This might lead to career problems. If the company has painted an overly bright picture when recruiting, this reality shock may be especially great. Thus, one should not become frustrated or dissatisfied very quickly as this might lead to career problems. Insensitivity and passivity is another major cause for career problems. Organizations are political. Often young managers are either insensitive to the political aspects of organizations or may resent them. Or they may simply be passive, hoping that things will turn out for the best. As a result, they may not actively explore the organizational environment to understand relationships and attitudes and clarify their own positions and this might lead to career problems. Further career problems may also rise because they may be unaware of the real criteria by which performance is rated. In some cases hard criteria such as performance are difficult to assess, and superiors may focus instead on whether the young manager fits their prejudices. Appearance, speech habits, managerial style, and other subjective measures may be used for evaluation. Therefore one can avoid these career problems by analyzing the working environment as a whole.
Loyalty dilemmas can also lead to career problems. Most people in authority value subordinates loyalty, variously defined. However, there are many versions of loyalty. Some see loyalty as obedience subordinates are loyal if they do what they are told. Others interpret loyalty as putting in effort and long hours to prove concern for the company. To still others, loyalty is successful completion of tasks, or protection of the superior from ridicule and adverse evaluation by others, or giving the superior honest information about mistakes and potential failures. Unfortunately, young managers often do not know which version of loyalty the organization or superior expects and thus it leads to career problems.
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Early frustration and dissatisfaction can be one of the major cause for career problems.
Young managers job expectations often exceed reality. Since their academic training may have focused on cases in which they took the roles of top level executives, they may now expect to get a lot of responsibility quickly. Instead, they are often placed in routine, boring jobs until they have proven themselves. Thus, young managers may experience reality shock, become frustrated, and perhaps leave the firm.
Early frustration and dissatisfaction can be one of the major cause for career problems.
Young managers job expectations often exceed reality. Since their academic training may have focused on cases in which they took the roles of top level executives, they may now expect to get a lot of responsibility quickly. Instead, they are often placed in routine, boring jobs until they have proven themselves. Thus, young managers may experience reality shock, become frustrated, and perhaps leave the firm.
