An 'old' career for a new age: redefining and rehabilitating the organizational career

Abstract

The organizational career has been portrayed as increasingly irrelevant in a world where organizations are either unwilling or unable to offer job security, and where individuals are seeking greater independence and flexibility with regard to career development. In theory new models of career, such as the boundaryless career or protean career, offer a better fit for both individuals and organizations and a roadmap for career planning and career research. This paper argues however that rather than simply discarding the old, there is much to be learned from exploring more traditional approaches to career. As we move into the next decennia there are clear indications that a redefined and revitalized organizational career has the potential to provide a better balance between organisational and individual needs than the old style bureaucratic career or the new style self-managed careers and thus should once again become a focus of career research.