Traditionally, career success has been viewed objectively, with a focus on promotions and salary level. However, the changing nature of work has increased the importance of subjective aspects of career success, such as growth and development. This chapter provides an example of a Norwegian organization that implemented a career management intervention intended to facilitate employees subjective career success and promote internal mobility within the organization. The intervention involved creating more career tracks based on functional roles and making these tracks more visible for employees. The main goal of the intervention was to demonstrate to employees that they did not have to move vertically to obtain success, they could also build their career by moving horizontally.
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Front Matter
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Part I: The lay of the land
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Part II: Personal characteristics
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Part III: Stability and change
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Part IV: Boundaries and borders
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Part V: Gender
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Part VI: Generations
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Part VII: Organizations
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Back Matter
