By J Benjamin Forbes
This ebook is the 1st to give research-based information, instead of opinion, as regards to govt mobility. J. Benjamin Forbes and James Piercy have introduced jointly ten years of analysis on quite a few themes, together with backgrounds of leader govt officials, early intra-organizational mobility, and backgrounds and placements of woman executives, then built-in the implications to shape a correct photo of administration mobility in ultra-modern company international. In collecting facts at the complete careers of CEOs, Forbes and Piercy checked out a number of industries, together with production, software, transportation, banking, coverage, and retailing, in addition to the socio-economic backgrounds of those industries' executives. through the paintings, the authors take care of particular concerns, similar to early promotions as opposed to the "late bloomer," altering agencies or industries to maneuver up extra fast, and the best possibilities for ladies executives. Following an introductory bankruptcy that offers an summary of the present surroundings and standard knowledge, Forbes and Piercy supply particular discussions of beginning a occupation and the significance of early move; the early pageant; and mid-career matters together with exchange routes to the head. next chapters care for profiles of and projections for lady executives; origins and youth of the executive govt, together with schooling, social prestige and private features; and transformations and adjustments through the years. The paintings concludes with a dialogue of the careers of CEOs in several industries, and a pragmatic examine reforming improvement and choice and strategically making plans a person profession. This paintings can be a invaluable device for human source pros in addition to for pros and scholars within the administration box. Public, educational, and enterprise libraries also will locate it to be a huge addition to their collections.
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Additional info for Corporate Mobility and Paths to the Top: Studies for Human Resource and Management Development Specialists
The AT&T studies showed the importance of successful performance on a challenging first job and the importance of successful performance in an assessment center evaluation (Berlew & Hall, 1966; Bray, Campbell, & Grant, 1974; Howard & Bray, 1988). This indicates that the Bell operating companies emphasized the early identification of management Early Competition 33 potential and that subsequent promotion opportunities were determined at a very early point in the career. This could be described as sponsored or tournament mobility.
The statistics indicated that all three variables^—past attainment, initial function, and number of different jobs— contributed uniquely to the prediction of final career attainment. Early promotions (by year 4) had little impact in comparison to later progress (year 7), functional background, and breadth of experience. DISCUSSION OF RESEARCH RESULTS The results of this study offered only weak support for the tournament model of career mobility. Although early promotions were related to 32 Corporate Mobility later attainment, strict tournament rules were not in force, because the losers—those passed over in the early periods—were later able to move up quickly.
In another three years, promotions came again, but this time to only 32 of the 71 managers. The small differences in the timing of the earlier promotions proved to be significant. Of the 32 who received the final promotions, 28 had been promoted in the first group six years earlier, and were also in the first group for the second promotion. The other four had been in the second group for the first promotion but in the first group for the second round of promotions. This study clearly contradicts our earlier beliefs about Japanese promotion systems.