Career Dynamics

Edgar H. Schein enunciates with clear understanding of what individual development means to an organization. Often organization perceives employees come to organization where they are on free will to explore options. In accordance with that individual development plan focuses on work oriented development activities. But unknowingly employees are whole person where personal factors affect the productivity of an employee in an organization. Here Edgar H. Schein focuses on categorizing the problem one faces in his (her) life. He links each categories of problem in relevance with organizational needs. 1. Biological and social aging process 2. Family relationships 3. Work and building the career
Post categorizing all the categories was framed into scenario analysis for better understanding of interactivity among each. Various stages in a person’s life are taken as a factor. “Life is seen as a continuously unfolding process in which each person has at least the opportunity to continue to develop unused potentials”
Upon delving deeper into various stages of biosocial life cycle Edgar H. Schein divides biosocial issues age wise with respective issues to be confronted and task to be accomplished. He also describes situations and conditions which lead to better or worse management of transitions. Moving into career cycle Edgar H. Schein postulates relationships with biosocial life cycle as there is subtle difference. Higher linkage is achieved through age and cultural norms which follows similar pattern as biosocial lifecycle. He also describes basic dimensions through external career movement and external reference point for internal career experience. With the help of “three dimensional model of an organization” Schein describes career cycle of various functions in a hierarchical organization. At various age levels he describes issue one will prone to face and task one will stumble upon.
In developmental analysis of family cycle analysis tends to be a bit