Make your own free website on

Career Management - Part 3


Your needs, expectations and advancement opportunities would change as you move through your career stages (Figure 3.1), hence it is only effective with timely review and evaluation of career management process in each stage (Harrison, 1992).

3.1  Stage One: Entry to the Organization

a.       Employees in this stage are usually fresh graduates with less than three-year experiences.

b.      This is an important phase as who successfully complete this stage can help to avoid many problems of career stagnation and dissatisfaction that might arise.   

3.2  Stage Two: Progress within Particular Areas of Work

a.       Employees in this stage are established employees who are steadily progressing in particular jobs or areas of work.

b.      It is a critical period for employees to ensure they are on right track of their career plan. 

3.3  Stage Three: Mid-career

a.       This period is marked by efforts to stabilize the gains of the past.

b.      Two extremes:

(1)   High-flier, who can move up to a higher level with significant achievements at early adulthood.

(2)   Mid-career plateau, the likelihood of additional upward promotion is usually quite low.  It can affect employee motivation, commitment and productivity.  Therefore, it is critical that employees at this stage have the ability to adapt and develop in the face of change or transition.     

3.4  Late Career

a.       Most people have wrong concept that their career ends at this stage.  In fact the individual has completed one career and may move to another one. 

b.      The retired employees must learn to accept a reduced role, to manage a less structured life, and to make new accommodations to family and community. 

Back to Management, Human Resource Management and Organizational Behavior Article List