Climbing the Corporate Ladder
Climbing the Corporate Ladder
Isabelle Alston
OMM 618: Human Resources Management
Climbing the Corporate Ladder
Introduction
For five decades people who work at Murdoch Developmental Center have dreamed of climbing the corporate ladder. They dream of advancing to the top, moving from one level to the next, earning more money, receiving better benefits; but few people stop to think about the responsibilities that come with each promotion even if it is a state run facility. As a matter of fact, most people who work at Murdoch Developmental Center never stop to think about their replacement once they have advanced to the next level or how to recruit for that new employee who will fill their old position. They seldom think about the new employees’ evaluation, or training and development until they are faced with performing such tasks. Therefore, this paper will discuss the responsibilities that come with climbing the corporate ladder as well as how the continuous learning theory improves the quality of caring for caring for others who live at Murdoch Developmental Center.
Promotion
Dessler (2011) identifies competence as the basis for promotions and since competence is the basis for promotions, managers use performance appraisals to help them reach such decisions (Dessler, 2011). Adding to this, Dessler (2011) asserts that promotions today often means lateral moves or transfers; and in such situations it is not so much the higher level job or more pay that are offered, but the opportunity to assume new responsibilities, or continue the same level of responsibilities, or increase decision making responsibilities within the same job (Dessler, 2011). For example, a Health Care Technician I who advances to Health Care Technician II at Murdoch Developmental Center will not receive a significant increase in pay, or increase in decision making; but this will increase the likelihood of that person being held responsible for what those under his or her supervision.
Isabelle Alston
OMM 618: Human Resources Management
Climbing the Corporate Ladder
Introduction
For five decades people who work at Murdoch Developmental Center have dreamed of climbing the corporate ladder. They dream of advancing to the top, moving from one level to the next, earning more money, receiving better benefits; but few people stop to think about the responsibilities that come with each promotion even if it is a state run facility. As a matter of fact, most people who work at Murdoch Developmental Center never stop to think about their replacement once they have advanced to the next level or how to recruit for that new employee who will fill their old position. They seldom think about the new employees’ evaluation, or training and development until they are faced with performing such tasks. Therefore, this paper will discuss the responsibilities that come with climbing the corporate ladder as well as how the continuous learning theory improves the quality of caring for caring for others who live at Murdoch Developmental Center.
Promotion
Dessler (2011) identifies competence as the basis for promotions and since competence is the basis for promotions, managers use performance appraisals to help them reach such decisions (Dessler, 2011). Adding to this, Dessler (2011) asserts that promotions today often means lateral moves or transfers; and in such situations it is not so much the higher level job or more pay that are offered, but the opportunity to assume new responsibilities, or continue the same level of responsibilities, or increase decision making responsibilities within the same job (Dessler, 2011). For example, a Health Care Technician I who advances to Health Care Technician II at Murdoch Developmental Center will not receive a significant increase in pay, or increase in decision making; but this will increase the likelihood of that person being held responsible for what those under his or her supervision.
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