A Study of Career Plateau in Education Sector Essay

If Employees jobs argon fill with round and boring tasks or if desired forwardings argon blocked in the organization, then they be liable(predicate) to feel an inseparable sense of loss and become skeptical ab turn out conclusions fulfillment in their races public life tableland employees are likely to sop up de pauperism and higher labour turnover because they want to advance their careers elsewhere in the environment Researcher find out the causes, difference of career tableland among the Admin Staffs, Support Staffs, learn Staffs, Technical Staffs in education sector, its effects and strategies to remove the career plateau. The Major finding of this study is that career plateau is a major contributing factor of employees dissatisfaction, organization commitment and employee turnover. Technical staffs direct more(prenominal) career plateau. Management and early(a) stakeholder to develop the best strategies to manage career plateau in the organization. Keywords c eac hing Plateau, Strategies, Employee turnover, Dissatisfaction1. Introduction career plateau is not a bare-assed phenomenon, but in that respect is a bedevilment situation about the rate at which it is becoming increasingly widespread in various organizations (Yama- moto, 2006 Lee, 2003). umteen scholars on organisational careers scram suggested that plateau is prompt becoming a critical managerial and organisational issue which needs to be managed properly to avoid employees discontent (Burke and Mikkelsen, 2006 Tremblay and Roger, 2004 Tremblay et al., 1995). Career plateau is be as the point where employees like hood of additional hierarchical promotion is very abject.International ledger of Business and Management tomorrowEmployees who have experienced career plateau would think that their employers have forsaken their careers (Lee, 2003). Career plateau has been used as antecedent to m some(prenominal) undesirable work outcomes such as low satisfaction, high stress, poo r performance and other withdrawal symptoms (Yamamoto, 2006 Lee, 2003 Choy and Savery, 1998). Career plateau has the potential to cause uncomfortableness among the employees because lack of continued upward progression is considered as a yardstick to measure employees performance. gum olibanum career plateau leads to poor performance.In any organizations upward movement in terms of promotion of employees is accompanied by increase in salary, power and status (Lee, 2003). Plateau employees are likely to have higher labour turnover because they want to advance their careers elsewhere in the environment. For some employees, the time comes when all career movement ceases. Some feel unchallenged, while others simply dont have the motivation to move upward. It is managements responsibility to pull the best from staff members at such times. Fortunately, this isnt difficult when you are prepared with a game plan and a little understanding. * Definitions. Plateaued employees, one percipi ent has written, are those who reach their promotional ceiling massive before they retire. Structural plateauing occurs when opportunities for promotions end. The hierarchy in roughly institutions is designed like a pyramid, leaving room for only a select few at the top. Therefore, everyone eventually plateaus. The inability to climb the career ladder is an emerging concern for employees in the 1990s. With aging of the tyke boom generation and shrinking of middle management positions brought about by recession, improvements in office technology, and mergers and acquisitions, in that location are fewer opportunities for advancements in office technology, and mergers and acquisitions, there are fewer opportunities for advancement (Weiner, Remer, & Remer, 1992).One probatory vocational effect is plateauing, a unique form of career stall (milstein, 1990b p, 325) which merchantman result in a feeling of malaise on the part of upwardly mobile individuals. This phenomenon is labeled plateauing because it resembles a long flat uninterrupted expanse with minimal contours and a sameness that stretches endlessly. If peoples jobs are alter with routine and boring tasks or if desired promotions are blocked, then they are likely to feel an intrinsic sense of loss and become skeptical about findings fulfillment in their careers. (Milstein, 1990a, P48)2. Examine the causes of career plateau Examine the difference in plateauing among the various levels of staffs in education sector. Examine the effect of career plateau in the organization. Give suggestions to manage career plateau effectively to minimize employee intention to quit.3. In the incidental pages, an attempt is made to review the literature pertaining to career plateaus of the employees. The literature of these studies has been collected through various magazines, journal, website and other published sources. 3.1 Various types of career plateaus are be experienced by the employees in organization. According to Bardwick (1986), there are three types of career plateau which are very common in organizations and there areStructural Plateaus- represents occupational situations where advancement is unavailable due primarily to the pyramidal nature of organization hierarchies. case Plateaus When no challenge remains in their job. Tasks have been mastered and little new or elicit remains to be learned. Life plateauing-occurs when individuals believe they are trapped in their ongoing everyday routines, cycles, obligations, and relationships. They whitethorn lead them to have the sense that theres little fulfillment left in any area of life. As per Rita M. Choy, Lawson K. Savery, (1998).Organizations are under pressure to cope with factors such as resource scarcity, change magnitude competition, slow economic growth, increased utilization of technology and an increase in acquisitions and/or mergers. All these can lead to downsizing of the workforce. Many organizations believe downsizing can reduce costs and increase competitiveness. However, flattening structures reduces the reckon of people needed in organizations and such practices escalate the plateauing ISSN.International Journal of Business and Management TomorrowThe present study explores the relationship between job satisfaction, organizational commitment and the plateauing phenomenon. Non-plateaued players seem to have a better relationship with their organization and find coaching new staff more rewarding than plateauing workers. This finding is important because trainers must hold positive attitudes toward the company and this seems more likely when the person is not plateaued. Non-plateaued employees are also more likely to view the organization as encouraging job performance other issue of importance to managers of organizations.Susir Kumar CEO, Intelenet Global Services expresses, In spite of all the buzz and hype advanced HRM creates, career plateau remains a regular phenomenon and a problem that HR managers across industries and organizations have to grapple with. It can be defined as reaching a level of complacency, in numerous cases leading to employee burnout. It is not that such employees are incompetent however, there is a general feeling of being stuck. Such employees often harbour an illusion, that they have nothing more to achieve.Sharing his opinion on the organizational ailment that is a stagnant employee, Aleem Merchant, director, Synapse Marketing Consultancy Pvt. Ltd says, Employee plateauing is a disease that hampers almost every organization, big or small and today, this malady is threatening the very potential and future of the corporate world as fast as most lifestyle diseases. This too needs expert treatment and its own set of managerial medications. In order to analyze this plague, we must dissect it to get to the root of the problem. Plateaued employees could stem from boredom of routine work or just plain complacency.Very often, external stimulators such as excitement of new work or a hard reality session can help yank the employee out of his stupor, reasons G Ravindran, CEO, and MD- SHRM India. putter, author of Overcoming Job Burnout How to Renewing Enthusiasm for Work, contends that often plateauing exists in the minds of employees. In many cases it may be an illusion. she said. According to Potter, employees also can imagine themselves plateaued with they fail to adapt to the changing avocation picture. Sometimes the person is not blocked they just dont understand the rules of the game have changed. she said.Some workers are frustrated trying to climb the corporate ladder, Potter said, unaware that the old traditional hierarchical construction no longer exists. Another cause of the illusory plateau, Potter said, is a worker who is actually chronically depress. She explains that for a depressed individual, a new job acts as a physical body of self-medication, giving the person a temporary high. However, Potter said, once tha t boost wears off, the employee goes back to feeling depressed and might be inclined to blame this condition on a lack of job satisfaction. Its another kind of unrealistic expectation.When employees feel plateaued, Potter said, They can start getting into this problem of burnouta loss of motivation that can leave workers feeling helpless. She warned that burnout can lead to chronic absenteeism, anger, thievery, and substance abuse. Potter warned that any attempts at curbing burnout can be too little too late, because losing ones motivation is akin to losing ones spirit. When that gets damages, it just doesnt bounce back, she said.Study Design and methodological analysis 100 samples selected from various education society of Pune by using the convenient sampling method. The following categories/Levels of employees are selected as respondents. Teacher Admin staffs (4.3) Professional /Technical staffs (4.4) Support staffs. 25 respondents from each category are selected from for the re search. The Instrument, containing 50 items and 29 attributes, each query is ranked by the respondents according to a five point Likert scale.