities.

scholarly journals Pengembangan Karier Guru Di Pesantren Darul Ihsan Hamparan Perak Deli Serdang

2021 ◽  
Vol 2 (1) ◽  
pp. 1-16
Author(s):  
Agus Salim Salabi
Keyword(s):  
Career Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Monitoring And Evaluation ◽  
Structured Interviews ◽  
Study Approach ◽  
Data Collection Technique ◽  
The Right ◽  
Short Courses ◽  
Teacher Career Development

Career development is the process of identifying the employee's career potential and material and applying the right ways to develop this potential. The teacher career development process at Pesantrren Darul Ihsan begins with the implementation of monitoring and evaluation of teacher performance. This study aims to analyze and find: 1) the concept of teacher career development at Pesantren Darul Ihsan Hamparan Perak Deli Serdang, and 2) the types of teacher career development at Pesantren Darul Ihsan Hamparan Perak Deli Serdang. The two focuses are studied with the theoretical approach of career management, human resource management, and human resource development as well as several other relevant theories. This study uses a qualitative research model with a case study approach. The data collection technique is by using semi-structured interviews and document studies. Furthermore, after the data has been collected, it is analyzed using several steps: data condensation, data display and conclusion, drawing and verification. The results of this study: 1) Teacher career development is carried out in the form of a personal and career advancement plan, as well as monitoring and evaluation which have implications for: (a) repositioning, (b) dismissal, c) resignation, d) retire. 2) Types of teacher career development that are: short courses, study assignments or study permit, and in house training (IHT). Meanwhile, pesantren support for the career development of teachers is conditional and unconditional.

scholarly journals Using complexity and volatility characteristics to guide hybrid project management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Silvana Costantini ◽  
Jon G. Hall ◽  
Lucia Rapanotti
Keyword(s):  
Project Management ◽  
Mixed Method ◽  
Management Practices ◽  
Current Practice ◽  
Small Scale ◽  
Primary Research ◽  
Structured Interviews ◽  
Content Type ◽  
Method Approach ◽  
Practical Implications

PurposeThe paper aims to provide methodological support for hybrid project management, in which the discipline of predictive methodologies combines with the flexibility of adaptive ones. Specifically, the paper explores the extent complexity and volatility dimensions of organisational problems inform choices of PM methodologies both theoretically and in current practice, as a first step towards better methodological support for hybridisation.Design/methodology/approachThe paper takes a mixed method approach, including both secondary research and primary research with practitioners. Primary research consists of a small scale survey (n = 31) followed by semi-structured interviews, with findings triangulated against secondary evidence.FindingsThe paper provides empirical insights on how complexity and volatility of organisational problems can inform hybrid project management practices. Specifically, it suggests a mapping between volatility and complexity dimensions and predictive and adaptive risk controls as a first step towards the systematisation of hybrid combinations in projects.Research limitations/implicationsDue to the small participant sample, the research results may lack generalisability.Practical implicationsThe paper includes implications for the development of methodological support for setting up hybrid projects in practice.Originality/valueThe paper addresses a gap acknowledged both in the literature and by practitioners.

scholarly journals From Shock to Shift–A Qualitative Analysis of Accounts in Mid-Career About Changes in the Career Path

2021 ◽  
Vol 12 ◽  
Author(s):  
Irina Nalis ◽  
Bettina Kubicek ◽  
Christian Korunka
Keyword(s):  
Career Development ◽  
Process Model ◽  
Career Path ◽  
Structured Interviews ◽  
Work Lives ◽  
Career Changes ◽  
Change Behavior ◽  
Post Shock ◽  
Career Changer

Career shocks are the norm, not the exception. Yet, much of research and counseling on career-development holds unrealistic assumptions of a makeable career. Little is understood about the role of shocks on the career path and how the interplay of individual reactions to shocks shapes careers. The purpose of this study is to provide understanding of responses to different attributes of career shocks and career shocks as antecedents to career and job change. A qualitative approach was chosen and data were obtained from 25 semi-structured interviews with a sample of mid-career individuals who had experienced shocks in their work lives. The analysis was 2-fold and aimed at unearthing of individual responses to shocks and the question of the role of shocks on changes in the career path. Firstly, the analysis of career shocks revealed a pattern of distinct agentic responses in relation to shocks of different attributes. Secondly, from the analysis of shock attributes and corresponding responses over time career changer profiles emerged which differ in regard to career change behavior and magnitude of changes in the career (e.g., major career changes into another field). A process model which depicts how post-shock careers are shaped distinctively in relation to different shock attributes and corresponding responses is presented. This study underlines the importance of understanding the unplannable in career development and shows a variety of options for individuals to develop their careers despite shocks. Limitation stems from the investigation of a sample limited to mid-career individuals. The findings provide a new conceptual lens to theorize and conduct research on career shocks and career changes and facilitate the development of coping strategies for career shocks. The originality lies in the investigation of the momentum of career shocks on career paths with detail to different attributes of career shocks and how they impact the career path.

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