Attached.

Running head: CAREER CHOICE AND DEVELOPMENT

Career Choice and Development (Part I)
Name
Institution

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Part I
1. Discuss how the establishment of an organizational infrastructure that supports the
integration of a career and succession plan competency models and value systems can
help employees overcome the doom loop with respect to understanding your own career
status.
Organizational infrastructure plays a great role in positively influencing the performance. The
integration of career and succession plan plays an important role in ensuring that there is a better
engagement within the organizational performance. There is need to ensure that there is a better
understanding of the key underlying elements within the organizational development which will
likely have a positive influence on organizational performance. Succession planning involves
identification of critical positions within the organizational environment and develops a clear
action, which allows individuals to occupy the identified positions. Organizational goals and
objectives play an important role in providing a better focus, which provides a clear plan for
organizational engagement (Hoekstra, 2011).
Organizations are made up of employees with varying ages, which means that as other employees
reach retirement age, new employees are recruited to fill the vacant positions that have been left.
To ensure that there is positive engagement within the organizational environment, the
organization should be able to formulate better structural considerations to ensure that there are a
positive engagement and continued attainment of organizational goals. Getting the right person to
fill these vacant positions is always a challenge to organizations. There is need to put in place
quality infrastructure which ensures that there is a positive engagement within an organizational
environment where employees within the organizational setup can be effectively trained to occupy
these positions successfully.
Succession planning is an important aspect of organizational strategic planning which aims at
ensuring that there is a positive focus on creating a better understanding of the key focus within
given key positions within the respective organizations. It puts into consideration effective
measures ineffective creating an understanding of key elements that need to be considered to
ensure that there is no vacuum within the organizational performance. A good business strategy
should be able to identify such measures within organizational environment since there is the need
for effective planning within the organizational environment.
Every employee wishes to make progress within their respective areas of focus within the
organization, and this is done mainly by ensuring that they are committed to the organizational
course as well as ensuring that they achieve their specific targets based on the understanding of
organizational performance structure. Therefore avoiding the doom loop is directly linked to the
infrastructural wellbeing of an organization and its ability to make quality replacements within
their operational environment. Planning effectively is all it takes to have a successful organization
that has a sustained performance level over a long period. There is need to ensure that there is
specific consideration of each risk that is likely to occur within the organizational environment.
The management team should be very much aware of these issues and forecast the position of the
organization if such a risk would occur within their organizational environment and develop an
effective counter-strategy that would have a positive influence on organizational performance
(Heslev, 2005).

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Many organizations have failed to recover when they lose their highly influential employee in key
positions such as financial operations or management. This is mainly due to the inability to develop
a lasting plan which can be effectively engaged in creating a better environment where such
occurrences can be countered and ensure that the organization is cushioned against any foreseeable
negative influences within the organizational environment. Even though it is important to
understand that individuals have different skills abilities and level of knowledge, there are certain
ways that organizations shape their operational environment such that individual brilliance cannot
overshadow the laid down procedures, which means that the performance levels of all employees
are limited based on the interests of the organization in question.
Based on the understanding of competency model, different competencies should be organized in
a clearer and straightforward manner, which should form the basis under which an organization
can be able to operate in. These factors, include skills. Personal abilities and knowledge, which
form an important part in an organizational environment. Having a reliable and valid competency
model means that organizations should be able to any form of bias within its structural composition
but strengthen the existing infrastructure in promoting the overall well-being of junior employees
into senior positions based on the outlined succession planning strategy.
Training of staffs is another important plan that many organizations have employed in ensuring
that they have very competent and well-engaged employees where the departure of another
employee does not create a vacuum within the organizational environment. There are other
employees within the organization that has gained knowledge through important training sessions
which have provided them with key skills and knowledge that can help them serve the organization
in such capacity. Self-evaluation provider’s employees within organizational environment better
understanding of their actions and overall position within the organizational environment. Many
organizations develop an understanding of employees who are eligible for promotions based on
their performance levels and show of commitment to the organizational course. Many
organizational therefore have developed a strategy where promotions depend on the ability of an
employee to show that they are valuable to the organization and can work effectively in a higher
position (Hoekstra, 2011).
2. Describe what you would see as the “ideal” career management system for a mediumto-large-sized organization. Why did you pick the elements to include that you did? How
does this system benefit both individuals and the organization?
Career management systems provide an environment where employees within a given organization
can be in apposition to be positively engaged and ensure that they can grow in their careers going
forward. It involves quality planning because they have a positive engagement where they can
have a successful environment where they can be able to grow. Employees wish to work in an
organization that has a clear and a well-engaged career management system with a simple
understanding that the organization is considerate of the need for the employee to grow and attains
a higher level of success. Having an ideal career management system has a very critical
understanding on the need to effectively provide an understanding of important elements that need
to be considered and create an effective environment where employment growth is one of the key
pillars of organization’s developmental agenda.
For organization to grow going forward, its employees must be directly involved in spearheading
the growth, and this can only be achieved if there is a better plan in place which directly focuses
on the overall well-being of employees and ability to show that the organization is ready to

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embrace development. It is very costly for an organization to employ new employees to spearhead
development. The natural choice, in this case, would be to ensure that there are a better planning
and organization were employees within the organization can be allowed to grow either
independently with organizational support or through organizational based engagement which
focuses on creating an improved working environment. The success of a business organization lies
within its planning system, which puts into consideration such measures.
Some models and systems have been put in place to provide a critical explanation of different
methods that can be effectively put in place to enhance career development. The most important
aspect that is crucial regarding the method that is adapted for career development is the suitability
of the suggested system with the organization operates and management guidelines which need to
have a better link up to have any chances of success. Therefore, when considering the highly
dynamic business environment, the model that would be effective for small size and medium-sized
organizations should be able to have a greater focus on the existing issues within the business
environment such as high level of flexibility. The Stevenson’s career architecture model is the
most effective model for both small-scale and medium-sized organizations. These organizations
need to grow, and growth within the organizational environment cannot be achieved through
improper planning (Hoekstra, 2011).
This model emphasizes on the aspect of diversity and being competitive, and thus there is a crucial
focus on the need to ensure that there are positive understanding of the underlying issues within
the organizational environment. Understanding the environment in which the organization is
operating from creates an effective environment where it is possible to engage various stakeholders
in place for a better and effective understanding of the key underlying issues within business
development.
The Stevenson’s career architecture model focuses on the development of quality and strong
organizational foundation, which can be able to withstand a high level of organizational pressure
especially the pressure that is created by competitive forces within the market environment. It
asserts that teamwork; consultation and putting in using the set models of career architecture can
be very important points to offer a solid foundation to an organization, which seeks to have a
positive engagement within the market by exploiting the existing gaps in the market (van Tuijl &
van der Molen, 2016).
Combining new and old ideas provide an organization with a string basis where it can be a success.
The Stevenson’s career architecture model, therefore, puts into focus the existing and previous
strategies to develop a complete model that has a positive engagement within the organizational
environment. Progress within the organizational environment is developed based on an effective
understanding of the previous and existing plans to ensure that there are no errors that are being
made when making crucial business decisions in career development.
A model that is chosen should be able to have a positive influence on the well-being of employees
as well as the organization since it is the employee who will ensure that the system that has been
put in place is effectively outlined and represents the critical focus and understanding which have
been significantly considered in the development process. New employees need to understand the
past business environment to relate where the organization has come from, where it is an important
strategy that can be effectively put in place to ensure that there is a better understanding of the
existing issues within the organizational environment. Therefore, the choice of the Stevenson
model is developed with the understanding that it aims to consider all the factors that influence

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organizational production and the overall understanding of the organizational position. An ideal
system is the one that can be effectively considered under any given environment and ensure that
small or medium-sized company can have better chances of succe...