Boundaryless career
The “Boundaryless” Career
The “Boundaryless” career serves as the status quo for 21st century career literature. (Dany,Francoise 2011) Based on the development of information and technology, researchers see the requirement to develop a more useful employment model for the “new organization era”. Contrasting with the previous career concept, now workers are more independent and more responsible for their own future. Although the definitions of the “Boundaryless” concept seek to explain modern career concepts, some researchers do criticize the theory as being difficult to operationalize (Rodrigues,Ricardo A. 2010) due to its ambiguity, and multiple definitions. (Inkson,Kerr 2012) In this paper I will critically analyze the theory of “Boundaryless” career and some of its criticisms, and at the same time attempt to cross reference the essay along with my own career development plans.
Today labor market changed greatly and careers are becoming more complex and uncertain. (Walton, P.304) The strengthening economics, forces organization to become more flexible with employment policy while the definition of career slowly changes to a lifelong learning process (Arnold, John1997), and the concept of the traditional job or job security are becoming obsolete. (Arthur&Rosseau,1994 Sommerland,Julie2007)
Career can be understood differently by people from different back ground, culture or country. For those differences, still most individuals share a similar drive for a career. At any point in life we associate with career, example my education aim to master in business management studies is part my career. For an established definition, career is a sequence of work experiences over time-unfold (Arthur, Rousseau P.3). The notion of career offers a vantage point from which to understand the evolution of relationship between organization structure and strategy, as well as the relationship between individual and his/her behavior. (Inkson,Kerr 2012)
Career can also be described
The “Boundaryless” career serves as the status quo for 21st century career literature. (Dany,Francoise 2011) Based on the development of information and technology, researchers see the requirement to develop a more useful employment model for the “new organization era”. Contrasting with the previous career concept, now workers are more independent and more responsible for their own future. Although the definitions of the “Boundaryless” concept seek to explain modern career concepts, some researchers do criticize the theory as being difficult to operationalize (Rodrigues,Ricardo A. 2010) due to its ambiguity, and multiple definitions. (Inkson,Kerr 2012) In this paper I will critically analyze the theory of “Boundaryless” career and some of its criticisms, and at the same time attempt to cross reference the essay along with my own career development plans.
Today labor market changed greatly and careers are becoming more complex and uncertain. (Walton, P.304) The strengthening economics, forces organization to become more flexible with employment policy while the definition of career slowly changes to a lifelong learning process (Arnold, John1997), and the concept of the traditional job or job security are becoming obsolete. (Arthur&Rosseau,1994 Sommerland,Julie2007)
Career can be understood differently by people from different back ground, culture or country. For those differences, still most individuals share a similar drive for a career. At any point in life we associate with career, example my education aim to master in business management studies is part my career. For an established definition, career is a sequence of work experiences over time-unfold (Arthur, Rousseau P.3). The notion of career offers a vantage point from which to understand the evolution of relationship between organization structure and strategy, as well as the relationship between individual and his/her behavior. (Inkson,Kerr 2012)
Career can also be described
Bibliography: 1. Arthur, M and Rousseau, D. (2001) The Boundaryless Career: A New Employment Principle for a New Organizational Era. Edition. Oxford University Press, USA. 2. Arnold, J (1997) Managing Careers into the 21st Century (Human Resource Management Series (London, England).). Edition. SAGE Publications Ltd. 3. Arnold, J. (2011) Career concepts in the 21st century. Psychologist. 24 (2), pp.106-109. 4. Arthur, M., Khapova, S. and Wilderom, C. (2005) Career success in a boundaryless career world. Journal of Organizational Behavior [online]. 26 (2), pp.177-202. 5. Briscoe, J.P., Hall, D.T. and Frautschy DeMuth, R.L. (2006) Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior [online]. 69 (1), pp.30-47. 6. Dany, F., Louvel, S. and Valette, A. (2011) Academic careers: The limits of the 'boundaryless approach ' and the power of promotion scripts. Human Relations [online]. 64 (7), pp.971-996. 7. Inkson, K. and Arthur, M. (2001) How to be a successful career capitalist. Organizational Dynamics [online]. 30 (1), pp.48-61. 8. Inkson, K., Gunz, H., Ganesh, S. and Roper, J. (2012) Boundaryless Careers: Bringing Back Boundaries. Organization Studies [online]. 33 (3), pp.323-340. 9. Rodrigues, R.A. and Guest, D. (2010) Have careers become boundaryless? Human Relations [online]. 63 (8), pp.1157-1175. 11. Sommerlund, J and Boutaiba, S. (2007) "Borders of “The Bundaryless career”", Journal of Organizational Change Management, Vol. 20 Iss: 4, pp.525 - 538 12 13. Walton, N. (2013) An Introduction to Human Resource Management. Second Edition Edition. SAGE Publications Ltd.