Professional Documents
Culture Documents
Jane Sturges Thesis 1996
Jane Sturges Thesis 1996
UBRARY
CRANFIELD
UNIVERSITY
JANESTURGES
SCHOOL OF MANAGEMENT
PhD THESIS
CRANFIELD
UNIVERSITY
SCHOOL OF MANAGEMENT
PhD THESIS
JANESTURGES
Supervisor:
December 1996
ABSTRACT
The aim of this research is to investigate how managers define career success for
themselves. It seeks to discover what differences there are in the way that women
and men, and older and younger managers, see their own career success. It fills an
identifiable gap in the literature on career success, in that it examines the subject
from the point of view of the individual, not the organisation. In doing so, it
responds to calls for work in this area, especially the development of "orientational
categories" which classify peoples' attitudes to careers according to their individual
predispositions (Bailyn 1989).
ii
ACKNOWLEDGEMENTS
This thesis would never have beenwritten without the help and support of family,
friends and academiccolleagues. In particular, I would like to thank:
Sue Vinnicombe, my supervisor, for her untiring enthusiasm, even during my work1'-III
least promising phases;
Ian Kershaw, who inspired me with the confidenceto undertakethe project in the
first place;
Lesley Robinson, for painstakingly proof-reading my thesis;
David Partington, for giving me advice on the methodology chapter;
All the staff at BT who helped to arrange the interviews and who participated in the
research;
My mother, for never doubting that I would succeed in finishing my thesis;
it
Pritchard,
least,
Andrew
but
last,
without whom simply would
of coursenot
and
this
for
been
have
to
project!
complete
and
me undertake
possible
not
iii
CONTENTS
Page
CHAPTER
1: INTRODUCTION
1.5
1.6
1.2
1.3
1.4
CHATTER
2.1
2:
BACKGROUND
12
12
2.1.2
13
2.1.3
16
2.1.4
2.1.5
2.1.6
2.2
CAREER
12
19
22
26
27
of career success
2.2.2
2.2.3
managers
Psychological influences on women's attitudes to
2.2.1
careers
2.2.4 The different reality of women managers'careers
2.2.5 The relationship betweenwomen managers'ideasof
careersuccess,their psychological developmentand
their careerpaths
27
33
36
39
41
iv
Page
2.3
43
2.3.2
48
2.3.3
2.4
Conclusion
CHAPTER
3.1
3:
58
3.1.1
Philosophical perspective
Pragmatic perspective
60
67
3.2.1
Research methods
69
3.2.2
71
76
3.2.3
3.2.4
3.2.5
3.2.6
3.4
64
68
73
78
80
Field work
3.3.1 Interviewing the participants
3.3.2 Problems and successesof the interview process
83
Data analysis
3.4.1 The approach to data analysis
3.4.2 The process of data analysis
87
3.4.3
CHAPTER
4.1
60
60
3.1.3
3.3
52
Research strategy
3.1.2
3.2
43
4:
OF NIANAGERIAL,
86
88
91
95
83
CAREER SUCCESS
be
their
to
do
What
on
managersconceive careersuccess
own terms?
4.1.1 Internal criteria of careersuccess
4.1.2 External criteria of careersuccess
4.1.3 Intangible criteria of careersuccess
97
97
98
101
101
Page
4.2
4.3
career success
The effect of age on manager'spersonalconceptionsof
103
104
109
career success
4.4
Discussion
112
4.5
116
CHAPTER
5.1
5.2
5.3
5.4
5.5
5:
DEVELOPING
A MODEL OF MANAGERIAL
CAREER SUCCESS
118
120
124
120
122
123
127
128
130
135
141
career success
5.5.1 The differences in emphasison external criteria
internal
in
differences
The
criteria
5.5.2
emphasison
intangible
in
differences
The
criteria
5.5.3
emphasison
5.6
118
129
133
136
143
143
149
151
154
154
career success
5.6.1 The decline in emphasison external criteria
154
vi
Page
5.6.2
5.6.3
5.6.4
5.7
156
158
careersuccess
Developing a model of managerialcareersuccess
CHAPTER
6.1
6:
BUILDING
A TYPOLOGY
OF MANAGERIAL
158
161
6.2
172
6.3
The Expert
178
6.4
The Influencer
185
6.5
The Self-Realiser
192
6.6
Problematic managers
Climber, Expert, Influencer and Self-Realiser: what kind of
likely
is
to see successas each type?
manager
199
6.7
CELAXTER 7:
SUMMARY
168
202
211
7.2
212
7.3
219
7.4
of career success
The effect of age on managers'conceptionsof careersuccess
226
7.1
7.5
7.6
7.7
CHAPTERS:
8.1
POSTSCRIPT
211
232
232
236
240
244
246
248
248
vii
Page
8.2
8.3
8.4
managers
The personal significance of the researchfi:ndings
248
250
251
REFERENCES
253
AjPPENDIX 1
266
APPENDLx 2
268
APPENDrx 3
270
AjPPENDim4
272
AiPPENDIX 5
273
APPENDix 6
284
viii
TABLES
Page
Table 3.1
Table 3.2
Table 5.1
Table 5.2
79
82
127
136
Table 5.4
Table 6.1
The Climbers
203
Table 6.2
The Experts
204
Table 6.3
The Influencers
204
Table 6.4
The Self-Realisers
205
Table 5.3
130
163
FIGURES
Page
Figure 2.1
Figure 2.2
24
Figure 2.3
of career success
Powell and Mainiero's cross-currents in the river of time
32
Figure 5.2
model
A model of managerial career success
A model of managerial career success(1)
A model of managerial career success(2)
Figure 5.3
Figure 4.1
Figure 5.1
17
117
162
165
167
CHAPTER 1: INTRODUCTION
CHAPTER
1: INTRODUCTION
that occurred to me at around that time was the "oddness" of some of my female
friends' careers. They were not odd at all, actually, but they just did not fit the pattern
development
learned
I
MEBA
At
"normal"
that
course.
which
about
on
my
of
career
large,
had
friends
in
By
they
their
chosen to
were
mid-thirties.
and
point most of my
be self-employed, work part-time, or were in the kind of jobs career literature
like
had
Others,
for
didn't
myself,
resumed
well-qualified graduates.
exist
pretended
or planned to resume their studies.
My thoughts about my own career and those of my ftiends came to a head, not
to
I
time
embark upon
the
or
not
whether
considering
was
when
surprisingly, at about
by
driven
for
PhD
decision
to
impossible
is
was
to
PhD.
It
a
study
my
whether
say
a
interest.
In
drove
decision
the
a
sense
in
my
interest
whether
or
women's careers
my
fact
The
intertwined.
it doesn't matter, because it seems right that the two were so
development
top
the
my
of
deliberately
at
had
I
career
own
my
that
put
already
this
an
to
was
journalist
to
meant
job
leaving
university
by
return
as a
my
agenda
be
(1995)
Marshall
As
often
can
investigate.
research
says,
for
to
me
obvious topic
linked with the researcher's life process "as they pursue topics of personal relevance
insight".
intellectual
life
development
as
hope
well
as
to
achieve
and
have
somewhat
direction
changed
the
research
my
of
My academic interests and
ideas
women's
but
days,
about
the
throughout
earliest
my
process
those
early
since
Beneath
have
to
me.
motivate
their
continued
in
careers
and
organisations
position
be
to
deserves
the
belief
deeply-held
lies
right
that
I
person
think,
every
a
these ideas,
has
PhD
for
the
Studying
in
individual
way.
any
and
stereotyped
not
treated as an
I
because
least
for
development
not
tremendous
me,
be
personal
of
period
to
a
proved
managers
are changing in a way which may also make existing preconceptions about career
success less relevant than ever before. Whereas William Whyte's Organisation Man
(Whyte 1956) was happy to devote his life to working his
way up the company
hierarchy, while his wife looked after the home and family, his
day
present
successor
is likely to have more ambivalent feelings about keeping the two
parts of his life so
separate (Gerson 1993).
According to writers like Kimmel (1993) and Hall (1990), men who achieve success
"traditional"
terms today often feel that something is missing from their life.
on
Scase and Goffee (1989) report that many male managers are less "psychologically
immersed" in their work roles than their predecessorswere. They believe that many
men now see career advancement as a means of enhancing personal lifestyles, which
from,
like
to,
they were in the past. As a
not subordinate
are separate
work roles,
defined
broadly
"are
and
result, men's conceptions of personal success
now more
include non-work criteria" (Scase and Goffee 1989). The implications of this for
be
have
definitions
to
explored.
of career success
yet
male managers'
1.3 The importance
to
success
of
career
of researching personal conceptions
organisations
from
have
time
the
to
Organisations also
a greater
present
gain at
much
individual
they
the
to
whom
managers
understanding of what career successmeans
have
1.2
in
described
made
may
While
section
the
changes
organisational
employ.
for
in
hope
their
to
kind
they
career,
achieve
the
might
of
success
employeesquestion
by
that
"career
of
many
disappearance
the
means
advancement"
the
of
organisations,
development
development
which
management
and
the processesconcerning career
be
have
to
rethought.
they have traditionally employed will
less
today
is
it
and
that
1.2,
are
in
detail
in
organisations
clear
As discussed
section
in
the
hierarchical
progression
less able to develop their managers'careersthrough
their
to
staff
If
to
in
offer
they
the
continue
want
past.
they
were
that
way
based
have
other
to
development,
something
on
these
for
will
career
opportunities
is
be
to
The
answered
remains
which
question
than the principle of upward mobility.
hierarchical
longer
to
is
it
if
be
founded,
development
related
no
can
on what career
has
to
bureaucratic
go".
"clearly,
(1989)
the
As Kanter
pattern
says,
progression.
it
the
And
it
y
do
securit
"what
about
what
with?
we replace
"But", she questions,
how
illuminates
"
Research
that
which
crave?
many
still
security
to
a
brought people,
managers themselves perceive their own career success may offer organisations a
better idea of what they
actually want from their careers and thus provide some
indication of potential
focuses
for
future
development
initiatives.
alternative
career
It is desirable in any case that the range
human
of
resource management practices
which organisations employ should reflect what employees feel about their careers
and their own career success; Peluchette (1993), for example, suggests that
"subjective career success has implications for one's mental
well-being and quality of
life, issues which most organisations are concerned about". The tendency for
organisations to view career successin purely external terms presumably is damaging
and demotivating for managers who do not see success in this way, and means that
the outcome of human resource management practices related to their careers may be
Gattiker
Larwood
(1988) maintain that "success criteria can help
unfavourable.
and
human resource specialists achieve a fit between the employee's real career
opportunities and needs"
If certain groups of managers, such as women managers or older managers, have
different ideas about career success from those which they are generally assumedto
hold, then their progress and development may be impeded, and the contribution they
better
Consequently,
to
the
gaining a
understanding of
organisation reduced.
make
has
implications,
kinds
different
to
particular
of managers
what career success means
for example, for organisations who run special programmes to develop women
is
"Any
understanding of career paths and effective personnel management
managers:
ignored"
(Gattiker
is
if
and
the
sub ective side of career success
substantially reduced
Larwood 1986).
Measures of career success as it has been traditionally understood, such as salary
level and hierarchical position, are also closely linked to the motivation and reward of
knowledge
improved
is
it
managers'
that
of
For
this
an
evident
reason,
managers.
likely
is
to
terms
organisational
make
their
own
on
success
career
perceptions of
development,
more
career
to
as
well
as
motivation and reward,
practices related
importance
into
insight
better
the
knowledge
Likewise,
a
offer
could
such
effective.
definition
life
home
their
balancing
success
of
of
part
as
and
work
on
place
managers
devise
to
1989),
Sekaran
Hall
1989,
Goffee
and allow organisations
and
(Scase and
friendly"
"family
policies.
acceptable
more
and
efficacious
1.4
The theoretical
need for
research investigating
managers'
personal
primarily at men's careers (e.g. Schein 1978, Dalton et A 1982), and established
them as the norm.
in
identified
the
theory
fill
on career
to
gap
This researchtherefore seeks
a clearly
of
perceptions
personal
developing
by
managers'
of
a conceptualisation
success
(Poole
definitions
et
individuals'
success
career
based
of
subjective
on
careersuccess,
have
an
that
may
age
and
the
gender
takes
1993),
possibility
account of
which
al.
build
findings
to
Its
a
is
in
are
used
conceived.
the
which
success
way
effect on
(1989),
by
Bailyn
fashion
for
the
proposed
after
managers
success
typology of career
in
differences
data
subjective
individual
reflects
which
"an
of
aggregation
that is
meanings".
10
women and the men, and the older and younger managers. Using the managers'own
for
criteria
success,it proposesa model of managerialcareersuccess.
Chapter 5 presents the findings of the second stage of the research carried out
24
amongst managersat BT. It analysesin detail their criteria for success,comparing
them with the findings of the pilot stage. It contraststhe women with the men, and
the older managers with the younger ones, in terms of what criteria they used to
define career successfor themselvesand how they usedthem. It usesthe findings to
build on the model of career successintroduced in Chapter4, as an intermediatestep
towards the creation of a typology of managerialcareersuccess.
Chapter 6 uses the analysis of both the first and second stagesof the researchto
develop a typology of career success for managers, employing the model developed
in Chapters 4 and 5 as a conceptual "bridge" between the individual criteria used by
four
describes
It
the
defme
the
typology.
their own success and
each of
managers to
"types" of manager in the typology in detail and classifies the managers who took part
It
how
they
to
in the research within the typology according
see career success.
likely
discusses which "type" women and men, and older and younger managers are
the
be
the
managers
to
of
be,
characteristics
common
to
appear
and considers what
11
Chapter 8 draws some brief conclusions about the researchfrom the perspectiveof
the organisation, the individual manager,and the researcher.
12
CHAPTER
2:
CAREER
BACKGROUND
The careerhas been describedas "the supremesocial reality" for large sectorsof the
twentieth century Western middle classes(Dahrendorf 1959). According to writers
like Scaseand Goffee (1989) and Roper (1994), corporatecareers,as they developed
in the post-war years, conferred a sense of order and security on those who
for
future
in
Managers
them
their
them.
within a
out
mapped
could
see
participated
best,
defmed
conspicuoussuccessor, at
career structure which promised, at
clearly
deeply
how
keenly
"They
much more
aware of
are
worst, respectable stability:
beholdenthey are to the organisationthan were their elders. They are wry about it, to
be sure; they talk of the 'treadmill', the 'rat race', of the inability to control one's
direction. But they have no great sense of plight; between themselves and the
harmony
than
believe
elders
most
they
more
and,
they
ultimate
see
an
organisation
(Whyte,
1956)
"
trust.
building
ideology
this
that
will vouchsafe
an
recognise,they are
forty
in
drastically
the
has
been
years
revised
The concept of the corporate career
1956.
in
Man
Organisation
The
his
first
text
Whyte
published
classic
since
decade
in
in
have
the
are
many
and
past
organisations
occurred
Enormous changes
Briefly,
1.3.
the
1.2
discussed
in
Chapter
1,
upshot
and
sections
as
place,
taking
still
is
their
as
a
that,
today,
told,
not
careers,
view
must
we
are
managers
of these changes
"boundaryless"
1989)
for
lives,
but
(Kanter
"portable"
their
and
foundation
as
secure
instability
for
Thus,
1994).
Mirvis
they
more
of
are
a
source
many,
now
(Hall and
13
14
There are
clear indications in the literature that hierarchical and monetary successon
their own are not
sufficient to make managers feel successful. Korman et al. (1981)
found in their
research that many apparently successful middle-aged (male)
executives did not themselves believe they were
a success, and were in reality
suffering from feelings of alienation,
loss
to
related
a
-particularly
of affiliative
satisfaction. "It has long been assumed that professional and managerial
careers are
...
desirable because people in these
positions are more satisfied in both the job and the
non-job aspects of their lives, " they say. "It is now becoming apparent that these
assumptions may no longer be asjustified as they have been in the past."
Korman et al. (1981) point to what they describe
"the
as
achievement versus
affiliation conflict", which led them to conclude that, at the time their research was
carried out at the beginning of the eighties, managers were changing, "even the males
who typify the traditional, achievement-oriented, technologically-accepting male, that
is the managers of organisations and the professionals of society": "To
admit to a
loss of affiliation and be concerned with it does reflect a changing world,
a world
leadership
the
which
of our organisations needs to recognise", they assert. Korman et
al.'s work also draws attention to the potential effect of age on managers' conceptions
issue
be
in
of career success, an
which will
considered detail in section 2.3.
Scase and Goffee (1989) believe that managers are increasingly disinterested in
been
it
has
traditionally understood: "Personal achievement and life
career success as
less
likely
be
to
satisfaction are probably
solely equated with promotion within
is
instead
career advancement seen as a means of enhancing
organisational structures;
"
from,
lifestyles
to
than
work
subordinated
roles.
rather
personal
which are separated
Managers, say Scase and Goffee, are more and more drawn to their families as a
lifestyles
for
less
less
their
their
to
sacrifice
prepared
and
source of satisfaction and
defined
in
broadly
become
have
that
"Conceptions
more
of
personal
success
careers.
benefits
the
incorporate
to
of career
they
costs and
non-work criteria according which
(1993),
by
Kimmel
that
"
This
is
suggests
who
view
supported
success are measured.
feel
defined
that
traditionally
may
achieve
career success as
male managers who
from
lives.
"missing"
is
their
something
"reluctant"
(1995)
describe
Pemberton
the
the
also
emergence of
Herriot and
do
in
high
the
terms
to
the
work,
those
extra
of
who
not
want
pay
price
managers,
for
imply
They
this
hours,
phenomenon
extra
stress
required
and
promotion.
extra
by
ideas
held
those
people
managers'
of
that
career
success
many
cannot
match
means
15
themselves
female
to
tended
discovered
(1985)
that
rate
Keys
Likewise,
accountants
less
lower
had
fact
despite
they
that
the
salaries,
accountants
male
as
as successful
He
the
that
lower
than
the
reason
postulates
men.
and
expectations
careerexperience
it
difficult
how
in
"more
terms
their
of
the
success
that
women
evaluated
for this was
(1986)
Subich
Similarly,
level
the
et al.
than
of their salaries".
is to achieve, rather
job
the
"more
females seem
on
satisfaction
personal
concerned
with
that
conclude
than economic returns".
16
The research
on success and satisfaction indicates that female managers in particular
are often as satisfied as men at work, and as such feel as successful, despite the fact
that, in objective terms, they have
not achieved the same levels of career success.
This implies that
women may have quite different ideas about career success from
men, and be far less inclined to view it from the perspective of the "traditional"
model of pay and position. The apparent difference between male and female
managers' ideas about career successis also highlighted in the literature on women in
management (e.g. Hennig and Jardim 1978, Marshall 1984 and Asplund 1988) and
the literature on managerial values (e.g. Beutell and Brenner 1986, McGowen
and
Hart 1992).
As crucial evidence that managerial career success cannot be
conceptualised simply as hierarchical position and pay, these differences will be
discussed in detail in section 2.2.
2.1.3 The two dimensions of the career
17
changes in values, attitudes and motivation that occur as (a person) grows older.
Another aspect (the
is
career)
objective
made up of the observablechoices that one
makes and the activities one engagesin, such as the acceptanceor rejection of a
particular job" (Hall 1976). (The epithets internal and subjective, and external and
objective, used to describe the two dimensions of the career, often appear to be
interchangeablein the literature.)
The identification of the two dimensions of the career is important, but it is also
necessaryto rememberthat, in order to comprehendthe careeras a holistic concept,it
is the interaction not the separationof the dimensionswhich is crucial. As Hall says,
"To understand fully the course of a person'swork life, both the subjective and the
be
objective careers must
considered together as two facets of the same process"
(Hall 1976). With this in mind, Schein describesthe essenceof careerdevelopment
individual
focus
interaction
its
"the
(Schein
the
time"
and organisationover
on
of
as
1978). Derr and Laurent (1989) seethe two dimensional concept of the careeras a
link between the individual and the social structure, which fuses "the objective and
the subjective, the observable facts and the individuals' interpretation of their
interactive
"inseparable
dimensions
The
the
two
and
careerare
of
experience".
Figure 2.1: Derr and Laurent's cultural model of career dynamics
18
elements in the social construction of career reality": both elements are strongly
influenced by
organisational and national culture, as well as by individual
differences, in the
in
2.1
indicates.
Figure
the
model
way
shown
Derr and Laurent use the model to question the existence of any kind of objective
career reality, even an external one. They suggest that the "dynamic interaction"
between the external career and the internal career means that both are affected by
"individual
19
perspective
20
21
lower
in
positions.
individuals
22
23
In their earlier
work, Gattiker and Larwood propose that career successshould be
assessed by reference to both internal and external perspectives (Gattiker
and
Larwood 1988). They
suggestthat, while studies investigating career successhave
generally focused on the external perspective,with "progress"being judged in terms
of objective measuressuch as income and job title, "a person's own
assessmentof
his/her successmay be
strongly influenced by subjective internal career concepts"
(1986). This leadsthem to concludethat
any understandingof managers'conceptions
of career successmust incorporate the idea of subj ective internal success as well as
objective external success: "The automatic assumption that hierarchical career
successleads to feelings of successmust be rejected", they state. They question the
allegedly objective external reality of career success,as it has been traditionally
defined, and concur with Hall (1976) in their statement that "career
is
success a
construct which exists only in peoples' minds and which has no clear boundaries"
(Gattiker and Larwood 1988).
Peluchette (1993) also points to growing evidenceto suggestthat career successfor
individuals consists of both objective and subjective criteria. She believes that "the
how
feels
his
her
subjective view concerns
a person
about
or
careeraccomplishments
for
future
importance
the
and prospects
achievements" and sets
of this internal
dimension of success in an organisational context: "It should be emphasisedthat
has
implications
for
subjective career success
one's mental well-being and quality of
life, issues which most organisations are concerned about Individuals who feel
.....
in
happier
likely
be
to
and more motivated, which turn, would enhance
successfulare
For this reason, she claims, it is essential that a greater
be
internal
careersuccess achieved.
understandingof subjective
their performance."
24
Subjectivecriteria
of success
:
Backgroundand
w of
ss
This model includes what Poole et al. believe are two major sourcesof influence on
background
perceived career success:
and sex role socialisation, and constraints,
taken from Astin's model of career development(Astin 1984). Poole et al. propose
that the interaction between objective external and subjective internal criteria for
perceptions of successmay be very complex: while they agreethat subjectivecriteria,
interest
highly
important,
such as
and work satisfaction, are
nonethelessthey point
income
influence
that
out
and supervisory status,can also
objective criteria, such as
feelings of career success.The findings of their empirical research(1991 and 1993)
demonstrating
internal
that
this
complexity, whilst
subjective
aspects of
confirm
important
determinants
"are
more
of career success than more
career success
objective measures".
Poole et al. develop their argument about how central subjective internal criteria are
to conceptions of career success to propose that women's perceptions of career
be
dependent
internal
in
than
may
more
on
success
measures
of
particular
success
"
"such
job
they
"For
say,
objective
women,
criteria
as
status
and
salary
may
men's.
for
describing
"
However,
their
they
be
perception
of
career
success.
adequate
not
25
were unable to corroborate this in their empirical research (Poole et al. 1991 and
1993).
The idea that women may have different ideas about
26
different: "self-respect/esteem
and status" was seento be the most desirablereward,
followed by "independentthought
and action" in secondplace, and "personalgrowth
and development" in third place. Pay and promotion came equal fifth. These
studies
imply, therefore, that
managers'own criteria for careersuccessmay include, amongst
other things, influence, balance, challenge, autonomy and respect. Criteria for
success shown to be important to women managers and older managerswill be
discussedin sections2.2 and 2.3.
2.1.6 Career success and life success
27
identities in
particular are no longer solely derived from their jobs: the major source
of satisfaction in their lives is their family and personal relationships. As
a result,
they are more inclined to seek a balance between the demands their jobs
of
and their
personal lives and see career advancement "as a means of enhancing
personal
lifestyles" (Scase
and Goffee 1989). Nicholson and West (1988) also found that the
managers who took part in their research believed that their family mattered most in
their life and gave them more satisfaction than their work.
Gattiker and Larwood (1986) claim that, while individuals do distinguish between
success within the organisation and outside it, there is an overlap between the
concepts of career successand life success. They insist that "researchon career
successshould be placed within the larger context of a person'slife", and therefore
that "the possible impact of non-work aspects and roles upon subjective career
be
investigated".
successshould
Looking at successin the context of a whole life, rather than just a work life, may be
important
intended
that
particularly
when constructing models of career success
are
to apply to both male and female managers. Chusmir and Parker (1991) have shown
that, when work values alone are considered, male and female managers seem
home
life
in
fact
but
to
they
their
as well,
values relating
when asked about
similar,
1993)
(1992
different.
Mainiero
be
Powell
to
also suggestthat
and
and
appear
very
include
considerationof non-work as well as work
models of career successshould
life, particularly for women: "Women's experiences, concerns and 'successes'in
how
in
important
their
they
manage
considerations
are
relationships outside work
for
They
1992).
Mainiero
(Powell
"
women
see success
and
careers, they say
back
their
throughout
from
in
to
and
again
career relationships
emphasis
switching
lives. The question of whether women consider careersuccessmore holistically than
2.2.1.
in
detail
in
discussed
be
section
more
men will
ideas
female
between
of career success
2.2 The difference
managers'
male and
28
such as Russo et al. (1991), Keys (1985), Poole et al. (1991 and 1993)
Powell
and
and Mainiero (1992 and 1993) that women managers'perceptions of career success
may be even more dependanton subjective internal measuresof successthan men's,
and as such are qualitatively different from thosewhich male managersespouse.
Indeed, Powell and Mainiero (1992) describethe traditional
external model of career
successas specifically describing a "male" idea of success,reflecting the fact that the
vast majority of research into careers and career development has looked at men's
(e.
careers g. Schein 1978, Dalton et al. 1982): "Measuring career successonly by
objective variables that emphasise 'getting ahead' in an organisation has been
associatedwith a traditionally male definition of success," they say. "Women may
focus more on measuresof satisfactionthat representhow they are feeling about their
career,rather than what their careersactually look like. " Thus, they concludethat, for
women managers,career successrelates more to satisfaction with career, defined in
terms of its perceived quality, than objective career achievements"as measuredby
increments,
like".
the
promotions, salary
and
This theme is echoedin much of the researchwhich has examinedthe position within
have
Several
that
evidence
studies
produced
of
managers.
women
organisations
in
"successful"
the traditional external senseof
those
who are
women managers,even
the word, may see their own career successmore in terms of self-developmentand
in
than
terms
of organisational status and
rather
challenges,
personal
meeting
hierarchy.
the
through
organisational
progression
Hennig and Jardim (1978) found that women managerssaw achieving successin
intensely
"towards
internal
personal
an
growth
their careers almost as a process of
Comparing
has
judge
individual
achieved".
she
whether
the
can
alone
which
goal
"Women
as
selfgrowth,
they
personal
as
a
career
see
state:
women with men,
doing
to
what one wants
fulfilment, as satisfaction, as making contribution others, as
they
indubitably
too,
things
career,
these
a
visualise
when
While
do.
want
to
men
leading
jobs,
jobs,
with
upward
path
it
a
as
of
progression
of
a
they see as a series
leads
this
Amongst
implied.
"
they
things,
conclude,
other
reward
recognition and
is
them
idea
from
to
jobs
do
so
the
the
they
which
a
career,
of
to
separate
women
job
to
treat
opportunity
as
an
each
"intensely personal", and as a result continually
develop
their
to
than
career.
chance
a
well,
rather
they
perform
can
that
show
29
In a qualitative
study of 30 women managers working in publishing and retailing,
Marshall (1984) discovered that
many of the managers did not look far ahead in their
careers but instead sought to get continual challenge, interest
and growth from their
work: many of the group did not want promotion; only when their job
ceasedto offer
interest and challenge, did they begin to look for
new opportunities. She concluded
therefore that their motivation to work
was personal, that is internal, rather than
external and called for the traditional notions of "career" and "ambition" to be
revised. "Challenge and satisfaction in a particular job are more important (for
women) than recurrent promotion for its own sake", she says.
30
looking
for from their career,shediscoveredthat women
were
were more inclined to mention internal psychological factors such
"developing
as
myself' and "exploiting my inner resources". Men, on the other hand, talked
openly
job where I can be creative in doing things my own way (Nicholson and West 1988).
White et al. (1992), in a study of 48 women "who had achievedextraordinary levels
findings,
for
their sample,a
that,
concluding
of career success",again report similar
for
felt
be
for
than
to
stronger
a need
promotion:
need
personal challenge was often
"to
interviewed
that
they
they
two
the
reach
were striving
mentioned
only
of
women
Erom
identify
their
the
White
three
the top".
women
sought
other outcomes
et al.
careers:
in
by
The
desire
for
this
Self-development.
one woman the study
was summedup
keep
is
I
feeding
into
to
"Everything
me going.
about
me and what need
who said:
So I read a lot and I study and educatemyself daily." White et al. claim that the
flyers
high
did
in
not emerge a similar study of male
theme of self-d,evelopment
1988).
Cooper
(Cox and
for
for
The
this was
their
need
achievement.
Feedback and recognition
do
be
in
"I
to
the
to
of
woman
seen
comments
one
who
want
said:
encapsulated
31
32
"Success" in Career
Emphasis on career
time
by
that,
development
any
at
their
saying
Mainiero
explain
model of career
Powell and
degree
versus
career
on
emphasis
of
may
a
particular
place
in
woman
time,
a
point
She
decisions.
in
her
or
career
emphasise
may
and
actions
others
with
relationships
between
the
balance
to
a
achieve
to
or
she
may
strive
extent,
greater
a
relationships
33
The argument that women have different ideas than men about what
constitutes
for
them is supported by literature on managerial values, which
career success
suggeststhat women managersare likely to have attitudesand values relating to their
work which contrast with those held by their male colleagues(e.g. Major and Konar
1984,Beutell and Brenner 1986,McGowan and Hart 1992).
Managerial values, that is the values which managershold about their jobs and work,
fall into the category of competencevalues, as defined by Rokeach (1973), in his
human
the
study of
nature of
values. Competencevalues are said to be personal(that
is self-centred, rather than society-centred)and are not particularly concernedwith
feelings
leads
them
to
morality; violation of
of shameabout personalinadequacy,not
feelings of guilt about wrong-doing (Rokeach 1973).Examples of competencevalues
that Rokeach uses in his PersonalValues Index are ambitious, capable, imaginative,
independent and intellectual, which are instrumental values, that is they relate to
behaviour;
and a sense of accomplishment, sef-respect and social
modes of
desired
to
terminal
end statesof existence.
values, relating
recognition, which are
define
(1975),
Becker
by
Connor
done
following
(1984),
Powell et al.
work
and
work
desirable
beliefs
"global
and
attitudinal
underlying
end-states
about
as
values
behavioural processes". Beutell and Brenner (1986) similarly describe them as
between
desire
from
their
"qualities people
work, which reflect a correspondence
linked
inextricably
As
to
they
managers'
are
such,
satisfaction".
and
need states
"personal
(1974)
Lee
England
that
value
observe
success:
and
career
of
conceptions
individual
the
as
influence
as
well
success
and
organisational
perception
of
systems
defined
to
When
"success"
age,
relative
pay
as
managerial
was
their achievement".
had
found
"successful"
Lee
that
values which
managers
more
England and
high
and
creativity
ability,
as
productivity,
aggressiveness,
such
qualities
emphasised
34
35
show that all managerssharesimilar values, regardlessof their gender. For example,
Brief and Oliver (1976), in
in
a study of managers a US retail organisation,report no
significant differences in work attitudes "when occupation and organisational level
are controlled". Their findings have been corroborated since by Gomez-Mejia
(1990), de Vaus and McAllister (1991), Rowe and Snizek (1994), Lefkowitz (1994)
and Fagenson (1993), who, using Rokeach'sValue Survey, examined the values of
male and female entrepreneursand managers. She found that "occupationalrole, and
is
better
indicator
individuals'
gender,
not
a
of
value systems".
However, while there is broad agreement that men and women who occupy
managerial positions are more likely to be similar to each other in terms of their
in
than
men
values
and women general(e.g. Gomez-Mejia 1990,Mason 1994), other
important
differences
between male and female managers
that
researchshows
some
do exist. The cogency of these fmdings is strengthened by the fact that the
differences they report are closely related to the apparentdifferences between men
in
how
in
discussed
terms
they
their
of
conceive
own career success
and women
literature
2.2.1.
Much
the
on managerialvalues suggeststhan women set
of
section
by
values such as accomplishment,personal growth and respect,which
greater store
hand,
deftition
internal
the
other
of careersuccess;men, on
might underpin a more
hierarchical
income
importance
to
advancement,
and
on values related
place greater
idea
(e.
Beutell
focused
g.
and
of success
which would support a more externally
Brenner 1986, Nicholson and West 1988,McGowan and Hart 1992).
18
12
the
MBA
1986
Brenner's
In Beutell and
of
students,women rated
study of
knowledge
including
higher
than
of
use
accomplishment,
men,
surveyed
work values
The
the
that
values
six
intellectual
associates.
stimulation and congenial
and skills,
included
income,
on
highly
working
the
than
advancement,
women
men rated more
Hart's
McGowan
research
and
responsibility.
and
problems
central organisational
do;
they
than
women,
women
(1992) showed that men value prestige and salarymore
it
because
their
job
likely
be
to
with
consistent
was
a
choose
more
would
concluded,
to
higher
to
The
it
that
because
assign
appear
men
worth
paid
well.
than
values
been
has
also
women,
with
compared
opportunities,
salary and promotional
(1986).
by
Mottaz
(1984)
Konar
Major
by
and
and
confirmed
female
clerical
the
and
managers
and
of
male
patterns
of
value
Following a survey
for
important
discovered
the
that
(1994)
managers
women
value
most
Mason
staff,
Men
it
for
was
wages/benefits.
male
managers
whereas
respect,
with
was treated
36
also rated opportunity for advancement more highly than women did. In
a study of
accountants, Kaufman and Fetters (1980) found that the intrinsic values
which
women valued most were personal and professional growth and collegial
recognition,
The difference between the sexesin terms of their managerialvalues is also apparent
when the connection between values and career "success" in traditional, external
terms is considered. Ryan et al. (1981) claim that certain values, such as obedience,
held
by
welfare,
employee
organisational stability and social welfare,
women
in
"success"
their
managers, are negatively correlated with
external terms. Other
by
individuality,
held
power and aggressiveness,
male managers,are
values, such
"success",
This
they
their
gives support
external
maintain.
positively correlated with
to England and Lee's conclusion (1974) that personal value systems influence
"achievement",discussedearlier in this section.
Differences between men and women appearto becomeeven more pronouncedwhen
life.
As
life
home
in
the
as well as work
context of
managers'values are examined
discussedbriefly in section 2.1.6, Chusmir and Parker (1991) found that, while male
to
have
their
female
to
relating
values
values,
work
similar
managersappeared
and
dual
different,
that
value
people operate
suggesting
their home life were quite
if
hierarchies
be
these
to
it
Thus
hierarchies.
separately
appropriate consider
may not
indeed
the
examine
or
one wants to give a complete picture of managerial values,
in
its
entirety.
concept of managerial careersuccess
to
influences
careers
Psychological
2.2.3
on women's attitudes
development
that
the
female
women
suggestion
strengthen
psychological
Theories of
internal
to
success,
career
tend
of
measures
subjective
emphasise
managers may
Writers
invoked.
"male"
traditionally
such
the
of
external
success
model
than
rather
"traditional"
1989)
(1984
Marshall
that
(1989)
career
argue
and
and
Gallos
as
37
38
39
The process of
in
higher
in
line
and
were
often
positions
standing,
were
more
professional
greater
hierarchical
The
towards
than
was
success
departments
progression
women.
their
Gattiker
(Larwood
1987),
for
who conclude as a
and
women managers
less regular
between
differences
be
women's
career
men's
and
there
substantial
can
that
result
40
development.
There is also evidence that women managersare paid less than men, and that their
both
Cox
Harquail
(1991)
(1992)
Stroh
increase
and
and
et al.
more slowly.
salaries
in
having
lower
less
than
that
positions
men, as well as
women managersearn
report
female
US
1,029
hierarchy.
Stroh
's
the organisational
male and
et al. survey of
fell
female
found
500
by
Fortune
20
that
managers
companies
managersemployed
behind male managers in salary progression and geographic mobility, but not in
be
illusory,
latter
however,
They
the
that
since women
may
claim,
promotion rates.
job
likely
to
than
changesas promotion, and conclude
men characterise
seem more
is
to
following
traditional
secure career
the
sufficient
not
that
male career model
Cox
MBA
based
From
and
for
graduates,
of
sample
a
on
research
women.
success
Harquail found that women experienced lower salary progression than men of
in
The
their
sample
women
experience.
performance,
age
and
education,
comparable
fewer
had
but
in
total
terms
significantly
did not differ greatly
promotions
of
levels
in
lower
their
organisations.
and
were
at
promotions
management
in
be
development
between
considered
will
men and women's career
The differences
2.3.3.
in
detail
section
more
41
2.2.5 The
relationship between women managers' ideas of career success, their
psychological development and their
career paths
Whatever the
exact relationship between women managers'conceptions of career
success,their psychological developmentand the pattern of their
careerdevelopment,
it is clearly one
of complicated reciprocity. In all likelihood, the process of
socialisation of males and female, discussedin section 2.2.3, and their
experiencesat
work both have an impact on what women conceive careersuccessto be
and on the
shapetheir careersassume.
There is undoubtedly a link between the different
career paths which women
managersfollow, as described in section 2.2.4, and their view of careersuccessas a
more internal concept. The distinctive view of career successwhich women appear
to hold may offer at least a partial explanation for the different types of managerial
careerswhich they enjoy. If women do not seetheir own career successin terms of
hierarchical status and salary progression, it is difficult to imagine that they
be
will
driven to seek achievement in this way. As discussed in section 2.2.2,
women
managers' different values often make them uncomfortable with "masculine"
organisational cultures (Scase and Goffee 1989). This may help explain women's
more complicated career paths and frequent changes of employer (Nicholson and
West 1988).
However, it is unrealistic to see women's psychological developmentand the ideas
inculcate
it
in them as the sole explanation for the different kind
about success may
have.
Women
of managerial careerswhich men and women
managers'organisational
from
for
different
the reasonthat management
experiencesoverall are quite
men's,
has traditionally been perceived to be a "male" career (Schein 1973). Women still
hold a small minority of managerial positions in most countries (Davidson and
Cooper 1993, Adler and lzraeli 1994). There is general agreementthat stereotypes
(Powell
1993,
Kanter
1993,
"masculinity"
the
to
the
of
profession persist
relating
Davidson and Cooper 1992, Mills 1992), and that bias, however unconscious,still
female
managers.
exists against
looked
be
favourably
in terms of promotion, particularly
likely
to
Men are
upon more
be
key
be
filled
(Kanter
to
to
the
organisation's
operation
must
when posts considered
Asplund
1988,
1984,
Burton
1992).
have
better
They
Marshall
also
accessto
1993,
both
for
and
mentoring
relationships,
networks
considered
crucial
organisational
42
43
life
in
is
important
the
is
of a man
"What all this indicates a clear realignment of what
life
"Private
Bartolome
Evans
"
now occupies centre
(sic) at this time,
state.
and
for
The
the
special
calls
career
Consequently
changes.
self-esteem
source
of
stage.
depend
Senses
times
self-esteem
and
of
of
well-being
of
crisis.
at
attention only
life.
"
development
health
the
of private
and
fundamentally on
for
for
time
found
too,
that
remid-life was a
women managers
Marshall (1995)
brought
to
them
their
which
adjustments
and
making
meant
careers
what
evaluating
44
45
dissatisfied
than
more
older
ones.
are
managers
younger
46
The increase in
satisfaction with age which these studies show may be a
manifestation of the processof psychological adaptationdescribedby Nicholson
and
West (1988): Clark
et al. (1996) suggestthat one of the reasonswhy older employees
are happier at work could be that their work values are different from those of
younger people: income and promotional opportunities are of less concern to older
employees, they say, which means that they are less of a cause of dissatisfaction in
their working lives. (The fact that the pattern of women's
does
fit
the
satisfaction
not
U-shape as well may be explained, they say, by the
greater number of promotions
which men do receive, compared with women, and a "differential participation
effect": men's withdrawal from unsatisfying jobs is more concentrated in later life,
whereas women's may be spread out more evenly over the age distribution. The
effect of age on women's levels of career satisfaction will be considered further
below.)
Whilst the focus of this researchis on managerialcareersuccess,not motivation, it is
briefly
here
that any move away Eroman emphasison financial success
worth noting
by older managerswho have already achieved it may also be explained by the fact
that this aspectof career successcould operatepartially as a hygiene factor (Herzberg
1968), that is to some extent only desiredwhen it is absent. (The fact that Herzberg
does not view "advancement" as a hygiene factor but as a motivator illustrates the
between
the
relationship
conceptions of career success and
complex nature of
it
is
beyond
factors,
the scope of this study to
a relationship on which
motivational
further.
)
speculate
D-
from
their
into
that
managers
want
what
confirms
values
also
managerial
Research
found
(1990)
develop.
Gomez-Mejia
that
the
their
values
careers
careerschangesas
held by male and female managersbecomemore similar as the number of years in a
increases,
the
that
processof organisationalsocialisation
suggesting
given occupation
impinges on what managers find most important about their work. Posner and
Munson (1981) agree that the effects of organisational socialisation may make the
difference between men and women's work values less pronounced,concluding that
due
in
to a transcendenceof roles"
"value structuresmay shift, part,
in
is
that
women managers'experiences mid-career
However, there some evidence
1981,
(Korman
from
their
different
those
et
al.
of
male
counterparts
be
very
may
difficulties
1988).
It
West
they
that
the
experience
which
seems
Nicholson and
in
becomeeven
described
2.2.4,
this
greater
at
section
may
their
careers,
throughout
47
stage and may lead to a loss of satisfaction and self-worth. This is likely to have
an
important effect
on what women in mid-career perceive career success to be
(Nicholson and West 1988). Schneer
and Reitman (1994), in a longitudinal study of
M[BA graduates, found
differences
between men and women in career satisfaction,
no
perceived boss appreciation and salary early in their careers. By mid-career,
however, although men and women
still had the same levels of commitment to their
work, the women reported lower levels of career satisfaction and perceived boss
appreciation; they also on average earned 13% less than the men.
"Women may become disillusioned with the mores of organisationsand the quality of
life which results." Schneer and Reitman suggest. "After trying to fit the male
organisational mould, sometimes with success, women may reconsider the
desirability of that mould compared to other work patterns." While a larger study
(Schneer and Reitman 1995) failed to confirm that women in mid-career were
less
actually
satisfied with their careersthan men, it did show that women's level of
fallen
had
career satisfaction
since their early career,when they were more satisfied
than men: "Thus, although on the surface,it appearsin this study that women are as
pleasedas men with their careers,there are some suggestionsthat this equality may
This
is
(1995).
"
Schneer
Reitman
view supported
and
not necessarily continue, say
by the fact that, by mid-career, almost a third of the women had opted out of a
"a
21%
the
small
compared
with
women,
of
conventional managerial career:
become
had
further
9%
full-time
had
left
selfemploymentand a
percentage"of men,
found
The
that
women who remained within
also
study
second
employed.
hierarchy
in
far
the
did
and
organisational
as men
not progress as
organisations
"Women
by
to
less
19%
than
reach
appear
mid-career:
men
earned, on average,
further,
"
Schneer
but
by
levels
and
go no
of management mid-career
upper-middle
Reitman conclude.
by
the
(1989)
that,
Solomon
Bishop
by
middle of
Research
evidence
provides
and
Their
lost
have
their
senseof self-worth.
much of
their career, women managers
MBA
that,
managers
women
full-time
men
and
while
young
shows
students
study of
locus
by
locus
internal
of
mid-career women managers'
both have an
of control,
Male
internal.
is
and
become
more
has
managers'
male
while
external,
control
levels
their
to
both
in
of commitment
age groups showed similar
female managers
in
for
Solomon
the
that
women's
change
explanation
Bishop
an
suggest
and
career.
in
be
to
"older
career
obstacles
meeting
experience
women's
locus of control may
"that
is
"It
the
they
model
say,
generally
agreed",
advancement".
and
establishment
48
for success in
Pursuing roles modelled after
most organisations is a male model
.......
men might therefore present unique organisational, adjustment
problems for women.
Additional conflicts
are likely to be created for a woman in adapting to the masculine
value system inherent in many occupations and may cause undue delays in the
development of her
(Bishop
career"
and Solomon 1989).
2.3.2 The process of adult development
A0
Ir.7
50
individual
seeksa senseof "becoming his own man", (sic), that is achieving on their
OWnterms.
Levinson's original
The difference in the psychology of men and women discussedin section 2.2.3 also
differ
development
too.
their
will
adult
suggeststhat the sequenceand process of
"male"
development
the
Gilligan (1980) assertsthat theories of adult male
emphasise
"female"
the
the
attachment.
of
psychology
of
expense
at
separation
psychology of
describe
be
to
to
they
that
adequately
able
For this reason she concludes
are unlikely
focus
insistent
in
lives
their
"Current
development:
on
men's
of
studies
women's adult
in
illumination
the
of
activities
spent
of
an
adulthood
scanty
provide
self and work
"
relationship and care.
in
Life
Woman's
Seasons
The
Library
British
was published
of a
*According to the
in
UK.
is
the
but
1996,
available
in
not
as
yet
US
the
51
Women's emphasis
52
53
Schein (1993), drawing on the work of Super (1957), divides the career into ten
he
is
far
less
stages,although
specific than earlier theorists about the agesat which
length
in
through
these
the
time
they
people pass
stagesand
of
may remain them: "A
career", says Schein, "consists of several meaningful units or stages that are
by
length
by
both
the
the
society, although
person and
of time associated
recognised
immensely
to
the
the
occupation
and
according
varies
each
unit
or
stage
with
individual in it. " In addition to career stagessimilar to those identified by the earlier
theorists, Schein's model also includes a stageof mid-career crisis and reassessment,
by
identified
to
the
writers on adult
period of mid-life crisis
which corresponds
development (e.g. Levinson 1978, Sheehy 1996). Schein believes that there is
kind
"some
through
that
of reassessment"when
most people go
mounting evidence
how
decide
into
to pursuethe rest of
them
to
their
career,which allows
they are well
in
The
to
enable
career
changes,
reassessment
may
result
major
their career.
individuals to follow a careerpath more in line with their underlying values and goals
follows:
Schein's
ten
1993).
careerstagesare as
(Schein
54
Growth, fantasy
demands
to which the individual must respond. As a result, they will
make
evaluatewhether they wish to remain within the organisationor leave.
5. Gaining of membership: At this stage the individual is accepted as a full
contributor to the organisation.
6. Gaining tenure and permanent membership: During this stage,typically within
the first five to ten years of a career, the individual becomesaware of whether
they can count on a long-term future in the organisation.
7. Mid-career crisis and reassessment: The key tasks for the individual in this
in
to
they
period are consider whether
are the right career,whether their career
has lived up to their expectations,and how well it fits in with the rest of their life.
8. Maintaining momentum, regaining it, or levelling off.- The insights gained from
the reassessmentallow the individual to make decisions about how the rest of
their careerwill be pursued. During this period they enacttheir personalsolution,
far
ladder
"a
determination
"a
to
the
possible",
as
as
climb
which may consist of
"a
to
they
the
want pursue", complex assessmentof
areasof work
redefining of
how to balance the demandsof work, family and personal concerns",or simply
"levelling off'.
9. Disengagement: This period is one of slowing down, prior to retirement.
10. Retirement
identifiable
four
(1982)
that
there
within a professional
Dalton et al.
stages
are
claim
Their
for
individual
to.
different
to
not
tasks
the
stages
are
attend
career, each with
length
both
but
to
seniority
and
linked
to
service
of
connected
age
are
necessarily
development
Dalton
that,
career
other
unlike
suggest
al.
et
within an organisation.
is
their
following
to
the
model
age,
related
a
set
sequence
career
show
theories which
individuals
Not
four
through
will
all
stages.
all
passing
dependant
everyone
on
not
their
indicate,
they
as
altogether
stages
out
may
miss
fourth
some
and
stage,
the
reach
identify
four
The
they
develop.
are:
stages
careers
55
"
0
"
Apprentice: During this stage the individual must make the transition ftom
school to work and learn how to cope with organisational life.
Independent specialist: At this stage the individual builds competence, often by
developing a speciality.
Mentor: During this stage the individual becomes involved in managing the
work and development of others.
56
from their
male colleagues. This different structure of opportunity, which involves
factors such
as prejudice and stereotyping, as well as informal organisational barriers,
is a key influence
different
the
on
reality of women's careers, as discussed in sections
2.2.4 and 2.2.5. Marshall (1995), for
found
that many of the women she
example,
studied had "unclear" starts to their career, and only gained confidence later, to
become "deliberately
in
their late twenties or early thirties.
career-minded"
Because the pattern of women's career development,
unlike men's, is tied to the
constraints women face in the workplace, as well as family responsibilities, it has
been proposed that career development theory
describe
must
women's careers
from
(Astin
1984). Larwood and Gattiker refer to this as the "dual
separately
men's
development" model of career development. The dual development
model suggests,
they say, "that any understanding of the careers of men and women requires
consideration not only of family and competing demands external to the work
but
environment
of phenomena that may distinguish between men and women"
in
described
"river
(1992
1993),
time"
model,
of
with their
Powell and Mainiero
and
development
factors
influence
the
under
2.2.1,
career
which
women's
put
section
factors.
factors;
factors;
headings:
societal
and
personal
organisational
three main
for
lives,
have
in
their
their
two
career
overriding
concerns
that
women
They claim
friends
(family,
their
career
of
women's
and
so
on):
model
for
others
and
influence
incorporates
the
therefore
of personal, organisational and
development
57
societal factors to describe the balance between work and non-work aspects life
of
which most women strive to achieve.
Larwood and Gutek (1987)
propose that any theory of women's career development
women.
before.
than
the
to
"better
ever
world"
engage
able
they are now
58
2.4 Conclusion
The literature on
managerial careers suggests that managers' conceptions of career
success cannot be represented adequately by external criteria such as level in the
hierarchy and pay (e.g. O'Reilly and Chatman 1994, Melarned 1995): there is
widespread evidence that external organisational success is not on its own sufficient
to make managers to feel that their careers are actually successful (e.g. Korman et al.
1981, Scase and Goffee 1989, Russo et al, 1991).
be
cannot
that
success
career
managers'
evidence
Yet, despite the overwhelming
"one
(1993)
that
Poole
of
et
al.
terms,
in
one must agreewith
judged purely external
been
has
literature
in
adequate
an
the
success
career
the major shortcomings
been
has
there
In
no
'career
particular,
means".
success'
what
of
conceptualisation
kinds
different
to
managers,
of
means
success
career
what
to
conceptualise
attempt
despite
female
managers,
older
and
younger
and
managers,
and
male
such as
described
likely
to
as
age,
to
and
gender
according
exist
are
that
variations
evidence
59
above. (A major criticism made of careertheory e.g. Larwood and Gattiker (1987) is
that it has traditionally been basedon a uniform, all-male sample.)
The literature therefore points the way forward for the research "to raise the issue of
what is success" (Sekaran and Hall 1987) for managers. There remains a need for
research which conceptualises managers' personal definitions of career success,
taking account of the potential effects of gender and age, and showing the relative
importance of internal and external criteria for successfor different managers.
The form in which the findings of research into the internal career have been
indicates
one possible means of achieving such a conceptualisation.
presented
Writers such as Schein (1978), Driver (1982) and Deff (1986) have usedwhat Bailyn
(1989) describes as orientational categories, or typologies, to represent "an
in
data
differences
individual
that
subjective meanings".
reflects
aggregation of
Orientational categories, such as Schein's career anchors, "classify people according
hand"
(Bailyn
deal
topic
the
individual
that
at
to
with
specifically
predispositions
based
is
field
in
typology
badly
is
theory
1989). What
a
of careersuccess
needed the
define
how
describes
their
career
own
managers
which
categories
orientational
on
both
into
from
derived
is
of
managers
and
women
and
men
research
success,and
different ages.
60
CHAPTER
3:
RESEARCH
61
62
The methodological position which has been chosen for this research,therefore, is
for
its
its
it
because
causalontology and neglect of social
attacks positivism
realism,
disputes
interpretivism's
is
but
that
there
also
argument
no such
actors' meanings
thing as objective social reality. Realism argues that subjective meanings are
important, but that there are "real" objective relations which underlie social relations:
least
fact
that social actors' conceptionsof reality make up at
the
part of that reality
if
building-blocks
"Even
its
the
does not rule out
objectivity:
of social science are
'interpreted' building blocks in a more radical and far-reaching way than are the
if
theory,
the
scientific
natural
and
of
even
structures
postulated
parts
component
be
for
in
tend
to
tentative
presented,
good
the
sciences
reasons,
a
way,
social
within
63
Since realism arguesthat the nature of the social world is very different from that of
importance
like
interpretivism,
1994),
the
(Neuman
of
accepts
the natural world
and,
for
be
different
it
that
appropriate
methods may
social actors' meanings, advocates
by
In
from
traditionally
those
realists
some
particular,
used
positivists.
social enquiry
have attacked quantitative methods as "predominantly descriptive and representative
lack
depth":
"There
with
associated
problems
are
explanatory
which
generalisations...
by
be
empirical
settled simply
the investigation of social reality which cannot
(1980)
Smircich
Morgan
1990).
that
(Layder
agree
any research
and
investigation"
itself
"merely
contents
with the production of narrow,
into the social world which
64
65
is
"qualitative
exploratory studies, since
research more concerned with emergent
themes and ideographic description". Gill and Johnson(1991) also concur that they
in
likely
findings
"more
to
area".
an under-researched
produce valid
are
Using qualitative methods therefore seemsto offer the best meansof producing data
little
light
deep
the
to
understood subject of
on
shed
and rich enough
which are
(Geertz
description
The
"thick"
definitions
of career success.
managers' personal
1973) and detailed analysis generatedby qualitative researchtechniquesshould yield
be
for
believe
to
the most accurateconceptualisationof what managers
careersuccess
themselvesand thereby answerthe researchquestions.
is
the
topic
The nature of the research
questions are posed also an
about which
in
the
that
influence
the
important
methods chosen
strategy,
a
research
of
choice
on
knowledge
likely
be
to
those
to
yield
most
to carry out the research must appear
for
(1987),
the
that
of
various
Outhwaite
merits
it.
suggests
example,
about
in
judged
be
these
"can
the
of
practice
only
approachesto social science research
to
to
the
they
to
to
public,
and
scientists
the
social
seem,
which
extent
and
sciences
the
social
world".
of
understanding
own
our
enrich
individual
to
the
the
concept of
give
managers
meanings
This research concerns
investigates
the
is
It
that
meanings
and
research
which
argued
widely
career success.
66
beliefs of individuals
be
can
carried out best with recourse to qualitative methods,
such as semi-structured interviews, rather than using quantitative methods, such
as
surveys. Easterby-Smith et al. (1991), for instance, suggest that using semistructured or even unstructured interviews is the most appropriate researchmethod
"it
is necessaryto understandthe constructsthat the interviewee
when
usesas a basis
for her opinions and beliefs about a particular matter or
situation".
Personal conceptions of career successrelate to deep-seatedvalues and attitudes held
by managers,and any researchwhich investigatesthem must use methodscapable
of
tapping this depth, rather than merely reporting superficial opinions. Gill and
Johnson (1991) believe that employing quantitative methods can impede rather than
aid the researchprocess: "Respondentsmight often be constrainedor impelled by the
interviewer
prompts of an
or the rubric of a self-completion questionnaire." They
lead
"This
them to make statementswhich, although fitting into the
conclude:
may
conceptual and theoretical proforma of the research,give little opportunity for the
in
he
to
the
respondent articulate
ways which
or she personally conceptualisesand
understandthe matters of interest."
The view that there are some areasof social reality, such as values and beliefs, which
is
by
statistics cannot measure, shared many writers on social research. As Okely
(1994) says, "peoples' beliefs, values and actions are not necessarilyrevealedby head
both
"quantification
Silverman
(1993)
that
can
conceal as well as
agrees
counting".
be
"
basic
that
qualitative methods may
social processes, and points out
reveal
be
the
topic
the
research
could
participants' views on
particularly useful when
have
"Do
topic
on
any
which await
attitudes
all
coherent
we
somewhat unformed.
the researcher'squestions?," he asks.
Silverman's opinion is especially pertinent to this research topic, since many
for
be
them,
constitutes career success, even
of
what,
conscious
not
managers may
Conceptions
it
the
time
of career success are
though they act on all
subconsciously.
likely to fall into the unit of social setting described by Lofland and Lofland (1984)
by
Inviting
is
the
that
participants.
"inarticulated
such
as
unrecognised
meanings",
as
is
in
fill
to
research
project,
as
part
of
a
quantitative
a
questionnaire,
simply
managers
(1989)
Rossman
beliefs.
Marshall
their
help
them
say:
and
surface
to
unlikely
behaviours,
feelings,
do
know
interactions
their
so they
not
and
"Subjects sometimes
"
For
this
to
to
the
them
purposes
respond
of
a
questionnaire.
cannot articulate
because
have
be
the
the
not
only
managers
not
reflected
on
case
this
may
research,
67
68
The methods used to conduct this research will be considered in detail in the
subsequent sections. Before the exposition of the research process begins, it is
important to discuss a key issue relating to the researchdesign,that is the decision to
carry out the research in two discrete stages,the first, as it were, acting as a pilot
study, and the secondbeing informed by this and building on its findings.
This decision was taken for a number of reasons.As discussedin section 3.1.2,
managers'personal conceptionsof careersuccessare an areawhere little researchhas
been carried out to date. Much of the researchwhich does relate to this topic has
used quantitative methods (e.g. Gattiker and Larwood 1986 and 1988, Poole et al.
1993). It was felt that the use of a pilot study would confirm the suitability of the
in
qualitative methods chosen, an area of researchwhere there were few existing
demonstrate
It
the
to
studies guide
researcher. would
whether the methods enabled
the research participants to reflect on what career successmeant to them, a subject
discussed
in
have
they
previously considered,as
section 3.1.2.
which
might not
The second group of reasons for choosing to perform the research in two stages
how
degree
inexperience
the
of uncertainty about
and a
researcher'srelative
concerns
the research process would proceed. Marshall and Rossman (1989), for example,
he
(sic)
lend
that
"use
the
to
the
that
researcher'sclaim
credence
of a pilot can
state
how
difficult
it
hard
it
In
to
particular, was
gauge
easy or
can conduct such a study".
data,
that
to
the
two-stage
be
to
meant
research
relevant
and
a
approach
gather
would
in
be
ironed
in
the
the
out
second
might
occur
pilot
stage
could
which
problems
any
in-depth
data
the
For
main
used
was
method
of
collection
example,
stage.
interviewing, and the two-stage approach provided an opportunity to "tune" the
first
if
data
the
necessary,
after
stageof
analysiswas complete.
interview schedule
69
Despite early
caution, in fact it was necessary to make only minor changes to the
interview schedule for the
second stage of the research (see Appendices 1 and 2), and
it was possible to
combine the findings of both stages to develop the typology of
managerial career success, as described in Chapter 6. The field work process at both
stages of the research will be discussed in detail in section 3.3.
3.2.1 Research methods
The qualitative researcher has a choice of methods to draw upon, which can be
used
individually or in combination. These methods are summarised by Silverman (1993)
follows:
as
i) Observation
ii) Analysing texts and documents
iii) Interviews
iv) Recording and transcribing
Using methods i), ii) and iv), the researcheracts as a passive observerof social life,
by observing or recording situations relevant to the questions being researched,or
through the analysis of relevant texts. Such methodswere not consideredappropriate
for answering the research questions posed here: understanding managers' own
"interventionist"
research method.
conceptions of career successrequires a more
Conceptions of career successdo not tend to surfacein every day organisationallife:
issue
this
and those managerswho
many managersmay not often actively reflect on
keep
to
this private,
to
them
may well wish
are clear about what careersuccessmeans
in case their personal conception of success is at odds with that which their
organisation appearsto endorse.
Interviewing, on the other hand, allows the development of an active relationship
between the researcherand the subjects of the research. As King (1994) says, "the
interviewee is seen as a 'participant' in the research, actively shaping the course of the
interview rather than passively responding to the interviewer's pre-set questions".
interviewing
data
for
to
the
decided
therefore
use
It was
as
main method of gathering
+11,
Choosing
interview
format
important
the
most
appropriate
was
project.
this research
interviews
interviewees'
felt
that,
it
structured
whereas
would restrain
too:
was
interviews
the
same
way
as
a
questionnaire,
unstructured
would
much
in
responses
4.
70
71
limiting
in
the
is
that,
to
it
number of research
acknowledge
Nevertheless,
crucial
findings
lays
the
to
their
a
of
potential
charge
open
researcher
the
qualitative
settings,
(1989),
"selection
Eisenhardt
to
of an appropriate
quote
lack of generalisability:
limits
helps
define
the
to
of
generalising
and
variation
extraneous
controls
population
(1989)
Rossman
that
Marshall
study's
qualitative
admit
a
and
findings".
the
72
transferability or generalisability to
other settinjzsmay be problematic, even if it has
greater claim to validity than quantitative research. In defence,they
claim that such
"generalisability" is less important than the
consistencyof qualitative findings with
"a body of theory". Bryman (1988)
concurs with this view, saying that "the issue
should be couched in terms of the generalisability of casesto theoreticalpropositions,
rather than to populations or universes"
Even if one accepts that generalisability
poses a dilemma for the qualitative
researcher,the impact of the problem may be reduced in the case of this research,
since the research questions being asked concern individual managers,not groups
within the organisation or the organisation itself- the researchparticipants were
drawn from the different divisions of BT and many of the managersinterviewed had
in fact worked for other organisations too. It seemedlikely therefore that
a wide
perspective of views on careersuccesswould be representedwithin the BT setting.
Two other important issuesconsideredbefore BT was chosenas the researchsetting
were whether it would provide an environment conducive to answeringthe research
questions and whether prolonged accessof the kind required to carry out the research
forthcoming
be
(Marshall and Rossman1989).
would
From the point of view of being an environment conduciveto answeringthe research
had
BT
question,
many advantages.Whilst it has undergoneradical restructuring and
delayering in the past ten years, it is still acknowledgedto be a very hierarchical
organisation and one which continues to emphasisethe "traditional" idea of career
successas position and pay. It was thought that an organisationof this kind offered
the best backdrop to any investigation of managerial career success, since any
deviation from the "traditional" idea of success would be starkly portrayed.
Furthermore, compared with many other UK companies, BT has promoted the
development of women managers and employs a relatively large number of them.
This was thought to be important, since one aim of the researchwas to examinehow
ideas
differ
from
it
felt
that
the
about
success
career
men's;
was
women managers'
field work would be best carried out in an organisation where there were relatively
large numbers of women managers,from which to recruit participants.
issue
important
if
be
the
to
Finally, gaining accesswas an
all
researchwas
carried out
be
likely
BT
for
to
to
to
more
seemed
agree give access a study
in one organisation.
Cranfield
long-standing
have
BT
kind
than
companies,
since
other
a
many
and
this
of
73
BT's origins date back to the last century, when, in 1879,the Post Office obtainedthe
because
level
UK
the
the
to
transmit
telegrams
exclusive right
within
of
of public
dissatisfaction with the service provided by private telegraph companies (Newman
1986). By 1912, the Post Office had assumedresponsibility for telephoneactivity in
the vast majority of Great Britain. As Part of the Post Office, British Telecom was a
Government department until 1969, when it was made a public corporation. This
it
to
that
the
that
enjoyed
an
organisational
culture
similar
of
recently,
until
meant
Civil Service, and as such was perceived as a company which could offer its
life-time
careers.
employees well-structured
it
is
known,
BT,
has
15
now
as
years,
Over-the past
undergonedramatic change. It
being
from
the
a monolithic corporation with a monopoly on
position of
has moved
74
National
Business
Communications
and
Personal
for
Systems,
is
the
and
which
responsible
communications;
infrastructure;
headquarters,
Group
includes
and
which
strategic
telecommunications
Network
finance
and personnel.
functions such as
75
76
The potential
In order to answer the research questions, it was important that the groups of
for
interviewed
included
the
the
managers
pilot and secondstagesof
research
women
different
first
began,
Before
the
the
and men, and people of
ages.
stageof
research
therefore, a decision was taken to interview equal numbers of men and women in
three different age groups, the twenties, thirties and forties. It was acknowledgedthat
this plan might have to be changed in some way before the second stage of the
in
but
the
that
the
the
managers'
eliciting
pilot
stage
achieved
success
research,
definitions of career successmeant that this was not in fact necessary.
The decision to choose these three age groups as appropriate ones from which to
draw the participants was informed by the literature on adult and careerdevelopment.
There is strong evidence that, even though the developmental experiencesof the
developmental
kind
both
through
differ,
of
some
women and men pass
sexes may
ideas
40,
30
their
about career
transition at around the agesof
which may affect
and
1987,
Wolfe
O'Connor
1996,
1976
Sheehy
1978,
(e.
Levinson
and
and
success g.
less
forties
in
to
1987).
Managers
their
Roberts and Morgan
especially seem put
1988).
West
(e.
Nicholson
for
and
g.
success
criteria
external
emphasison
decision
fifties.
This
in
taken
include
their
partly
to
was
decided
managers
It was
not
developmental
later
for
transition
less
at
a
empirical evidence
because there was
has
development
50;
career
on
and
research
adult
much
of
the
age
around
for
reasons:
pragmatic
managers;
and
partly
younger
studying
concentrated on
increased
have
fifties
in
the
their
fourth
either
would
group of managers
including a
77
78
any case.) In addition, while it was not specified which departmentsor types of work
the managers to be interviewed should represent,BT
briefed
to ensurethat they
was
were drawn from a variety of backgrounds. This again, it was hoped, would generate
as wide a range of views on careersuccessas possible. In fact, somerecruiter bias in
the selection of participants was evident, particularly in the pilot stage. This bias and
its potential effects will be discussedin the following sections.
It was decided to begin the researchprocessby interviewing 12 managersfor the first
stage of the research. Given the necessity for the participants to include men and
in
different
three
women
age groups, this seemedto be the minimum number that a
pilot study could consist of. No firm decision was taken in the early stagesof the
research about the number of managerswho would be interviewed in the second
it
it
be
interview
further
24 or even 36,
thought
that
to
stage: was
might
necessary
a
depending on the outcome of the pilot stage. The ultimate decision about the number
inevitably
based
between
the desire to
of researchparticipants was
on a compromise
limited
data
1984)
(Lofland
Lofland
the
the
time and
and
richest
and
obtain
possible
in
full
had
they
to
transcribe
that
the
conduct and
all
researcher,given
resources of
the interviews on their own (King 1994). In the event, the first stageof the research
further
for
interview
24
felt
it
it
to
that
managers
a
was only necessary
went well: was
the second stage of the research,and it was possible to combine the findings of both
develop
interviews,
36
based
the
typology
to
the
total
of careersuccess
of
on
stages,
6.
in
Chapter
presented
3.2.5 The participants in the first stage of the research
For the first stage of the research,the aim was to interview 12 managers:two women
in
two
their
thirties,
two
in
two
and
twenties,
their
men
women and
and two men
forties.
The
in
the
their
carried
was
participants
of
two
recruitment
men
women and
headquarters.
its
development
BT's
team
by
group
at
management
of
a member
out
before
intention
the
the
she
research project
She was fully briefed about
and scope of
in
the
The
take
to
were
research
part
agreed
who
managers
the
managers.
recruited
interview
for
location
to
their
time
to
by
the
and
arrange
a
researcher
then contacted
take place.
One
fitted
the
researchrequirementswith one exception.
The 12 managers chosen
be
interviewed,
in
fact
to
turned
for
twenties
the
out,
when
group
age
woman selected
in
had
from
different
that
the
she
managers
younger
other
(She
somewhat
was
30.
79
not graduated until she was 26 and had only been with BT for four years.) This has
been taken into considerationin the
interview
data.
the
analysisof
Name
Sex
Age
Grade
Education
Work area
Sam
Female
20s
University
Personnel
Alex
Male
20s
University
Sales
Kenneth
Male
20s
University
Sales
Nicole
Female
30s
University
IT
Anne
Female
30s
Jeanette
Female
30s
Postgraduate:
Sloan MSc
University
General
management
IT
Phil
Male
30s
Personnel
Paul
Male
30s
Susan
Female
40s
Sarah
Fernale
40s
Colin
Male
40s
Dave S
Male
40s
Postgraduate:
MSc
Teacher
training
School;
MBA
Postgraduate:
MSc
Postgraduate:
MBA
School;
BSc
Personnel
Personnel
IT
General
management
Personnel
80
For the second stage of the research, it was specified that participants should be
drawn from all five divisions of BT, in order obtain the widest possible range of
did
(
It
do
the
to
organisation.
not seemappropriate
views on career successwithin
this for the pilot stage,given the small number of managersto be interviewed.) As a
development
by
from
five
the
the
staff
result,
participants were recruited management
divisions. Following the successof the first stage of the research, discussed in
Chapter 4, it was decided that only another24 managerswould be interviewed in the
in
36
been
had
36
the
BT
to
needed:
case
were
managers,
asked
recruit
secondstage.
final selection was therefore made by the researcherfrom a list supplied by BT, in
backgrounds
from
include
desire
to
as
managers
as wide a spreadof
accord with the
hierarchical
grades.
possible and an assortmentof
included
four
for
the
the
women
secondstageof
research
The 24 managersrecruited
four
four
four
in
in
their
thirties,
twenties,
their
women
four
and
men
and
men
and
in
Communications,
forties.
Six
in
Global
four
their
seven
worked
men
and
women
Business Communications, three worked in Personal
National
in
worked
81
Communications, four
worked in Group headquartersand four worked in Networks
and Systems. The managers' biographical background is surnmarisedin the
same
way as that of the pilot study managersin Table 3.2. It is interestingto
note that four
of the participants have researchdegreesthemselves,which suggeststhat people
who
agreeto take part in a researchproject like this may to someextent be a self-selecting
group: people who have research degreesare probably more likely to want to help
somebody else who is studying for one!
Fifteen of the managers were married or living with a partner;
had
these
eight of
young children, six men and only two women. Ten of the managershad partners
who also worked; five, including four men, had partnerswho did not work. The nine
included
two men and two women in their twenties, three women in
single managers
their thirties and two women in their forties, both of whom were separatedor
divorced. None of the single managershad children. Seventeenof the managershad
for
BT for their entire career;sevenhad worked elsewhereas well.
worked
It proved much harder to find 24 "suitable" managersto take part in the secondstage
of the research. This was probably partly due to the larger numbersrequired and also
because, while the recruitment was still co-ordinated by staff on the management
development team at BT's group headquarters,they delegated the selection of
individual
divisions.
One
division
failed
to
the
to ask the
participants
staff within
had
forward
they
the
put
as participants, with
permission of
employeeswhose names
the result that some of them were reluctant to take part in the research. Other
divisions took little care to check ages before recruiting managers: one manager
in
forties!
be
in
their
twenties
to
their
the
was
actually
whom
researcherunderstood
In addition, for some reason which BT never properly managedto explain, it asked
far more managersin their twenties than in their thirties to take part in the research.
This meant that, even though 36 managers had been recruited as participants and only
24 were needed, there were several "gaps" which needed to be filled, given the
in
for
their
twenties,
of
men
and
women
equal
numbers
researcher's requirement
This partly explains why, once again, the group includes more
had
be
discipline:
in
to
two
these
than
of
any other
personnel
managers who work
by
the
the
the
management
of
research
process
very
end
at
right
recruited
discussed
headquarters.
As
in
the
team
connection
with
pilot
at
group
development
forties.
thirties and
had
have
findings,
the
to
does
an
adverse
which
are
effect
on
seem
not
this
stage,
first
literature
findings
the
the
stage
and
career
success.
of
existing
on
with
consistent
82
Name
Sex
Age
Grade
Education
Work area
Lisa
Female
20s
University
Sales
Paula
Female
20s
School
Personnel
Sherelle
Female
20s
University
Systems
engineering
Finance
Stella
Female
20s
University
Darren
Male
20s
School
Dave H
Male
20s
University
General
management
IT
John
Male
20s
University
IT
Ran
Male
20s
University
Sales
Gill
Female
30s
University
Strategy
Jane M
Female
30s
University
Personnel
Kathryn
Female
30s
University
Strategy
Lyssa
Female
30s
University
Finance
Adam
Male
30s
School
Pravin
Male
30s
Male
30s
Postgraduate:
PhD
School
General
management
Marketing
Steve
Personnel
General
management
IT
Stuart
Male
30s
Angela
Female
40s
Female
40s
Female
40s
Postgraduate:
MPhil; MBA
Postgraduate:
MA
Postgraduate:
PhD
School
Female
40s
University
Personnel
Male
40s
School
Personnel
Male
40s
School
General
Elspeth
Jane S
Liz
Alan
Dave C
David
Tony
40s
Male
40s
Male
I
Postgraduate:
PhD
School;
BSc
I
General
management
Audit
management
Market
research
Personnel
83
84
85
discussed in Chapter 4.
full
in
transcribed
the
as
The interviews were taped, with
participants' consent, and
important
kept
The
interview.
tapes
of
source
as
an
were
each
after
soon as possible
in
tone
the
for
encapsulated
meanings
often
are
the
since
process,
analysis
reference
basic
data
interview
In
to
the
the
gathered,
addition
used.
words
as
of voice as well
data
biographical
This
interviewee
were collected.
biographical details about each
their
ages,partner's occupation,
children
of
and
number
status,
included age, marital
length
key
the
hierarchy,
time
in
company,
with
level
of
responsibilities,
job title,
Details
breaks.
the
of
education
and
career
length of time with other companies,
86
biographical data
collected are included in Appendix 4. Some of these details were
later stored in NUD. IST database in
a
order to aid analysis. The use of NUD. IST in
the analysis process is explained in section 3.4.2.
In addition to the data collected by the
process of interviewing, after the interview
had ended observation notes were made about
each participant and the impression
their interview made on the researcher. These notes were used to shed light on the
content of the interviews and help interpret what the interviewees had said, where
appropriate. They formed a useful first stage of data analysis, as discussed in more
"impenetrable" nature of this topic, consideredin sections3.1.2 and 3.2.L For those
define
harder
to
found
it
them,
to
meant
success
what
career
managers who
While
the
researcher'sprevious
was
required.
considerable patience and persistence
draw
here,
help
to
the
journalist
people
skills required
was of some
experience as a
It
from
different
those
reporter.
one would employ as a news
out were actually quite
formulate
their
time
to
important
the
to
own
views
participants
give
particularly
was
it
them
than
was
often
them,
which
to
unnecessarily,
prompt
rather
the
air
space
and
leaming
to
to
The
do.
stay silent was one
when
prompt
and
when
skill of
tempting to
improvement
An
field
the
honed
was
especially
progressed.
work
as
which was
lot
interviews,
that
more
a
in
revealed
the
where
analysis
of
stage
second
noticeable
been
had
data
gathered.
relevant
hard
draw
too
talked
to
much
about
out,
others
the
few
were
managers
"le
of
a
This
to
the
topic.
chiefly
was
a
relevant
research
particularly
not
were
subjects which
87
problem during the pilot stageof the research,when some of the managers
spent up
to half the interview on the first section of it describing their
careerto date in minute
detail, but giving very little information
ideas
their
about
on career success. In the
second stage of the research,this part of the interview was somewhatrestructured,
and participants were asked to describe their career so far only "briefly". This still
worked as an effective "warm-up" device but meant that it became possible to
generate a higher proportion of "useful" data from this section of the interview as
well.
On the whole, the women were easierto interview than the men. They seemedmore
had
ideas
articulate,
clearer
about career success,and could express them more
Those
concisely.
participants who talked too much and tended to stray away from
the research topic were generally male. The fact that the women were "easier" to
interview probably reflects the fact that the researcher/interviewerwas also female,
but possibly also relates to real differences in male and female styles of speaking
(Tannen 1991). The implications of the relationship betweenthe interviewer and the
interviewees for the researchfindings will be discussedin more detail in Chapter 7,
7.5.
section
Despite these minor problems, overall the interviews were consideredto be a success.
All of the managersproved able to formulate their ideas about what career success
first
in
the
The
the
stage
concepts generated
range and consistency of
meant to them.
had
been
the
the
than
of
research
the
second
stage
expected;
of
researchwere greater
in
but
drawn
the
also succeeded
pilot stage
at
not only supported the conclusions
developing and building upon its findings, to the extent that it was possible to
A
in
Chapter
6.
described
construct the typology of managerial career success
5.
in
Appendix
is
included
interviews
the
transcription
of
one
of
sample
3.4 Data analysis
build
to
intention
3.1.3
3.2.1,
this
the
researchwas
with
and
As discussedin sections
interviews:
in
from
data
1993)
(Blaikie
gathered semi-structured
theory abductively
follow
in
does
it
in
However,
this
respect
while
in that senseit is "grounded" theory.
be
it
1990),
(Strauss
Corbin
Strauss
claimed
Glaser
cannot
and
and
the tradition of
is
knowledge
it
to
grounded
pure
success
career
about
makes
that the contribution
by
building
data
theory
recommended
and
iterative
collection
of
process
theory: the
has
form
followed
been
that
this
the
has
research
Strauss
closely;
and
not
Glaser and
88
for
is
be
the
taken
granted nor rigidly prearranged,so
classification
"Nothing can
field
(Okely
1994).
Burgess
(1994b)
Bryman
before,
work"
and
not
made after,
involves
to
the
"the
conceptualisation
which
application
a
either
of
extent
that
agree
derivation
the
the
of
emergent
concepts"
point
affects
at
or
which
priori categories
89
different
being
the
the
explores
meanings people place on
phenomenon
explored.
Ritchie and Spencer (1994), for example, suggestthat the creation of typologies is
for
different
"categorising
types of
research
particularly suitable
qualitative
aimed at
(1984)
".
Taylor
Bogdan
behaviours,
and
motivations etc.
agree that
attitudes,
typologies are "useful aids in identifying themes and developing concepts for
theory". Brymanand Burgess (1994a) confirm that the building of typologies and
taxonomies can be "an important component of analysis for the qualitative
in
identification
helpful
become
"can
devices,
"
"Such
the
they
of
say,
researcher:
differences in the data and can help with the elucidation of relationships among
concep sit.
for
is
typologies
development
The
research which
seen as especially pertinent
of
discussed
As
from
individual's
the
the
of
view.
point
career
of
the
concept
explores
from
has
2.1.4,
the
the
2,
career
in Chapter section
examined
much researchwhich
has
1986)
(e.
Schein
1978,
1982,
Derr
Driver
used
g.
individual's point of view
different
have
towards
their
the
attitudes
people
which
to
categorise
typologies
(1978
"occupational
1993)
Schein
the
For
and
range
of
captures
example,
career.
hold
his
their
through
about
career
anchors
careers
people
which
self-concepts"
90
91
As
both
for
the
research.
stages of
The process of data analysis was the same
it
began
3.3.1,
in
discussed section
with the writing of observationnotes about each
be
finished.
These
to
had
interview
valuable
a
proved
notes
their
participant after
in
that
for
the
the
notes,
process,
analysis
ideas
of
rest
precedent
a
set
and
source of
became
1994a),
Burgess
(e.
Bryman
described
and
they
g.
sometimes
are
or memos as
important
theoretical
to
it
conceptualisation.
aid
an
as
emerged
and
a vital part of
92
described
below.
the
secondstageof
research, with someminor modifications
Index construction and coding were carried out with the help of the NUD. IST
With
NUD.
IST,
described
in
3.4.1.
the
section
qualitative analysis software package,
in
interviews
tree-shaped
the
to
stored
a
are
qualitative
content
of
codesused analyse
index system: it was found that developing the index systemin this way helped frame
later
helpful
for
in
that
stagesof the
this early phase of analysis a way
proved very
format
data
being
the
the
of
explored, since
were
process, when relationships within
NUD. IST encouragedthe organisation of codesinto generalcategoriesrelated to the
researchquestions.
93
As the coding of the data took place, the general coding categories
were subdivided
into more specific categories, which were the actual codes used to index the data.
Each code employed in the analysis of the data becamea "node" in the NUD. IST
system, that is a branch of NUD. IST's tree-shapedindex system. Every node had its
own NUD. IST "address" in the index system, which meant that specific coding
categories could be accessed quickly, and cross-referencedwith other coding
if
categories required.
During the coding of the data during the first stage of the researcha total of 113
nodes were created; in the secondstageof the research,the index increasedin size to
1,68nodes. While the basic structure of the index remained the same for the entire
it
before
during
the coding of the second stage
research project, was modified
and
interviews, to reflect the experiencegained from previous data analysis,the findings
from
ideas
the second stage of the
the
of
which emerged
pilot stage, and new
"success"
The
the
the
coding
expansion of
research.
main changes made were
introduction
"attitudes"
the
the
of coding relevant
category and
coding category, and
to ways in which criteria for careersuccesswere emphasised.The increasednumber
larger
in
the
the
the
the
result
of
researchwas also partly
of nodes
second stage of
index
for
final
form
NUD.
IST
interviewed.
The
the
used
of
number of managers
in
6.
is
Appendix
included
in
data
the
the
research
secondstageof
coding
The construction of the index and the coding of the data were both carried out by the
have
involved
is
ideally
It
that
these
should
accepted
processes
alone.
researcher
in
data
to
the
the
order
given
additional support of
analysis
than
person
one
more
Unfortunately,
given the nature of PhD research,especially the
inter-rater reliability.
faced,
both
the
this
time
money
which
and
researcher
was
not
possible.
of
constraints
94
define
their
to
the
the
used
managers
In the pilot stage of the research,
criteria which
between
through
them
analysis
that
the
emerged
relationships
own career successand
build
which
success,
career
data
to
managerial
of
model
a
were used
of the
its
The
dimensional
and
model
three
construct.
conceptualised success as a
the
In
4.5.
the
4,
of
Chapter
stage
in
second
development is described
section
the
interviews
of
pertinence
supported
the
data
of
round
second
of
analysis
research,
in
clearly
developed
more
be
it
even
showed
which
to
way
a
the model and enabled
The
the
be
of
reworking
conceptualised.
how managerial career successshould
5.7.
5,
Chapter
in
discussed
section
is
model
developed
drew
the
carried
data
analysis
and
on
which
analysis,
The final phase of
typology
the
managerial
of
constructing
with
concerned
was
build
the
model,
to
out
3.4.1,
in
the
discussed
6.
As
in
Chapter
section
presented
career success
95
development
large
The
describe
(1984)
"the
Lofland
Lofland
agony of omitting".
as
to what
and
interesting
by
interviews
the
the
data
and
stream
of
participants,
generated
of
amount
from
had
in
be
to
them
to
ideas
as
such
a
way
emerged
controlled
which
analytical
being
drawn
the
findings
to
researchquestions,without
relevant
unduly
best illustrate
Moreover,
(1991),
"one
Easterby-Smith
issues.
to
quote
et al.
of the
into subsidiary
96
CHAPTER 4: AN EXPLORATION OF
CAREER SUCCESS
MANAGERIAL
97
CHAYTER
4:
AN EXPLORATION
OF MANAGERIAL
CAREER SUCCESS
first
the
of
stageof the research,carried out amongst
12 managers at BT, as described in Chapter 3, sections 3.2
and 3.3. Section 4.1
describes the managers'own criteria for
identified
by the research.
career success
,
Sections 4.2 and 4.3 consider the differences found betweenthe
women and the men,
and the older and the younger managers,in terms of how they viewed their own
career success. Section 4.4 briefly discussesthe findings of the first stage of the
in
research the light of the literature reviewed in Chapter 2. Section 4.5 presentsa
model of managerial career success, based on the managers' criteria for career
success.
4.1 What do managers conceive career success to be on their own terms?
As discussed in Chapter 3, section 3.3.2, all of the managers were able to define
for
during
interview.
None of their
themselves
the
their
career success
course of
definitions were simple, however: for each manager, career success was a
by
influenced
a number of criteria.
multidimensional concept, consisting of and
(There was a commonality in the criteria used by the managers, however, which will
be discussed in more detail below. ) In particular, all the definitions went far beyond
the traditional external idea of career successas position in the hierarchy and level of
dimension
internal
had
For
as well
a subjective
pay.
all of the sample, career success
degree
dimension,
the
of emphasis placed on
although
as an objective external
different criteria for career success varied from manager to manager. (Certain
be
discussed
to
gender and age will
patterns of emphasis on particular criteria relating
in more detail in sections 4.2 and 4.3.)
Therefore, while position in the hierarchy and pay were important to many of the
internal
in
subjective
their
were
so
success,
terms
of
career
conceptions
of
managers
be
judged
henceforward,
to
be
to
they
were
Internal
referred
will
as
criteria,
criteria.
be
by
internally
the
managers and, as such, cannot
those which were experienced
be.
Internal
level
hierarchical
in
the
that
can
pay
and
way
measured objectively
included
definitions
their
of
success
the
of
as
part
reported
managers
criteria which
in
Alex
this
typical
respect.
interest,
was
of
achievement.
a
sense
and
enjoyment,
hierarchical
included
for
personal recognition and
career success
His criteria
but also enjoyment and variety, as illustrated by the following quote:
advancement,
98
30s woman)
"Career success I think I've got to launch a successful product that changes the
...
BT
it
is
doing
I
feel
"
(Colin,
40s
thinks
would
way
about what
very
successful.
...
man)
4.1.1
Internal
of
career
success
criteria
,
As described above, all of the managersused internal criteria to measuretheir own
internal
However,
the
criteria
most of
success,as well as objective external criteria.
the
on
contrary, patterns of similarity
were
not
used
unique;
which each manager
for
internal
found
interviews.
The
that
from
the
criteria
certain
study
emerged
definitions
to
the
success.
of
career
managers'
many
of
common
were
success
for
five
internal
key
identified
it
many of the managers
Altogether
criteria, which
These
definition
their
important
were:
of
career
success.
of
part
an
were
for
important
dimension
Enjoying
of career success
work was an
Enjoyment.
did
believe
These
they
that
the
would
see
managers
not
managers.
of
seven
99
themselves as a success unless they enjoyed their work. External criteria for
success such as level of pay and position in the hierarchy were seen to be
meaningless without the crucial factor of enjoyment:
"If I can look back and think I've actually had some sense of enjoyment from
the work, it hasn't just been something I've done to bring the money in, if I can
combine the money and the happiness, then that would mean being good at
I'm
doing...
I
I
think
what
and
would have been successful. " (Sam, 20s woman)
11 recognition of the organisation that you're worth something that's always
...
...
been relatively important at the back of my mind but more than anything else
...
it's about doing things that I actually enjoy doing, sort of personal
40s
(Dave
S,
"
man)
achievement.
Interest.
both,
interest,
their
to
conception of career
central
as
or
either enjoyment or
success):
I'm
if
it's
just
I
bored
I
if
because
interesting
be
misery
......it really has to
am
...
...
it
in,
interested
I'm
do
day
hours
here
be
have
work
to
to
and not
a
seven
going
40s
(Sarah,
"
just
be
woman)
soul-destroying.
would
I
Did
things
bored?
I
make
back
think
ever
"And I would look
was
and
is
different,
there
I
things
bored
and made
different? If I could say I was never
30s
(Anne,
I
woman)
that
changed
something
.........
did
they
at
Getting
what
of
out
achievement
of
Sense of achievement.
a sense
for
II
the
of
all
almost
managers,
important
of
success
career
part
of
an
was
work
related
closely
For
often
was
this
them,
achievement
of
interviewed.
sense
those
the
of
is
result
usually
was
that
achievement
of
a sense
to the idea of challenge,
For
the
a
tasks.
managers,
of
nine
taking on and succeeding at challenging work
determining
in
important
them
least
to
as
at
was
achievement
sense of personal
had
been
as
such
criteria
felt
external
they
not,
as
or
successful
they
whether
hierarchical position:
100
(Career success) "would be sort of doing well at things, being able to do the job
knowing
it
well, having people come and ask you questions because you
well,
knew
information,
the
that
the
person
were
woman)
"I found a degree of success has come the more time I spend in a job, so I'm
tempted to say [I felt successful] in the first job that I went into, because I was
there for such a long time ...you reach a certain standard where you are the
(Sam,
20s
"
I
did
then.
that
think
woman)
expert-I
Doing new things or doing things in a different way. For four of the managers,
in
doing
doing
things
involved
things
a
to
them
or
new
either
career success
different way from the way in which they had beendone before:
11 you've been seen to be somebody who's different, who's made a change,
...
doing
in,
for
to
of
the
ways
new
set
up
found
move
company
new ways
who's
20s
(Kenneth,
"
man)
things.
the
the
have
first
to
wind was
way
things
seen
actually
"And to do some
as well ...
by
broadly
before
they
things
embraced
actually
were
delivered
some
going and
40s
(Susan,
"
woman)
the business.
101
4.1.2 External
criteria of career success
Criteria like those described in section 4.1.2 were not the only kind of external
identified
The
the
measures of career successwhich
managersused.
research
a
different
"material"
for
to
the
career success,very
separategroup of external criteria
level
delineate
hierarchical
to
traditionally
of pay
used
criteria such as
position and
important
These
but
the
to
criteria, whilst
managers.
all
extremely
career success,
in
"tangible"
the
to
the
sameway as pay or promotional
were
not
external
managers,
being
being
being
included
They
able
respectedand
regardedas an expert,
prospects.
to exert an influence. Criteria such as these were often central to the managers'
internal
like
despite
fact
they
the
that,
are
criteria,
success,
career
conceptions of
been
have
definitions
"traditional"
from
not previously
of success,and
excluded
identified as a separateand distinct group of successcriteria.
be
henceforward
these
this
referred to as
criteria will
research,
For the purposes of
distinguish
from
in
to
them
material external criteria such as
intangible criteria, order
be
to
to
hierarchical
which
will
as
external
continue
referred
position,
pay and
is
for
"intangible"
this
the
The
criteria
of
success
word
group
of
choice
criteria.
102
feel
hierarchy
in
them
to
the
was not sufficient make
reaching a certain position
for
being
be
have
had
to
they
good at
a good reputation and respected
successful;
did
they
as well:
what
I
if
time
the
things
together
the
two
to
was
a
"I would have
as
at
same
match
......
be
being
I
thought
considered
director, people
was good ...and so success would
30s
(Phil,
"
man)
as good.
I'm
fairly
I
that
think
matters, what
respected,
and
well
"Generally speaking,
40s
(Colin,
that
man)
of
stuff.,,
sort
all
and
think
you
of
people
103
Influence. Eight
of the managers saw the ability to influence things at work as a
central part of their own career success: they were not interested in power for its
own sake, or status power, but the power to influence. For some, this influence
was not necessarily connected to their position in the hierarchy but was
valued in
its own right.
"I suppose what I realise from being in
a very hierarchical organisation is
sometimes if you want to do something that's really right and help to get
something through, it does help to have status
but I don't want hierarchical
.....
status for the sake of it. " (Anne, 30s woman)
"The need to be doing something that really makes a difference I'm
not
a
...
freak,
but sort of knowing that something that you're doing is really
control
"
(Nicole,
30s woman)
things.
changing
e
which one would be rememberedin some way, either in BT or outside it, was a
key criterion for career success for five of the managers, including three in their
forties. This idea was often expressed as "leaving a mark" on the organisation.
"(Career success is) for me now to be given or to take on something I can see
through for the next four or five years, something that has some real, real value
S,
40s
"
(Dave
man)
added, a major project.
"The job I got was buildings investment appraisal it was different ...it was mine
...
I
like
it
before,
things
done
had
up and
setting
quite
and
ever
and nobody
40s
W.
"
(Colin,
did
I
is
I
things,
man)
mine,
and can sayThis
starting
4.1.4 Further evidence for the importance of internal and intangible criteria
based
on
that
The conclusion
managers'personal conceptions of career successare
internal and intangible criteria, as well as external criteria, by which career success
by
is
further
judged,
been
supported evidenceof conflicts abouttheir
has traditionally
the
evinced.
of
managers
some
which
own success
first
Some
in
the
the
the
of
older
stage
of
research.
emerged
Two types of conflict
in
high
despite
the
lack
their
felt
position
success,
relatively
personal
of
a
managers
104
BT hierarchy.
It would seemthat for managerslike this, the "conventional", external idea of career
fact
be.
is
describe
in
to
they
to
conceive career success
success not sufficient
what
Their definitions of successaccordingly must include internal or intangible criteria as
well as external measuresof success.
4.2 The effect of gender on managers' personal conceptions of career success
105
For the women this was far from the case. Three of the women did not see career
hierarchical
in
terms at all, and those who did aspire to hierarchical
success
advancementwanted to move up the hierarchy becauseof the things it would allow
them to do, not becauseof the statusit endowed.
"I know I'm not expressing it in terms of position, am I? I'm clear that it's
it's
ladder
the satisfaction
this
the
point anyway ...
not ...at
not about moving up
...
"
(Susan,
40s
do
from
that
to
things
woman)
are much more
with me.
comes
"I get my kicks from doing the work, rather than having the status. " (Anne, 30s
woman)
"I couldn't care less (about my position in the hierarchy)
(Sarah, 40s woman)
"
honestly.
quite
Of all the women, position in the hierarchy and promotional opportunities were most
how
had
Nevertheless,
important to Sam, the youngest.
already set a ceiling on
she
high she wished to rise within the organisation, unlike her male colleagues, since she
between
life
her
her
balance
and
to
work
easily
more
this
that
enable
would
perceived
home.
far
the
than
talked
interviewed
women and used
promotion
more
about
All the men
developed
had
how
describe
thought
their
they
or would
careers
different languageto
"ladders",
"goals",
"steps"
the
women appeared
whereas
talked
and
of
develop. They
Anne,
for
development,
the
different
their
example,
career
of
view
have
quite
to
a
106
most overtly ambitious of the women interviewed, saw her careerdeveloping in terms
Of "sets of challenges",rather than a hierarchical progression:
11 always to have the ability to see ahead, in that I have
a stepping stone to go
...
somewhere, because I think I'd become very disillusioned very quickly where I
couldn't see a way forward, where there were only sort of sideways steps."
(Kenneth, 20s man)
"I would prefer to have the interesting work than to just be in an office, penpushing and not enjoy the work, so a lot of the level 3 (higher grade) jobs don't
be
interesting.
" (Jeanette, 30s woman)
to
seem
so
There were also large differences betweenthe male and female managersin terms of
the kind of importance they placed on pay. For the men, recognition in financial
terms was crucial: all of those interviewed mentionedmoney without prompting from
the interviewer, compared with the women, only three of whom did so. While pay
for
four
it
to
the
the
central
all of
men's conceptionsof careersuccess,
was
of
women
irrelevant
how
(even
it
to
they
their
though
they
was
saw
own success
might value as
lifestyle).
their
a meansof supporting
I
by
I
I
targets
said,
right,
set myself salary
on, was very ambitious.
.....
that age I want to be earning this, and by that age...and I blew them all out of
the water, completely blew them out of the water ...I'd set myself 15 grand as a
from
I
20,22
be
that
I'd
target, and
point, so sort of moved
or something at
on
30s
"
(Phil,
targets.
to
targets
man)
grade
salary
"Early
I'm
for
I
terms
to
what
get paid
with
starting to come very much more
isn't
if
decision
the
that
the
freed
to
has
company
make
me up
worth, which
40s
S,
"
(Dave
I'll
man)
go elsewhere.
paying me,
"I'm
boss?
be
I
like
to
be
to
and
yep
my
"It would be quite nice
promoted ...would
...
...
30s
"
(Anne,
by
fine
for
that's
that,
me.
probably
if I didn't get any more money
woman)
I
I
I
take
I
don't
a pay cut,
need as much pay as get, so could
"Pay is useful but
"
(Jeanette,
30s
less
woman)
pay.
do
with
something
could
107
"I've got myself into a position where I've got an interesting, reasonably welljob,
that gives me flexibility, the most I can hope for, in terms of the rest of
paid
my life which means more to me than my job. " (Sarah, 40s woman)
The women were more likely to see career success in terms of being good at what
they did and therefore equated it with being regarded as an expert and being respected
in
in
than
terms
their
the hierarchy and how much they earned. In
rather
of
position
kind
the
short,
of career successthey emphasised was much more related to personal
for
in
Power,
than
to
terms.
the women, was
recognition
organisational
recognition
it
it
in
influence
them,
than
the
terms
the
status
of
permitted
rather
very much
conferred on them.
It is interesting to note, in the light of this emphasison being good at what they did
in
first
being
the
took
the
that
stageof
part
women who
all of
and
seenas an expert,
lack
in
in
her
20s,
Sam,
the
the research,except
of confidence
expresseda
only one
None
interview.
during
their
of the men
their abilities at work at some stage
feel
themselves:
this
to
about
way
appeared
"
(Anne,
30s
be
I
I
to
think
darkest
"In my
exposed.
am about
moments always
woman)
but
the
being
to
of
gaining
respect
all
one
expert
and
was
central
an
The sense of
(The
Sarah,
the
only
woman
career
success.
exception
was
is
of
conceptions
women
had
She
family
the
one
who
worked
a
much
only
part-time.
more
and
young
with a
108
On the whole, therefore, the male and female managershad quite different ideas
about what career successwas for them. This is not to say that the samecriteria for
did
success
not apply to both men and women. What differed was the degreeto
which the sexes emphasised them: there were men such as Phil who did relate
intangible
being
to
success
criteria such as
seenas an expert and being respected,but
these criteria were less central to their idea of success,just as external material
criteria such as money and hierarchical position appearedto be less central to the
womentsconceptionsof success.
Furthermore, the male and female managersappearedto differ in their attitudes to
in
life
female
in
The
their
their
success
career and success
as a whole.
managers
far
just
likely
to
a part of the successthey wanted to
were
seecareersuccessas
more
life
for
lives
in
the
their
men,
successwas essentially
achieve
as a whole, whereas
driven by careersuccess:
"There's just so much more to the rest of my life but even when I was working
...
full-time, in terms of how I viewed my life, work was still a very small part. "
(Sarah, 40s woman)
doing
because
it
the
thing
it's
"I think
you're
so
parcel
of
same
really...
part and
much
time,
the
youlre
of
in the office
from
isn't
it?
it's
difficult
life,
so
very
of
your
proportion
significant
...
(Alex,
20s
from
your career ambitions.
man)
life's ambitions
to divorce your
109
For the managers in their forties, on the other hand, conceptions of successwere
idea
intangible
based
the
of creating somethingat
criteria, especially
on
much more
leave
by
the
be
"theirs",
their
they
mark
on
that
would
which
seen as
work
would
in
interviewed
four
this
Three
the
age group expressed
managers
out of
organisation.
in
business
this.
desire
their
to
with
connection
own
set up
a strong
handle
I've
do
I
that
to
it
on
got my
"I describe
means
work
really as want
I
just
development
it's
to
want
management
significant
mine,
it's
something,
.....
40s
S,
"
(Dave
if
like.
I
leave
man)
you
that
my
mark,
can
means
something
"(What
guess.,,
I
I
did
look
back
that,
is)
to
to
on and say
I want
something
achieve
(Colin, 40s man)
110
However, for the males in their thirties and forties who had not reachedsuch high
levels within the organisation, career successin terms of hierarchical position and pay
important:
still
very
was
got to the level which I thought
I
like
have
influence
I'd
to
that's
had
that
the
that
would
appropriate ...and
...
I
feel
influence,
but
don't
I've
lot
feel
I
frustration
though
got
a
of
as
part of my
...
that's backed up by my position really ...so I'd like to see those two balanced"
(Paul, 30s man)
"I'd
like
to feel that
financially
I'd
had
their
that
Many of the managersadmitted
changed
conceptionsof careersuccess
The
into
fell
life.
These
two
during the course of their working
separategroups.
first, which was wholly male, had shifted from seeingcareer successalmost entirely
important
intangible
internal
to
to
were
criteria
in external terms a position where
and
did
important
degree
they
to
(although
the
vary):
were
which
them as well
"It's
The
status and money were probably more
emphasis.
"
(Phil,
it's
being
more
recognised as an expert.
previously ...and now
different
a
important
30s man)
ill
"Hierarchy
was the measure and it isn't the measure now ...the measure has
changed in that sense and the success is there for me now, because I would
...
never have thought about running my own company I know now I can do it. "
...
(Dave, 40s man)
A second group consisted of mainly younger managers whose initial ideas of career
had
dissipated
had
they
success
altered
once
or
come to terms with the reality of
in
large
(They
for
had
working
a
organisation.
were all managers who
only worked
BT. ) Their conceptions of personal career success had changed to take account of
felt
in
they
their
about
careers relation to actual work experience, as opposed to
what
impressions formed before or shortly after they started work:
"When you start off in a career, you don't know what you're going to be aiming
I
A
like
be
think,
know
don't
the
to
must
yes,
you
work's going
what
at, you
...
"
30s
(Jeanette,
woman)
get promoted every couple of years.
TV
80s
boom
it
A
levels,
the
doing
I
"When
and you saw on
was
my
was
braces
in
City
in
young
off
well
the
very
red
around
wandering
everybody
...
learned
these
that
but
be
then
to
that
you
success
considered
you
people-so
...
banks
big
for
the
don't
half
them
burned
work
of
and
now,
out
people are
flying
the
around
I
think
was
to
success
money,
was
success
anymore ...so used
bit
like
that,
for
of
a
all
we'd
in
obviously
company
your
aeroplane
an
world
...
20s
(Ken,
"
different
things as you get older.
but you get a lot more from a lot of
man)
imagine
career
their
of
conceptions
personal
All of the younger managers could also
felt
it
this
form
that
change
The
future.
anticipated
in
the
was
success changing
future,
in
believed
the
that,
Some
the
the
women
of
group.
take
within
varied
would
than
important
to
them
become
more
actually
might
success
career
of
external criteria
112
wanting
that one at the moment I'm sort of moving onwards and upwards
....
with increasing challenges but one day I'll say I want that job. " (Anne, 30s
woman)
"I suppose it probably depends on the next area I end up in
it's
whether
an
...
area where I can get promotion in which case you'd feel I've got to get to be
promoted to get the success in this area. " (Jeanette, 30s woman)
There was in fact no evidence Eromthis researchthat women do begin to put more
emphasison external criteria for successas their careersdevelop and they get older.
Interestingly, however, both the men in their twenties anticipatedthat oncethey had a
family, their career would become less important to them and therefore their
balance
life
they
tried
to
their
conceptions of career successmight change,as
work
better with their home life:
"If it comes to the point where people have young families and they're at a
...
it
before
home,
important
is
the
the
whereas maybe
as
not as
work
point where
I
by
is
family,
the
is
idea
their
which
means
and work
of success now my
was ...so
I
be
job
that
home
therefore
success
will
ultimately
and
aid that success at
.....
have opportunities to quieten down the pace for an amount of time. " (Kenneth
20s man)
home
in
lot
interested
be
"I think at that stage you'll
what's going on at
more
a
the
do
I
have
to
is
to
'this
just
at
become
money
my
get
the
what
will
office
and
it
for
the
will
so
whatever'...
to
and
the
nappies
pay
month
end of
20s
"
(Alex,
life
man)
become maybe not so much of your
anymore.
...
4.4 Discussion
theory
in
fully
discussed
be
the
findings
existing
of
context
While the research
will
first
findings
key
the
the
it
7,
to
of
Chapter
in
relate
valuable
seems
on career success
fruits
the
they
briefly
literature
this
back
are
the
since
to
stage,
at
part of the research
keeping
in
is
the
This
data
with
analysis.
and
collection
of
phase
pilot
of a separate
in
findings
3.4.3,
the
3,
which
a
way
Chapter
in
presenting
of
section
described
aim,
Discussing
data
the
the
analysis.
developmental
of
process
of
aspect
the
mirrors
demonstrates
literature
their
light
in
the
the
existing
of
research
of
this
stage
of
results
113
strength and the firm base which they provide Eromwhich the second stage of the
researchwas conducted
The findings of the first
stage of the research clearly show that managerial career
success is a concept far more complex than many writers on careers have suggested
(e.g. O'Reilly and Chatman 1994, Melamed 1995). It
be
in
cannot simply
represented
the external terms of hierarchical position and level of pay, because this is not how
managers themselves see it; in reality they use a far wider range of criteria to define
their own career success. This conclusion reflects the assessment of many writers
have
who
examined what career success means to individuals (e.g. Korman et al.
1981, Marshall 1984, Asplund 1988, Gattiker and Larwood 1986,1988 and 1990,
Russo et al. 1991, Poole et al. 1991 and 1993).
The findings support the importance of internal criteria of success for managers'
definitions of success, indicated by the research of Gattiker and Larwood (1986 and
1988), Peluchette (1993) and Poole et al. (1991 and 1993). Furthermore, they build
kind
internal
for
to
on earlier studies suggest what
of
criteria
successmanagers might
include in their definitions of success: the research found that important internal
for
included
the
managers
criteria of career success
enjoyment, interest, sense of
different
doing
The
things.
new or
achievement, sense of accomplishment and
by
borne
findings
is
internal
identified
the
the
of previous
out
criteria
cogency of
from
looked
at what managers wanted
research which examined managerial values or
their career: for example, Beutell and Brenner (1986) discovered that values
important
to women managers were accomplishment and use of
particularly
knowledge and skills; Marshall (1984) found that women managers sought to get
Erom
interest
their
work.
and
growth
challenge,
While internal criteria were an extremely important part of the managers' conceptions
their
"a
career
of
component"
necessary
remained
criteria
external
of career success,
that
1993).
However,
the
success
(Poole
external
showed
research
too
et
al.
success
found
It
that
is itself a more complex concept than previously acknowledged.
based
dimension
distinct
has
on
two
material
external
aspects,
an
external success
by
level
hierarchy
in
the
organisational
which
of
pay,
and
position
as
criteria such
1994),
O'Reilly
Chatman
(e.
judged
and
a
non-material
and
is
and
g.
success often
being
includes
dimension,
an expert,
criteria such as respect,
which
intangible
leaving
one's mark.
influence, and
114
has
literature
the
examined
which
This finding reflects the assessmentof much of
1978,
Jardim
Hennig
(e.
from
and
their
g.
careers
what women managers want
in
Marshall 1984, Asplund 1988), that women see their own career success very
Mainiero
by
Powell
drawn
by
and
is
the
It
conclusion
supported
terms.
also
personal
internal
1993),
(1991
that
measures
Poole
subjective
1993)
and
et al.
(1992 and
and
to
important
than
be
to
men.
women
more
may
of career success
first
the
findings
from
drawn
the
be
research
the
of
stage
to
of
Thus a key conclusion
the
be
representing
of
capable
must
success
career
managerial
of
is that any model
the
While
female
they
both
same
share
by
managers.
and
male
favoured
success
be
to
them
very
they
the
appears
on
place
emphasis
for
success,
career
criteria
115
different.
116
found that
managers in their forties were more concerned with "opportunities to
influence
and contribute to their environments".
The differences found between male and female managers,and younger and older
kind
distinction
between
be
they
the
of
recognition
up
as
a
summed
managers,may
described
in
4.4,
in
section
women and older managersappeared
seek their career: as
in
in
than
terms
terms
of personalrecognition, rather
to seetheir career successmore
has
by
traditionally
kind
recognition
which
career
success
of organisational
of the
in
hierarchy
level
Men
is
the
that
position
and younger
and
of pay.
been judged,
in
hand,
likely
terms
to
their
the
were
more
success
of
see
other
career
on
managers,
117
Figure 4.1: A
model of managerial career success
Personal recognition
Intangible criteria
Intemal criteria
Influence
Respect
Enjoyment o
Interest
Being an
expert
Level of
pay
Senseof
accomplishment
Senseof
achievement
Doing new
things
Leaving
one's mark
Promotion
Hierarchical
position
Extemal criteria
Organisational recognition
118
CHAPTER
5:
DEVELOPING
A MODEL OF MANAGERIAL
CAREER SUCCESS
119
The findings of the second stage of the researchalso endorsethe conclusionsof the
first stage that, for some of the managers,internal or intangible aspectsof success
far
important
than external criteria in their own definitions of career
were
more
This
female,
success.
group was mostly
which again concurswith the findings of the
first stageof the research:
"(Career success) is sort of personal satisfaction being able to balance that with
...
being
levels
do
tensions
to
things that you
things,
to
private
able
achieve
get
or
...
didn't think you would be able to do and at the end of the day you've enjoyed
...
it. (Lyssa, 30s woman)
"If I felt that my job was important, and met my criteria for being a good job,
that it wasn't a job that was just chasing pieces of paper round and round ...and
I could do that job well, then to me, that would be my definition of what career
the
to
being
it
getting
and
promoted
successmeant ... wouldn't necessarily mean
top of the tree. " (Jane S, 40s woman)
However, unlike the managersin the first stageof the research,in the secondstage
intangible
internal
to
criteria were most
and
whom
there were also some men
discussed
be
Stuart,
included
They
definitions
who will
important in their
of success.
in more detail in section 5.2.5:
I
I
did
that
have
to
had
to
would
something and say
pointed
"I would have
...
be
like
therefore
I
like
treated,
to
I
treated
and
would
everybody
have to think
I
had
that
looked
things
that
the
to
that
and
up
people
I
some-one
that was
...
120
in the organisation:
121
his
his
idea
true
about
work values and
of career successand will be discussedin
below
detail
in
Chapter
6,
6.6.
and
section
more
While a sense of accomplishment was important to all the managers except Pravin,
there were strong differences in the extent to which and reasonswhy they emphasised
it. Seven managers saw a senseof accomplishment as highly important and central to
their idea of career success, especially when it was linked to personal recognition of
their competence by those whom they worked with, in particular superiors and
internal customers. There were five women and two men in this group:
to me is that I'm good at something ...I never want to be bad
doing
by
I
then
be
I'd
but
be
I
suppose
good.
rather
average,
at anything ... can
.....
I
done,
'Well
that
is
good
was
that
say:
people
good,
as
perceived
something
think that is important. " (Lisa, 20s woman)
"What is important
have
the
to
therefore
job
high
and
"Being able to do a professional
quality
...
40s
"
(Liz,
I
the
I
support.
managers
all
the
and
with
work
people
respect of
woman)
important
related
very
was
accomplishment
to
The second group
whom a sense of
This
in
way.
some
did
achievement
to
they
personal
being good at what
a sense of
four
women:
group consisted of
it
job
do
really
I
anything,
on
do
things
shoddy
a
well ... can't
"I always want to
I'm
of
job
because
sense
a
do
and
rushed
to
have
I
if
a
shoddy
...
annoys me
because
that,
can
you
of
out
comes
satisfaction
personal
personal satisfaction ...
"
decision.
that
did
I
that
good
a
was
well,
yes,
look at something and say,
(Stella, 20Swoman)
122
"I think I would need to feel that I also felt I was doing a good job, because
there is a difference, because sometimes people think you are doing a good job,
and you don't actually think you've done it very well at all and so I'm probably
...
more critical of myself than other people are of me. " (Angela, 40s woman)
5.2.2 Sense of achievement
Getting a sense of achievement Erorn their work was a very important part of career
for
four
ten
the
of
managers, six women and
success
men. They were divided almost
between
the three age groups.
equally
Again, there was some variation in the way that the managers emphasised sense of
largest
five
The
of
managers,
group
six
women and one man, related
achievement.
level.
For
to
all of them, this
achievement
at
a very personal
career success a sense of
definition
their
of career success:
was an essential part of
"I think what would be successful is if I'd reached the point in whatever my
I
fulfilled
I
thought
had
I
be,
thought
to
turn
was
what
when
out
career may
...
30s
"
(Kathryn,
highest
woman)
potential.
probably my
"I think career success for me is something which I get a personal achievement
20s
A"
(Stella,
woman)
out
to
Angela,
Alan
forties,
in
achievement
of
a
sense
their
related
Two managers
and
for:
they
worked
leaving their mark in some way on the organisation
to
been
have
(for
achievement
"I think the criteria (sic)
career success) would
...
lives
that
done
have
something
have actually made a mark on the company and
40s
"
(Alan,
man)
On.
often
found,
was
achievement
of
sense
the
a
gaining
research
As the first stage of
taking
the
in
to
on
that
the
idea
managers,
the
sense
to
of
challenge,
related
closely
led
and
to
achievement
of
sense
tasks
a
often
or
roles
challenging
particularly
fact
to
In
achievement
of
ten
a
sense
whom
managers
all
feelings of career success.
find
their
it
to
believed
work
that
important also
essential
was
was particularly
in some way:
challenging
123
"Also
I think
definition
important
their
of
career
five
For
part
of
enjoyment
was
an
managers
other
hierarchical
for
job
felt
they
they
in
they
enjoyed
not
sacrifice
a
that
would
success
forties:
female
in
their
thirties
Four
these
and
were
and
all
managers
of
advancement.
I'd
do
but
I
like
bit
further,
far,
I
to
that
rather
get a
would
got so
"I'm happy
found
"
(Gill,
30s
I
satisfying.
woman)
that
and
enjoyed
something
124
"Yes, I'd
being
able to say I'm a personal
recognition of
contractor, I've got a car that BT have supplied me with, but not at the expense
of losing the freedom, the job I enjoy doing, living in the location I live in. "
(Jane S, 40s woman)
Interest was important to 11 managers in total, eight of whom also emphasised
between
link
the two criteria found in the first stage of the
the
enjoyment, confirming
research. Of the group of managers to whom finding their work interesting was
important, seven were in their forties and six were woman. To those who valued it
highly,
it
important
to them to find their work interesting
particularly
was often more
than to progress up the organisational hierarchy:
"If you could move into another area at the same level, that would be fine that
...
because
it's
still
wouldn't cause me any problems about not going up a grade,
interesting and it's something I want to do. " (Lyssa, 30s woman)
In fact, two of the women, Angela and Gill, had actually turned down a promotion
because they felt the job they were being offered was not interesting, suggesting that,
hierarchical
important
far
than
interest
to
them
in
more
was
as the case of enjoyment,
progression:
job,
for
I
back
a
a
apply
"A couple of years
now, my manager suggested
I
in
it
into
the
looked
I
had
end
it
and
that
and
up
come
was,
promotion
...
do
it,
I
didn't
I
think
that
behind
that was not
could
decided not to the reason
...
important
the
is
job
the
as
the
interest
didn't
as
but the job
content of
me...so
felt
it
I
if
job
level
higher
take
I
it,
it
to
if
fact
a
in
not
would
comes
status, and
40s
(Angela,
"
do.
to
woman)
I
want
wouldn't
really
was something
5.2.4 Identifying
internal
criteria
sub-groups of
internal
important
different
in
doing
things
way emerged as an
a
Doing new things or
This
first
the
in
for
the
research.
the
of
stage
for
managers
success
career
criterion
had
doing
that
four
things
Only
in
saw
the
managers
stage.
second
the
case
not
was
for
this
them
idea
of
all
their
and
before
success,
of
career
done
of
part
as
been
not
from
their
which
work,
achievement
of
a
sense
getting
and
to
challenge
was related
their
important
success:
career
of
aspect
an
for them was
125
"It's
I
haven't
is
internal
touched
upon
an
another element which
journey I mean, sometimes people come in with a view, and I did as well, that,
...
don't
here's
but
I've
the
these
all
me
you
realise
qualifications,
right,
got all
...
baggage you come in with, and to me, making discoveries along the way, being
"
(Pravin,
30s
is
thing.
discovery,
by
that
man)
a powerful
enlightened
In the way that a group of criteria for career success appear to be related to sense of
linked
is
to
the
there
concept of
similarly
of
criteria
another
group
achievement, so
job
includes
through
This
a
as
seeing
such
criteria
group
sense of accomplishment.
from beginning to end and meeting objectives. The idea of meeting objectives was
important to five of the managers:
been
done
I've
in
there've
the
I
actual projects
"I think
measure success
...
I've
been
in
Xve
had
to
write
present
or
control
which
of..
projects
particular
I
been
those roles, projects which
so
can
see
they've
successful,
within
reports ...
20s
(John,
"
man)
have gone well.
126
Likewise a third
group of criteria important to the managers are related to enjoyment
and interest, already linked by the findings of the first stage the
of
research. These
include variety
of work and job satisfaction. For seven of the managers, variety
either in terms of the type of work they did during their career
or in terms of the
content of a particular job was essential:
"I would be disappointed, I think, to
carry on doing the same sort of job as I'm
doing now all the time, so as long
there
as
are opportunities at the same level to
...
do different things, then I shall be quite happy. " (Angela, 40s
woman)
"And it gives me a lot of variety and a lot
interaction
that's
of
the
with
people
...
...
sort of enjoyment I have, because that then brings variety with it I'm never
...
sure what will happen, what will come in. " (Paula, 20s woman)
Job satisfaction was very important to nine managers, eight of whom
were women, of
all ages:
"I think that job satisfaction is quite high for me I like to enjoy what I do and
...
I've
normally
always enjoyed it ...it's when I don't like my job that I start looking
around for something else." (Jane M, 30s woman)
"I think career success...in the definition there will certainly be the theme of
enjoyment, personal satisfaction, call it what you want. 'I (Ran, 20s man)
It therefore appears that it may be more useful to view internal criteria for successnot
but
belonging
distinct
level
individual
to
the
at
of
criteria
as
and separate sub-groups
have
been
identified
far,
linked
Three
the
sub-groups
so
one closely
within
category.
to the concept of sense of achievement, one related to the concept of sense of
based
interest.
For
the
the
one
on
concepts
of
enjoyment
and
and
accomplishment,
henceforth
be
therefore,
these
to
this
research,
groups
will
referred
as
purposes of
See
Table
5.1
accomplishment
criteria and enjoyment criteria.
achievement criteria,
below.
identified
by
the managersas important fit thesethree sub-groups,
Not all the criteria
important
further
internal
Two
groups
of
however.
criteria relating to the managers'
from
first
The
the
emerged
success
second
career
stage
research.
of
of
conceptions
127
group of criteria, which can best be described as integrity criteria, relates to the
importance of the
feelings
managers'
about their own worth and the worthwhileness
of the work they were involved in. The criteria they used as part of their definitions
of career success included helping people through their work, putting something back
into the business, having good relationships with
staff, worthwhile work and
integrity. The second group, balance criteria, in fact consists
of only one criterion,
balance with home life. This relates to the importance placed by'
some of the
managers on having the ability to balance their career with their home life.
See
Table 5.1.
Table 5.1: Internal criteria of career success
Achievement
Accomplishment
criteria
criteria
Sense of
Sense of
achievement
Meeting a
challenge
Doing new or
different things
Intellectual
accomplishment
Seeing a job
through
Meeting
Enjoyment criteria
Integrity criteria
Balance criteria
Enjoyment
Integrity
Balance with
home life
Interest
Good
Job satisfaction
relationships
Worthwhile work
Variety
Helping
obj ectives
stimulation
Learning
Putting something
back
Creativity
Personal
development
5.2.5 Integrity
criteria
five
12
important
the
to
Integrity criteria were very
managers, seven women and
of
The
in
thirties.
forties
in
their
the
their
including
the
men
all
and
women
all
men,
important
did
in
through
helping
was
work
at
one
what
way
some
others
concept of
five
for
them:
idea
the
of
success
of career
to eight of the managers, and a core part of
be
to
taking
terms,
away what everyone else perceives
"if it was on my own
"
I'm
because
I'm
I'd
needs.
peoples'
meeting
then
successful
say
successful,
128
"To me, success means helping other people become successful, and so I can
become successful... " (Pravin, 30s man)
Feeling that what one did at work was worthwhile was a crucial part of career success
for four of the managers, in particular, for Stuart, who, at one level below director,
was the most senior manager interviewed for the research. Stuart's philosophy of life
different
during
his
interview
he
from
the
that
was quite
of
other managers:
expressed
described
dream
his
a cherished pipe
strong political convictions and
of giving up
for
BT
Labour
Party,
to
the
going
with
and
work
should they win the next
career
likely,
his
idea
influence
It
therefore,
that
seems
of career success as
election.
through doing worthwhile things is more the result of strong values rooted in his
his
than
seniority:
political convictions, rather
"I don't want to be NW, it's not that kind of thing ...(it's in terms of) that I'm a
if
feel
kinds
feel
to
I
things
for
that,
those
to
as
of
people, want
good role model
...
I made a difference and it was worthwhile, a good for the world in general ...it is
know
I
don't
is
just
but
BT
in
BT,
yet what
a company ...so
not exactly missing
30s
(Stuart,
"
is.
man)
my good
in
defined
5
(grade
and above, as
In fact, for all but one of the senior managers
Chapter 3, section 3.2.5), integrity and having good relationships with the people who
key.
for
them
were
worked
for
to
I
to
for
work
say want
"... feeling that the people who work
me... used
in
be
I
to
for
to
they
want
that
me
be
than
vote
it
need
to
now
more
...
me... needs
...
it's
being
for
as
to
seen
be
me
vote
prepared
...
a position where people would
30s
(Adam,
"
leader.
man)
their
5.2.6 Balance criteria
influenced
tempered
life
home
"successful"
and
The desire to balance a careerwith a
four
For
the
all
ideas
managers,
of
at
work.
success
about
the
managers'
many of
balance
their
being
to
Stella,
with
career
Lyssa
Kathryn,
able
and
Angela,
women,
definition
their
important
of
of
part
an
actually
was
effectively
life
work
their
outside
career success:
129
"Again
20s woman).
5.3 Intangible criteria of career success
A key finding of the first stageof the researchwas the existenceof a
group of criteria
for career successwhich were external to the managers,but not material in the
sense
of pay and level in the hierarchy. These intangible criteria, discussedin Chapter4,
4.1.3,
included
being an expert, respect, influence and leaving one's mark.
section
The importance of these criteria to managers'conceptions of career successwas
in
confirmed the second stage of the research,which found that all of the managers
least
valued at
one such criterion as Part of their idea of career successto some
degreeor another.
In addition, the second stageof the researchshowedthat, as is the casewith internal
for
fall
intangible
important
into
distinct
the
to
the
criteria
success,
criteria
managers
intangible
identified.
first
Two
is
The
groups.
separategroups of
criteria were
a
includes
being
regardedas an expert and
group of personal recognition criteria, which
in
first
identified
the
stageof the research,as well as other personal
gaining respect,
in
identified
the
the
research,personalrecognition
second
stage
of
recognition criteria
itself, being valued, and reputation. The second is a group of influence criteria,
first
in
identified
leaving
itself
influence
the
includes
stageof
one's mark,
and
which
identified
in
impact,
business
the
the research, and responsibility, autonomy, and
be
henceforward
to
These
as
the
referred
groups will
research.
second stage of
5.2:
Table
See
influence
criteria.
personalrecognition criteria and
130
Influence criteri
Muence
Personal recognition
Responsibility
Respect
Being an expert
Business impact
Being valued
Autonomy
Reputation
15
important
be
to
managers,nine women and six men,
particularly
considered to
four in their twenties, five in their thirties and six in their forties.
important
it
highly,
or more
To those who valued personal recognition
was as
important as a criterion for their own career successthan organisationalrecognition
in terms of pay or hierarchical promotion. The recognition that the managerssought
valuable
and
being
competent
a
was
who
some-one
as
acknowledged
generally meant
manager:
being
financial
successful, other
aspect of
"I think apart from the material and
by
team
be
to
as
important
my
recognised
so
and
peoples' opinions are very
...
by
by
other
my customers,
being very good at what I do, being recognised
20s
H,
(Dave
"
is
I
think
of
success.
a
measure
the
organisation,
people within
man)
I
is
to
go
where
theme
the
success
career
of
recognition,
on
"I think that staying
for
I
in
the
recognised
am
and
company
players
senior
of
a network meeting
40s
(Tony,
"
I
bring
to
the
man)
company.
the
do
value
I
and
what
131
be
to
really
The idea of being recognisedas an expert, somebodywho was considered
This
for
15
the
did,
managers.
of
success
they
career
of
part
a
was
good at what
three
distributed
the
throughout
age
men,
eight
group consisted of sevenwomen and
in
described
terms
whose
some-one
of
Being
often
was
regardedas an expert
groups.
opinions were sought out and valued:
kind
look
to
lot
because
of
a
as
me
people
of
a
feel
"I
reasonably successful now ...
business
say
and
the
up
you
few
ring
things
people
around
a
quite
on
...
expert
...
30s
"
(Stuart,
I
to
talk
man)
you.
so and so suggests
Paula,
to
talk
input
for
she'll
say
people
when
your
"It is being recOgnised
...
talk
to
it
I
like
and
me
important
to
come
will
people
when
me
that's
know, yes,
...
20s
"
(Paula,
woman)
something.
on
opinion
to me and ask my
132
Related to being
consideredto be an expert at work was the idea of being respected
for being really
good at one'sjob. This was important to 17 of the managers,ten
women and seven men, distributed throughout the three age groups. (A group of
eleven managers, six women and five men, valued all three of the personal
recognition criteria discussed so far: personal recognition, being an expert and
respect.)
For those who valued respect,it formed a crucial part of their idea of career
success.
To the managers,respect generally representedan affirmation of their ability to do
their job well and as such was closely related to the importancethey placed on their
discussed
in section 5.2.1 as a senseof accomplishment.
own competence,
"Obviously
woman)
133
A separate group
of three managers believed that the reputation they had earned was
part of their own career success:
"Hierarchy
Influence criteria for career successas defined above were important to all of the
in
managers the second stageof the research. Being able to influence things at work
by
was valued everyoneto someextent, but was vital to a group of nine managers,for
it
whom was a crucial part of their concept of career success,far more so than their
in
the organisational hierarchy and the status which that endowed. This
position
group consisted of six men and three women, spread throughout the three age groups:
"I think I'm driven by a desire to influence the world I'm in I want to move
...
further in the company, I am quite ambitious, and I get very frustrated when I
feel there's more I could be doing, but I'm not getting the chance to do it. "
(Elspeth, 40s woman)
David in particular tried to trace the importance he placed on being able to have an
influence at work back to his schooldays:
"When I was at school we had the cadet force ...they used to have these field days
joined
in
hierarchical
it
you
when
when you'd go off orienteering ... was really
...
hate
I
this
junior
to
the
fourth
form
would
we
used
the
most
you were always
...
...
formers,
the
the
and
sergeants
this
sixth
all
exercise
orienteering
go off on
...
knew
they
mug
poor
as
a
had
the
going
were
we
they
where
and
map
stuff,
...
just
idea
back,
be
the
where you were going,
beginner you'd
no
stuck at
is
I
the
to
I
that
it
that
then
see
I
want
think
what
realised
following
was
...
draw
decide
the
have
I
even
map
or
on
if
go
we
either
where
say,
any
map ...and
I
for,
that's
I'm
think
I
that's
think
first
shooting
in
the
what
place ...so
the map
hell
idea
I
the
is
that
and
going
we're
of
where
want
some
driving
me,
...
what's
I
level
fundamental
that's
what
in
at
a
and
why,
and
go
we
where
have a say
134
(David 40s,
Closely linked to being able to influence things at work was the idea of having
responsibility, which was particularly important to a group of II managers (including
five who also valued influence). Two kinds of attitudes to responsibility emerged
Erom the research: One group of six managers aspired to attain greater responsibility
in their work roles and therefore saw it as part of career success; they tended to be
further
to
people who were seeking move
up the organisational hierarchy:
"I think (career success) is performing a role that has a level of responsibility,
that requires you to be the sort of person that can cope with the pressure, is
fulfilling
capable of
do.
(Sherelle,
20s
have
"
to
woman)
whatever you
A secondgroup of five managers,four of whom were in their forties and one in their
important
being
more
thirties, saw the responsibility a particular work role entailed as
how
hierarchy,
in
in
they viewed their own career
terms
the
than their actual grade
of
in
BT:
hierarchical
the
did
their
(Their
of
position
age
not necessarily reflect
success.
five, only one, Tony, could be described as a senior manager.):
it.
"
do
to
for
the
than
grade you are
"It's more about what you are responsible
forties:
in
their
were
degree
it's
but
it's
of
for
a
power
not
me
"Its freedom and autonomy really ...
be
the
than
decisions
victim
to
the
rather
make
ability
independence, autonomy,
40s
(David,
"
man)
decisions.
of
in
that
you're
it's
control,
the
you're
really,
autonomy
"It's the independence,
20s
"
(Paula,
has
that
woman)
responsibility.
who
seen as someone
135
Related to the idea of leaving a mark on the organisationwas the idea of having an
impact on the business, something which was a criterion of success for 12 of the
in
five
three
age groups:
all
and
women,
seven
men
managers,
"I would have to be able to make a really good impact, to change things and do
things, and move things on. " (Alan, 40s man)
"I think the key (criterion) for success would be that I've made a contribution, a
that
that
the
to
contribution
and
organisation,
contribution
positive
personal,
it's
to
in
that
the
added
the
been
to
have
respect
organisation,
valuable
must
BT's profits. " (Ran, 30s man)
5.4 External criteria of career success
by
level
hierarchy
in
the
which alone
of pay,
and
External criteria such as position
for
of
most
success
career
is
of
part
a
were
measured,
careersuccess often commonly
is
It
degree
to
this
another.
or
in
some
the
research
of
stage
second
the managers
for
the
first
in
the
however,
the
even
that,
research,
stage of
as
important to note,
their
of
career
favoured
conception
of
as
part
strongly
criteria
such
managers who
At
define
the
their
to
their
other
success.
own
on
sufficient
not
they
were
success,
importance
they
at
all
any
scarcely
of
were
for
managers,
of
group
another
extreme,
136
Grade criteria
Reward criteria
Hierarchical position
Levelofpay
Promotion
Status
interesting
finding
had
influence
they
work.
the
or
more
increasing
of
in
that
fresh
bring
so
new,
and
something
challenge,
a
would only
"Promotion
40s
(Tony,
"
important.
is
man)
it
respect
137
and a
Of the 14 managers who saw their position in the hierarchy as an important part of
their idea of career success,ten were men (four in their twenties, three in their thirties
and three in their forties) and four were women (two in their twenties, one in their
thirties and one in their forties). There were large differences amongst them in terms
hierarchical
to
the
extent
which
position was emphasised as part of career success
of
for
For
Adam,
Darren
this
three
the
emphasis.
group
of
men,
and
and
reasons
one
John, all in their twenties or thirties, achieving as high a level as possible in the
Career
heart
hierarchy
their
the
was at
of
conception of career success.
organisational
director,
BT
being
in
for
terms
them
or
either at
of
a company
was seen
success
elsewhere:
"Well, I want to be a director of a major company, really BT is it. " (Adam, 30s
man)
(career
that
be
to
turn
for
to
"I think at this stage
round and say
able
me
...
it
I
if
BT
that,
director
Buckley,
it's
Darren
got
is
if
whatever,
of
success)
.....
I'd
in
terms
back
time,
be
the
it
what
it,
of
be
on
pat
would
really
would really
20s
"
(Darren,
be
I
to
be
has
to
success.
do,
that
consider
to
what
got
so
wanted
man)
important
hierarchical
part of career
position was an
To a group of four managers,
dimension
had
this
felt
of
they
because
they
on
but
out
missed
for
them,
more
success
C
Dave
Alan
three
far.
This
and
men,
of
in
consisted
group
success their careers so
junior
and
his
managers,
in
Steve
thirties,
relatively
still
in their forties and
who were
because
important
hierarchy
in
her
the
was
M,
Jane
to
position
whom
one woman,
higher
to
the
None
echelons
this
aspired
group
of
felt
overdue.
was
promotion
a
she
did:
the
in
that
group
the
previous
way
of management
I
I
think
time
the
age
in
my
at
the
been
wrong
at
place
wrong
"I've probably
...
"
in
the
in
terms
company.
further
grade
and
of
rank
on
have
moved
should
138
twenties, three in their thirties and three in their forties, and two men, one in their
thirties and one in their forties:
Six of these managers valued hierarchical position to a limited extent and then only
for the influence it gave them and what it allowed them to do. Their attitude was
less
Elspeth
David
they
to
that
attached
and
outlined above, although
of
similar
importance to the idea of hierarchical success:
in
level
the
terms
the
to
grading simply
of
of
seniority
nice
reach
because people take you more seriously, a lot of people are very grade
...
"
it
doesn't
to
hierarchical
me.
much
matter
no,
whereas,
conscious and
......
"It's
important
job
their
the
or
was as
content of
To the other four managers,all women,
how
in
hierarchy
in
they
terms
the
than
their
them
of
to
important
position
more
even
success:
their
career
own
viewed
important
is
it
feeling
how
I'm
is
more
job
much
about
and
about
the
"What
in
in
it
hierarchy,
the
does
the
it
does
of
scheme
sit
where
pay,
how
much
than
40s
(Liz,
"
woman)
things.
139
The same group of three older male managers,Dave C, Alan and Steve,who valued
hierarchical position strongly, also all saw being promoted as part of their definition
largely
because
felt
far
they
their
that
of careersuccess,
careersso
were not a success
in hierarchical terms:
"At this point in time, success now for me in the next ten years will be getting
I'd
have
been
I
in
if
I'd
a couple of
career,
a
achieved what wanted
promoted .....
levels up from where I am now. " (Alan, 40s man)
Six managers,three women and three men, believed that progressingthrough the
hierarchy was a part of their idea of careersuccessbut not at any cost: they were not
lives
job
their
they
the
enjoyed or
which
content of a
prepared to sacrifice either
in
outside work order to get promotion:
I'd be prepared to trade promotion in BT and extra
important
is
it
interests
having
to
other
my
give
up
against
responsibility
.....
I
is
terms
but
to
because I do want
go on,
a part of wanting success on my own
...
to
but
I'm
for
BT,
time
to
do
like
to
ride
my
I'd
make
going
still
more
that
say
"
11
be
till
to
at night and working at weekends.
working
horse, I'm not going
"I really don't think
140
"I think
I can get a lot of interest from doing different roles, and if the
opportunity arises to do things at a different level, I shall take it ...it doesn't
it
happen
I
feel
has
failed if
that
that
may not
worry me
shan't
my
whole
career
...
that doesn't come off. " (Angela, 40s woman)
"Some people might say that unless you're continually. pushing at developing
I
but
don't
haven't
then
actually see
got
a
career,
you
and moving on and up,
that, because I can move on and develop my career without necessarily getting
further up the promotion ladder. " (Jane S, 40s woman)
Six of the managersreported that they had actually turned down a promotion at some
had
done
John,
Elspeth
Two
that
they
in
these,
so
their career.
said
and
of
point
becausethey felt that the position they were being offered would not help them
further their career. Two of the managers,Angela and Gill, had not beenpreparedto
Two
hierarchy.
found
interesting
the
to
they
women,
move
up
which
work
sacrifice
life
home
have
disrupted
felt
S,
their
that
unduly,
Stella and Jane
promotion would
it
involve
to
the
travel
the
relocate.
necessity
or
in
of
would
amount
terms
of
either
is
idea
hierarchical
the
of
position and progression
Related to the grade criteria of
in
the
the
the
to
was
a
of
research
managers
second
stage
of
some
status, which
141
criterion for career success. Not surprisingly, those managers to whom status was
particularly important were those who also valued hierarchical position and
promotion highly: Adam, Darren and John:
"I believe that is what I should be going for, leadership those are the skills that
...
I really look up to in people Napoleon sounds a bit obsessivebut the fact that
...
he could stand up and all his troops rallied he came out of exile and, bingo, he's
...
got a 50,000 strong army... it's having that ability that I would really feel was
"
(Adam,
30s man)
successful.
For all three of them, the importance of status extendedbeyond their work lives to
their lifestyle at home. John, at 26, already supplementedhis income by renting out
four houseshe had bought, but he was at pains to point out that he would not want to
live in them:
it's a terraced house, lovely little house all
"I bought a house in Warrington
...
...
decked out, lovely it's a lovely house, but I wouldn't enjoy living there ...lots of
...
is
bigger,
do
I'm
lots
something
which
seeking
of people
people would and
...
20s
"
(John,
higher
I've
just
man)
ambition.
got
grander scale...
Stuart,
that
four
five
At the other extreme,
stressed
man,
women and one
managers,
least:
in
did
the
they
not value status
here
it
het
who
" Status and grade, I'm just not that
up about ...we've got people
job,
doing
the
if
to
them
before
a
they
you're
speak
will ask someone's grade
...
job's important-,,
142
For two of the younger managersin this group, Darren and John, their idea
of career
depended
long-term
their
success
on
earning potential rather than their current
income which they were preparedto sacrifice to someextent in order to developtheir
careers in such as way as to maximise their income later on:
"I could move to other companies now and get a higher salary, but potentially
within BT I've got a lot greater long-term potential in terms of the various
things which turn me on in my job, of which quite high in that are grade and
money. " (Darren, 20s man)
To the other managers, pay was of lesser importance to them in terms of how they
for
their
than,
perceived
career success
example, the enjoyment they derived from
their job or the personal recognition they receivedfor what they did at work:
"It just makes so much difference if there are people that are nice that you're
intelligent
have
an
conversation
working with, and are supportive, and you can
I
that's
just
to
think
you
can
actually
relate
so
much
more
somebody
with,
...
I'd take a cut in salary to achieve that, and a more rewarding job. "
important
...
(Sherelle, 20s woman)
(career
because
I
it's
lower
down
the
success)
guess
slightly
of
...
I
but
I
don't
to
to
I
get
promotion,
still
want
more,
list
get
paid
want
want
still
...
it's
if
I'm
job
that
into
pays
more
and
gives
me
promotion
not something
to go
a
I
doing
think some people can only go for the pay and
happy
be
to
going
...
"It
is a part
143
promotion,
worthwhile
in
internal
intangible
terms
seesuccessmuch more
of
and
criteria.
This is not to say that the male and female managerswho took part in the second
fall
into
demarcated
the
research
stageof
clearly
stereotypicalgroups. There are men
to whom internal and intangible criteria are a far more important part of their career
highly
there
than
external criteria, and
are women who value
success
external criteria
for success. What the second stage of the researchshows, however, is that those
in
definition
their
of career
managers who strongly emphasise external criteria
favour
internal
likely
be
those
to
and
managerswho
male, and
successare more
intangible criteria for successare more likely to be female.
5.5.1 The differences in emphasis on external criteria
define
how
in
female
they
terms
between
The difference
the male and
of
managers
is
for
themselves
particularly marked when external criteria are
career success
there
5.4.2,
5.4.1
in
discussed
a
group
As
was
extreme
at
one
and
sections
examined.
heart
the
for
John,
Darren
Adam,
at
were
criteria
such
whom
and
of male managers,
internal
did
include
definitions
While
their
idea
success
career
of
their
of
success.
of
less
the
than
them
for
they
too,
on
intangible
emphasis
placed
success
criteria
and
other managers:
in
back
to
that
I
keep
degree
financial
is
a
to a
one
going
"(Career success)
...
...
in,
how
importance
the
the
then
one
works
BT,
area
of
like
grade
place
...
30s
(Adam,
BTT'
long-term
doing
I
the
to
man)
is
of
aims.
am
important
what
Angela,
S,
Jane
Liz,
female
three
and
managers,
of
a
group
was
extreme
At the other
how
in
their
they
terms
own
saw
of
unimportant
were
criteria
for whom external
career success:
144
"(Career
success) is doing a good job well ...so the first part of that is the good
Some of the women on the other hand were at pains to point out how irrelevant their
in
how
hierarchy
terms
to
they
the
progress were
of
position in
or opportunities
job
did
For
they
the
the
them,
their
actual content of
was
viewed
own careersuccess.
-Clin
described
5.2.3,
As
determining
important
in
their
section
careersuccess.
far more
..
four women, Gill, JaneS, Angela and Liz, felt that they would not sacrifice a job they
for
hierarchical
advancement.
enjoyed
"It would depend what the job is really .....I wouldn't go for it just because it was
lead
to
be
job
I
have
to
it
me
would
actually
a
could see
which
a grade ... would
be where I wanted to be at the end of the day ...something I could cope
"
(Kathryn,
30s
I
woman)
with ...something enjoyed.
division
because
in
division,
being
the
the
promoted within
"I wouldn't consider
don't
be
I
to
an
the
audit
want
me
are
managers,
and
above
grade
people at
S, 40s woman)
(Jane
"
auditor.
145
Liz in particular
was at pains to stress how unimportant her position in the hierarchy
was to her and told the story of how she felt about the appointment of her boss,
once
her junior within the
organisation, to illustrate this point:
"My boss at the moment is some-one
few
together
a
years
ago
we
worked
as
...
colleagues, and then for a while when I was promoted, I was senior to her now
...
she's my boss, and when that happened I remember because I'd been in that
...
position myself with a colleague I remember how much it meant to me when
...
that colleague came along and saw me and said that it wasn't a
for
him
problem
and he was happy to support me in my new role, and I really appreciated that,
and I thought I'll ring Jenny because we're old pals and say the same thing, and
she was appreciative of it ...I didn't know at the time how I was going to feel
for
about working
somebody who had been my equal, even my junior at one
five
stage, who was
or six years younger than me...but I can say now with
absolute confidence, having done it for 18 months, that it has not been a
in
fact it's been one of the happiest times in my working life, because
problem,
have
we
a good working relationship ...I don't sort of feel bitter and twisted ...I'm
pleased for her because she's done well ...it didn't affect our dealings with each
I've
living
doesn't
bother me particularly
that
it didn't
that
other ...so
got
proof
...
spur me on either to think, A well, if Jenny can get promoted, then I'm going to
(Liz,
"
40s
get promoted.
woman)
Just one of the men placed no emphasis at all on external criteria in formulating his
described
in
Stuart,
5.2.5,
This
who, as
section
was
conception of career success.
influence
having
for
himself
on the organisation, whilst
as
a positive
saw success
his
integrity.
He
his
attitude to the outward trappings of
made
retaining
personal
his
in
interview:
the
other managers craved very clear
successmany of
"We don't have a lavish lifestyle ...we've got a fairly decent sized house but like,
I'm not fussed about flash cars and stuff ..things like a decent car, a decent
house I managed to acquire ...I don't like status symbols. " (Stuart, 30s man)
be
Stuart
between
to
the
other male managersseems
related to the
and
The contrast
he
those
to
espouses,
are
which
values
which
perhaps
closer
set of strong values
share.
the
women
of
some
146
As in the first
stageof the research,strong differences emergedbetweenthe men and
the women in terms of why they
valued grade criteria for career success,as well as
differences in terms
degree
the
of
of emphasisthey gave them. The women who
valued hierarchical position and promotion as part of their conception
of career
successtended to do so not for reasonsof status, but either becausethey
associated
these criteria with the influence and responsibility they
sought to get from their
careers, such as Elspeth, or becausethey saw them as the "just desserts" the
of
competent manager,like JaneM, who aspiredto a promotion which shebelieved
was
long overdue:
"At the moment it's important to me to
get upgraded to another band it may
...
happen
but I want to make the effort at least to tell them I'm
not
...
not very
...
happy so that's come up higher, I suppose, in
my personal priorities than it
...
normally is. " (Jane M, 30s woman)
The men, on the other hand, saw hierarchical positions much more in terms the
of
statusthey endowed and as goals and targets to be aimed for, almost as if work was
kind
some
of competitive game:
"I think
In fact, the men were much more likely to have set themselvessome kind of work
oriented goals, compared with the women. The three males with the most external
had
detailed
Adam,
Darren
John,
conceptionsof career success,
and
all
goals clearly
for
future
in
Of
their
the
careers.
contrast, nine admitted to
mapped out
women,
having no work goals of any kind. Sevenwomen, comparedwith three men, had had
from
findings
These
idea
they
they
wanted
a career when
started work.
what
no
in
first
the
the
conclusion made
stage of the researchthat men were
concur with
in
likely
"goals",
"steps"
"ladders".
their
to
terms
see
careers
such as
and
much more
The use of the languageof competition also provided a distinction betweenhow the
in
female
their
the
the
managers
spoke
about
careers
second
stage
of
male and
in
how
the
two
the
Seven
talked
men
and
of
of
women
some way about
research.
influenced
instincts
in
The
discussed
their
careers.
Men
particular
their competitive
147
The group of women to whom grade criteria were most important were in their
twenties: all four women in this age group placed a good deal of importance on
findings
first
is
This
the
the
stageof the research
of
not surprising, given
promotion.
important
for
that
careersuccessare more
external material criteria
which suggested
to younger managersof both sexes (Seesection 5.6.1). Nevertheless,unlike someof
their male colleagues,the young women saw their careerprogressionvery much in
incremental terms, focusing on the next move up, rather than aiming at an
lack
in
her
for
believed
Paula
this
that
the
of
casewas a
reason
overarching goal.
confidence:
I'm
that
the
thought
it,
I'm
that's
don't
"I
not
think
what stops me.....
capable of
20s
"
(Paula,
to
bright
woman)
enough, whatever, progress...
clever enough,
5.4.1,
in
described
the
that,
interesting
to
managers
is
of
six
It
section
as
note
also
for
five
two
down
having
turned
of
and
women,
were
a
promotion,
talked
about
who
interest
had
been
fact
the
to
that
they
not
prepared sacrifice
them this related to the
hierarchy.
The
from
the
to
they
man
who
only
move
up
work
got
and enjoyment
because
he
did
"it
John,
down
that
wasn't
so,
turning
said
a
promotion,
talked about
going anywhere".
148
In terms of reward criteria, the group to whom level of pay was most important in
relation to how they saw their career success consisted of eight men. At the other
extreme, there was a group of four women to whom money was relatively
unimportant in this regard. This pattern, which concurs with the findings of the first
stage of the research, reflects the overall difference between the men and the women
in their attitudes to their pay: whilst all the managers agreed that money was
important to them in that it helped them to finance their lifestyle, the women
idea
less
to
their
generally saw pay as
central
of career success than the men and
its
different
it
for
its
in
This
than
the
status.
was strongly evoked
utility rather
valued
kinds of stories the men and the women told about money and pay: for the men to
important,
increasing
their salary was seen as part of the
whom money was extremely
for
the external material successwhich they thrived on at work:
competition
"I used to travel around on aeroplanes it used to irritate me, I was sat in
...
business class - I'd always travel business, that was the company policy just
it
in
here
business
lowest
I'm
I
bet
the
used
thinking
class, and
paid person
to annoy me ...I had a friend in sales and I could see that sales people earned
30s
(Adam,
"
do.
I've
to
that's
I
man)
got
what
more, so thought really
he's
bit
than
little
is
brother
got a
me,
"If you look at my
younger
a
who
I
life,
to
very
was
whilst
different
and
approach
and
set of values
completely
had
the
I've
I
he
always
in
suppose
so
and
not
was
ways,
many
materialistic
...
20s
(John,
"
that.
the
desire
to
and
all
money
the
get
and
succeed
ambition and
man)
hand,
told
about
Liz,
the
stories
like
Lisa
similar
other
Some of the women,
on
and
how little they related their own successto what they were paid:
I
didn't
make a very
why
I'll
I
if
this,
get
thinking
sell
wasn't
in
I
my
pay
with
up
ended
me...what
I was a sales managerg to start with
"That's
I
I
good sales person ... wasn't motivated,
for
know,
didn't,
it
just
U00
you
another
...
didn't
I
when
with
argue
even
and
packet,
...
I
for
three
I was paid nothing
months and
20s
(Lisa,
"
it
it
woman)
they'll
out...
work
they'll
out,
work
kept thinking
in
the
I
the
level
paid
worst
was
management
of
my
at
where
"There was a stage
I
because
the
that
was
I
thought
afterwards
about
only
district,
and
.....
entire
hit
it
really
knew
never
I
and
was
paid,
else
everybody
what
manager
personnel
149
me until that period of time was over that I was the lowest
paid of the lot ...it
didn't occur to
me to go and bang on the boss's door and say hang on a
minute!... " (Liz, 40s woman)
150
come up to me and say, yeah, that was really good, thank you for that. " (Stella,
20s woman)
The men, on the other hand, were more likely to feel that being good at their job was
important only in that their basic self-confidence partly derived Erom their
competenceat work; it was not related to their conception of career successin any
way:
"I need to know I'm good at my job, I need to really know, I need to believe I'm
really good at what I do ...it's really me I'm interested in, not anyone else."
151
women; two had even been prepared to sacrifice an opportunity for promotion to do
work they considered to be more interesting. This endorses the conclusion drawn in
Chapter 4, section 4.2, that enjoyment criteria
be
may
generally more central to
women managers' ideas of career successthan to men's:
"(Career
152
The two women who did not value personalrecognition, Angela and Lyssa,had quite
different
a
reason: they were managers who saw career successmuch more as
internal
their
own
personalterms, rather than through the recognition
achievementon
and acknowledgementof anyoneelse:
do like to feel that what I've done has been useful to somebody ...not
feel
just
internal
it,
but
thing,
to
for
to
as an
get particular praise
necessarily
that I've helped. " (Angela, 40s woman)
"I
153
race:
formal
basis,
into
back
the
"... to try to put things
on an
company, not on a
it's
Indian,
I'm
because
it's
helping
informal basis, where
whether
an
people,
helping more junior people within the company if they've got a problem,
(Ran,
"
into
back
the
like
be,
I
things
to
company.
the
put
may
case
whatever
20s man)
had
have
it
to
focus
on
While race is not a main
of this research,the effects appears
6,
in
Chapter
briefly
be
considered
the managers'personal conceptionsof successwill
6.7.
section
154
definitions of success
One conclusion drawn in the first stageof the researchwas that the female
managers
had a much broader defmition of successin their lives
as a whole than the men: they
were more likely to see career successasjust a part of the successin their lives as a
whole they wanted to achieve, and therefore more likely than the men to expressan
interest in succeedingin other parts of their life as well as their careers. In the fullscale study, such a difference did not manifest itself in this way: almost all the
(20),
both
managers
men and women, saw career successas just one part of life
success.
However, four of the women included the criterion of balancing careerand home life
in their definition of success, and, of six of the managers who could imagine
developing their careers outside a conventional business environment, five were
ideas
The
like
they
to do in the future ranged
women.
women's
about what
might
from teaching to running a hotel; the one man, Stuart, was considering a career in
is
between
While
fact
there
these
two
that a
the
considerable
overlap
politics.
groups,
total of seven out of the 12 women interviewed either included balance in their
definition of successor were considering other career options seemsto support the
in
for
in
the
too,
the
that,
the
success
research
second stage of
women
suggestion
their careerswas defined more broadly as a part of successin their lives than it was
for men.
5.6 The effects of age on personal conceptions of managerial career success
drawn
in
the
findings
the
The
conclusion
researchconcur with
of the secondstageof
Chapter4, section 4.3, that managers'conceptionsof careersuccessvary accordingto
external
on
emphasis
more
placing
managers
younger
with
age as well as gender,
intangible
in
terms
for
of
more
success
seeing
managers
older
and
success
criteria
leaving
idea
their
the
organisation.
on
a
mark
of
especially
criteria,
5.6.1 The decline in emphasis on external criteria
found
to
that
the
central
more
criteria
were
grade
research
The second stage of
hierarchy
in
the
a
was
part
career
success:
position
of
conceptions
younger managers'
four
in
the
for
their
twenties,
the
of
with
compared
of
managers
six
success
of career
important
idea
forties;
to all of the managers
the
in
promotion
their
of
was
managers
155
in their twenties, compared with only five of the managers in their forties. The
managers in these two age groups who saw hierarchical position as a particularly
unimportant part of their view of career successwere almost all women, two in their
twenties and three in their forties, Angela, Jane S, and Liz, who also placed little
value on promotion. (This is not surprising, given the conclusions drawn in section
5.5.1 that grade criteria are generally less important to women managers'conceptions
of careersuccessthan they are to men's.)
While the difference between the numbers in the two age groups may not seem
is
there
particularly striking,
a much bigger variation between the two sets of
managers when the reasons why they value grade criteria are considered. The
younger managersto whom such criteria were important were much more likely to
directly
in
them
to
as
see
related careersuccess terms of their associatedstatus:
"That's where the challenge is for me, to break that very hard barrier of the
job
BT
is
lot
directorship
a
non-directorship
executive
within
a
more
...
I
I
be
for
but
I
think
the
then
getting
success
can
me,
would not
achievable
20s
"
(Darren,
man)
achieve.
The only managers in their forties, Alan and Dave C, who valued grade criteria for
had
believed
the
they
that
those
material
achieved
this reason were
not
yet
who
deserved
they
at work:
successwhich
I
haven't
done
I
have
further
have
than
I
I
"Ten years ago thought could
got
...
tree,
be
the
for
to
be,
I
to
up
move
so overall success me would
got where wanted
40s
C,
(Dave
"
bite
better
the
man)
to get a
cherry.
of
their
forties
in
of
part
as
criteria
their
grade
The other three managers
who still saw
level
higher
influence
increased
because
the
did
a
idea of career success
of
so either
for
it
the
because
the
not
pose,
would
job would allow them or
greaterchallenges
of
hierarchical
position alone:
statusof
because
believe,
don't
I
bring
me greater responsibility,
"Promotion wouldn't
it
lot
has
job
that
in
of responsibility ...what would
a
a
I'm already
in
fresh
bring
so
and
new,
something
challenge,
a
only
would
bring? promotion
...
40s man)
"
(Tony,
important.
is
it
that respect
156
still wanted to make that next move up ...and what I feel now
and I think so what? ...I enjoy what I'm doing, and that's
now. " (Liz, 40s woman)
While reward criteria are generally less central to the women's concepts of career
forties
in
to
their
three
the
whom grade criteria were unimportant,
women
success,
Angela, Jane S and Liz, also put least emphasis of all on pay, as part of their
There
in
for
distinct
this
definition of success,setting a
age group.
women
pattern
differed
She
Elspeth.
fit
did
this
in
pattern,
not
was one woman this age group who
She
too.
in
senior
a
more
female
was
from her
respects
other
several
group
peer
for
influence
in
terms
her
which,
work,
at
of
success
career
own
managerwho saw
While
hierarchy.
by
best
the
reward
her, could be achieved
organisational
moving up
her
important
to
idea
her
they
to
more
were
success,
of
career
central
not
criteria were
longfrom
had
because
her
a
separated
recently
she
age
of
than to the other women
house.
large
the
had
a
of
purchase
as
such
expenses
entailed
term partner, which
intangible
importance
in
increase
criteria
of
5.6.2 The
in
decline
criteria
the
on
material
emphasis
a
suggested,
first
research
of
As the
stage
increase
by
be
to
an
accompanied
seems
managers
older
amongst
for career success
157
in the importance
placed on intangible criteria for success,in particular influence
criteria. Four out of the nine managerswho saw being able to influence things
as
central to their own career success were in their forties. (They were all also
managers,like Elspeth, who still saw promotion as important in that, for them, this
was a meansof gaining greaterinfluence):
"As a kid I always took my toys to pieces, so that I
could understand how they
worked, and I think that's what I would like, that I could be involved in
something where I understood the entirety of what's going on and had some
control over it perhaps, some influence. " (David, 40s man)
Related to having influence, autonomy was also a much more important
part of the
older managers' ideas of career successthan it was for their younger counterparts. Of
the managers who valued autonomy highly, six were in their forties, compared with
)
This
important
to
(Personal
did.
ages.
forties
women of all
recognition was equally
less
for
to
to
tendency
the
emphasis
on
put
men
counterbalance
a
as
may operate
in
form
for
they
the
as
get
of
success
external
criteria
recognition
organisational
less
first
hand
in
tend
to
the
them
the
place.
Women,
emphasise
other
on
older.
158
internal
for
some
criteria
career successbecome more
important to managers
as they get older, in particular, enjoyment criteria. The
managersin their forties appearedto place more importance on enjoying their job
or
finding it interesting than the
younger managers did. For example, of the five
managerswho thought that the enjoyment they derived from their work
was more
important than material success,three were
women in their forties:
"I know that if I moved I could get
more money, but at the end of the day I
don't know that I would necessarily get the
same job satisfaction. " (Jane S, 40s
woman)
159
some sort of cross-roadsin terms of how they viewed their careers:four of thesewere
in their thirties and
forties.
A
in
in
her
had
their
thirties
early
sixth
manager
one
already revised her ideas about career successas part of a wider re-evaluation of her
life goals. For all the managers,this processof re-evaluation seemedto stem from a
deeper understanding of their personal values and a clearer perception of what a
career meant to them at the individual rather than the organisational level. It also
related in part to a realisation.that work life had to be balancedwith home life in
some way.
"If you'd asked me five years ago, I would have said it was about not
...
being
at the top of the company, but I would have said it would be
necessarily
being
influences
that
the person who is at the top (now) I
a
position
about
.....
jobs
been
I
have
describing
that
those
myself
some
of
realise
might
are not what
I want... " (Kathryn, 30s woman)
"Now I'm thinking why is it I want this? Partly it's that I'm just changing what
I really want, and other things become more important it's partly age as well,
...
isn't it?... you look at your life in totality, and you think do I want to go all out to
high.
"
becoming
too
I
think,
the
are
costs,
go all the way up? ...at what cost?...
(Gill, 30s woman)
had
he
the
For Pravin, who was trying to reject totally
aspectsof career success
he
the
them
know
to
did
but
with,
in
replace
wanted
what
not
as yet
valued the past,
between
he
torn
emphasisingcareer
was
transition was one of crisis proportions:
in
level
internal
terms
it
in
terms
personal
a
very
at
seeing
and
external
very
success
far
felt
had
he
for
he
eluded
the
so
success
his
external
own achievement; yearned
of
he
form
internal
drawn
to a very
him, yet he was also
of careersuccess saw almost as
spiritual enlightenment:
"There's
conflict
between
what
I'm
doing
and
how
see things
30s
(Pravin,
"
I'd
huge
man)
say.
conflict,
a
philosophically,
ideas
believed
their
forties
that
in
about
thirties
their
and
Twelve of the managers
The
these,
had
in
of
they
majority
had
older.
got
as
way
some
changed
career success
for
less
career
criteria
they
that
on
external
emphasis
put
now
in
total,
said
eight
to:
they
used
than
success
160
"As I progressed,
I
as got older, being happy in what I was doing, enjoying what
I was doing became
more and more a sort of dominant feature of coming into
work. " (Tony, 40s man)
For three of the managers,
who were all recruited to BT as postgraduates to do highly
specialised work, Elspeth, David and Stuart, career success had moved
away from
wanting to be considered as an expert in an area of work they found extremely
interesting to being able to influence things through
what they did as managers:
"When I started it was going to be intellectual
achievement in my professional
specialism of mathematics ...that was the only thing that mattered to me. "
(Elspeth, 40s woman)
Only one of the managersin their thirties and forties, Steve,now believed that he had
a more external definition of career successthan he had had when he was younger.
Steve,38 years old and still at the most junior level of managementin BT,
was unlike
any of the other managers interviewed for this research. He had very few formal
qualifications and, until recently, had had little ambition to progress. The attitudeshe
expressedthroughout his interview were very different from those of his colleagues,
best
be
and can
summed up by saying that he appearedto seework much more as a
job than a career. In this sense,he is probably not a typical manager, and therefore it
is not surprising that his views are not typical either.
161
162
Stuart, who has already been discussedin detail in section 5.2.5, has a definition
of career successbased on internal and intangible criteria. This is probably the
result of his strong personalvalues.
Elspeth, a woman in her forties, is still very keen to progress up the organisational
hierarchy, although this is for the influence she hopes to gain, rather than any kind
of status which she is seeking.
Such variations in the themes which have emerged in this researchonly serve to
emphasisethe personal and distinct nature of managers'own conceptionsof success.
The differences exhibited by the managerswho appearto be at odds with their peer
detract
from
is
than
the
that
group strengthen rather
conclusion
career success a
in
but
inter-related
dimensions,
described
three
complex concept, grounded
separate
here as internal criteria, intangible criteria and external criteria.
Figure 5.1: A model of managerial career success
Intemal criteria
Personal recognition
Intangible criteria
Influence
Respect (
l
Enjoyment
Interest
Being an
expert
Level of
pay
Senseof
accomplishment
Senseof
achievement
Doing new
things
Leaving
one's mark
Promotion
Hierarchical
position
External criteria
Organisational recognition
first
that
in
drawn
the
any
conceptual
the
was
research
of
stage
A key conclusion
illustrating
be
the
of
wholeness
complex
of
capable
must
success
career
of
model
is
it
ideas
have
different
is,
success,
about
may
that
managers
while
career success,
163
Internal criteria
Intangible criteria
External criteria
Accomplishment
Influence criteria
Grade criteria
Personal recognition
criteria
Reward criteria
criteria
Achievement criteria
Enjoyment criteria
Integrity criteria
Balance criteria
for
found
type
illustrates
the
career
Table 5.4
of criteria
sub-groups
within each
in
5.2,5.3
in
detail
described
the
in
the
sections
stage
of
research,
as
second
success
for
the
The
at
career
success
5.4.
of
managers'
considering
criteria
usefulness
and
is
level
individual
threefold:
the
than
level
criteria
of
rather
sub-group
integrity
to
the
it
conceptual
component parts of managers'
greater
Firstly,
gives
As
described
in
5.2,5.3
5.4,
the
many
of
and
sections
success.
career
of
conceptions
164
between
differences
When
the
the
managersare
similarities
and
each category.
is
it
apparent that, while some managers may emphasise one sub-group
examined,
between
within a criteria category, others emphasise another, with no great overlap
for
intangible
For
the
criteria
the two sets of managers.
category of
example, within
influence
two
there
criteria and personal recognition
sub-groups,
are
career success,
influence
being
things
to
Of
was
to
work
at
the
able
whom
managers
nine
criteria.
A
too.
four
important,
similar
criteria
recognition
personal
valued
only
extremely
both
is
criteria,
achievement
and
criteria
accomplishment
when
apparent
variation
to
Of
ten
the
internal
managers
the
criteria category, are examined.
of
sub-groups
five
idea
to
their
only
success,
career
of
central
was
whom a sense of achievement
four
these
who
too,
women
were
of
idea
and
the
of a sense of accomplishment
valued
in
did
way.
some
to
achievement
being
they
personal
of
a
sense
good at what
related
be
links
to
made
Thirdly, treating criteria for career successas sub-groupsenables
be
more
would
otherwise
which
criteria
types
of career success
across the three
intangible
that
findings
the
The
pilot study suggested
of
difficult to conceptualise.
because
internal
managers
many
to
be
criteria
more closely related
criteria may
definition
in
their
success.
of
to
criteria,
external
them,
opposed
as
emphasised
be
to
this
the
relationship
in
the
enabled
research
of
stage
second
Using sub-groups
in
terms
of
Many
success
fully.
the
career
saw
who
managers
of
more
explored
for
their
accomplishment.
to
this
recognition
personal
getting
related
accomplishment
for
intangible
in
internal
for
criteria
them
and
rooted
was
That is, career success
in
recognition
personal
and
criteria
accomplishment
but
particularly
more
success,
for
the
full-scale
in
links
the
example,
study:
emerged
also
Other
similar
criteria.
165
group of managers for whom grade and reward criteria defined career success also
considered enjoyment criteria as part of their definition, even though they had little
interest in any other internal criteria for career success.
Thus considering criteria for career successat the level of sub-groups within the three
categories of internal, intangible and external criteria seemsto offer the best means of
illuminating
Intangible criteria
Intemal criteria
:
Per
Personal
EnlJo
Enjoyment
Influence
Oyment
yment
recognition
reco
(Acco,
cnte
criteria
n ten
naa
criteria
criteria
cr
ient
criteria
A
Acluevem
clievement
ccntena
riteria
Inte ny
Integrity
It
criteria
lance
Balance
Grade
tena
criteria
Reward
e ar
criteria
criteria
Extemal criteria
have
intangible
to
from
boundary
criteria
the
criteria
external
The arrows crossing
grade
especially
criteria,
indicate
that
external
value
somemanagers
been included to
to
For
those
in
whom
themselves.
example,
than
end
as
an
for
other
reasons
criteria,
to
in
terms
important
criteria
highly
grade
of
is
see
success
may
personal recognition
form
further
hierarchy
in
level
the
representsa
promotion
in
their
or
that
some extent,
166
167
Figure 5-3: A
model of managerial career success (3)
Personal
achievement
Intemal criteria
Intangible criteria
Organisational
influence
(Acco
Influence
criteria
Enjoy'men't",
criteria
mplishment
cr
criteria
cl
Achievement
criteria
Integrity
Personal
recognition
criteria
Personal
recognition
criteria
Balance
Grade
crit ria
criteria
External criteria
Reward
criteria
Organisational
recognition
168
CHAPTER
6:
BUILDING
A TYPOLOGY
OF MANAGERIAL
CAREER SUCCESS
in
it
the
larger
the
used
second stage of
Indeed, the
sample
researchmade easierto
how
in
the
terms
they viewed
four
groupings
among
discern
managers
of
particular
Abriefly
in
Chapter
5,
the
the
as
outlined
success,
model
end
of
at
career
own
their
169
manager.
The manager who equatescareer successwith personal recognition is the
manager
for whom personal recognition criteria are central to their definition
of success. A
group of women in the secondstageof the research,including Liz, JaneS, Paula and
Lisa, who judged their own careersuccessby the amount of personalrecognition they
for
did
they
received
what
at work, exemplifies this type of manager.
The manager who associatescareer successwith organisational influence is the
for
influence
important
definition
the
their
manager whom
criteria are
most
part of
of
A
from
the second stage of the research which includes Stuart,
success.
group
Elspeth and Alan typifies this kind of manager.
The manager who sees career successin terms of personal achievement is the
for
heart
idea
the
their
manager
whom achievementcriteria are at
of
of success. A
in
the second stage of the research, including
group of women who participated
Angela, Kathryn and Lyssa, is typical of this kind of manager.
(Further analysis of the data gatheredin the first stage of the researchalso showed
that there were managerswho took part in it who saw career successin terms of
influence
to
or
personal
achievement,
as
opposed
organisational or
organisational
)
personal recognition.
These four views of career successprovide a useful shorthand summary of the
definitions of successput forward by most of the managersin both the first and
(There
be
discussed
in
the
research.
are
exceptions,
which
will
second stage of
) Yet while these categories offer a valuable means of
below.
6.6
section
is
in
itself
their
the
views
on
success,
managers'
succinctness
a
encapsulating
170
limitation.
presentedas a one dimensional concept,but shown to be the complex entity that it is,
basedon a range of internal, intangible and external criteria. For this reason,the four
views of career successwill not be used to describewholly how different managers
but
their
see
own success
employed as a useful bridge between the model and a
detailed
typology of managerialcareersuccess.
profounder and more
A typology consisting of four different types of managerwill be usedto illustrate the
diverse kinds of career successthat this researchhas found managerspursue. Each
type is linked to and developedfrom one of the four views of careersuccessshown in
the model. The four types will be introduced briefly here and describedin detail in
the following sections,together with caseillustrations of "typical" managersof each
type.
The four types of managersfound in this researchare as follows:
The Climber. The Climber's primary view of careersuccessis as organisational
in
terms
their
This
of
type
much
very
own
success
sees
of
manager
recognition.
been
has
traditionally
by
the external criteria
which organisationalcareersuccess
definition
Nevertheless
their
of
judged. They are often very status conscious.
include
likely
it
is
to
based
is
criteria:
external
on
wholly
usually
not
success
it.
important
in
of
part
internal
an
as
criteria,
enjoyment
particular
criteria,
some
The Expert.
recognition.
for
them
success
career
criteria:
recognition
personal
and
criteria
accomplishment
lot
job
their
of
a
they
getting
and
that
at
feeling
competent
are
really
is
but
important
too,
fact.
They
for
that
as
criteria
see
external
well
may
recognition
form
for
is
being
them
of
another
given
a
pay
rise
in
or
that
promoted
getting
only
personal recognition.
171
The Influencer.
organisational
important
for.
business
They
influence
they
the
an
work
on
may seek to do this
regardless of their hierarchical position, but if grade criteria are part of their
definition of success,they want a more senior position within the organisation for
the greater influence it will allow them to have and not for the status they will
gain as a result.
The Self-Realiser.
Before the four types of manager are described in detail, it is important to note two
in
from
been
derived
have
because
the
Firstly,
the
types
and
are
grounded
points.
described
be
in
data,
the
took
the
as
research can
part
managers who
most of
research
definitions
four
However,
the
types.
subjectivity of
not surprisingly, given
one of the
less
to
categorise.
there
easy
were
who
exceptions
some
were
success,
career
of
Generally, this was not because they had a conception of successtotally at variance
fit
to
because
but
their
more
appeared
success
types,
of
the
view
rather
with any of
both
in
terms
for
personal
of
than one category,
example, they saw career success
these
detailed
that
Further
of
most
revealed
analysis
recognition and achievement.
likely
to
definition
had
was
fact
which
in
one
success,
career
of
a
primary
managers
dominate their thoughts and actions related to their ideas about successat the expense
for
For
who
definition
managers
example,
success.
career
of
of any other secondary
likely
to
this
definition
in
was
included personal achievement their
of career success,
For
the
have
their
success.
ideas
own
they
about
might
which
override any other
is
definition
considered
it
is
which
this
success
of
this
primary
research,
purposes of
impossible
it
to
for
(There
was
whom
were two managers
to be most important.
be
they
will
determine even a primary deftition of career successwith any certainty;
)
6.6.
in
detail
in
discussed
section
they
as
older,
get
as
change
may
success
of
Secondly, since managers conceptions
fall
into
5,
the
Chapter
the
4
now
managers
Chapter
which
groups
in
and
discussed
to
is
a
It
that
life.
emphasise
for
change
manager
could
any
fixed
possible
are not
172
different
The name Climber has been chosento describethis type of managernot just because
they aspire to move up the organisational hierarchy but also becausethey seek the
in
believe
Seeing
them.
this
they
will give
careersuccess terms of some
statuswhich
kind of status is an important characteristic of the Climber: having an influence at
have
feel
for
is
they
to
them
to
achieve a perceived
successful,
not enough
work
in
in
be
terms.
This
too.
social
or
organisational
either
expressed
status
status can
Phil, for example, likes to be acknowledgedas "a relatively senior managerin BT
his
this
own
terms" and relishes the trappings of
seniority, such as a secretaryand
felt
he
had
how
to
detail
in
described
He
work
obliged
recently
when
unhappy
office.
in an open plan office environment:
I
I
because
from
I
said
"I got myself moved
where
was and given an office
little
being
in
to
I
felt
a
relation
and
uncomfortable
also
concentrate
couldn't
...
.....
I'm
little
I
but
it's
don't
like
that,
true,
so
a
am,
status conscious -I
.....
it
I
but
little
being
stems
partly
and
am,
conscious,
a
status
about
uncomfortable
itself
targets,
these
the
still
organisation
and
from the idea of setting yourself
30s
"
(Phil,
man)
being very status conscious.
173
The Climber tends to be very goal oriented in terms of their attitude to their
career
progression. The managers who fall into this category as a rule set themselves
regular stretching goals and targets relating to their level of pay and their position in
the hierarchy. Kenneth, for example,describedwhat he wants from his careeras
"to be able to sort of set myself goals that I can achieve and set the goals just
...
out of reach, so that I have to really go to achieve them ...and just every time I
get somewhere to think, well, OK, how much further can I go? so I have that
...
eternal, ongoing realisation of a goal. " (Kenneth, 20s man)
Related to this emphasis on career goals, the Climber often has a strong competitive
instinct. Those managers described in Chapter 5, section 5.5.1, who saw work as an
intensely competitive game with winners and losers, are all Climbers, such as Darren,
back
his
his
traced
to
who
competitiveness
childhood:
"I swam to a high standard, did a lot of sport to a very high standard, English
I
for
in
Scouts,
I'd
force,
I
the
the
shot
cadet
was
win
national standard ...
it
didn't
be
I've
it
I
had
there
to
always
matter what
was,
competition camp ...
.....
been very, very competitive. " (Darren, 20s man)
Climbers are also managers with strong positive feelings about the organisation they
because
idea
is
their
for,
to
own
of
career
success
very
close
successas
perhaps
work
it.
defines
As
Adam
it
in
Climbers
the
this
summed up, most of
the organisation
study were
174
interviewed
36
Climbers,
the
identified
This research
managers
all men, out of
seven
Climbers
Phil
Kenneth
John,
Darren,
Adam,
in total. Five of them,
were classic
and
kind
different
C
Paul,
Dave
Two
described
of
them,
a
rather
were
and
of
above.
as
Climber and will be discussedin more detail below.
distinctive
in
John
group of managers
Darren
Adam,
particular emergedas a very
and
in the second stageof the researchwho all put a strong emphasison external criteria
in
high
level
for successand saw achieving at as
as possible the organisational
a
Material
heart
their
being
the
conceptions of career success.
of
hierarchy as
at
important
they
the
to
them,
status
as
was
extremely
were
money
especially
rewards,
Darren
both
bring,
the
was
organisationand outside.
within
believed that this would
in
this respect:
typical
175
Phil's explanation of this was that he was less work oriented than he had been in the
life
his
had
become
life
because
his
as a whole.
a more significant part of
past,
social
However, unlike the other Climbers, his definition of success also included an
for
him,
longer
sufficient
element of personal recognition: external criteria were no
This
he
how
that
this
suggests
though
success.
saw
career
was still primarily
even
Phil's ideas about successmay be in the process of changing, and that he may not
define successas a Climber for much longer.
Adam
in
fact
discussed
five
The group of
relatively young;
above were all
managers
hierarchically
is
That
36.
to
that
young
ambitious
say
all
not
the
at
oldest
was
how
he
has
fact
in
Adam
Climbers
being
talks
they
about
get
older;
as
stop
managers
However,
the
two
"in
that
oldest
be
stronger
gets
and
stronger".
a
way
to
successful
his
forties,
in
late
in
his
Dave
C,
thirties,
were
and
who was
Climbers, Paul, who was
described
five
from
the
different
managers
above.
rather
176
They were both still relatively junior managers for their age and reflect a trend
identified in Chapter 4, section 4.3, and Chapter 5, section 5.6.1, that for men in their
thirties and forties who have not achieved hierarchical success, external criteria are
defmitions
For
important
in
their
often very
of career success.
some of them, there is
frustration
in
that
they
their
which
means
see
a
progress,
career success terms of
with
this one dimension. Furthermore, unlike the younger Climbers described above,
Dave C and Paul did not aspire to reach senior management but saw the promotion
incremental:
desired
far
they
as
more
which
I
but
by
their
standards ...
see me as successful
my wife's
don't see that as successful at all, not at all I think ten years ago I had expected
...
"My
family,
friends,
C,
40s
"
(Dave
further
tree.
the
have
to
man)
up
moved much
myself
While they may differ from Adam or John, managers such as Dave C or Paul are
its
issue
The
define
how
in
Climbers
they
terms of
of age and
career success.
clearly
be
in
this
chapter
will
typology
to
the
outlined
success
career
of
relationship
is status conscious
definition
in
their
success
of
includes
enjoyment
often
Case illustration:
Adam
likeable
person,
Adam
and
outgoing
interview
a
confident,
came over as
During his
that
frankness
of
many
himself
self-awareness
and
a
talk
with
to
about
who was able
is
the
of
he
to
ranks
At
36,
senior
lacked.
most
reach
poised
the other managers
it
do
though
determination
to
even
so,
BT
powerful
a
shows
and
within
management
high
cost.
personal
be
a
at
might
177
178
his customers,which he obviously does: "I have this view that I have to
considermy
boss'sboss rather than my boss I feel, if they're on a desertisland
have
they
to
and
.....
have three people they bring with them, they would pick me
as one of those three
people....when I say on a desert island, I don't mean becauseI'd be great fun to be
with, although hopefully I would ...I meanthat if you want to get off the desertisland,
you want someonethat you know is going to pull their weight."
Adam's determination to reach the top has not diminished his interest in measuring
successthrough the amount of money he earns, although since the experience of
his
business
this is no longer his sole criterion; he now wants status,
own
owning
During
his
interview he was keen to talk about what he
and
power
position
as well.
had earnedin the past and what he expectedto earn in the future with a breathtaking
openness, given the usual reticence of British managers on the subject of
has
himself
He
financial
remuneration.
set
as well as grade goals, namely to have
fI in in liquifiable assetsby the time he is 45.
Adam attributes a lot of the successhe has achievedso far to a basic security about
himself as a person which makeshim extremely confident. This he tracesback to his
both
of
childhood, and strong relationships with parents, grandparentsand siblings,
him
firm
him.
His
than
moral standardswhich
upbringing gave
whom are younger
he believes prevents him Erom seeking to achieve the successhe desires by any
led
him
integrity
(Adam's
to work
also
securepersonality and
unscrupulousmeans.
has
longer
he
he
in
time
to
this
the
Samaritan
that
the
pursue
no
regrets
and
past,
as a
)
"career".
alternative
Nevertheless,the career successwhich Adam wants so badly may not be attainable
he
that
is
Adam
three
admits
and
small
children
married with
without personal cost.
his wife, who does not work, finds it difficult to tolerate the long working hours and
do
for
I
job
"I'm
his
home
from
frequent absences
not really proud of what
entails:
Caroline," he says. He seeshis next promotion, which will mean a move abroad,as
life
balanced
hold
desire
his
but
her
back
to
to
too,
a
onto
whether
giving something
be
to
determination
his
to
the
seen.
is as strong as
win
organisationalrace remains
6.3 The Expert
high
level
in
is
terms
of competencyat
of achieving a
For the Expert, success seen
do,
be
it
in
for
being
being
they
personally
good
at what
job
recognised
and
their
179
terms of being seen to be an expert or winning the respect of the people they work
with, in particular superiors or internal customers. The Expert's conception of
kind
by
Experts
is
of
as a
Getting a promotion or a pay rise
seen
their
good performance:
of
validation
your
and
you
of
perceptions
peoples'
with
in
"I think
all
I've
to
deputy
director
say
and
ideally
me
up
come
would
my
achievement ...
be
job
do
that
I
this
to
things
would
you
want
you,
about
heard really great
...
(Lisa,
20s
"
job.
important
woman)
like a really
it
ties
180
However, Experts do not set themselveswork-related goals in the way that Climbers
do. They often appearpuzzled when questionedabout this subject, perhapsbecause
they are aware that they differ from other managersin this respect:
"The problem I have is... and talking to other people as well is they say do you
...
have a career plan? where in two years I want to be doing this, then in three
...
I
be
doing
I
don't really have that it worries me a little bit. "
to
that
years want
...
...
(Paula, 20s woman)
In fact, the Expert is likely to be the kind of managerwho has few tangible ideas
forties,
her
from
in
Liz,
they
their
they
career when
want
about what
start work.
describedfeeling as if she is "still waiting to find out what I want to do when I grow
have
it
If
they
work goals at all, they relate them to getting more personal
up! .
like
Sam:
recognition,
"It's being respected by other people for what you do, being in a team where
feel
the
that
feel
the
with
at
ease
you
and
with,
you're
people
at ease with
you
feel
that
to,
for
that
the
and
you
work
you
people
you and
people working
by
looked
job,
doing
for
by
them
on
and
a very, very good
you're respected
20s
"
(Sam,
if
they
to
woman)
them as somebody they can go
want something.
in
the
important
do
is
their
than
job
position
they
the
Experts,
To
the content of
more
hierarchy or their status within the organisation. For this reason, they value
highly,
for
especiallyjob satisfaction:
success
enjoyment criteria
hours
long
I
to
tend
when
work quite
"Job satisfaction is important to me, so
30s
M,
"
(Jane
it.
into
lot
of effort
I'm doing something I enjoy and put a
woman)
for
doing
job
they
enjoy
Indeed Experts often are not prepared to sacrifice a
because
for
dilemma
them
This
the
a
pose
can
organisation.
within
advancement
is
how
is
success
organisational
that
progression
promotional
they perceive
in
justifying
difficulty
their
have
on
position
own
they
therefore
can
and
recognised
this matter:
181
"Recognition
182
The fact that there were two men, Dave H and Steve,who
were Experts too confirms
that, while men may more likely to emphasisecertain kinds of career success
and
women others, they cannot be stereotyped. Dave H did seesuccesspartially in terms
of moving up the hierarchy and earning more money, but for him his primary
definition of careersuccesswas that of an Expert:
"Jo be good at what you do) is probably the most important thing If you don't
...
feel happy within yourself, a lot of other things aren't going to nobody will
...
if
respect you you don't respect yourself... if you don't feel happy with what you
do, you're not going to have the confidence then to go on and try and influence
people and bring them round to your way of thinking. " (Dave H, 20s man)
38 year old Steve, who was still at the most junior level of management,whilst he
saw career successprimarily as an Expert, paradoxically believed that he now had a
definition
more external
of successthan he had had when he was younger and that his
level of ambition was higher. In fact he and Dave H appearedto be the least
interviewed
during
help
the
the
this
confident of
men
research:
could
provide an
in
how
Experts
terms
they see career
explanation of why some managers are
of
success.
It may be that their perception of successas being really good at their job and getting
leads
linked
lack
Experts
is
basic
for
to seek
to
this
confidence
which
a
of
recognition
high levels of personal affirmation. In fact, some of the Experts talked openly about
the effect a lack of confidence had on their behaviour at work, like Paula in her
feel
her
successful:
explanation of why personalrecognition made
"I think
it's the fact that you're respected and other people recognise your
thought
they've
thought
this
about
they've
you
and
actually
person can
skills ...
because,
is
I
I
don't
have
in
job,
the
capable
as
say,
much
confidence
cope with
...
183
myselt.. but obviously other people do you think, oh yes, they obviously respect
...
me and think I'm capable. " (Paula, 20s woman)
To summarise,the Expert:
e
job
the
its
their
than
values
content
of
more
status
9
184
Jeanettesets a high value on finding her work interesting, enjoyable and worthwhile,
does
being
her
influences
not seeas
views on promotion and pay, which she
and this
job
have
interesting
her.
She
than
to
important
to
to
seek
an
prefer
would
particularly
level
jobs
lot
higher
BT
believes
fact,
it.
In
for
that
the
at
of
a
she
sakeof
promotion
doing
kind
involve
the
task-related
and which makes
of
work she enjoys
would not
her feel successful: "A lot of the level three jobs don't seemto be so interesting.....it
just seemsto be meetings all the time, dealing with documentationand things, so I'd
determine
be
it
job
lot
the
to
know
getting
worth
more
about
whether
would
to
a
need
"
the promotion.
185
idea
5,
5.3.2,
For
Chapter
to
their
in
as
section
central
of career success.
identified
idea
leaving
in
is
the
their
Influencers
of
particular,
a
mark
on
organisation
older
186
extremely important, and is often linked to gaining autonomy at work, particularly for
those managers who have not reached senior levels in the managerial hierarchy:
"I also want the sort of job where I can earn sufficient respect
and trust to take
it in my direction so I want to stamp me. " (Susan, 40s woman)
...
For younger Influencers, or those who wish to progress up the hierarchy, influence is
frequently seen as attaining a level of responsibility within the organisation, and,
as
such, something to aspire to as their career develops:
"To me I like to feel that I'm still progressing and going forward, for me a
is
I
that
reflection of
what grade am at the moment ...associated with that is the
level of responsibility
is
role
probably
I'm
that you have
looking for a more responsible
so
.....
...
more appropriate than promotion. " (Sherelle, 20s woman)
While some Influencers, like Alan, seek influence regardlessof their hierarchical
because
hierarchy
keen
Anne,
the
like
Elspeth
to
progress up
are
and
grade, many,
be
level
influence
they
higher
the
the
they are,
will
of
they perceive that the
greater
able to exert:
"I think
I'm
it
bit
into
that's
more quantifiable ..... probably
a
success
now
it
but
crudely
no,
not
status
status
with
relates
crudely
...
...
30s woman)
(Anne,
"
responsibility.
level
of
relates with a
Climber
differs
from
how
illustrates
Influencer
the
the
to
well
Anne's reference status
believe
hierarchical
The
Influencer
that
they
may
position.
value
in terms of why
it
for
influence
important,
but
is
is
theml
hierarchy
the
this
in
the
allows
their grade
fact,
In
it
Influencers
them.
the
for
the
at
pains
were
of
many
gives
status
than
rather
187
their work challenging or difficult - the harder the task, the greaterthe achievement
and the greater the level of organisational influence which will be attained if they
succeed:
"I want to feel occasionally, A Christ, I've done it this time, because that's what
buzz,
being
the
that
gives me
on the line where there is a possibility of failing
but there's a possibility of being successful. " (Susan, 40s woman)
For many Influencers, enjoying their work or finding it interesting is also a measure
is
idea
influence
For
their
that
to
this
the
of
success.
some,related
gaining an
allows
them to enjoy their job, particularly if it is achieved by using their creative skills:
"Things that end up with people thinking, wow, that was a good idea and he's
important,
interesting
to
it
in
that's
coming
you
people
up
way,
a really
put over
(Stuart,
I
it...
"
like
it
different,
God,
that
was really
was original,
and saying,
30s man)
188
forties, including all the men except Stuart. Three were in their thirties, including
two women, Anne and Nicole, and one, Sherelle,was in her twenties.
It is not surprising that a majority of the older managers(seven out of 12) were
Influencers, since one of the findings of the first stageof the research,discussedin
Chapter 4, section 4.3, was that the managersin their forties often describedcareer
leaving
in
in
for,
the
terms
they
of
a mark someway on
organisation
worked
success
influence
for
in
Chapter
5,
5.3.2,
the
main
criteria
section
as one of
recognised
different
have
in
Muencers
Some
the
way
may well
seensuccess a
older
of
success.
Tony
Dave
S
The
they
talked
that
they
what
about
and
way
when
were younger.
both
for
in
from
they
that
the
their
were
past suggested, example,
careers
wanted
Climbers in their twenties and thirties:
"At 35 (career success) was about going up the hierarchy, that was about getting
be
(is)
to
for
to
(career
I
far
or
tree
given
the
now
me
success)
as could .....
up
as
has
it
five
four
for
the
I
through
years, and
or
next
take on something
can see
"
development.
some real value added ...a major project within management
(Dave S, 40s man)
had
forties,
in
Stuart,
thirties
their
or
Three of the managers,David, Elspeth and
all
highly
BT
postgraduate
all
with
specialists,
qualified
their
as
careers at
started
highly
from
had
their
developed,
they
degrees. As their careers
moved away
their
become
surprisingly,
not
to
managers:
generalist
more
specialist roles
Expert
from
the
that
had
too,
of
probably
changed
success
career
conception of
in
Experts
(although
are not necessarilymanagers specialist roles, something which
below):
6.7
in
discussed
be
section
will
I
important
I
did
thing
the
being
never
most
was
joined
what
I
at
good
"When
...
(career
influence
success)
we
started
when
and
power
about
thought
.....
really
189
achievement in my professional
specialism of
Some managers, however, remain Influencers for all of their career: there was
no
evidence in their interviews that Alan or Colin had ever had a different idea of what
constituted career success for them. In fact Alan's conception of successhad recently
begun to focus more on grade and reward criteria, because at 41 he had started to
he
had missed out on hierarchical successin some way and that his
that
perceive
influence was reducedas a result:
"I think I'd want to be more in a position of influence, where I can change
things at the moment I don't feel I I do it on a lower level but I'd like to be
...
...
...
it
higher
"
(Alan,
do
level.
40s
to
able
on a
man)
The youngest Influencers were all women, Anne, Nicole and Sherelle. Anne and
Sherellewere keen to move up the hierarchy and gain high levels of influence; Nicole
influence
field.
in
While
the
to
achieve
political
none of them valued status
wanted
for its own sake, all three of them saw successas being related in some way to
becoming famous for what they achieved in their career. This interest in a rather
for
important
it
implied
form
their
to
them
that
was
of personal recognition
extreme
influence to be acknowledgedin a very public way:
"(Career
for
me) probably
success
hierarchical
may seek
influence
to
gain greater
advancement
responsibility;
seeks
younger
when
leave
their
to
mark
when older wants
influence
increasing
of
as
a
means
achievement
organisational
e values
190
Case illustration:
Stuart
Stuart was an intriguing managerto interview: at one grade below director level, he
was the most senior managerto take part in this research,yet his ideas about career
successwere far removed from those of the Climbers describedin section 6.2. His
approach to his career was founded upon strong moral values rooted in left-wing
political convictions and a deep desire to balance his work life with his home life,
themeswhich underpinnedeverything he said.
Stuart joined BT as a statistician after a highly successfulacademic career, during
he
in
BA
Cambridge
University and an Whil in statisticsat
gained a
which
maths at
Yale University in the USA. Before he joined BT, Stuart had beenuncertainwhether
he wanted to remain an academic or to embark upon a career in business. The
he
position
was appointed to at BT was an ideal compromise in that it gave him an
opportunity to continue working on statisticsin a businessenvironment.
For the first nine years of his career with BT, Stuart was an internal consultant, at
first in a management science consultancy unit and latterly in BT's organisational
from
deal
he
Over
this
to
more with
period
mathematical analysis
moved away
unit.
"softer" organisational issues. His desire to make this switch coincided with another
in
his
for
MEBA.
At
this
time
consultancy career
an
various points
period of study,
Stuart was offered the chance to take a more "mainstream" job in BT. On each
influential
because
he
he
to
this
remain an
preferred
rejected
opportunity
occasion
"morass".
he
into
being
drawn
the
than
organisation's
saw as
what
outsider, rather
involved
heavily
Stuart
internal
his
Towards the end of
was
consultant,
career as an
in shaping a major reorganisation at BT, Project Sovereign. After that he continued
him
into
the
brought
level
high
most
of
some
with
contact
to work on
projects, which
in
him
the
At
in
two
time
this
the
above
people
company.
senior managers
looks
back
He
this
in
Stuart
both
left,
leaving
period
on
charge.
unit
organisational
how
doing
"We
felt
he
about
stuff
some
were
successful:
time
particularly
when
as a
taking
the
to
and
organisation
run
global sales and global service
you might want
...
board
listening
taking
them
what you
on
and really
that to very senior people, and
"
directors
like
that
that
nice.
quite
was
and
stuff
managing
were saying,
...
be
involved
desire
driven
by
to
to
a
Stuart's decision remain a consultantearly on was
became
developed
he
As
his
also
career
in interesting and challenging work.
191
concerned with being able to influence the way BT operated, and getting recognition
for being "the guy
"I'm
doing
it".
not a particularly good backroom person,"
on stage
he explains. This means that he often tries to use novel
highly
and
creative means to
achieve his ends, doing "things that end up with people thinking, wow, that was a
idea
good
and he's put it over in a really interesting way".
During the period when he was a consultant, Stuart was promoted rapidly,
reaching
his current senior level in his early thirties. Despite this hierarchical
he
success,
he
has never seen his own career success in terms of status, which he
that
maintains
dislikes, and is adamant that he did not press for promotion. "It just kind of came
he
"
"I'm
fussed
along,
explains.
not
about hierarchy. I want to feel I want to come to
feel
I
to
work, want
when it's finished people can say yes he made a difference I
192
career not only "makes a difference" but is worthwhile too, "a good for the world in
general", in a way that he doesnot perceive working for BT to be. This is linked to a
desire to be seenas a good role model and a managerof integrity. As a result, Stuart
is contemplating whether or not he should take a job with the Labour Party, should
they win the next election, perhapsin some kind of advisory role: "Whatever kind of
think tanks (Tony Blair) has, I could seemyself doing that." It may be, therefore,that
he will decide career successfor him is to "make a difference" in a wider and more
important arenathan BT could ever offer him.
6.5 The Self-Realiser
For the Self-Realiser, career successis very much an internal concept, basedon the
idea of achievementat a very personal level, sometimesin a way which meanslittle
to other people. As a result internal criteria for success,especially achievement
important
Self-Realiser.
for
They
the
to
are
most
criteria,
may value other criteria
influence,
but
desire
their
to achieveon their
personal
recognition or
success,such as
in
the
they
them
their conception of career
terms
value
own
will override
place on
far
idea
is
from
The
Self-Realiser's
thus
external
of success
as
removed
success.
fulfilment:
to
the
notion of personal
managerialsuccessas possible and closest
"If you've been able to express your best ability, and you've enjoyed yourself,
then I think you've got a successful career ...without both of those it wouldn't be
20s
"
(Ran,
man)
successful.
Accomplishment criteria for success may also be valued by the Self-Realiser, since
do
being
from
they
at
good at what
they sometimes obtain a sense of achievement
jobbe
for
Self-Realiser
the
the
However,
result of specific
can
success
while
work.
describing
in
difficulty
their
have
like
Stella
very
they
may
related achievements,
in
terms
idea
at all:
organisational
of careersuccess
personal
financial
I
to
controller, or
"I cannot point
something and say, yes, when am a
"
for
define
I
I
that
that,
me.
success
career
I
this,
as
would
am
when
or
when am
193
some way. Meeting a challengenot only addsto their senseof achievementbut helps
them develop as managers,something which many Self-Realisersvalue. Lyssa, for
example, seesher own careersuccessin terms of meeting setsof personalchallenges:
"if you've accomplished things you didn't think you could do or
you've got to a
level that initially you hadn't thought of getting to that you'd been
challenged
...
as well at a different sort of managerial level ......they are the measures (Of career
"
(Lyssa,
30s woman)
success).
For Self-Realisers,a vital part of their idea of career successis achieving a balance
between their work life and their home life; they are usually managersto whom it
both
in
that
they
matters
succeed
spheresof their life on their own personal terms.
This may be becausethey have family responsibilities, like Kathryn and Sarah,who
both work part-time, or it may be because,like Angela and Gill, they believe that
there is a lot more to life than their dayjob:
"I would like to feel that I had a full work life and a full life out of work, to be
like
feel
I
had
I
do
to
that
I
do
things
to
to
the
actually
and
would
wanted
able
...
40s
in.
"
(Angela,
I
the
woman)
sphere was working
achieved something within
Perhapsbecausethey see successin terms of their own personal achievementSelfRealisersoften find it easierthan other managersto imagine changingthe direction of
different,
doing
totally
their career completely and
such as running their
something
follows:
her
dream
described
Stella
business.
as
own pipe
own
like
I'd
income,
I
have
be
to
Richard
"When
perhaps
a partner and
enough
gets
like
I'd
I'm
to
those
thinks
own
really
do
people
one
of
who
else
to
something
.....
in
do
because
I
love
like
that,
to
I'd
people
my
entertaining
hotel,
really
a
20s woman)
(Stella,
"
life.
personal
194
While Sarahespecially values the amount of money she is paid becauseher husband
is unemployed, to most Self-Realisers,external criteria for successare unimportant
how
do
In
Self-Realisers
to
their
they
see
own careersuccess. particular,
with respect
hierarchy
judge
in
in
the
terms
they
the
of
grade
organisational
or
success
reach
not
the statuswhich this might give them, but rather in terms of their individual personal
likely
If
to
these
to
they
are
relate
personal
set
career
goals,
achievement.
landmarks:
than
organisational
achievementsrather
"Career success is an individual thing I don't think you can say career success
...
is being managing director of ICI paints or whatever ...people may have a career
in designing clothes or whatever the case may be...so in terms of your own
if
in
they've
the
terms
got, and
skills
of
career, everyone's got their own ability
the
taken
best
the
all
to
of
those
advantage
of your ability and
you've exploited
20s
(Ran,
"
been
have
successful.
come your way, you've
opportunities that
man)
it
because
they
down
perceive will
Like Experts, Self-Realisers may turn
a promotion
have.
from
they
than
less
otherwise
would
they
career
a
them
want
what
of
give
it
have
it
job
because
made
the
entailed would
Stella turned down a promotion
have
Gill
Angela
life.
Both
her
balance
her
for
rejected
difficult
to
and
extremely
interesting
believed
they
because
and
that
they
were not sufficiently
higher level jobs
challenging:
it
I
didn't
because
think
it
down
I
turned
was
and
"I was offered promotion
.....
I
level,
higher
job
doing
be
just
I'd
the
different,
and
a
at
same
be
to
any
going
30s
"
(Gill,
interesting.
different,
woman)
do
more
to
something
wanted
195
Self-Realisers
careers:
"I don't think in the early days of my career I'd even thought about what was
job,
I've
do
I
to
to
always
and
wanted
a
good
always
wanted
career success...
later,
I
job
these
the
get
a
suppose,
when
you
came
some
of
other
aspects
enjoy
...
bit more experience and knowledge about what business and careers are
40s
(Angela,
"
woman)
about.
Gill, Kathryn and Ran had all had a more external idea of careersuccessin the past:
I'm
job,
I'm
the
thinking
getting a reasonable salary and
managing
and
life
have
to
a
outside, which is important to me...how much
I'm managing
30s
"
(Gill,
to
I
do
woman)
go?
further
want
"I'm
196
I
the
lifestyle,
think,
the
and
actually want what goes with
...
bit
focused
I
have
I
think
don't
that
on
I
just
more
a
want
responsibility ...
...
30s
(Kathryn,
"
I'd
I
woman)
enjoy.
what
and
need
what
myself,
them
definition
his
had
he
in
of career
changed
Ran, the only man the group, accepted that
full
the
However,
that
his
not
Climber
was
from
that
marriage.
since
of a
success
had
his
Sikh
devout
Ran
his
in
religion
and
a
was
the
views.
shift
explanation of
it
the
It
that
his
life.
in
of
effect
bigger
was
bigger
appeared
begun to play a
part
and
brought
had
life
rehis
a
in
about
which
the
circumstances,
change
this, as much as
Self-Realiser:
him
from
his
he
a
made
and
career
wanted
what
evaluation of
has
life
in
I
kind
the
I
my
of success want
because
yes,
"I think
am religious,
be
I'd
I
if
because
I
maybe
wasn't,
kind
at
work
the
want
success
of
influenced
...
I
but
to
Porsche
driving
me,
be
I'd
there
a
stockbroker,
a
as
...
very cut-throat.
(Ran,
"
20s
like
that.
be
man)
someone
don't want to
197
To summarise, a Self-Realiser
0
imagine
can often
changing the direction of their career completely
Case illustration:
Kathryn
The impression that Kathryn gave during her interview was that, although she was
direction
her
her
the
to
take,
very open-minded about
she wanted
career
conception of
firmly
fixed. Self-assured and articulate, she had a deep
career success was
herself
understandingof
and a clear perceptionthat, for her, successwas fulfilling her
highestpotential as sheherself choseto define it.
After studying electrical engineering at university, Kathryn decided not to pursue this
because
became
"where
Instead
that
she
as a career
she couldn't see
would go".
a
believing
her
by
default,
that
this
to a
would expose
management consultant almost
idea
her
hoped
industries,
a clearer
of what she
which she
would give
wide range of
do.
to
really wanted
Kathryn enjoyed the work at the consultancybecauseit was highly challenging and
learning
that
curve: seeking challenge and
meant
she was on an almost constant
learning opportunities is a constant theme throughout her career. However, while she
found the job very stimulating, she eventually decided that the long hours which were
balance
life
her
in
her
time
was
when
were too much of a strain at a
expected of
becoming more important: she had recently married and moved out of London.
job
leave
to
the
take
at
At this point she chose
consultancyand
a corporate strategy
in
by
her
husband
BT.
This
working
BT.
who was already
move was prompted partly
her
Kathryn
in
the
her
After
management consultancy,
saw corporate strategy as
time
be
because
job
BT,
the
that
in
to
the
she
perceived
similar
would
career niche
left:
be
just
"I
had
to
the
wanted
a
strategy
person,
strategy
was
she
enjoyable one
198
199
involved too. Having seen successmuch more in organisational terms when she was
younger, "not necessarily being the top of the company, but I would have said it
would be about being in a position that influences the person who is at the top", she
began to realise that perhaps this was not the kind
of career successshe really desired.
While she still wished to realise her full potential at
work, she became aware that she
wanted to reserve the right to define what form that might take, given her own
200
external terms, which on one level he felt might help him achievethe organisational
successhe still craved, or in deeply personal, almost spiritual terms, as a journey of
personal discovery. For this reasonit was impossible to describehim as any one of
the four types.
Pravin's dilemma was partly due to a dissatisfaction with the progress he had
made so
far in his business career. After a successful academic career, culminating in PhD
a
Cambridge,
he
had
at
assumed that success at BT would be attainable equally easily
with the same approach. Thus he had diligently acquired an impressive series of
business qualifications, worked tremendously hard and waited for promotion to
follow. He now realised ruefully that this approach was misguided: I joined with a
have
but
have
don't
have
to
to
view
a career,
career
a
you
simply
qualifications as I
have, you don't simply work hard as I have, but you do a lot of other things, you
being
influence
in
to
the right circles, being
manage yourself,
able
people, moving
being
it.
to
able network,
ruthless about "
However, his lack of clarity was largely the result of an ongoing reappraisal of what
he wanted more generally Erom his life and from his career. At 34 Pravin was
his
home
lives
better
desire
both
balance
to
work and
and to provide
conscious of a
financial security for himself and his family: "The money, where I live, what I do,
the balanced life, having a healthy perspective on things, become more important. "
That managers' conceptions of career successmay go through a transition while they
likely,
is
discussed
in
It
Chapter
5,
5.6.4.
been
has
in
thirties
their
section
already
are
therefore, that Pravin's view of career success was going through such a period of
his
in
BT,
held
had
he
ideas
from
that
the
career at
which were
earlier
change,
future
Expert,
to
the
to
those
and as yet unknown conception of
a
of
probably closest
in
Self-Realiser
both
Influencer
the
the
and
of
career success: there were elements
define
he
is
to
it
that
he
will eventually come
probable
said about success;
what
in
two
these
ways.
of
success one
does
four
the
describing
Pravin
types
the
in
moment
The difficulty
at
as any one of
how
but
therefore
typology
the
managers'
some
exemplifies
rather
not undermine
During
in
thirties.
their
transition
period
of
a
undergo
success
career
of
conceptions
in
for
define
is
loss
be
them
to
any
career success
what
at a
this time, they may
be
Pravin
is
to
the
this
at.
appears
stage
which
and
way,
coherent
201
it
fulfilled
this, it was clear that relying on this criterion alone was not
post, and while
sufficient to guaranteehim job satisfaction. Alex did not particularly enjoy his job as
"It's
a systemsengineer:
not really a stressfuljob, but the very fact that you have to
into
come
work every morning, you know you're going to have customers ringing you
up and they've got problems ...and dealing with people that you don't actually
like you still have to smile at them and be pleasant to them it's all, not grinding me
...
...
down, but it's something that if I had a choice I would try and escape from. " This
important
his
definition
because
the
part of
of career success
was unfortunate,
most
have
"to
a good time"
was
In reality, he seemedvery uncertain about whether it would be possible for him to
from
"escaping"
BT
the
the
theme
this
organisation was one
of
at
all:
at
achieve
less
his
interview.
He
to
throughout
and
seemed
committed
which recurred
interestedin his careeras a managerthan his contemporaries. He had no careergoals
have
his
job
in
tolerable
the short
towards,
he
to
made
that wanted strive
which might
for
failure
ideas
Alex's
the
The
about career successto
of
term.
other explanation
four
he
is
interested
in
the
types,
therefore,
that
to
or suited
was not
correspond any of
he
had
hard
BT
found
it
to
at
which
chosenand as a result
to the career as a manager
kind
in
job.
is
If
that
this
the
of
career
success
at
all
any
case,
achieving
envisage
202
then it is not surprising that he does not fit any of the four types described in this
chapter.
6.7 Climber, Expert, Influencer and Self-Realiser: what kind of manager is
likely to see success as each type?
The differences between male and female managers, and younger and older
in
managers, terms of the criteria they use to define career successfor themselves
have been discussed in detail in Chapters 4 and 5. To summarise the findings
it
there,
presented
appearsthat men are more likely to seetheir own careersuccessin
terms of external criteria, whereaswomen perceive theirs more in terms of internal
intangible
and
criteria; younger managersfavour external criteria for successmore
than older managers,whereas older managersthemselves are more likely to view
in
intangible
terms
careersuccess
of
criteria, especiallyinfluence criteria.
The potential effects of these differences on the kind of manager who might be
expectedto see successas each type, according to the typology outlined above, are
therefore as follows: the Climber seescareer successprimarily in terms of external
be
largely
be
therefore
to
this
male; the
criteria and
group of managerscan expected
Expert defmes career successin terms of internal accomplishment and intangible
likely
be
is
to
thus
this
group of managers
personal recognition criteria, and
intangible
female;
Influencer
to
the
relates career successprimarily
predominantly
influence criteria, and therefore this group of managersis probably older rather than
internal
in
Self-Realiser
terms
achievement
of
sees career success
younger; the
female.
be
be
to
mainly
criteria and so this group of managerscan expected
The composition of the groups of managerswho fall within eachtype in this research,
is
the
described
and
gender
of
effects
potential
with
consistent
generally
above,
as
is
Experts
is
Climbers
the
here:
identified
the
group of
all male;
group of
age
in
the
is
female;
there
of
group
managers
older
of
a
preponderance
predominantly
Influencers; and the group of Self-Realiserscontainsonly one man.
factors
directly
than
is
the
other
of
effects
with
While this research not concerned
it
is
to
consider
necessary
of
career
success,
conceptions
managers'
on
age
genderand
differences
fully
in
influences
to
to
according
order
explore
briefly other possible
define
is
likely
kind
build
to
the
to
who
of
of
manager
picture
a
and
age
gender and
found
differences
four
Based
to
the
in
the
according
on
ways.
of
each
success
career
203
gender and age, an attempt will be madeto pinpoint some of the common traits of the
managerswho define careersuccessin eachof the four ways The other factors which
will be consideredare grade* within the BT hierarchy, educationalbackground,work
area and race. They were chosen becausethey are considered to be particularly
relevant to the issue of what kind of manager might define career successas each
type does.
*The grading structure used in this Chapteris a simplified version of the one in
in
use
Name
Sex
Age
Grade
Education
Work area
Adam
Male
30s
School
General
Darren
Male
20s
School
Dave C
Male
40s
School
John
Male
20s
University
management
General
management
General
management
IT
Kenneth
Male
20s
University
Sales
Paul
Male
30s
Personnel
Phil
Male
30s
Teacher
training
Postgraduate:
MSc
Personnel
204
Name
Sex
Age
Grade
Education
Work area
Dave H
Male
20s
University
IT
Jeanette
Female
30s
University
IT
JaneM
Female
30s
University
Personnel
JaneS
Female
40s
School
Audit
Lisa
Female
20s
University
Sales
Liz
Female
40s
University
Personnel
Paula
Female
20s
School
Personnel
Sam
Female
20s
University
Personnel
Steve
Male
30s
School
Personnel
Name
Sex
Age
Grade
Education
Work area
Alan
Male
40s
School
Personnel
Anne
Female
30s
Colin
Male
40s
Dave S
Male
40s
Postgraduate:
Sloan MSc
_
Postgraduate:
MBA
School; BSc
General
management
General
manag ment
Personnel
Male
40s
Market
management
IT
Systems
David
Elspeth
Nicole
Sherelle
Female
30s
Postgraduate:
PhD
Postgraduate:
PhD
University
Female
20s
University
Female
40s
Susan
Female
40s
Stuart
Male
30s
------Tony
Male
40s
School;
MBA
Postgraduate:
MPhil; MBA
School; BSc
research
General
engineering
Personnel
General
management
Personnel
205
Name
Sex
Age
Grade
Education
Work area
Angela
Female
40s
IT
Gill
Female
30s
Postgraduate:
MA
University
Kathryn
Female
30s
University
Strategy
Lyssa
Female
30s
University
Finance
Ran
Male
20s
University
Sales
Sarah
Female
40s
IT
Stella
Female
20s
Postgraduate:
msc
University
Strategy
Finance
The most distinctive feature of the composition of the groups is that three of them are
dominated by a single sex, as described above. While the Influencers consist of equal
groups of men and women, the Climbers are all men, and the Experts and SelfRealisers are predominantly women. It has already been noted that this division
findings
do
key
that
this
the
of
research,
women
not tend to view their
reflects one
by
it
being
based
the
external grade and reward criteria
which
on
career successas
has traditionally been defined within organisations. Women in general therefore
less
be
Self-Realisers
likely
Experts
far
than
to
men and as such much
or
more
seem
inclined to defme their own career success in terms of any kind of organisational
be
likely
Climbers
far
hand
influence;
to
the
or
more
are
other
men on
status or
Influencers, who see their career successmore in terms of organisational status or
do
Self-Realisers,
Experts
influence,
than
not.
who
or
organisational
This should not be taken to mean, however, that male and female managerscan be
has
found
Experts
lines:
two
this
these
and one male
male
research
stereotyped along
female
indicates
fact
half
Influencers
the
that
the
Self-Realiser, and
are
group of
of
ideas
While
have
about career success.
very similar
that some men and women
it
is
be
Climber
typical
a
woman
manager,
would
not
of
as
a
success
career
seeing
in
define
their
this
there
that
who
own
success
are
some
women
still conceivable
way.
206
As already acknowledged,
age also is a crucial factor in determining which type of
career success a manager favours. In this research, most of the managers who see
success as Climbers are relatively young, which is consistent with the conclusion that
external criteria are more important to younger managers. It has been suggestedthat
many of them will change, choosing to emphasise external criteria for success less
intangible
and
criteria more as they grow older: the large proportion of men in their
forties (five out of six), who are Influencers bears this out. Given that
do
managers
not usually reach the most senior positions within organisations until they are in their
forties or fifties, it is conceivable that some managers will remain Climbers for
most
however,
their
this research indicates that older managers who are
of
careers;
Climbers are often still at lower grades within the organisation and thus have yet to
hierarchical
the
achieve
successwhich they seek. This was discussedin detail in
Chapters 4, section 4.3, and Chapter 5, section 5.6.1.
As noted above, the Influencers are predominantly an older group than the others,
influence
the
that
supporting
suggestion
criteria for success,especially leaving a mark
on the organisation and autonomy, are particularly important to managers in their
forties. Four of the group, however, including three women, are still in their twenties
be
One
is
kind
Influencer
thirties.
this
that
the
the
explanation of
younger
or
may
of
levels
but
has
high
Climber,
to
those
the
ambition
of
similar
of
younger
manager who
influence
in
their
terms
of
rather than status or material
own success much more
sees
for
in
This
the
three
presenceof
women this subexplanation would account
reward.
in
define
do
their
tend
to
careersuccess externalterms.
group, since women not
The group of Experts includes three of the five women in their twenties who took
define
be
inclined
to
in
that
the research, suggesting
more
young women may
part
been
has
factor
One
in
for
this
themselves
already
which
way.
career success
discussedin Chapters4, section 4.2, and Chapter 5, section 5.5.3, which may explain
lack
be
likely
to
to
is
this that women appear
confidenceat work than men; they
more
is
If
this
their
to
performance.
seek constant affirmation of
may therefore need
be
beginning
they
their
the
could
career,
when
true
of
at
women
of
particularly
lead
do
job
them
to
this
to
their
their
might
well,
ability
about
especially concerned
large
in
terms
until
recognition
of
getting
amounts
of
personal
their
success
own
see
(However,
the
their
group of
competence.
become
about
confident
more
they
does
forties,
in
their
thirties
their
includes
and
which
suggest
women
Experts also
207
When one examines the work areasof the managerswho took part in the research,it
is interesting to note that the sevenmanagerswho work in generalmanagementroles
Experts
SelfInfluencers.
In
Climbers
the
or
and
contrast,
all
of
either
are all
Experts
in
the
the
organisation:
number of
specialist positions within
Realisers are
is
(five)
is
It
in
to
those
particularly
noticeable.
easy
see
why
personnel
who work
208
209
mention the subject of her race at all during her interview: for her, the main issue in
her life was her forthcoming
marriage to a fiance who lived in India, in that she did
not know whether shewould be able to continue her careerat BT at all.
Both Lyssa and Ran were Self-Realisers, Ran being the
only man in this group.
Whilst he shared many of the Climbers' values, his idea
of career success superseded
those for him to see career success as achievement very much on his own personal
terms. As described in section 6.5, the reason for this was largely the effect of his
Sikh religion on his life and values: "In terms of my religion, I do believe in
destiny if it's in my destiny, I will get there. "
...
Pravin, one of the managers who was impossible to place in one of the four groups,
did not overtly discuss his religion in the same way as Ran, but did allude to how part
his
of
somewhat confused view of success was as "spiritual enlightenment" and
"inner peace and balance", suggesting at least some closeness to the position of the
Self-Realiser, possibly for the same reasons as Ran. For the two male Asians at least,
have
to
and
race
religion appear
a strong effect on their conceptions of career success,
in that they seemed less eager than their white male contemporaries to see successin
primarily external material terms.
To conclude, in this research the main characteristics of the managers who fall into
be
follows:
four
the
eachof
groups can surnmarisedas
Climbers:
9
are male
tend to be younger, or less hierarchically successful older managers
degree
likely
have
least
to
a university
are the group
in
a general management position
may work
Experts:
e
"
"
"
210
Influencers:
may be men or women
are likely to be older, especially men, and could be in very senior positions
tend to be highly qualified academically
work in generalmanagementor specialistroles
Self-Realisers:
"
"
"
"
211
CHAPTER
7:
SUNIMARY
This chapter relates the key findings of this researchback to career successtheory
demonstrates
the contribution which they make to it. Section 7.1 summarisesthe
and
findings.
how
7.2
Section
the career success typology, which
research
shows
how
different
define
their own success, expands our
managers
conceptualises
knowledge of managerial career success. Sections 7.3 and 7.4 link the differences
found in the researchbetween men and women and younger and older managersin
terms of how they view career successto existing literature in these fields. Section
7.5 considersthe limitations of the findings; section 7.6 makes suggestionsfor future
findings
build
here.
the
presented
on
researchwhich would
7.1 A summary of the research findings
The purpose of this research was to answer the following questions:
for
is
different
them
have
ideas about what career success
2. Do women managers
ftom men?
for
is
them
different
ideas about what career success
3. Do older managers have
ftom younger ones?
definition
has
of career
their
own subjective
It has shown that, while each manager
how
in
of
groups
particular
similarity
of
there
are recognisable patterns
success,
developed
has
a
the
Using
these
research
patterns,
managersview career success.
form
1989)
typology
(Bailyn
to
managerial
of
a
series of orientational categories
different
to
managers.
describes
means
success
career
what
careersuccess,which
how
in
they
terms
see
different
four
of
types
identifies
manager
of
The typology
Climber
follows:
briefly
the
success
be
sees
as
summarised
can
which
success,
career
but
they
also
achieve,
level
pay
and
seniority
the
in
organisational
of
terms
of
chiefly
defines
Expert
the
this
enjoyment;
with
success
material
to
combine
often wants
for
do
recognition
they
being
personal
getting
and
at
what
good
as
primarily
success
the
their
amount of
Influencer
with
success
the
associates
this accomplishment;
in
defines
terms
Self-Realiser
the
success
influence they achieve; and
organisational
212
213
it
is
despite
This
the
that
common
assumption
conclusion
should.
their own success,
214
215
and female managersin terms of how they saw career successwill be discussedin
greater detail in section 7.3.
The main criteria for career successwhich the Expert uses, accomplishment
and
personal recognition, reflect the findings of earlier research, again in particular
studies which compared what men and women wanted from a career. For example,
Beutell and Brenner (1986) found that women rated accomplishment and use of
knowledge more highly than income and advancement. Mason (1994) discovered
that women managersparticularly valued the idea of being treated with respect and
White et al. concluded (1992) that one of the outcomesthat the "successful"women
in
took
who
part their study were seekingfrom their careerswas personalrecognition
of their achievement. There may also be a connection between managerswho are
Experts in terms of how they seecareersuccessand those with a technical/functional
identified
by
Schein (1993). Scheinsaysthat such individuals "build
careeranchor as
identity
a senseof
around the content of their work" and value "the recognition of his
her
from
than
or
professional peers more
uninformed rewards
members of
in
Experts
(1993).
All
this
the
management"
of
managerswho were classified as
but
kind
individual
indeed
in
the
of position an
specialist roles,
research were
determine
how
define
its
be
does
they
their
to
to
sufficient on own
occupies
not seem
in
similar specialist positions were also
own career success: managers working
Climbers, Influencers and Self-Realisers.
The largest group to emerge in this research was that of the Influencers, suggesting
that, for many managers, being able to have a real influence on the organisation they
finding
This
idea
important
for
is
their
of career success.
part of
an extremely
work
by
definitions
of career success carried out
reflects a quantitative study of personal
Derr and Laurent (1989), which found that, of a list of 36 items which might
determine career success, the three ranked most highly all related to the amount of
influence a manager could exercise. The importance of influence to some managers
discovered
they
the
(1992),
that
White
by
women
of
many
who
et al.
was also noted
highly.
influence
interviewed valued
and autonomy
for
linked,
be
influence
to
particularly
closely
This research showed
and autonomy
This
be
likely
Influencers.
to
supports
especially
were
who
older managers,
increase
for
(1987)
that
autonomy may
managers'need
O'Connor and Wolfe's claim
ideas
in
The
kind
success
of
career
crisis.
variations
of
mid-life
some
of
result
a
as
fact
be
discussed
in
The
7.4.
different
that
section
will
ages
found in managersof
216
some of the most senior managerswho took part in the researchwere Influencers,not
Climbers, further endorses the
hierarchically
that
conclusion
successful managers
may not in fact seetheir own career successin hierarchical terms (e.g. Korman et al.
1981), and suggests that many managers wish to move
up the organisational
hierarchy to increase their influence rather than their status. There
be
link
may
a
between both Climbers and Influencers, and those managers Schein identifies
as
having a general managementcareer anchor: as he describesit, "the most important
forms of recognition for managerially anchoredpeople are promotions to positions of
higher responsibility" (Schein 1993). In fact, all of those interviewed for the research
who were working in general managementroles were either Climbers or Muencers.
Once again, however, it is clear that any relationship between the career anchor
classification and the career successtypology is not straightforward: this researchhas
shown there to be some managerswho do not "view specialisationas a trap" (Schein
1993) and have remained in specialistpositions, yet who seetheir own careersuccess
Climber
either as a
or as an Influencer.
Rather like the Expert, the characteristicstypifying the Self-Realiser'sdefinition of
career success,personal achievement,challenge and self-development,concur with
being
by
investigating
identified
"female"
the
typically
attributes
as
research
some of
from
(Again,
like
Experts,
the group
their
the
managers
want
careers.
what women
female:
differences
largely
in
Self-Realisers
the
this
researchwas
of
which emerged
found betweenthe men and the women will be explored further in section 7.3
-)
A number of studies (e.g. Hennig and Jardim 1978,Donnell and Hall 1980,Marshall
1984, Asplund 1988, Alban-Metcalfe 1989) have indicated that women see career
than
in
terms
advancementand
challenge
and
growth
of personal
successmore
(1978)
Jardim
Hennig
that
For
women
conclude
and
example,
remuneration.
internal
in
their
growth
process
of
as
a
almost
careers
success
achieving
see
managers
"towards an intensely personal goal which the individual alone canjudge whether she
has achieved". Asplund (1988) found that women were "more likely to be motivated
by psychological factors and a desire for self-realisation".
balance
desire
is
their
Self-Realiser
to
the
successfully
a
An important attribute of
literature
finding
life.
that
This
home
an
proposes
which
their
endorses
career with
is
increasingly
home
in
affecting
interest in balancing success a careerwith successat
1993,
1989,
Kimmel
Goffee
(e.
Scase
and
career
success
g.
of
conceptions
managers'
for
believe
for
(1989),
Scase
Goffee
that
1995).
Pemberton
example,
and
Herriot and
217
career successare measured". Other writers (e.g. Marshall 1989 and 1995, Gallos
1989, Powell and Mainiero 1992 and 1993) have suggestedthat balancehas
always
been an important part of women managers'definitions of careersuccess,in that, for
them, as Gallos (1989) says, "the boundaries between professional work and
in
everything else life are more permeable".
The research consequently demonstrates that the criteria managers use to define their
diverge
own career success
widely from the criteria such as hierarchical position and
level
by
salary
which it has traditionally been measured. It also shows that there is a
difference
divergence
in the kind of criteria employed to
qualitative
as well as a wide
define success. While criteria such as position and pay are external to the manager
be
and as such can
objectively assessed,many of the criteria by which the managers
judge their own success are internal and subjective: like the career itself, career
has
internal
dimension
(Hall
1976,
Schein
1978,
success
an
as well as an external
Gunz 1989).
The kind of subjective internal criteria which the managers use to measure their own
from
include
their
work,
a
sense
of
accomplishment
getting
career success
from
important
Expert,
they
to
the
what
of
achievement
a
sense
getting
particularly
do, central to the Self-Realiser's conception of success, and enjoyment, which many
Climbers see as crucial for their own feelings of success. In all, the research
identified five separate groups of internal successcriteria, which formed a crucial part
of many of the managers' conceptions of career success: accomplishment criteria,
balance
integrity
criteria.
criteria and
achievement criteria, enjoyment criteria,
internal
kind
identifying
in
has
the
of
While the contribution the research
made
dimension
internal
importance
is
the
the
for
of
new,
employ
managers
success
criteria
Gattiker
field
(e.
in
by
this
is
theory
and
g.
existing
acknowledged
of career success
1993).
1993,
Peluchette
1991
1990,
Poole
and
Larwood, 1986,1988 and
et al.
"a
(1986)
for
that
Larwood,
person's own assessment
Gattiker and
example, conclude
internal
by
influenced
be
concepts".
career
his/her
subjective
strongly
may
success
of
internal
further
that
to
(1993)
measures of career
subjective
suggest
Poole et al.
go
determinant
than
criteria,
objective
success
of
career
vital
more
even
success are an
in
findings
is
by
that
Their
this
the
for
research,
of
endorsed
view
women.
especially
likely
be
to
those
types
put
who
manager
of
most
as
emerged
women managers
218
greatest emphasis on internal criteria for career success,that is the Expert and the
Self-Realiser.
Although external criteria for successwere not on their
own sufficient to define how
any of the managerswho took part in this researchsaw their own career success,for
some, notably Climbers, they were a central part of their idea of success. This
finding supports Poole et al.'s conclusion (1993) that, despite the importance
of
internal measuresof career success,objective external criteria remain a "necessary
component" of careersuccess.
A far more interesting finding made by this research,however, is that a secondtype
of external success criteria exists, not previously identified in the career success
literature. These criteria, while external to the managers,are not material or tangible
in the sameway as hierarchical position or salary level. Such criteria include getting
personal recognition, perhaps in the form of positive feedback for achievements,
idea
Expert's
being
have
influence
to
the
to
crucial
of career success,and
able
a real
defined
by
to
the Influencer. There appearsto be a clear
at work, central successas
important
in
difference
kind
between
the two types of external criteria: managers
and
for
do
in
terms
who seesuccess
of personalrecognition,
example, not necessarilyalso
hierarchical
in
level
it
in
terms
or pay.
see
of organisationalrecognition as manifested
Success criteria of this kind have therefore been named intangible criteria to
distinguish them from material external criteria for success,such as pay or position:
two groups of intangible criteria were identified, personal recognition criteria and
influence criteria.
It is clear that the three types of criteria managersuse to define their own career
linked
inextricably
to each other: managers'conceptionsof successare
successare
different
between
distinguish
the
do
the
of
nature
not necessarily
seamless and
As
Poole
1993).
1988,
Poole
1986
Larwood,
(Gattiker
al.
et
and
and
criteria they use
between
interaction
the
subjective
(1993)
and
external
objective
observe,
et al.
internal measures of successis very complex. In consequence,any model which
be
the
showing
of
capable
must
seeks to conceptualise managerial career success
intangible
internal,
kinds
between
criteria,
and
external
of
particular
relationship
by
Climber,
different
degrees
the
different
in
the
to
ways
they
emphasised
are
since
5,
4
in
discussed
As
Self-Realiser.
the
and
Influencer
chapters
and
Expert, the
that
the
the
means
which
for
same
all
part
of
whole,
are
success
career
criteria
differences
how
of
managers conceive career successare
differences in terms of
219
220
221
satisfaction in their own right, rather than a means to develop their career. Marshall's
research (1984) showed that women were most interested in the potential challenge,
interest and growth
within an individual job, and only thought about moving on to a
new position when they felt that this source of interest had been exhausted. Asplund
(1988) intimates that "men want a career,
do
to
women want
something interesting".
One of the central contributions of this research, however, is that
does
it
not only
describe how women managers' conceptions of career success differ from
it
men's,
demonstrates
the variety of ways in which women define their own success,
also
based on internal and intangible criteria. As described in section 7.2, aspects of the
Expert's and Self-Realiser's definitions of career successreflect the findings of earlier
investigated
female
studies which
what
managers wanted from their careers.
been
has
less
While
about
written
personal
recognition.
and
rather as accomplishment
literature
in
indications
for
the
there
of
these
are
importance
success,
criteria
of
the
(1978)
Jardim
Hennig
that
them:
claim
and
the value some managers place on
Beutell
to
that
job
they
well;
perform
can
show
opportunity
an
as
treat
each
women
knowledge
found
they
that
(1986)
of
use
and
valued
accomplishment
Brenner
and
222
more highly than men. Mason (1994), Alban-Metcalfe (1989) and Kaufman and
Fetters (1980) all suggest that
kind
getting some
of personal recognition is very
important to women, a view endorsed by White
(1992)
et al.
who concluded that
being given feedback and recognition for their achievement
was crucial for a number
of the women who took part in their research.
This researchhas also shown that, while men were more likely to seetheir successin
organisationalterms, the number of women who were Influencers was in fact almost
equal to the number of female Self-Realisers and Experts, suggesting that there are
some men and women who have very similar ideas about success. Indeed, White et
found
(1992)
influence
desirable
that
al.
and autonomy were seenas
careeroutcomes
by their sample of "successful" women. It is not surprising, however, that the group
is
Climbers
definition
in
the
of
exclusively male, since
of careersuccess the external
terms which the Climbers primarily use has, as described in section 7.2, been
described as typically "masculine" by writers such Gallos (1989) and Powell and
Mainiero (1992).
The issue of goal-setting and competition in a career emerged from the research as an
differences
between
female
and
managers were notably apparent,
male
area where
in
Men,
Climbers
Experts
the
the
the
are compared.
and
attitudes of
especially when
likely
far
Climbers,
than women to set themselves workmore
were
particular
has
to
the
to
success
arena
where
competitive
place
as
a
work
view
oriented goals and
be "fought" for; women, especially Experts, were unlikely to have any work goals at
kind
is
"male"
The
that
of competition, with winners and
a career a
attitude
all.
losers,reflects the traditional concept of careerdevelopmentwhere "success"equates
Gould
Penley
1984,
hierarchy
(e.
the
and
g.
organisational
with reaching the top of
O'Reilly and Chatman 1994, Melamed 1995). Rosenbaum (1979) for example,
being
"winners"
"tournament",
development
depicts
early
with
as
a
career
actually
between
The
in
later
"success"
their
careers
likely
contrast
to
careers.
achieve
more
1995)
(1989
by
Marshall
described
is
and
driven by goals and careerswithout goals
"communion-based"
"agentic"
between
which
difference
planning,
career
and
the
as
female
between
difference
to
largely
as
is
careers,
attitudes
believes
and
male
a
she
discussedin section 7.2.
less
that
the
to
findings
the
notion
support
obvious
researchgive
of
However, the
just
inclined
be
than
to
a
part
as
success
men
see
career
more
may
women managers
1989,
Bell
(e.
Gallos
life
in
their
to
they
g.
as
whole
achieve
a
want
of a wider success
223
distinction
betweenthe men and the women in this respect.
clear
The conclusion which should be drawn from this is not that writers
such as Gallos are
wrong in their attemptsto depict women's attitudesto careersuccess- the researchin
fact endorsestheir opinion and shows that women managersdo
seecareersuccessas
just one part of a bigger picture representinglife success but that men
like
are
more
women than they suggest,in that they too tend to see career successas part of life
success. This finding concurswith the work of Sekaranand Hall (1989), Herriot and
Pemberton(1995) and Scaseand Goffee (1989), who claim that all managersare now
more than ever drawn to their personallives as a sourceof satisfactionand as a result
are less likely to sacrifice successin their life outside work for career success. Hall
(1990) and Kimmel (1993) also suggest that men who achieve success on
"traditional" terms often feel that somethingis missing from their lives.
Yet this researchdoes provide some evidencethat successin areasof life other than
for
important
is
likely
than
to affect their
work remains more
women
men and more
definitions of career success. Of the seven Self-Realisers,five of the women saw
balancing their careerwith their home life as a vital part of their definition of career
believed
desire
for
that
two,
the
success,and
a
other
one woman and one man,
balance tempered their idea of success;it is interesting to note that this desire for
balance does not just relate to the practicalities of bringing up a family, since only
two of the Self-Realisershad children. This reflects the belief discussedin section
7.2 that, for women, a career "is not as distinct an entity as it is for men" (Gallos
...
1989).
Furthermore, the women who took part in the researchwere much more likely than
doing
direction
imagine
totally
the
their
be
to
changing
of
careerand
the men to
able
business
different,
This
conventional
outside
a
environment.
completely
something
have
(1995)
Marshall's
"many
that
to
suggestion
more
women
support
also appears
224
open sensesof career than do many men", and that "women may make decisions
as
life choices rather than simply
as careerchoices".
It is interesting to consider why men's and
women's conceptions of career success
be
to
appear
so dissimilar: it is likely that the divergent ways in which they perceive
successrelate both to the process of socialisation of men and women and to their
organisational experiences:
It is recognisedthat the psychological developmentof males and females is different.
As Gilligan (1980 and 1982) describes,the developmentof women's genderidentity
is linked to attachment and connection with others, whereas men's is tied to
separation and individuation. As a consequence,men are more likely to see their
in
own career success terms of competitive achievement,much as the "traditional"
model of organisational successdescribes it (e.g. Rosenbaum 1979, Chatman and
O'Reilly 1994, Melamed 1995). Women, on the other hand, will find it hard to
associatewith a notion of successwhich emphasisesa degreeof competition that they
have not been brought up to value (Marshall 1989,Gallos 1989).
As discussedabove, the researchshowed that men, especially Climbers, were much
development
inclined
to
their
career
as some sort of competitive game,
view
more
if
losers,
"successful",
they
offered them a chanceto
which,
were
with winners and
help
league".
big
They
"in
them
targets
to
the
out
goals
and
also
often
mapped
play
less
hand,
Women,
"success"
the
they
the
were
on
other
craved.
competitive
achieve
likely to have had any clear idea at all about what they wanted from a careerwhen
(1995)
finding
Marshall's
This
that
they started work.
many of
conclusion
reflects
the women she studied had "unclear" startsto their careers. It also endorsesresearch
"male"
development
the
has
to
model
tried
with
compare women's adult
which
developed by Levinson (1978) (e.g. Bardwick 1980, Barnett and Baruch 1980).
forming
Dream
found
for
than
(1987),
that,
Morgan
a
Roberts and
rather
example,
Dreams
in
future
twenties,
their
split
were
their
women's
occupation
concernedwith
betweenwork and relationships.
females
the
for
development
to
greater
explain
seems
The process of psychological
found
in
to
the
a
achieving
on
place
were
research
managers
the
women
emphasis
Gilligan
lives
too:
their
says
as
balance between their career and other aspectsof
by
judged
identity
"in
define
the
their
a
context of relationships and
(1980), women
for
fact
for
It
that,
the
some
care".
may
also
account
and
standard of responsibility
225
It may be, as some writers have argued (e.g. Cox and Harquail 1991), that women
for
ideas
believe
is
them to
they
their
about what
career success
managers adjust
do
believe
Thus
"rewards"
kind
they
them.
they
the
organisationscan offer
of
match
hierarchical
because
do
is
in
that
this
it
they
terms
seniority
not perceive
of
not see
is
if
It
for
the
that
them.
also
conceivable
nature of women's
achievable
do
in
development
that
they
terms
of
means
not
success
see
career
psychological
hierarchical progression and salary growth in the first place, they will never be driven
in
likelihood
is
Nonetheless,
in
there
this
all
way.
no single explanation
to achieve
female
definitions
between
differences
male
and
managers'
of careersuccess:
for the
226
ideas
different
hold
to
has
that
about career
This research
managersappear
shown
be
Influencers.
likely
to
different
are
especially
men,
managers,
older
ages:
at
success
SelfInfluencers,
found
amongst older women, who were
More variation was
be
Climbers,
to
tended
Experts;
whereasyounger women
younger men
Realisers and
is
in
This
be
Experts.
that,
effect
cohort
strong
a
to
suggests
unless
inclined
were
be
discussed
below,
of
conceptions
managers'
will
of
which
the
possibility
operation,
227
career success change as they grow older. Older managers, especially men, are less
likely to emphasise
external criteria for success and more likely to base their
definitions of success
intangible
on
criteria, chiefly those related to organisational
influence.
There is considerable support from the literature for the idea that
external success
criteria, such as hierarchical position and salary level, become less important to
managers as they grow older, particularly once they are in their forties (e.g. Kalleberg
Losocco
1983, O'Connor and Wolfe 1987, Lynn et al. 1996, Clark et al. 1996).
and
Korman et al. (1981) demonstrated that achieving career success in external
organisational terms was insufficient to make many middle-aged (male) managers
feel successful; Evans and Bartolome (1981) found that (male) managers showed
"some degree of career disengagement" after the age of 40. Nicholson and West
(1988) concluded that the period of "young middle-age" was a watershed for
managers, after which their need for growth and need for rewards from work
declined.
Less has been written about how managers conceptualise successwhen external
be
to
of value to them: Nicholson and West (1988) suggest that
criteria cease
managers "nearing the end of their career" are "more relaxed, fulfilled, and less
less
instead,
they are more
ambitious and are
concerned with material rewards";
influence
"opportunities
to
and contribute to their environment".
concerned with
O'Connor and Wolfe (1987) suggestthat managers'needfor autonomy increases,as a
result of a mid-life transition.
This supports the conclusions of this research, in that it found that an interest in
in
by
terms
to
tendency
more
of
success
see
career
a
criteria
was
replaced
external
intangible criteria, especially influence. In particular, managersin their forties often
"outlive"
them:
most of
to
would
at
work
which
related success achieving something
them were very concernedwith finding an opportunity to undertakea task or a role
in
leave
to
their
them
that would enable
mark on an organisation some way; some,
in
in
first
this
terms
the
the
took
saw
research,
stage
the
of
who
part
managers
notably
likely
in
business.
Managers
this
age group were also more
of setting up their own
having
degree
to
of autonomy,
a
than younger managers associatecareersuccesswith
(1987)
Wolfe
O'Connor
suggest.
and
as
228
The research findings likewise indicated that managersin their forties placed
more
importance on internal criteria for career success,especially enjoyment criteria,
such
finding
their work interesting. Furthermore, personal recognition appearedto
as
become a more important measureof successfor older men. This may
reflect the
view of some writers (e.g. Nicholson and West 1988, Scaseand Goffee 1989, Clark
et al. 1996) that, as managers'careersdevelop, they alter their needsto suit what they
perceive organisations have to offer them, changing their ideas about career success
as a result. This is likely to mean a reduction in the emphasisput on external criteria
for successand an increasein the importance assignedto other criteria. For example,
Nicholson
say
and West (1988), older managers,who perceive that there are no
longer opportunities for high earnings and advancement,"make adjustmentsin the
factors
be
fulfilled"
they
these
they
to
place
value
on
and so
continue
An interesting subsidiary finding of the research was the existence of small group of
in
their late thirties or forties, whose ideas about career
managers, consisting of men
did
follow
described
They
the
success
not
general pattern as
above.
were managers
had
hierarchical
financial
in
"success"
their
not actually achieved much
who
or
had
date;
for
kind
this
the
to
they
careers
presumably
reason,
not made
of transition
described above, and either still saw career success as Climbers, or placed a greater
for
The
their
than
other managers of
age.
success
emphasis on external criteria
(1987)
is
O'Connor
Wolfe's
this
and
conclusion
group
consistent with
existence of
that, for managers who are less successful hierarchically, concerns about "stagnation
desire
for
in
be
important
than
autonomy.
mid-life
a
more
and security" may
The research also showed that the pattern of changes in women managers' ideas about
from
Climber
"typical"
to
transition
the
the
male
same as
career success was not
Influencer. This is not surprising, given that female managers' conceptions of success
in
discussed
7.3.
first
in
from
be
different
the
section
tended to
place, as
men's
be
likely
Experts,
to
7.3,
As described in section
young women managers were most
has
It
in
terms
recognition.
and
personal
their
of
accomplishment
success
own
seeing
been suggested that an emphasis on these particular criteria for successcould relate to
discarded
it
that
If
then
this
the
women
lack
mean
might
case,
were
of confidence.
a
increased
levels
improved
their
as a result of
confidence
this idea of success when
Marshall
for
"success".
their
of
approbation
amount
certain
a
and
accomplishment
for
foundation
be
"the
that
a
achievement at work can
(1984), for example, agrees
found
later
(1995),
for
in
her
that
she
research
women;
base of personal confidence"
229
Someof the women in their thirties and forties talked about how their
confidenceand
had
increased
ambition
as they got older. Their attitude addsweight to O'Connor and
Wolfe's (1987) conclusion that women invest more in their careersduring
and after a
mid-life transition than they do before. On the other hand, the poorer structure of
opportunity women face at work (Astin 1984), as described in section 7.3,
undoubtedly also affects women's ideas about successas they grow older. Severalof
the women interviewed who were in their late thirties and forties doubted that they
further
could move
up the organisationalhierarchy, even if they wantedto. This may
relate to Schneer and Reitman's assertion (1994 and 1995) that women's levels of
satisfaction at work drop as they get older, and Bishop and Solomon's conclusion
(1989) that women in mid-career have an external locus of control, comparedwith
women earlier in their career,whose locus of control is internal.
It is not surprising, therefore, that the pattem of changesin women's ideas about
career success which emerged was much less clear than the pattem for men.
Nevertheless,while external criteria for successwere generally less important for
for
in
first
than
they
the
women
were
men
place, the oldest women interviewed were
the least interested in them and often reported having been more interestedin them
in
This
this respect, the women managers
they
that
when
were younger.
suggests
less
in
for
that
they
to
the
men,
emphasisedexternal criteria
success
as
were similar
they got older, albeit from a starting point where they placed less emphasison them
in the first place.
As discussed above, one possible explanation for the differences in managers'
be
has
found
to
the
research
may
conceptions of career successaccording age which
develop,
managersalter their needsto suit what they believe the
that, as their careers
(Nicholson
West
1988).
However,
differences
has
them
to
the
and
offer
organisation
230
231
been rightly attacked for not taking account of the dissimilarities of women (e.g.
Roberts and Morgan 1987) and the discontinuities and difficulties of their career
development (e.g. Astin 1984, Larwood and Gattiker 1987). In fact, the research
findings suggest that an important reassessmentof what women want from their
career may actually occur earlier than in mid-career: the Self-Realisers,who had an
extremely internally focused idea of career successand were most concernedwith
balance
have
in
lives,
to
their
tended
achieving
arrived at their conception of success
deep
by
doubts
triggered
after a period of
an
event
such
reflection
as marriage or
direction
in
late
their
thirties
their
their
twenties. This may
career
about
early
or even
balancing
in
(1992)
Powell
Mainiero's
to
that
and
success a career
relate
assertion
important
it
is
in
life
to men.
to
than
women
remainsmore
and success one'spersonal
It is of course conceivable that the attitudes to career successheld by managersat
different agesmay be at least partly the result of cohort effects within the group. For
by
held
be
levels
to
the
conceptionsof success
more central
of pay could
example,
leave
because,
they
their
today,
all
university
predecessors,
unlike
young managers
Furthermore,
loans
the
debts
large
to
of
managers
number
a
repay.
student
and
with
in their forties talked about how they had struggledto view their work as a career,not
just a job; this was not mentioned by any of the younger managers,who all saw their
for
described
Given
the
of
awareness
managers'
above
evidence
career.
as
a
work
do
however,
a
providing
of
transition,
capable
seem
not
effects
cohort
periods of
different
how
in
found
for
ages
the variations
managersof
complete explanation
conceivetheir own careersuccess.
1968)
(Herzberg
factor
hygiene
may
is
which
There
effect
a
also undoubtedly
for
they
in
that
ideas
once
people,
some
influence managers'
about career success,
hierarchy
in
the
and a certain salary
have achieved a particular position
organisational
This
beyond
them.
older
desire
why
explain
have
may
level, they
to
progress
no
financial
hierarchical
place
still
have
success
and
achieved
not
managers who
Nevertheless,
the
definitions
in
their
of success.
importance on such external criteria
Schein
1978,
Levinson
(e.
development
g.
literature on adult development and career
differences
for
the
1993) suggests that this cannot provide a complete explanation
for
is
the
there
to
evidence
strong
age:
found in ideas about career success according
influences
transition
kind
which
mid-career
or
of
mid-life
existence of some
O'Connor
(e.
them
to
and
g.
means
success
career
what
of
perceptions
managers'
interwoven
is
it
that
the
of
adult
therefore,
process
One
must conclude,
Wolfe 1987).
the
the
to
what
of
reality
development,
a
sensitivity
with
combined
and career
232
organisation may be able to offer the individual, which underpins the variation in
attitudes men and women hold abouttheir careersuccessat different ages.
7.5 The research findings in a wider context
As well as linking the findings to earlier research concerning career success, it is
important to consider them from a broader organisational and social perspective too.
Managers' ideas about career successdo not arise in isolation but should be set within
the wider political, organisational. and socio-historical context in which they exist. In
findings
in
light
kind
the
the
the
this
of
of organisational
section considers
particular,
"new"
discussed
in
Chapter
1.2
1.3,
1,
the
and
and
sections
changes which were
has
between
arisen as a
organisations and employees which
psychological contract
in
It
the
also explores questions and
organisations.
position of women
result, and
it
from
to
the
answer.
not
able
which
was
research
complexities arising
7.5.1 Organisational
"new"
the
psychological contract
change and
233
management positions, the outlook is, in terms of their potential progression through
the hierarchy, equally bleak.
In addition, other aspects of the changes which have taken place in organisations
serve to exacerbate further the demise of the traditional hierarchical career. Not only
do managerial careers today offer less opportunities for progression, they are also far
more precarious. The future appears to be one where companies will employ just a
being
brought
in on a temporary basis, as
small core of permanent staff, with others
(Handy
1989).
and when required
234
235
perhaps because they realised that achieving the level in the hierarchy which
traditionally would have given managersgreater autonomy by right was no longer a
possibility.
This was particularly true of the older managers,for whom internal and intangible
criteria for career success were generally more important than external criteria,
influence
especially
criteria such as autonomy and leaving a mark. This may be
becausethey have greaterawarenessof and sensitivity to the organisationalcontext in
which their careers are set, thanks to their age and experience; it may also, as
discussedin section 7.4, reflect the fact that, whatever the prevailing organisational
climate, managersalter their needsas their careersdevelop to suit what they perceive
they are likely to be offered (Nicholson and West 1988). (Of course women
likely
too
to emphasiseinternal and intangible criteria for career
managers were more
success;the wider social and organisationalcontext which may influence this will be
discussedin detail in the next section.)
If the organisational context of delayering and the "new" psychological contract lead
for
internal
intangible
to
and
criteria
success, rather than
managers
emphasise
four
the
three
types of
to
this
of
explain why
may go some way
external ones,
Self-Realiser,
Expert,
Influencer
identified
in
the
the
the
this
and
research,
managers
had conceptions of career successfar removed from the traditional model of success
36
hierarchy,
in
the
level
the
managers
and why only sevenof
as
of pay and position
interviewed saw successin predominantly externalterms, as Climbers.
The kind of successthe Expert espousesmay reflect what career successmeansin a
boundaryless career, where, as described above, it focuses very much on the
individual's skills and competencies, recognition of which will probably be in
held
Likewise,
the
terms.
conception of career success
personal, not organisational
by the Self-Realiser, as achievement at a very personal level involving personal
keeping
in
is
the
where
of
a
career
context
with
also
self-development,
challengeand
little.
Career
the
is
as
success
means
very
organisational success unattainable or
influence
they
it
in
the
describes
terms
can
Influencer
amount of organisational
of
little
is
to
there
opportunity
to
is
where
achieve suited an organisationalenvironment
but
hierarchy
through
to
extending
succeed
every
chance
organisational
move up an
flatter
in
influence
structure.
organisational
a
of
one's sphere
236
Yet there are indications that it is necessaryto proceedwith caution when discussing
the extent of the effect of the organisationalcontext on how managersconceivetheir
own career success. Although it is acknowledgedthat managerscan achieve career
in
success terms of salary level within the "new" psychological contract (Herriot and
Pemberton 1995), relatively few of the managerswho took part in this researchsaw
the amount of money they earned as a measureof their career success. This is in
strong contrast to the fact that level of pay has traditionally been seen as part of
organisational success (O'Reilly and Chatman 1994).
Furthermore, the research showed that some managers continued to value and expect
hierarchical advancement, despite the current organisational climate. There were
indications that older male managers who had not achieved success in external terms
despite
do
lack
to
the
so,
were particularly anxious
apparent
of opportunities to
further
hierarchy;
borne
by
the existence of two older
the
this
up
out
progress
was
Climbers in the study. In addition, other managers, who were Experts or Influencers,
form
because
it
further
hierarchical
too,
they
of personal
saw as a
success
valued
in
for
influence,
not
reasons of status the
recognition or a means of gaining greater
did.
Climbers
that
the
way
These findings, taken together with the work of earlier researchers,such as Korman
in
between
found
differences
distinct
(19
8
1)
the
men and women managers
and
et al.
this study in terms of how they conceived success,suggestthat the organisational
but
influence
"new"
delayering
the
psychological contract may
and
context of
define
in
does
the
career
various ways which managers
not wholly explain
probably
for
success themselves.
7.5.2 Women in organisations
in
in
While changes
the organisational envirom-nent which managerial careers
develop may have affected the way in which managersconceive career success,as
formed
been
have
ideas
always
described above, women's
about career success
from
that
different
context
backdrop
and
social
organisational
quite
a
the
of
against
Just
the
of
organisational
climate
as
current
experience.
their
colleagues
male
which
to
them,
so
to
lead
means
success
what
career
conceptualise
re
managers
changemay
to
that
they
in
come
mean
may
operate
careers
women's
which
context
the particular
level
it
the
in
of
pay
and
as
of
notion
conventional
unlike
define success ways
hierarchy.
in
the
position
237
As discussed in Chapter 2,
sections 2.2.4 and 2.2.5, the structure of opportunity
which women managers must contend with at work is quite distinct Erom that which
men enjoy. Management has traditionally been perceived to be a "male" career
(Schein 1973) and stereotypes about the masculinity of the
profession continue to
persist (Powell 1993), despite the best intentions of organisational equal opportunity
programmes and the like. This is borne out by the fact that in most countries women
still occupy only a minority of managerial positions, especially ones at a senior level:
in the LTK, 12.3% of managers and just 3.3% of directors are female (Institute
of
Management 1996). It has been argued that a "glass ceiling", which prevents
women
firom rising above a senior level, still exists in a majority of organisations (Davidson
Cooper
1992).
and
238
levels, which leads them to acceptlower salary offers than men would accept,both
at
the start of and during the courseof their careers.
The effect of the organisational context in which women's careers develop could
therefore provide at least a partial explanation of the key differences found in this
between
the men and women in terms of how they conceived their own
research
discussed
in section 7.3: the women were far less inclined than the
success,
career
men to measuretheir own successby the external criteria of hierarchical position and
level of pay, and far more likely to base their definitions of successon internal
criteria, such as achievement and accomplishment, and intangible criteria, such as
lesser
influence.
fact
The
to
that the youngest
recognition
and,
a
personal
extent,
full
than
the
that
women put more emphasison external criteria
older ones suggests
have
limited
the
the
they
to contend
awarenessof
restrictions
structureof opportunity
with at work places upon them comes with greater experienceof the organisational
environment.
The organisational context of women's careers may give them little option but to
defme their own success in personal rather than organisational terms. Thus within
the structure of the typology of managerial career successdeveloped by this research,
likely
to
their
than
see
own career success as an
men
more
women managers were
Expert or a Self-Realiser, whose criteria for success are primarily internal and
intangible, and less likely to view it as a Climber, whose criteria for success are
traditionally
to
the
success
career
of
model
external
closest
1994).
(Melamed
organisations
endorsed within
have
to contend
Moreover, the effects of the poorer structure of opportunity women
in
by
been
the
historically
has
which
context
social
wider
compounded
with at work
2.2.3,
2,
Chapter
in
discussed
As
women's
section
they develop as adults.
from
different
been
that
has
development
of
men.
traditionally
very
psychological
Women's gender identity is defmed through attachmentand connection with others,
1974,
Gilligan
(Chodorow
individuation
is
to
tied
and
separation
men's
whereas
in
terms
for
their
difficult
to
is
it
success
own
women see
1982). Consequently,
more
in
is
the
favour,
represented
which
men
achievement
the
competitive
of
by
Rosenbaum's
by
hierarchical
epitomised
as
advancement,
context
organisational
being
"winners"
"tournament",
development
with early
as a
description of career
in
later
"success"
their
careers.
likely
to
achieve
more
239
240
D Im
less
inclined
Influencers
Experts,
to see
they
and
Realisers
as
and, as such,were
were
their own success in terms of some kind of personal recognition of their
accomplishment.
Yet, paradoxically, while organisational experience may go some way to overcome
the effects of women's socialisation, there is also counter evidence that a growing
awareness of the unfavourable organisational context women must contend with at
further
lead
develop,
their
them,
their
may
undermine
work
confidence
and
as
careers
to a view of career success even further removed from the external criteria of
hierarchical position and level of pay than the one which they held early in their
by
(1994
is
Schneer
Reitman
This
and
supported earlier research:
and
view
career.
1995), for example, found that, by mid-career, women reported reduced levels of
for
discovered
(1989)
Solomon
Bishop
tendency
women's
a
and
career satisfaction;
locus of control to switch ftom being internal to becoming external as their careers
developed.
In this research, there was evidence that younger women were more inclined to
include external criteria in their definition of successthan older ones: the group of
for
least
successwere all
emphasis on pay and position as criteria
managers who put
forties
in
talked
thirties
their
forties.
While
in
the
and
their
women
some of
women
in
7.3,
discussed
had
they
how
section
as
older,
their
got
as
grown
confidence
about
if
hierarchy,
further
the
even
doubted
they
that
organisational
up
move
could
several
in
kind,
different
lack
not
of confidence of a
they wanted to, perhaps suggestinga
hierarchical
in
but
to
their
achieve
ability
their ability to perform well at work,
(1994
Reitman
by
Schneer
and
terms
the
suggested
as
men,
as
same
on
progression
lessen
led
have
to
them
This
(1989).
Solomon
Bishop
might
1995)
and
and
and
define
their own career
further the emphasis they placed on external criteria and
be
it
the
that
Thus
intangible
terms.
internal
in
seen
can
and
successeven more
ideas
in
success
career
about
women's
which
social and organisational contexts
develop intertwine to reinforce the consequencesthey engender.
7.5.3 Areas of further questioning
ideas
and
the
numerous
surfaced
research
the
of
conducting
process
Not surprisingly,
the
task
directly
the
to
research
answering
of
connected
not
questioning
areas of
is
It
in
intriguing
but
1.5,
their
of
1,
right.
Chapter
own
in
section
questions posed
about
themes
suspicions
well
these
as
and
complexities,
highlight
of
some
to
value
241
the research findings, in order to add a further dimension to the context of the study
its
and fiiidings.
While the research has successfully conceptualisedwhat career successmeans to
managers, some interesting nuancesand puzzlements related to the idea of success
remain to be explored. The research proceeded on the basis that every manager
interviewed would have a conception of what successmeant to them at a personal
level, but, to some, there was also a sense in which successwas more broadly
When
describe
had
felt
to
they
conceived.
asked
occasions when
particularly
in
"success"
they
this
successful,
saw
organisational,rather than personalterms, that
is what made them feel especially successfulwas when what they did benefited or
in
to
the
contributed
organisation some way, not necesssarilywhen they achieved
benefit.
is
interesting
It
to note that those managerswho talked about
personal
kind
be
Self-Realisers,
Influencers
Experts
tended
than
this
to
successof
and
rather
in
Climbers,
that
managers who see career success more
or
suggesting perhaps
internal terms may have an "unselfish" vision of success. A good example of this
in
his
Steve,
terms of meeting other
who saw
own career successvery much
was
peoples'needs.
Relatedto this is the idea of vicarious success,discussedbriefly in section 5.5.3. The
idea of achieving successthrough other peoples' achievementswas important to a
This
did
include
but
female,
some men.
group of managers which was mainly
developing
subordinates
conceptof vicarious successsometimesmeant coachingand
he
the
full
fulfil
talked
their
about
success
potential - one manager
so that they could
felt he had achieved from "nursing" one of his staff through a crisis at the start of
its
they
department
in
to the point where
most
were now one of
their career that
through
success
achieving
effective contributors - and on other occasions meant
did
The
individually.
managerswho valued vicarious success not
teams, rather than
but
for
and
their
enhanced
which
it
something
as
success
own
see as a substitute
but
Self-Realisers,
Experts
included
Influencers,
none
of
This
it.
and
group
enriched
highly
Climber's
that
the
implying
external vision of career
once again
the Climbers,
defining
be
"selfish"
level
than
success.
of
other
ways
more
successmay at some
for
for
the
between
success
criteria
external
internal, intangible and
The relationship
detail
in
in
has
been
found
explored some
existed
four types of managersthe research
in
developed
It
6.
to
the
5
conceptualisation
4,
was not germane
Chapters and and
intangible
internal
did
how
Climbers
discuss
and
regard
to
exactly
those chapters
242
criteria, which, with the exception of enjoyment, were not a part of their idea of
career successat all. However, it is interesting to note here that, for many of the
Climbers, internal and intangible criteria appeared to operate almost as hygiene
factors, that is to say, the managerswho were Climbers did not value them in their
own right, but felt that they would be concernedif they were missing. Adam, for
did
example,
not in the least seerespectas part of his idea of careersuccess,but said
that he became "very angry" if he did not get it at work. This seemsto be related to
the sensein which Climbers seeaccomplishmenttoo, as a matter for concernonly if
it is lacking.
While Chapter 6, section 6.7, examinedthe findings in the light of key demographic
factors apart ftom gender and age, other potential influences on the managers'
definitions of career successemergedftom the researchwhich have not so far been
discussedin any detail. While it is not possible to quantify the effect theseinfluences
have,
intriguing
Some
their
of the managers
existence
poses
some
questions.
may
broached the issue of social class and its possible effect on their attitudes to their
felt
These
them.
to
were generally managerswho
careersand what successmeant
that their social background had not preparedthem to embark upon a "career"; this,
they believed, had made it more difficult for them to envisagewhat a careermeant
did
be
defined.
(This
it
to
how
relate
relate
necessarily
not
successwithin could
and
issue
in
background
this
the
their educational
managerswho raised
as well: one of
fact had a Cambridge degree.) The influence of social class and family background
have
did
"professional"
family
if
careers,
that,
not
one's
of
members
as
such
seen
was
it was more difficult as a young adult to adjust to idea of having one and come to
interesting
This
issues.
development
questionsabout
raises
terms with related career
the sourceof ideas about careersand careersuccess.
described
be
the
influence
to
as
important
might
The second
relates what
potential
for
A
or
religion
of
"moral"
reasons
often
of
managers,
group
stance.
managers'
high
definition
ethical
their
with
success
of
career
underpinned
possibly politics,
in
highly,
integrity
they
wanted
that
and
This
criteria
valued
meant
often
standards.
in
the
"good"
the
of
sense
be
practical
as
well
as
moral
managers
seenas
someway to
dominate
their
than
to
temper
this
The
rather
was
apparent effect of
the word.
into
back
This
was often expressedas putting something
defmition of career success.
from
in
it
their
terms
taking
personal
own
of
something
as
well
as
the organisation,
success.
243
Self-Realisers.
held
by
ideas
the
the
lesserextent, on
someof
about success
244
7.6 Limitations
245
246
point of view has not been an easy or popular subject for research. The
process of
eliciting definitions of career success during the interview process was sometimes
difficult. Whilst all
of the managers were able to form their own ideas about what
career success meant to them, some struggled at times to formulate their views either
through problems of articulacy or because of a lack of personal awareness. It is
possible that, for whatever reason, some managers would not or could not articulate
about what career success meant to them. Nevertheless, the strength of the patterns
and concepts which emerged from the research and the relationship of these
theoretical concepts to the existing literature suggests that the process of eliciting
definitions of career successwas generally successful.
7.7 Suggestions for future research
The most obvious avenue for future researchis to repeat the study described here
with other similar groups of managersin different organisations. The researchhas
shown that managers'conceptionsof their own careersuccesscan be best represented
by a typology which includes four different kinds of managersin terms of how they
it
found
four
that
there
see success:
are
main ways in which career successcan be
viewed. However, it is conceivablethat other, less common types of managerswho
in
do
in
distinct
from
identified
for
the
those
seesuccess ways which are
study exist:
it
describe
in
two
the
to
took
example, was not possible
of
managerswho
part the
four
in
To
types.
the
carry
out
similar
studies
other
research as any one of
findings
this
the
generalisability of
research's
organisationswould not only endorse
but would also hopefully identify any further types of managerin terms of how they
seecareersuccess.
In addition, the research has indicated that gender and age both have an effect on
While
the
effect of genderemergedclearly,
success.
of
career
managers'conceptions
for
less
the women
in
the effect of age was some respectsrather
obvious, especially
is
ideas
factors
in
The
two
these
about success complex,
affect
way which
managers.
the
effects of age were examined:
when
apparent
particularly
was
something which
held
by
from
differ
ideas
those
younger
about career success
while older managers'
for
is
the
to
kind
they
that
and
same
men
not
the
appear
undergo
change
of
managers,
include
to
the
To
may
of
managers
greater
numbers
research
extend
women.
illuminate patterns which in this study were not easyto see,especiallywhen the older
include
Further
the
research
could
younger
women.
with
compared
women were
illuminate
how
fifties,
in
of
conceptions
their
may
even
more
which
managers
247
successchange after a mid-life crisis. The most effective way to observethe effects
of age on conceptions of career success,however, would be to turn this researchinto
longitudinal
a
study, the possibility of which is currently under consideration.
Chapter 6, section 6.7, identified some of the factors, apart from gender and age,
which appearedto have an effect on managers'ideas of success.Theseincluded race,
hierarchical grade and educational background. Further research is needed to
discover how important the influence they have on managers'conceptionsof success
is.
is
This
indicated
for
that,
study also
really
many managers,careersuccess seenas
just a part of life success. Little is as yet understoodabout the relationship between
life successand career success:future researchcould usefully elucidatethe nature of
this relationship too.
Other directions future researchcould take would be to try to repeatthe study in other
has
international
determine
typology
the
to
applicability or
whether
countries,
(Derr
Laurent
to
the
and
the
career
effects of national culture on attitudes
whether
1989) mean that it is only appropriate in a British context. Researchis likewise
is
typology
to
of managerialcareersuccess
a
currently
what
whether
needed establish
doctors,
lawyers
include
be
other groups of professionals, such as
extended to
can
and teachers.
for
define
how
has
career success
Finally, while this study
managers
expounded
different
full
its
beyond
explanation of why
themselves,it has been
scopeto give a
Knowledge
different
in
success
career
and
careers
about
ways.
managersseesuccess
differences
looked
by
such
be
why
at
which
research
considerably
augmented
would
in
the
managers
women
in
of
position
of
understanding
our
particular,
exist;
by
be
face
advanced
they
undoubtedly
would
the
work
at
problems
organisationsand
from
different
in
way
they
a
success
the
career
see
why
reasons
closer examination of
men.
CHAPTER 8: POSTSCRIPT
248
CHATTER
8:
POSTSCRIEPT
In Chapter 1, the reasons for carrying out the research were considered from a
theoretical perspective, but also from the point of view of the researcher, of
individual managers,and of organisations. Chapter 7 has discussedthe contribution
the researchhas made to career successtheory; the final task therefore must be to
briefly
findings
the
the
to the researcher,to individual
reflect
on
significance of
managersand to organisations. In order to miffor the discussionwhich took place in
Chapter 1, these issues will be considered in reverse order, starting with the
importance of the researchfindings to organisations.
8.2 The significance of the research findings for organisations
The research has shown most managers' conceptions of career successto be far
hierarchical
from
traditional
the
position
notion of organisationalsuccessas
removed
Organisations
thus
to
to
their
level
need
rethink
attitude
what career
pay.
of
and
level,
if
individual
the
they
to
take
views of
wish
successmeans at an organisational
into
important
There
two
consideration.
this
subject
are
crucial
reasons
on
managers
do
so:
they
must
why
249
250
251
252
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265
APPENDICES
266
APPENDIX
1: THE INTERVIEW
RESEARCH
2. Work values
is
What
feel
how
most
Now I want to talk to you about
aboutyour career.
you
What
from
do
What
important to you about your work?
your career?
you want
What
describe
you?
motivates
work?
at
goals
personal
as
your
would you
important
your
and
how
work
your
of
aspects
particular
I want to talk more about
in
Section
linked
be
the
to
say
(This
respondents
what
will
section
careerare to you.
the
external
of
criteria
objective
cover
will
2 and, with prompts where appropriate,
)
careersuccess:
Pay
Hierarchical position
Promotional opportunities
Fringe benefits
internal
success)
career
of
criteria
(and the subjective
Challenge
e
267
Senseof accomplishment
Intellectual stimulation
Personal development
Work satisfaction
268
APPENDix
2:
THE INTERVIEW
RESEARCH
2. Work values
Now I want to talk to you about how you feel about your career. What is most
important to you about your work? What do you want from your career? What
What
describe
motivates you?
as your personal goals at work?
would you
269
Respect
Power to influence
Leaving one's mark
(and the criteria of internal careersuccess)
Challenge
Senseof accomplishment
Senseof achievement
Enjoyment
Interest
Doing new or different things
Which are most important to you? Why? Has this changedduring the courseof your
career? Can you imagine it changing in the future?
What would make you feel successfulat work on your own terms? Why? I now
in
define
for
how
to
careersuccess yourself you own
you would
want you consider
) What would your criteria be? Have these
terms. (Prompt and redefine, if necessary.
Do
imagine
Can
during
think
them
you
changing?
you
ever
career?
your
changed
in
Do
in
think
terms?
you are a success your
you
you are a success your own
happy
How
terms?
are you with what you've achieved?
organisation's
270
All' PENDix 3: A
COPY OF THE LETTER AND IN-FORMATION
Ail
RESEARCH PARTICIPANTS BEFORE THEIR
INTERVIEW
xxxx
xxxxxxx
PPXXXX
Redwing House
BT Training Centre
Timbold Drive
Milton Keynes MK7 6TT
JanuaryXX 1996
Dear XXXX,
Thank you very much for agreeing to be interviewed for my research project on
This
is
being
career success.
project, which
carried out within BT, will form an
important part of my PhD research at Cranfield School of Management.
I hope that you too will find the interview interesting and helpful, in that it may allow
have
in
to
considered
you reflect on some aspectsof your careerwhich you may not
depth before.
I anticipate that the interview will take around an hour and a half The enclosedsheet
its
format
information
further
and contents.
about
contains some
I look forward to meeting you.
Yours sincerely,
JaneSturges
271
Career success
research project
0a
discussion
general
about your careerto date
how
feel
you
about your career
e
*
from
what you want
your career
like
to achieveat work
what you would
how important particular aspects of your work and your career are to you
to
you
what
career
success
means
9
life
to
success
means
you
what
9
If you have time, it would be helpful if you could reflect generallyon someof these
interview.
before
the
subjects
be
Any
them
be
interviews
The
totally confidential.
will
subsequentanalysisof
will
if
However,
would
you
their
that
non-attributable.
completely
remain
contents
such
it.
be
happy
I
findings,
to
like somefeedback on my general
supply you with
will
interview,
the
please call me on
If you have any questions about
project and your
0171-274 7589.
1996.
January
Management,
School
Cranfield
of
Jane Sturges,
272
APPENDIX
4:
Biographical
THE BIOGRA-PMCAIL
DATA COLLECTED
data checklist
Name:
Age:
Status:
Number of children:
Ages of children:
Partner'soccupation:
Job title:
Hierarchical level:
Key responsibilities:
School
University/College
Postgraduate
Careerbreaks:
Nature of careerbreaks:
273
PENDIX
5:
SAMPLE
xm_1
INTERVIEW
TRANSCRIPT
Name: Liz
Date of interview: 22/l/96
Age: 44
Grade: PCGU (Level 3)
1. The respondent'scareer
(Talk me through your careerso far )
I joined as a graduateentrant at what was then the first level
of
...
management.....joined a headquartersgroup, and spentsomeyearsthere, got my first
promotion there to the next level of management,then I moved into the personnel
function again in a headquartersenvironment, and in the late 80sI moved
out to an
operational unit .....and I've stayedin roughly that sort of work sincethen
.....
The group Ij oined [when I first j oined BT] in those daysthere was actually a unit
...
d'etre
define
to
whose whole raison
was
standardsof accommodation:the amount of
furniture
had
dependent
type
spaceand
of
people
was
on what gradethey were.....that
in
was 1975...soon after that you startedto detectthe first signs of changeas we
moved towards privatisation ...it was quite exciting to be part of starting to shift this
huge monolith that was quite interesting and I moved acrossto the personnel
.....
...
function becausethe unit I'd beenwas clearly past its sell-by date I had beenpart of
...
happen
does,
it's
that
that
time to move on so I moved into
making
as
one
you
spot
...
...
function
because
fairly
that
a personnelpolicy
was
closely related...that was, I
four
1983
in
function
I
then as a
suppose,about
spent
years
policy
a
and
...
developmentmove really I moved out into an operationalunit in north London,
huge
ftom
I
that
where really ...
was a
culture shock
working with the almost quite
be
into
issues
the operationalunit with the
to
type
suddenly plunged
cerebralpolicy
in
it
line
I
I've
that's
that
thoroughly
enjoyed
why
stayed
engineering
managers.....
...
in,
it
I
1988
I
1
there
think
the
was
milieu ever since, guess... was promoted again
.....
in
1,
Sovereign,
199
Project
through
and all
a massivereorganisation
companywent
thesegeographicalunits disappeared.I then worked in what was known aspersonal
for
functionalised
I
London
the
area
while
my
role
was
and
a
communications,
...
...
focused
principally on performancemanagement
supportedmanagerswith was
issues I hated being functionalised, I just felt that I wasn't doing what my
.....
felt
do
lot
that
to
way
most
an
awful
of
people
me
equipped
experienceand skills
...
...
NBC
in
the
the
companynow are organised way we are, which ...
personnel teams
front
line
having
the
the
the
led
is
managers
and
people
people
at
end
of
on
personnel
type
for
various
consultancy
of
service,
with
as
a
general
act
who
us
who work
it
Sovereign
I
backing
that
and
way...after
us up..... certainly prefer
functional experts
division,.
I
the
to
this
particular
part
of
moved
in
communications
the
being
personal
274
275
276
(SOYOUwere
not chasingthe gradefor the statusas much as ?)
No, no, the content
and the responsibility level really and the I don't know if
...
...
is
autonomy the right word but what I was looking for
being
in
was
a position
... .....
where my opinion, myjudgement was valued more than
be
anything,
the
and
would
definitive one, not sort of
constantly checking back
.....
(You feel you've got that anyway in this job? )
Yeah and so what I'm looking for
I
I've
been
now
mean
this
...
supporting
group of
...
managers since last June and just before Christmas I sat down with my line
manager
and we talked about the future, and the fact that the director is probably going to
reorganise in the next three or four months, and how we could capitalise on that in
develop
to
order
my role, and what Fm looking for is an even wider role with maybe
different
line
a
set of
managers whose issues are a bit different...
277
278
start to get them believing in you it can be a bit too easy with someone
knows
who
...
you ...so that's my short term plan I don't know whether it's to do with getting
older
...
but I don't really think beyond
six months at a time.
(In general terms of what you want from
your career, would that reflect back on what
we were saying in the previous section, things like enjoying it, finding it interesting?)
Oh yes and being valued for what I do, having respectfor what I do those arethe
...
...
things that mean more to me than I want to be a particular grade,I want to have x
thousandpounds a year more...
(What do you think motivates you?)
It's again all around those areasof professionalism,integrity delivering a high
...
quality service to the people I support...I really don't believe...I like money, I like
spendingmoney...I really don't believe that it's the salaryI'm paid or the bonusI get
once a year that motivates me...I know it's not becausethere was a stagein that
level
in
I
the
the
organisation
paid
geographic
where at my
of management was
worst
district,
I
entire
and only thought about that afterwards...
(It wasn't an issue at the time?)
No...becauseI was the personnelmanagerI knew what everybodyelsewas paid and
it never really hit me until that period of time was over that I was the lowest paid of
hand
boss's
door
bang
didn't
it
lot
the
to
to
the
a
and
say
on
on
go
me
and
occur
...
desire
it
the
it
definitely
then
(laughs)
the
was
me
motivating
money
wasn't
minute
...
...
I
job
that
thought
do
the
might
get
an
a
year
once
to
and
certainly
a professional
...
do
harder
I
drive
doesn't
bonus
than
to
me work any
amount of money as a
normally .....
3. Extemal success/Intemalsuccess
(How important is pay to you? )
honour
it's
and
more a questionof
Well again when my salary is reviewed once a year
few
this
desperately
thousand
I
year
more
than,
a
need
god,
professional pride rather
boss
if
to
it's
bills
not
I
me
you're
said
my
more
becauseotherwise can't pay my
...
because
Liz
objectives,
increase
your
met
this
not
you've
actually
year
getting a salary
the
the
into
that's
let
emphasis
that
emphasis,
so
position
get
me
my pride wouldn't
...
being
than
that
I
to
rather
recognised,
is on having achievedwhat set out achieveand
itself..
the amount of money
)
hierarchy?
in
the
is
important
your position
(How
drive
doesn't
it
it's
deal
me
fuss
something
not
me a great
Again it doesn't
...
.....
few
is
worked
we
ago
years
boss
the
a
someone...
moment
at
my
particularly ...
I
to
I
for
was
senior
promoted
then
was
when
while
a
and
together as colleagues,
279
I guessI'm too much the way I tend to approachthings is, if there isn't a realistic
...
happening,
it's
I
not worth getting wound up over..... seemto
possibility of something
have a mental trigger somewherethat saysif it's not going to happen,then I'm not
it
feel
like
I
I
that aboutpromotion
to
going waste energy on ...and suppose
being
important
be
it
desperately
in
to
there
me
wouldn't
any
point
opportunities...
becausewe're in a much flatter organisationand realistically it doesn'thappenvery
haven't
be
let
important
I
be
I
that
to
to
the
me...
promoted, so won't
opportunity
often,
it
I
I
job
that's
that's
thought,
got my name on and
me,
yeah,
come along where
seena
be
have
it
for
be
have
to
the
to
the
that
that
me,
would
way
round
would
really want
...
job, rather than in absoluteterms I want to be promoted...
(What about fringe benefits, like a car?)
had
if
feel
them
I
I
having
and
I enjoy
else
everyone
them...and suppose would
miffed
I
be
the
there
thing
because
have
didn't
there would
enjoy
I
them,
a status
...
down
breaks
if
[the
having
work
or
needs
to
car]
company
worry
convenienceof not
it's
doesn't
the
it
long
is,
it
it
me
doing to
worry
particularly
goes,
as
as
what
...
...
it
benefits
of .....
practical
bit
be
to
it
is
of an expert at what
that
a
to you
(How important
you are considered
)
do?
you
being
back
it's
because
to
the
valued and respected.
Very important-yeah ...
)
is
important
How
to
that
is
list
you?
respect.
my
(The next thing on
in
it
I
tongue
integrity
you
what
me
call
cheek
say
often
important
my
Extremely
...
...
...
integrity,
don't
but
professional
my
question
morals
like, question my grandmother's
important
to
terribly
that's
me.
more,
me
upsets
nothing
280
do?
)
you
what
of
out
achievement
of
sense
a personal
I
do
is
I
the
but
I
often get
work
guessthe nature of
I'd be crazy if I said no it wasn't,
because
has
the
but
that
of
about
come
from
buzz
achievement
else's
somebody
my
...
in
line
something
the
them
achieved
manager's
have
I
supported
or
advised
way
...
been
I've
because
guiding
kind
of
achievement,
it's
sense
of a vicarious
their unit,
if
I
do,
I
I
achievement,
of
sense
a
get
anything
whatever
thinking,
or
them in their
...
it
done
it,
job
well...
done
on
I've
quality
a
think
(You mentioned
do
for
important
to
you enjoy what you
that it's
otherwise.
there's
point
no
Oh yeah...yeah,
281
282
(What would make you feel successfulat work on your own terms?)
Well 1 supposeit all links back to the things I've beentalking about really
does
what
...
feel
make me
successfulis when the line managersI support,my customersshow,
recognisethat they've taken on board my contribution and valued it, and that it's
helped
them to move things forward, do somethingthat they neededto do, or
actually
do,
in
to
their unit-and then I feel I've contributed somethingand I've been
wanted
successful...that's how I judge it really.
(How would you define careersuccessfor yourself on your own terms?)
Being in a role where I'm able to draw on the full rangeof experienceand skills that
I've got, and where the contribution I make doing that is recognisedand valued and
being
but
is
butthenI'm
that
and,
respected,
yes,
remuneratedaccordingly...
second...
in the fortunate position of being in a companythat pays abovethe odds and if that
...
if
from
be
it,
it
I
taken
was vastly
me, of course would
away
unhappyabout or
was
reducedor something
(It soundslike from what you!ve said earlier on that pay isn't a particular issuefor you
)
anyway...
No it's not a big issue-I know that my salary,my total packageis very, very good.
(Has your definition of careersuccessever changedat all?)
Not fundamentally, no, it hasn't
(What about it changing in the future?)
No, I can't.
)
in
tenns?
(Do you think you are a success your own
I'm
I've
talked
the
reasonably
about,yes,
criteria
Urn yeah, I supposeagainst
...
successful.
)
in
BT's
terms?
(Do you think you are a success
BT's
if
that
BT's
criteria
terms
assumption
know
an
we
make
are
don't
what
Um I
...
...
for
do
that?,
Liz
answer
value
we
get
of
money,
x
amount
pay
for successare...we
283
life as well.
life?
in
)
(What gives you most satisfaction your
do
it
don't
do
I
if
I
I
well ...so
somethingand
Doing things well ... get angry with myself
find
it
tennis
do
to
or
to
squash
play
struggling
never
me
you
will
I then choosenot
...
do,
do
I
I
been
I've
to
because
can't
not
so
choose
good
at
sports,
any
do
any sports
or
life
in
bother
I
that
to
as
my
working
suppose
applies
it well, so I'm not going
...
line
be
into
trying
to
have
manager,
engineering
an
myself
plunged
I
well ... wouldn't
do
being
it
I
been
things
to
have
and
well
able
suppose
at
good
I
because wouldn't
...
them
enjoy
-
284
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