Surviving the Economic Crisis - Changing our ideas about career

These are the expectations that your entire career will not be issued in a single company, or even in a single industry or profession. With this changed perspective, the parallel recognition that organizations were not unilateral control have come from your career, nor are they likely to take care of you in a paternalistic fashion. Even the voices of the actors has expanded, to give to people at all levels of the organization more attention to their careers, and with a growing influxindependent women in the workforce.

This set of amendments to the new careerism. There are some positive effects of the new careerism. First, the employees are better feedback, because they often seek assessments from their employers and to accept them in critical self-analysis. Even the employees are showing more self-confidence of the career.

New careerists are aware buffering their personal lives, living from their work. We can show lessConcerns than the current staff of life in the "right" place, or marrying the "right" partner and we are less likely to ignore the needs and demands of their families. Traditional characteristics of many employees in the new third world, outside of Europe and the USA.

We make sure their organizations know what their career goals and expectations, and more promotions and transfers that accept interfere with these objectives in the short veterinary science, as we will do our workSafety first on our own expectations. A sign of survival of a recession or even a deep depression.

There are a variety of unintended consequences of the new careerism. For example, the turnover of labor for the new careerists is high, both because they have a job if they are dissatisfied because they believe that "change their job to write good looks on the resume. Also to be expected because the employee move to another job and another organization, they can not participate in the work andCommitment to the organization.

You can invest no time to develop interpersonal relationships with colleagues, except to the extent that these relations are useful to reach professional goals. This short-term orientation may also lead employees to ignore long-term strategy on major business decisions, trying instead for a "home run" strategy to make the big play, and move on. In the long term this may lower standards of excellence and a sense of the integrity of organizations. And evenif the current offer seems on conventional large dimensions, employees may be dissatisfied because they do not see it as a good springboard for the next career step.

There is room for dispute about both the ubiquity of the new career and its consequences. It is clear however, that made the great changes that reflect how individuals and organizations about how to deal with and have careers. These changes may play an important and far-reaching consequences, and they require seriousAttention, especially when organizations are reinventing themselves in the current new economy.