Pros and Cons of a Career in Management

Pros and Cons of a Career in Management

Part 1

This paper is based on two articles that discuss the pros and cons of being a manager. In this paper, we will identify and explain three major pros and three major cons from these combined articles.

The term "career plan", in organizations, always runs the risk of being interpreted as something antiquated, backward, what matters to employees and especially unions, but in practice the companies, no benefits, by contrast, the image is higher costs of labor, and automated unnecessarily over time (Denning, 2013).

In this view of career, there is that prospect of promotions and salary increases arising simply from home time, causing stiffness for human resource management, labor obligations assumed opposite, increased payroll, aging of the workforce, among other respects.

But then it is possible to speak of "Career Management" within current business trends? Yes, and it must be backed up and use the precepts and systems employed in the modern HR management, which are:

» Talent Management

» Results Management

» Management Skills and Abilities

» Knowledge Management

» Strategic Compensation (Ann Hughes, 2013).

Within the current context, the Career Management should be seen as the management plans and individual expectations ahead to plans and organizational demands. That is, the people who make up the workforce of the company, have skills, abilities, interests and expectations of professional and personal development, while the company, in view of the achievement of its objectives and goals, people demand profile, knowledge, specific skills and abilities that allow feasibility of their plans. Thus, the use and reconciliation of these individual aspects and business can be an important ally for the management environment conducive to motivation and development, based on common interests (Denning, 2013).

It is important to clarify that this vision of Career Management, in addition to the interests and expectations of both parties, we will be dealing with the responsibilities of both sides, ie, professionals should plan their professional development, goal setting and career goals, and seek preparation required to achieve these goals, while the company, for its part, will seek to identify the characteristics of professionals needed to achieve the expected results, considering aspects of psychological profile, skills and other prerequisites; evaluate within their frames personnel, those who attend adequately to these profiles plotted; monitor and evaluate the results achieved by their professionals, giving feedback, and within their interests by promoting the development and professional training; prioritize internal recruitment planning and implement actions and direction of the potential of its workforce, in view of the business plans of medium and long term (Ann Hughes, 2013).

Part 2

General Background and Responsibilities

The manager of Best Buy electronic store believes himself to be successful in all that he has ventured. He says that he had to struggle and he did make mistakes but, that had increased his experiences and skills to achieve the desired goals and overcome the hurdles (Wilson, A., 2006). He says that if he would be ...