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Effective Career Management of International Assignees, 2002.
This paper discusses the importance of pre-departure career counseling or managers who are going to work in countries other than their own.
1,955 words (approx. 7.8 pages), 18 sources, APA, $ 62.95
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Abstract
This paper states that the turnover rate among expatriate managers has been found to be substantially higher than the rate of turnover for domestic managers. The author points out that inclusion of the family in pre-departure training develops a stronger commitment on the part of the expatriate manager. This paper stress the importance of mentoring as part of the overseas training.
Table of Contents
Introduction
Issues and Factors Involved in Successful Career Management
Pre-Departure Training
Job Design
Role Clarity
Decision Process Participation
Pre-Departure Training for Family Members
Mentoring as a Vital Element
Transference of Values
Summary
From the Paper
"An important characteristic of pre-departure training is that such training, when designed for effectiveness, provides participants with the information necessary to preclude the development of dissatisfaction with various aspects of an overseas assignment. ... examined organizational predictors of job satisfaction among expatriates. He tested hypothesized relationships between job satisfaction and six job/task characteristics and three organizational characteristics. The study found that role ambiguity, skill variety, task identify, task significance, pay, and participation in decision processes exerted the most significant influences on perceptions of job satisfaction, and that the adverse effects of each of these factors could be muted through participation in effective pre-departure training (Naumann, 1993b). Pre-departure training, thus, should be an integral part of a career management program for international assignees.
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Career Managment and Development in South Africa, 2001.
A look at the challenges, issues and demands of career managment and development in the new world of work for both individuals and organisations in the South African context.
3,705 words (approx. 14.8 pages), 11 sources, $ 102.95
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Abstract
This essay identifies and explains the issues, challenges and demands of career management and development in the new world of work, for both individuals and organizations. It then recommends some practical ways to address the most important of these. In doing this, it first defines what is meant by career management and career development. It then places the essay in the context of the new world of work. This is done through a short explanation of the impact of e-commerce and globalization. It then looks at how this has impacted on the world of work in general, before looking at how it has effected career management and development for individuals and organizations.
From the Paper
"E-commerce has radically changed organizational structure, co-ordination systems and task specification, and thus the world of work. Job designs have become increasingly flexible, and a whole range of new issues are being raised. In fact, Furnham (2000) believes that, due to e-commerce, the world of work has changed. He looks at what he calls ?alternative work arrangements?. These include part-time employment (defined as varied work, taking up less than 30 hours per week), contingent employment (defined as when an individual is working for an organization, but is not considered a regular employee), flextime (defined as when employees vary their starting and quitting times, but are required to work a standard number of hours within a specific time period), compressed work weeks (defined as re-allocating the work time by condensing the total hours in the traditional five-day week into fewer days), and teleworking (defined as working at a location away from the traditional place of work, and involving the use of telecommunications and the electronic processing of information) ( Furnham, 2000)."
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A Career in Management Information Systems, 2001.
This is a ten-page report on management information systems.
2,865 words (approx. 11.5 pages), 12 sources, APA, $ 85.95
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Abstract
The following essay is about the professional field of management information systems, the projected growth of the field, the changes which are expected to come in the coming years, promotional patterns, and the years of experience required for the promotion. The paper then shows some fields of advancement, talks about the working environment and what types of jobs one could expect to find in the field. Also talked about are the expected salary and the various other benefits one might expect in the field. Also included in the articles is a section about various career development strategies in the field of management information systems. These include various certifications, the options at a graduate school, internships and in house training programs and then various professional organizations one can be a member of.
Table of Contents
Field of Management Information Systems
Description of Career Paths and Jobs
Specialization
Work Environment
Salary Range and Benefits
Professional Organizations and Further Development
Bibliography
From the Paper
?In its simplest terms, a Management Information System is a network established within an organization to provide managers with information that will assist them in decision-making (MUKHAPADHYAY and COOPER). A more complete definition would be that a management information system is a system designed to provide selected decision oriented information needed by management to plan, control, and evaluate the activities of the corporation. It is designed within a framework that emphasizes profit planning, performance planning, and controls at all levels.?
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A Career in Hotel Management, 2008.
A report outlining the development of a career goal of hotel general manger as the first step towards hotel ownership.
1,324 words (approx. 5.3 pages), 6 sources, APA, $ 44.95
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Abstract
This report establishes a scenario for the development of a career goal in the area of hotel general management through the development of an industry analysis and an education career path outline. Special consideration is given to the goals of the individual who is seeking employment in the hospitality industry as a hotel General manger (with the long term goal of ownership). The paper includes one table.
Table of Contents:
Executive Summary
Career
Goal/Problem
Scope
Industry Background
Methodology
Findings
Recommendations
Conclusions
Back Matter
References
From the Paper
"There has been a recent increase in the number of hospitality management training programs and these programs are demonstrative of internal as well as external changes to the industry and the education system. The industry is seeking to educate many people in-house and is much more willing to demonstrate belief in individuals by allowing them to seek outside educational goals, while still employed, through incentive as well as the development of systems that are inclusive of study and class time allotments. (Lucas, 2003, p. 88) this new emphasis has created a strong sense of the need for education, at top levels, while maintaining the work/school ideals of company specific training, goals and extremely high standards of service. Due to the recent upturn in the understanding for the need of education the goal of an individual must include a partnership between hospitality education and work experience."
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Career as a Customer Service Manager, 2004.
Describes the duties and responsibilities involved in a career as a customer service manager.
1,555 words (approx. 6.2 pages), 6 sources, MLA, $ 51.95
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Abstract
This paper looks at what is involved in a career as a customer service manager. The duties, responsibilities, the scope of the position, the education and skills required for a customer service manager, and the job outlook and salary are all outlined.
From the Paper
"One of the most prosperous careers to embark on is a career in Management. Management encompasses a wide-ranging field that typically involves oversight of one critical area of an organization, including customer service (JobWeb, 2003). Customer Service Managers carry many of the same responsibilities as managers in other areas of an organization, including marketing, sales, finance and administration (JobWeb, 2003). Typically managers are middle level, general managers or top level executives in any organization. A successful career as a customer service manager will entail many responsibilities."
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Career Planning for Women, 2007.
This paper discusses women's career planning and career path management.
1,974 words (approx. 7.9 pages), 9 sources, APA, $ 62.95
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Abstract
In this article, the writer discusses that for the woman who chooses to pursue a career, managing that career means making choices not only about which path to follow at work, but also how to structure one's life and relate to one's goals of family, children, marriage and home. The writer points out that highly talented, ambitious women face enormous hurdles when attempting to achieve success in a traditionally male field of employment. The writer further notes that work as career, and achievement defined as climbing to the top of the corporate pyramid are viewed as attributes of a quintessentially male world. The writer concludes that career development for a woman presents issues that are absent from the same kinds of career choices made by most men. Further, the writer notes that a woman's choices are often determined by powerful social and cultural forces that shape her decisions.
From the Paper
"Yet it is not only the women at the top end of the career spectrum who are faced with these pressures to conform to traditional stereotypes. Those pursuing career paths that require less education and training are just as much the victims of societal attitudes that may cause them to accept less-than-fulfilling positions, at lesser rates of pay, and with fewer chances for advancement. Married women, or women with living with men, regularly find their own career choices limited by those of the men with whom they live. These limitations are not directly the result of any discriminatory practices, or indicative of a pattern of giving preferential treatment to the husband, rather they are the result of the fact that the man still tends to be the higher earner in the household. It is for this reason that a couple, or a couple with children, will more easily decide to relocate for the sake of the man's career, rather than for the sake of the woman's."
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Human Resources Management, 2002.
A look at human resources management (HRM) as a career field.
942 words (approx. 3.8 pages), 4 sources, MLA, $ 33.95
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Abstract
This paper looks at how the current job market has been the cause of much alarm and how it has sparked many debates during the last two years, since new graduates may find it difficult to enter the workforce in the career field that they have majored in. It examines human resources management as a potential career, focusing on three main points. It analyzes and compares the compensation and benefit packages for an entry-level HR specialist in both the public and private sectors, as well as the career prospects offered by employers. It also investigates how information technology (IT) has impacted HRM and what steps should be taken to ensure growth in the field of human resources management.
From the Paper
"In recent years the use of information technology has escalated within the HRM profession. There are several ways that information technology can be used in the HRM profession. On of the most prevalent ways to use IT is through online job banks. These job banks allow the HRM professional to seek out employees that have the qualities that coincide with the firm?s philosophy and overall business strategy. Choosing employees from a large pool of applicants also gives the firms that ability to monitor certain trends in the workforce the job banks can provide the company with this information in a timely and orderly fashion."
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Sports Management, 2002.
Looks at the different types of careers and opportunities available in sports management.
1,000 words (approx. 4.0 pages), 6 sources, APA, $ 35.95
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Abstract
This paper is a positive assessment of sports management as a career choice. It outlines and describes the career opportunities available in the field of sports management, the education, training, and skills required, job prospects, and potential salaries.
From the Paper
"I am determined to pursue a sports related career preferably in sports management. The reason for my decision is my love for sports in general and Ice hockey in particular. I know that a career in sports cannot be just taken for granted because of the intense competition in the field that is fueled by the desire in countless other young people to enter a similar career path. The reason for such a trend is not hard to find: there is an in-born desire in a majority of young people to play and enjoy sports. With professional sports having achieved the status of a burgeoning industry, there are several sports-related jobs that can be adopted as full time careers these days and there is nothing more satisfying than doing the thing that we love for a living. In this essay I shall describe the different occupations that are included in sports management, the education, training and skills required for the profession, job prospects in the field and the kind of salary one can expect in sports management."
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"The Palette of Management Development", 2006.
A review and commentary on the article "The Palette of Management Development" by Lidewey van der Sluis-den Dikken and Ludwig H. Hoeksema.
830 words (approx. 3.3 pages), 1 source, MLA, $ 29.95
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Abstract
This paper summarizes an article entitled "The Palette of Management Development", by Lidewey van der Sluis-den Dikken and Ludwig H. Hoeksema, about the interaction between developmental characteristics of the job, the learning behaviour of individuals and the consequences of this interaction for career success of managers. After a brief description of Kidden's and Hoeskema's thesis, the author of this paper then adds his own experience and commentary. He concludes that he bridges the interaction between these three policies by mandating "that all managers continue their business and managerial education" while also finding "ways to openly praise or promote those who continued their educational career growth."
From the Paper
"In the area of training and development, controlling and managing the learning process of managers always has been a controversial topic. Some old time managers believe that except for mentoring and on the job training on company specifics, a managerial candidate should come to a position fully prepared to be up to speed in a short time. Lately, learning theorists have shown that many young managerial candidates need a formal training program to fully actualize their talents and abilities. Personally, I believe that young recruits as well as older members of the managerial team of any company should be given ample opportunity for both formal and informal training and career development. Young recruits need tutelage in company culture and product knowledge, while older managers can use courses updating them on the newest validated managerial principles. "
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Human Resources Management Model, 2004.
Discusses and compares the "hard model" and the "soft model" in HR management theory.
7,583 words (approx. 30.3 pages), 21 sources, APA, $ 166.95
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Abstract
The growth of the concept of a strategic approach to managing people can be attributed to rapid environmental changes that have taken place over the last two decades. This paper first examines the dichotomy between two human resource management approaches to overall employee management. It then examines the difficulties in implementing the current management model into modern companies. The two models examined are the ?hard model? of human resource management and the soft model that has replaced it in most modern organizations, especially in the services and technology sectors. The paper includes a graph and table.
Table of Contents
Introduction
The Dichotomy Between Soft and Hard Models of Human Resource Management
Divergence and Rigidity Within Soft and Hard Models of Human Resource Management
Human Nature and the Employee
The Language and Reality of New Careers
Implications for Establishing the New Career Paradigm
Conclusion
Bibliography
From the Paper
"Soft HRM models focus on empowering employees and management to take charge of the organization, to continually learn and grow in their jobs as well as in their careers and to be willing to take risks and be innovative in their approach to their jobs. It has become almost part and parcel with today?s new information and services based economy, where older centralized command and control type management would be too unwieldy to respond to the demands of the new market place. The second effect of companies adopting the soft HRM approach is the narrowing of organizational structure. Where previously older organizations have had a vertical, highly compartmentalized management structure, those companies who have adopted the soft approach or those who start off with it, see their management structure become narrower and more responsibility for decision making rests in the hands of the employees and frontline management."
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Sports Management, 2002.
An overview of the sports management process through a review of Contemporary Sports Management" by Janet b. Parks, Beverley R. K. Zanger and Jerome Quarterman.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
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Abstract
This paper will discuss the sports management scope of administrative by "Contemporary Sports Management" by Janet b. Parks, Beverley R. K. Zanger and Jerome Quarterman. By realizing how the management process with an athlete can be detrimental to his or her organization within the world, an analysis of the way that these two entities meet will be explained. The active organization of an athlete's life is dependant on what their manager can make happen for them in the sports world. The main incentive of this paper is to describe how this is planned out, actualized and thought on, for the sole purpose of making the athletes life more organized and their careers the best they can be under guidelines of this book.
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Crisis Management Issues, 2007.
An analysis of Pat Milton's book "In the Blink of an Eye: The FBI Investigation of TWA Flight 800".
1,559 words (approx. 6.2 pages), 1 source, MLA, $ 51.95
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Abstract
The paper maintains that this book is an illuminating look at investigating the cause of an airliner crash, but it is also an important glimpse into serious crisis management issues. The paper discusses the many successes and failures with the investigation and recovery of Flight 800. The paper is of the opinion that this book should be required reading for anyone contemplating a career in crisis management.
From the Paper
"The book opens not with Flight 800 itself, but with the emergency responders who first heard the news and sped to their offices to begin investigating what brought the flight down. The first is Jim Kallstrom, a senior FBI agent in New York who fears terrorism from the beginning. Another is Richard Clarke, a special assistant to President Clinton on terrorism. Both men felt with no distress calls from the crew that a bomb may have brought down the plane. It continues with the increased efforts of the FBI and other agencies to determine the cause of the crash, an introduction to the people traveling on the flight, the explosion and cause, what happened to the plane, how families were touched by the tragedy, and how investigators carefully pieced together the fragments to discover what happened to the plane."
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Management Women and the New Facts of Life, 2002.
A response to the article "Management Women and the New Facts of Life" by Felice Schwartz on how it costs more to employ women than men in management.
2,150 words (approx. 8.6 pages), 1 source, $ 80.95
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Abstract
This essay is a subjective response to the article written by Felice Schwartz's "Management Women and the New Facts of Life" in the January-February 1989 issue of the Harvard Business Review. The concept of this article is that it cost more to employ women than men in management . This article also suggests relegating most working mothers to a gentle career path also known as the "Mommy Track".
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Health Care Management, 2001.
A look at three options of employment in the health care management field.
600 words (approx. 2.4 pages), 8 sources, MLA, $ 21.95
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Abstract
This paper introduces, discusses, and analyzes three career paths in health care management technology and suggests which career path to follow. The careers examined are medical records director, admitting -registrations clerk and health service manager and administrator.
From the Paper
"The Medical Records director is responsible for a staff of medical records clerks, who maintain patient medical records for a hospital, nursing home, or large medical practice. The job description on JobScience.com reads, "Directs, establishes, and plans the overall policies and goals for a medical records department. Requires a bachelor's degree in a related area with at least seven years of experience in the field. Generally manages a group of exempt and nonexempt employees. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive" (JobScience). This job pays an average of $73,804. About 50 percent of workers in this career can expect to earn between $65,426 and $83,228."
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Change Management and the Byteware Corporation, 2004.
This paper discusses the need for change management in the case of Byteware, where the management is unwilling to consider change and is resistant to recognizing employees' concerns.
2,495 words (approx. 10.0 pages), 6 sources, APA, $ 75.95
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Abstract
This paper explains that there are two avenues for change at Byteware technologies, namely, the assembly process and communication. The author points out that, according to the behavioral change model, change can only occur via the following stages: pre-contemplation; contemplation; preparation; action; and maintenance. The paper stresses that Byteware will benefit by taking action and acting on information gained from employees to implement new corporate policies geared toward building career ladders for employees and improving communication.
From the Paper
"Currently the company has a seven member executive team. The management recognizes that to succeed in the industry they must continue to develop and assemble quality products for distribution to industry giants such as Compaq, Apple, Hewlett-Packard and Dell. They also recognize that there is room for improvement within the organization, but do not recognize that behavioral change will be necessary to realize success. Most of the management agrees that the complaints of the employees can be minimized, based on case study observations. There exists a state of resistance to change among members of management, which is very commonplace among industries that have been operating under a hierarchical fashion for several years."
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