Organizational Careers
In general, organizations obtain work from people by offering them some kind of career within their structures. The operation of organizations, therefore, depends on people’s assuming a career orientation toward them. To generate this orientation, organizations distribute rewards, working conditions...
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| Main Author: | |
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| Format: | Article |
| Language: | English |
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Sociology Press
2010-12-01
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| Series: | Grounded Theory Review: An International Journal |
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| Online Access: | https://groundedtheoryreview.org/index.php/gtr/article/view/73 |
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| Summary: | In general, organizations obtain work from people by offering them some kind of career within their structures. The operation of organizations, therefore, depends on people’s assuming a career orientation toward them. To generate this orientation, organizations distribute rewards, working conditions, and prestige to their members according to career level; thus these benefits are properties of the organizational career. To advance in this career is to receive more or better of all or some of these benefits. Generally speaking, therefore, people work to advance their organizational careers. But also, generally speaking, people do not like to talk about their careers or to be asked about them in everyday conversations with many or unknown people. In this sense, a person’s own organizational career is a sensitive or “taboo topic.”
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| ISSN: | 1556-1542 1556-1550 |