Mercy Gacheri Munjuri
Department of Marketing and Management,
Catholic University of Eastern Africa, Nairobi, Kenya
mgacheri@cuea.edu
Career advancement prospects rank high in the order of importance to every enthusiastic
person when they enter a profession. This is so because the new entrant may be looking for
upward mobility in his/her chosen profession or career. Opportunities for career
advancement must be sought for and be known, or explained to, such new staff. To some
personnel, the future prospects available for job mobility must be seriously examined at the
beginning. Career advancement is affected by the following factors: Job performance;
Contextual performance; Gender; Characteristics of human capital; Mentors, networking
and commitment to development; Commitment to career development and career
orientations; Satisfaction with the psychological contract; Selection criteria and methods;
Organizational technology; Human resource planning; Organizational restructuring.
Career plateau which involves employees stagnating temporarily or permanently in their
careers is a serious career management problem that many employees are facing. This not
only affects individual employees in terms of reduced morale, but organizations as well due
to decline in productivity. Does the severity of this problem depend on gender or age of the
employees? Future researchers can consider establishing if there is a relationship between
biographical variables and severity of career plateau problem.
Key words: Career, Career advancement, Career mobility
The Africa Management Review Journal is published quaterly by the Department of Business Administration, School of Business, University of Nairobi. For more information, contact The Editor-in-Chief email: editoramr@uonbi.ac.ke Tel +254 722306185, 720565317 |