Please Respond to the classmate listed below: (my answers to the questions are attached as week 6 discussion)
Timothy Morris
Using your knowledge of the stages of life and career development, explain how the career issues of a 27-year-old differ from those of a 45-year-old. What are the organizational implications of the issues you identified?
Typically a 27 year old will find themselves trying to learn their jobs, organizational rules and norms, fit in, increase competence, and pursue the “American Dream” (Werner, 2017) as they are in the early part of their careers. Whereas a 45 year old will reappraise early career and early adult-hood, reaffirm or modify “The Dream” , make choices appropriate to middle adult years, remain productive in work, they are in the middle of their careers (Werner 2017). Also, a 45 year old usually has a well established career, whereas a 27 year old may not yet know what career they want. For instance I’m coming up on my 44th birthday and I will be changing careers because I’m retiring from the Navy. The way I see it, if I waited much longer I may lose the confidence in potential employers because I would be perhaps too old to start a new career and give them very much in return for their confidence in me.
Explain why management development is one of the most common HRD activities found in organizations today.
As in the case of Nurse Professional Development, many companies identify, develop, and advance staff talent through professional development opportunities. Whether it’s through continuing education programs, memberships on committees and boards, coaching and mentorship, specialty certification, or access to resources. For succession planning companies should recognize employees with rising leadership potential and mentor them toward career advancement as a future leader. It is in most companies best interest to help the staff achieve their highest potential and performance by supporting continuous professional development (Kiss, & Smith, 2018). I have heard of many companies hiring from within to include promotions and moving people up the proverbial ladder. So in that case if they don’t educate and train their people they are missing out on great opportunities to maximize their potential and the company’s greatest asset; their employees.
References
Werner, J. M. (2017). Human resource development: Talent development. Cengage.
Kiss, E. & Smith, C. (2018). Preparing Nurse Leaders in Nursing Professional Development. Journal for Nurses in Professional Development, 34 (6), 332-335. doi: 10.1097/NND.0000000000000482.
Chapter 12 & 13-power points slides attached… Also my answers to the discussion questions are attached as (week 6 discussion…..)
Book Link: https://bookshelf.vitalsource.com/reader/books/978…
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