Professional Capability - Career & Leadership Development Flashcards
Culture of Career Development
Create the content and opportunity for learning
Promote the learning
Make time for learning
Evolution of Leadership Models
Industrial:
Hierarchical & Authoritarian - leaders directly tell their followers exactly what to do and how to do
Leadership and management as identical concepts
Led by command and control structures
Evolution of Leadership Models
Post Industrial:
Distinguish between leadership and management as separate concepts
Management focus on administrative process, Leadership relies on behavior and characteristics
Account for complexity of organizations, widespread availability of info, speed of change, new expectations of knowledge workers
Leadership is anticipated at every level of an organization.
Industrial Leadership Theories
Behavioral theory: focus on actions of leaders such as democratic, autocratic, laissez faire
Great man theory: leaders are born not made
Trait theory: people are born with Leadership traits
Post Industrial Leadership Theories
Contingency theory; suggests that there is no one correct type
Situational theory; is related to the contingency where leaders choose the best actions based on the situation
Participative theory; proposes that ideal style includes taking another’s input
Management and Transactional theory; focus on the role of supervision and group performance
Relationship and Transformational; focus on connection between leaders and followers
Adoptive Leadership; discuss the ability to adopt based on 4 principles; emotional intelligence
Organizational Justice
Development
Character
Leadership Styles
Directive: give specific advice, establish ground rules and structure, clarify expectations, assign work tasks
Supportive: promote good relations, show sensitivity to employees needs
Participative: make decision with group (consult) , share info with the group
Achievement oriented; set challenging goals, encourage high performance, showing confidence in groups ability
Leadership Styles
Transformational; encourage and motivate employees
4 I: inspirational motivation, idealized influence, individualized consideration, intellectual stimulation
Situational; adopt different style depending upon the requirements of situation and development level of everyone being addressed
Charismatic; driven by commitment to their cause, they derive influence from their charm and persuasiveness
Servant; lead to serve others, not to attain more power
Transactional; focus on practically managing the work and rewarding performance effective in crisis and emergency
Career Models & Paths
Career development planning involves assessing employees interests and capabilities and encouraging development that fulfills both their aspirations and meets the organization’s needs.
Career Models & Paths
Benefits of Career Development Plan;
A skilled workforce, a filled succession plan, prepared future leaders, acquisition of the best talent, increased retention and engagement, motivated-productive-innovative workforce
Career Models & Paths
Organizational methods by which employees develop and progress
Beneficial because they establish the capabilities the organization needs and values today and for the future
Career Paths
1) Vertical: traditional path, moves in upward progression, each advance represent increased responsibility and authority
2) Horizontal: represents a career move that is accompanied by a desire for more variety in tasks or challenges. It will include broader experience but not promotion.
Career Paths
3) Career Lattice: crisscrosses the career path through an organization and offers opportunities to experience different jobs or departments while learning more about the organization
4) Matrix: attempts to make each milestone meaningful by ensuring that individuals learn specific content before advancing. The matrix path will likely have 2 or more tracks, required competencies and defined roles.
5) Cyclical: made up of a succession of spirals in which the individual moves from home base to another location to gain knowledge or skills and cycles back to home base after each.
Home base is either a permanent position or in some cases, a temporary agency
Alternative Learning Paths
Supporting an individual’s careers progression. Exams are; stackable credentials and apprenticeship programs
Stackable Credentials
Part of a sequence of credentials that can be accumulated over time to build an individual’s qualifications and help them to move along a career pathway or up a careers ladder to different and potentially higher paying jobs
Apprenticeship Program
Combines on the job training with related classroom instruction
Mostly focus on manual labor and hands on fields, they are expanding into other industries
