Case Study 2 (p. 228): Preparing a Career Development Plan
1. What are some of the possible reasons Scott did not seek or receive advice from her immediate supervisor?
Regardless of the source from which employees are recruited-internally or externally-managers play a key role in expanding the talent pools of the firms"(p.200). There a couple of things that stand out in this case study. One, Scott has low self-esteem, putting herself down by feeling inferior because of “just” having a high school education and not some college. This lack of self-worth radiates negativity, the appearance of a lack of ambition and satisfaction with the current level of responsibility. Secondly, she does not seem to communicate well with her supervisors about training opportunities that would allow her to grow within the organization. But instead, takes it on herself to apply for positions clearly out of her comfort zone. This only confirms to her that the status quo cannot be changed and she has no chance to ever finding a better position. Then, she finally signs up for accounting classes to better her chances for a higher paying job, and misses the opportunity to use it as a selling point for her own ambitions. Scott did not set clear goals for herself when she applied for the different jobs offered through her company, instead the indiscriminately chose job opportunities that paid a better wage/salary than her current job. This demonstrates a lack of mentorship, direction and career development opportunities by her supervisors or managers. "Good managers listen to their employees' aspirations, act as coaches, identify their strengths and areas for improvement, and offer the continual feedback about their performance" (p. 200). The case study creates the impression that no one even took the time to assess her talents or discussed meaningful career planning as part of employee evaluations. Even if she seems to lack potential as perceived by her supervisors,...
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