Career Development Is the Responsibility of the Individual.
I will be highlighting two points to substantiate our stand that career development is the responsibility of the company. The two points are, individual career development is limited and career plateau.
Firstly, as mentioned by my first speaker, career development is important as it trains employees to be adaptable to different kind of working environment and situations. Furthermore, as stated by Stone 2009, career development is organisation-centered. This means that career development is the company’ responsibility.
Thus, this substantiates my first point that individual career development is limited as employee’s career aspirations will not be matched with the organisations’ opportunities. This is because, companies provide training for their staffs in hopes of achieving the company’s goals and objectives. Thus, when individuals start to undertake career development as their own responsibility, there will be a clash in achieving the company’s objectives. According to Rouda 1995, he stated that individuals are part of the organization and there is only so much that an individual can do to develop his career in accordance to the company’s goals. This is because, when individuals start to build on their career, they will tend to focus more on their own aspirations, thus neglecting the company’s goals and objectives. Hence it will not coincide with the desired outcome of the company. Furthermore, coming closer to home, Singapore Law permits limited freedom of speech. Divjak 2000 stated that being a government controlled country, Singaporeans follow the traditional hierarchy of listening to their higher-ups. Thus, they have very limited authority unless given by the upper management. Thus, career development is fully the responsibility of the company in Singapore itself. Hence, this proves our point that career development is the company’s responsibility as there is a necessity for both the career development programs and the company’s goal to be in sync.
Firstly, as mentioned by my first speaker, career development is important as it trains employees to be adaptable to different kind of working environment and situations. Furthermore, as stated by Stone 2009, career development is organisation-centered. This means that career development is the company’ responsibility.
Thus, this substantiates my first point that individual career development is limited as employee’s career aspirations will not be matched with the organisations’ opportunities. This is because, companies provide training for their staffs in hopes of achieving the company’s goals and objectives. Thus, when individuals start to undertake career development as their own responsibility, there will be a clash in achieving the company’s objectives. According to Rouda 1995, he stated that individuals are part of the organization and there is only so much that an individual can do to develop his career in accordance to the company’s goals. This is because, when individuals start to build on their career, they will tend to focus more on their own aspirations, thus neglecting the company’s goals and objectives. Hence it will not coincide with the desired outcome of the company. Furthermore, coming closer to home, Singapore Law permits limited freedom of speech. Divjak 2000 stated that being a government controlled country, Singaporeans follow the traditional hierarchy of listening to their higher-ups. Thus, they have very limited authority unless given by the upper management. Thus, career development is fully the responsibility of the company in Singapore itself. Hence, this proves our point that career development is the company’s responsibility as there is a necessity for both the career development programs and the company’s goal to be in sync.