The Changing Workplace

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The Changing Workplace

My Uncle started working at a very large construction company after severing four years in the United States Navy. He started as a general laborer and learned all aspects of the job. Slowly he worked his way up the ladder, never considering moving on to another company. After a decade of holding various positions within the company, he became manager of a large department. After 40 years, he retired with a sizeable pension and a company gift of a gold watch. He was a “company man”, like many men of his generation. According to Carlson (00), “For most of the 0th century, it was common for an individual to work for only one company during an entire career” (p.4).

There was a day when companies encouraged and valued the employee that started from the bottom and worked his or her way up the company ladder. According to Carlson (00), “Employees expected to work their way up through the ranks, starting at entry-level positions and gaining more and more experience as they were promoted to positions of greater responsibility. When an employee learned all the functions of a department, he or she moved into a supervisory position, and eventually into management” (p.4). This showed that employers valued the employee that was willing to demonstrate a “technical knowledge” (Carlson (00), p.4) of all aspects of his or her career.

In today’s changing workplace, just the opposite is true. According to Carlson (00), “in the 1st century, many people entering the workforce may work for as many as seven or eight different companies during their careers” (p.4).




It is common for today’s employee to obtain a skill set from one company that makes him or her valuable to another company; often these two companies are competitors (Carlson (00), p.4). My sister’s career path is an example of this changing philosophy. She just left her job as a Sale Analyst for a major sports trading card company in Carlsbad, California, for a better paying job with a competitor in Dallas, Texas. The Dallas based trading card company was willing to pay her for the knowledge and experience she had gain at her previous company.

According to Carlson (00), “today, management is viewed as a skill in itself” (p.4). Being an expert in a given field is not required to be an effective manager (Carlson (00), p.4). Companies often look for managers that have shown an ability to motivate people and achieve results (Carlson (00), p.4). In some cases being an outsider is considered an advantage. It allows them to come in with a new approach and fresh ideas that can be very beneficial to his or her new company.

Reference

Carolyn Carlson, Ph.D. “The Changing Workplace,” Workplace Monthly. New York Millenium Publishers, June, pg. 4.











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