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Comparing Career Models

At this point, it is fair to ask which of the models best depicts the present reality. A glib, but not entirely wrong, response is that it depends on whom you are talking about and where that person works. Some organizations and industries still fit the traditional model fairly well. In other organizations and industries, the traditional model does not fit. For example, in information technology, the rapid pace of change has led to a proliferation of new organizational structures, nontraditional employment arrangements, unprecedented growth, and instability. In some industries, there have always been alternatives to the traditional model. For example, in professional service firms (e.g., accounting, law) and the arts and entertainment (e.g., the film industry), career patterns have rarely fit the traditional hierarchical progression for many, if not most, employees. Individuals, organizations, and theorists do not simply trade one set of ideas about careers for another; as mentioned earlier, there has been and always will be a multiplicity of views about careers. In that sense, ideas such as the protean career and various career concepts are valuable. Such ideas encourage us to look past stereotypes to the variety of possibilities available, and encourage individuals and organizations to come up with ways to manage and plan careers that will satisfy their needs and objectives. Clearly, one size does not fit all. Further, individuals should take responsibility for their lives and employability. Yet, organizations also bear responsibility for career management, both for their own interests and for the well-being of those who work within their organization. That said, there can still be merit in considering age-based stage models of life and career. While individuals are unique, they also share many common experiences. There seem to be events and transitions that many people experience at similar life and career stages, and the decisions and actions made at each stage should be studied. In addition, stage theories should not be interpreted as narrow categorizations that must fit all individuals. The goal is to facilitate understanding concerning how people typically relate at different stages of their careers and lives.