Chronicles the business rationale, the cross-functional commitment, and the process of designing and launching a well-integrated career development program at Monsanto. (JOW)

Interviews with 70 successful people with learning disabilities resulted in a model for successful employment. Elements include control, internal decision, adaptability, goal orientation, reframing, persistence, goodness of fit, learned creativity, proactivity, and social ecologies. (JOW)

Describes two initiatives developed by Sears that were designed to align career development with business goals: goal cascading, in which individual performance goals were used to determine needed skills and knowledge; and proactive career planning, a guide for career management developed when the corporation underwent significant organizational…

Describes a career development initiative that was an integral part of a major culture shift within Union Pacific Resources. Discusses how cross-functional change agent teams helped set employee expectations and build a culture within the organization. (JOW)

An organizationally based career development model posits that considering both individual and organizational perspectives is problematic and planning must take both a causal and purposive perspective. Computer-assisted career guidance can assist in developing individual action plans and provide aggregate data for organizational development. (JOW)

Suggests that the career self-reliance model that proponents represent as a model shift, has, in reality, been the cornerstone of U.S. economic life for the last two centuries. Discusses the valuable precepts of career self-reliance as a useful counseling model as well as its serious, unexamined flaws. (JOW)

The Self-System-Synergy model provides the philosophical framework for the concept of career resiliency, which has become the basis for many organizational initiatives. The three elements are self-reliance (the power of personal beliefs), interdependence (the connectedness of multiple systems), and self-renewal through continuous learning. (JOW)

Paul Stevens' model of career development--a holistic approach to work and personal life as the components of a career--was adapted for use at Australian Guarantee Corporation. The strategy included internal promotion, use of focus groups to identify staff issues, pilot workshops, executive support, linkage with other human resource functions, and…

Discusses two trends that are occurring in the workplace: (1) the need for workers to take greater responsibility for their own employability and career development and (2) the death of the job as traditionally defined. Identifies employee career-development programs including those facilitating the movement of workers into a "dejobbed" workplace.…

Career development activities are being linked to business goals at Tektronix on the basis of the following principles: full truth, win-win, personnel confidentiality, and mandatory training and development. (JOW)

Includes five articles: "Introduction"; "Workplace Trends"; "Challenge of Change"; "The Choice"; and "Techniques of 'New Work' Places." Reports that many new jobs are being created in services and trades; "new work" accommodates global trends; workplaces choose to succeed or fail in the new environment; and successful techniques involve trends,…

Includes "Introduction" (Sommerstein); "Understanding the Older Worker: Physical and Emotional Factors" (Myers); "Changing Work Environment" (Dennis); "Expectations versus Reality" (James); "Late Life Addiction Response and the Role of Career Planning" (Britton); "Case Study of a…

An annotated bibliography of 295 journal articles on managerial and organizational career development. (JOW)