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People as sculptors versus sculptures: what shape career development programmes?

Research output: Contribution to Journal/Magazine › Journal article › peer-review

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People as sculptors versus sculptures: what shape career development programmes? / Giles, Melanie ; West, Michael.
In: Journal of Management Development, Vol. 14, No. 10, 1995, p. 48-63.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Giles, M & West, M 1995, 'People as sculptors versus sculptures: what shape career development programmes?', Journal of Management Development, vol. 14, no. 10, pp. 48-63. https://doi.org/10.1108/02621719510100834

APA

Giles, M., & West, M. (1995). People as sculptors versus sculptures: what shape career development programmes? Journal of Management Development, 14(10), 48-63. https://doi.org/10.1108/02621719510100834

Vancouver

Giles M, West M. People as sculptors versus sculptures: what shape career development programmes? Journal of Management Development. 1995;14(10):48-63. doi: 10.1108/02621719510100834

Author

Giles, Melanie ; West, Michael. / People as sculptors versus sculptures: what shape career development programmes?. In: Journal of Management Development. 1995 ; Vol. 14, No. 10. pp. 48-63.

Bibtex

@article{883ef504c8de4959a3b74138b3d544a4,
title = "People as sculptors versus sculptures: what shape career development programmes?",
abstract = "Based on the assumption that employees want more personal control over their career development, organizations are currently pursuing the implementation of career development programmes at an unprecedented rate. In reality, however, employees appear reluctant to assume increased responsibility for their careers. Explores general satisfaction with a career development programme currently in operation. Determines what underlying factors both internal to employees and within their work environment tend to facilitate or impede the tendency to become proactive in shaping career opportunities. Semi-structured in-depth interviews were conducted with 72 salaried personnel randomly selected from an international organization. Some support was provided for the role of both individual and situational characteristics in predicting uptake of the career development programme. Particular importance was attributed to the lack of organizational support for the process. The implications of these findings are discussed and recommendations for the successful implementation of career development programmes are made.",
keywords = "Career development, In-depth interviews , Organizational policy , Participation",
author = "Melanie Giles and Michael West",
year = "1995",
doi = "10.1108/02621719510100834",
language = "English",
volume = "14",
pages = "48--63",
journal = "Journal of Management Development",
publisher = "Emerald Group Publishing Ltd.",
number = "10",

}

RIS

TY - JOUR

T1 - People as sculptors versus sculptures: what shape career development programmes?

AU - Giles, Melanie

AU - West, Michael

PY - 1995

Y1 - 1995

N2 - Based on the assumption that employees want more personal control over their career development, organizations are currently pursuing the implementation of career development programmes at an unprecedented rate. In reality, however, employees appear reluctant to assume increased responsibility for their careers. Explores general satisfaction with a career development programme currently in operation. Determines what underlying factors both internal to employees and within their work environment tend to facilitate or impede the tendency to become proactive in shaping career opportunities. Semi-structured in-depth interviews were conducted with 72 salaried personnel randomly selected from an international organization. Some support was provided for the role of both individual and situational characteristics in predicting uptake of the career development programme. Particular importance was attributed to the lack of organizational support for the process. The implications of these findings are discussed and recommendations for the successful implementation of career development programmes are made.

AB - Based on the assumption that employees want more personal control over their career development, organizations are currently pursuing the implementation of career development programmes at an unprecedented rate. In reality, however, employees appear reluctant to assume increased responsibility for their careers. Explores general satisfaction with a career development programme currently in operation. Determines what underlying factors both internal to employees and within their work environment tend to facilitate or impede the tendency to become proactive in shaping career opportunities. Semi-structured in-depth interviews were conducted with 72 salaried personnel randomly selected from an international organization. Some support was provided for the role of both individual and situational characteristics in predicting uptake of the career development programme. Particular importance was attributed to the lack of organizational support for the process. The implications of these findings are discussed and recommendations for the successful implementation of career development programmes are made.

KW - Career development

KW - In-depth interviews

KW - Organizational policy

KW - Participation

U2 - 10.1108/02621719510100834

DO - 10.1108/02621719510100834

M3 - Journal article

VL - 14

SP - 48

EP - 63

JO - Journal of Management Development

JF - Journal of Management Development

IS - 10

ER -