HRM

Assignments #08

Arpit Patel
 1. Do you think Job Rotation is a good method to use for developing management
trainees? Why or Why not?

Job rotation is a training method that involves moving apprentices from one department to
another to familiarize themselves with each aspect of the business and assess their skills. As I
would like to think, I accept that the pivot of the activity is a decent preparation technique that
should be used to create the board alternates. Job rotation, used as training for management
trainees, will allow trainees to become adept and better prepare them for a management position.
The benefits of job rotation for managerial trainees include gaining a better understanding of the
business, exposing themselves to different challenges and learning from these challenges,
acquiring the skills necessary to perform tasks related to the manager and allowing employees to
adjust more to the new posts.

When moving from one department to another, participants have an idea of the business as a
whole. You can see how one department affects another and the impact that each department has
on the entire operation of a company. Management trainees who came from specific training,
such as accounting or biology, can experience the work environments of different departments
and learn to appreciate the work done by those departments.

Job rotation also gives students the opportunity to experience various areas and develop
interdepartmental skills and cooperation and the opportunity to experience different areas to see
what they like.

2. would you tell high-potential employees that they are on the fast track? how might
this knowledge affect their behavior? how might the behavior of employees who are
disappointed not being included in management development activities be affected?

As an employer, I would tell high potential employees, about being on fast-track. As discussed in
the book, fast-track employees usually display adaptive leadership traits and understand the
diversity of the customer population they are serving. These individuals are also able to embrace
disruptive technology and can come up with innovative ways to deal with difficult situation.
Taking succession planning into consideration it could be beneficial to tell these high-stake
employees about them being on fast-track. This knowledge can lead to increase in productivity.
If these individuals are identified ahead of time, they can be provided additional skill based and
leadership training, that may enhance their productivity and potentially increase growth of the
company in the future.

The employees, who are not being included in the management development activities, can lead
to decrease in their productivity, however, through appropriate leadership and additional skill-
based training, these employees can excel in their work-related productivity. These employees
should also be encouraged to work on their leadership skill so they may be able to attend
management development activities in the future.

3. Incident What Should Wilma and Frank Do

A. According to Edgar Schein, what career anchors are driving Wilma's and Frank's
careers at this point?

The definition of professional anchors is a concern or a value that a person will not give up if one
must choose for several reasons. Edgar Schein believes that professional planning is a continuous
process of self-discovery. However, for most people during their employment, they discovered
that at least one dominant career anchor has had a dramatic effect on their career. Career anchors
include talents, motives, values and attitudes that give stability and direction to a person's career.
It is the concept that it is difficult for a person to give up, especially difficult decisions. Modern
professional anchors consist of technical and functional, managerial competence, creativity,
autonomy and independence, security, service and dedication, pure challenge and lifestyle. The
anchor of the career identified with Wilma is pure challenge and lifestyle. Wilma decided to
move and look for work as an associate professor of business at a university in Nunavut. She has
been given the opportunity to adopt a professional position in which she has been working for
the past five years through his doctorate. She also accepts the change of lifestyle to get away
from her husband and embark on a new chapter from Toronto to Nunavut. For most people,
relocation is a great professional barrier. But Wilma bravely accepts the challenge and the
change of lifestyle.
The professional anchor identified with Frank is job security. As the job search is not promising
in Nunavut, Frank did not feel obligated to move to Nunavut with Wilma. Work safety and the
stable future within an organization are important to Frank.

B. If Wilma wishes to stay in her new job, how could her employer assist her with this
dilemma?

The Wilma Employer could help Frank in several ways. The university could provide career-
oriented training and development opportunities. Frank could possibly meet with a representative
who can help you develop your qualifications, review your resume and prepare you for
interviews. They could offer information about careers and programs with a variety of career
options. The employer could help Frank establish a basic network and contacts in Nunavut. The
university could offer spousal support in the form of professional transition programs.

C. Is there anything Frank and Wilma should have done differently in your opinion? If
so, what?

If they want to be together, there are three options.

Both could reside in current cities and try a long-distance relationship. This is only a temporary
solution. Each of them can travel back and forth on vacation. Wilma could go home to meet
families and old friends. Frank could take a short trip to Nunavut to look for any potential job
opportunities firsthand.

Wilma could leave the position of associate professor at Nunavut and return to Toronto to be
with Frank. Frank must comfort her and convince her that the relationship is more important to
be together and recognize their sacrifice. Besides, she could always keep looking for work in
Toronto.

Wilma stayed in Nunavut. Frank could have asked for a leave of absence from his current job
until the possibility of a job in Nunavut.
The decision will be made differently depending on whether they love each other and still want
to manage this relationship.