Essay plan - Critically examine the effects of the ‘boundaryless career’ on individuals, organisations and society PDF

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The is an essay plan for the title above. This is a plan made for the essay that you need to write in the exam. As this was the question that we had to prepare beforehand for part A of the exam. These are notes and a plan that helps answer all the questions relating to boundary-less topic (which we ...

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Essay plan Fenil Shah

Amanda Hay

Critically examine the effects of the ‘boundaryless career’ on individuals, organisations and society. Introduction Boundaryless careers have a big impact in both positive and a negative way on individuals, organisation and society. The types of career changes over the years from the traditional career, which focuses on working at one organisation for long period of time. Compared to boundaryless career which is an occupational path that has people working at multiple organisations at different career levels (Arthur, 1994). There is a conflict which suggest that boundaryless career is only beneficial to people with rare and valuable skills and on the other hand it is a risk for people with low skilled jobs. This essay will further extend to how boundaryless career are more in favour of the organisations compared to the individuals as seen by the model that it is more favourable to employers than the employees which leads to the ethical problem against employability rights (Ghoshal, Moran, and Bartlett, 1996), (Waterman, and collard, 1994). I will also discuss the ethical issue facing boundaryless career in terms of the employers putting all the risks to the employees without considering their benefits (Van Buren, 2000). Boundaryless career has been proven to be beneficial to the small amount of workers who are categorized as ‘Top/First tier’, As their rare skills lets them demand for an acceptable treatment from the employers (Meyer, 1996). This essay will also talk about the solution that suggested ‘vesting employability rights to employees that must be satisfied by the employers’, as employability was defined as commitment to enhancing the skills of the employees so they can protect and continuously improve their options for gainful employment (Ghoshal, Moran, and Bartlett, 1996).

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Effects of Boundaryless careers on individuals, organisations and society (Positive and negative) First tier workers – rare skills enable them to demand fair treatments (Frank and Cook, 1996). ‘Them who has, gets it' (Meyer, 1996) Employees and employers able to ‘contract freely’, without long term relationships. Boundaryless careers put employees in a weaker position to bargain. They would not receive benefits as long term relationships are good for companies but changing career patterns would mean they eliminate the long term relationships (Meyer, 2000). The reduction of non-wage benefits as they are for permanent employees, (Perrow, 1996). People of colour and older people would find it more difficult to find new jobs (Ethical) much less jobs that pay comparable salaries and benefits. (Blair, 1995). Employees are powerless to resist the demands made by the employers for work and as some employees in low-wage jobs are demanded to take a drug test (Ehrenreich, 2001). The organisation benefits more from the boundaryless careers than the employees.

They shift their risks from the employers to the employees without having to counterbalance their benefits. Organisations preference for flexibility has changed the career patterns over the year. People have suggested that the career changing patterns is driven by the employers in order to cut costs of benefits and permanent employees. Employers can take actions for employees in boundaryless careers to give them benefits but that would mean them performing under the law which could affect the organizational profitability in the short run. Conclusions     

Views on boundaryless careers effecting the individuals, organisations and society. Who benefits and in whose favour is boundaryless career in of. (Briefly describe employees and first tier workers benefit) My opinion on boundaryless career and the how career pattern has changed from traditional to boundaryless career over the years. Talk about Van Buren’s views on the boundaryless career and my opinion on it. (Agree with the implications and solutions he suggested). Talk about the risk involved for individuals and how it can affect their career or how organisations profitability may be affected in short run.

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Arthur, M.B., and Rousseau, D. M. 1996. “Introduction: The Boundaryless Career as a New Employment Principle.” In M. B Arthur and D. M. Rousseau, eds. The boundaryless career: A New Employment Principle for a New Organizational Era, 320. New York: Oxford University Press. Blair, M. M. 1995. “Corporate ‘Ownership.’ “The Brookings Review 13: 16-19. Ehrenreich, B. 2001. Nickel and Dimed: On (Not) Getting By in America. New York: Metropolitan Books. Frank, R. H., and Cook, P. J. 1995. The Winner-Take-All Society: How more and more Americans Compete for ever fewer and Bigger prizes. Encouraging Economic waste, Income Inequality, and an Impoverished Cultural life. New York: Free Press. Ghoshal, S., Moran, P., and Bartlett. C. A. 1996. “Employment Security, Employability, and sustainable competitive Advantage.” Paper presented at the 1996 Academy of Management annual meeting, Cincinnati. Ohio. Harry J. Van Buren III. (2003). Boundaryless Careers and Employability Obligations. Business Ethics Quarterly. 13 (2), p131-149. Meyer, G. J. 1996. Executive Blues: Down and out in corporate America. New York: Franklin Square Press. Perrow, C. 1996. “The bounded Career and the Demise of civil Society.” In M. B. Arthur and D. M. Rousseau, eds. The Boundaryless Career: A New Employment principle for a New Organizational Era, 297- 313. New York: Oxford Press. Rousseau, D. M. 1995. Psychological Contracts in Organizations. New York: Oxford University Press. Tom Redman, Adrian Wilkinson (2013). Contemporary human resource management: text and cases. 4th ed. Harlow: Pearson Education Limited.

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Van Buren III, H. J. 2000. “The Bindingness of Social and Psychological Contracts: Toward a theory of social responsibility in Downsizing.” Journal of Business Ethics 25: 205-219. Waterman, R. H., Waterman, J. A., and Collard, B. 1994. “Toward a Career-Resilient Workforce.” Harvard Business Review 94: 87-95....