Business Law (7) Assignment Example | Topics and Well Written Essays - 750 words

Business Law (7) - Assignment ExampleLikewise, it was also accent that employees bring a range of life history development issues (orientation, outplacement, work, and family) in the workplace (Mallor, Barnes, Bowers, & Langvardt, 2013, p. 459) as such, career development models would assist in designing policies and programs that were indicated to be implemental in addressing these issues and at the same time, provide ways and means for professional growth. 2. Why should companies be interested in helping employees plan their careers? What benefit rout out companies gain? What are the risks? Companies should be interested, be involved and be committed in helping employees plan their careers because the benefits that would be accorded to the employees would reverberate in terms of high productive and performance that is likewise beneficial to the organization. From among the benefits that the companies gain when they are involved in career planning and development are ensured co ntinuous supply of ingenious and competent employees as exemplified from the positive image that these companies exude higher employee morale and commitment maintaining a highly motivated personnel and effectively using the resources which would be instrumental in achieving organizational goals and sustaining financial success. The risks in assisting employees plan their careers are very minimal, which could include shouldering additional costs for career planning, development and management. 3. What are the 3 components of career motivation? Which is most important and why? Which is least important and why? The cardinal components of career motivation are career resilience, career insight, and career identity. Accordingly, career resilience is the ability of the personnel to address organizational dilemmas that affect implementation of their responsibilities. Career insight was explained as the ability of the personnel to discern their strengths and weaknesses and to link up the se to the goals which they have earmarked for their respective careers. Finally, career identity was defined as the degree to which employees define their personal values according to their work (Mallor, Barnes, Bowers, & Langvardt, 2013, p. 448). One firmly believes that the three components are equally important but if one were to select the most significant, it would be career resilience, or the ability of the employee to cope with the problems and challenges that are being encountered in the work setting because it takes innate skills of introspection and problem-solving to be able to resolve problems and bounce back to the level of performance expected in the organization. On the different hand, from among these components, the least important could be career identity because if the two other components are eminent, ultimately, the employee would eventually perceive personal and professional values (either consciously or subconsciously), as long as the organizational goals are effectively achieved. 4. What is a psychological contract? How does the psychological