Ksaos

1. Regarding the mobility paths beginning on page 273, do you think that one is better than the other or that one is used more often than the other? (Hierarchial vs. alternative). I think that hierarchial is what we think of most because we think about moving up in a company and getting promoted as the normal steps. I think that alternative mobility paths such as moving on parellel or lattice tracks, switching departments or moving sideways in the company is a practical path. I think that sometimes people aren't always necessarily looking to move up in the company but to do something different within the company or try something new.

- I believe hierarchical is most commonly thought of when we think of a mobility path because we typically want to move up in an organization. Then again, some people might want to move side to side when trying to switch departments or learn something new. Sometimes when a hierarchical path is not possible in an organization, due to limited positions or restricted budgets, a company might use a lateral path to keep employees happy. Offering employees more benefits, more flexible hours, or a wage increase to reduce turnover.

2. On page 279 where the budget is discussed and regarding an internal employee not getting the job and in return receiving counseling on the next steps to further their career, I am wondering if this is always done, or if it is becoming more popular now? I wouldn't have thought of this before learning it in the class. When we had the speaker and a student asked about why she might not have gotten the position and we talked about how she could ask and find out why she wasn't picked - this process seems like a good idea for a situation like that. She would have been able to figure out her next steps.

- An employee who doesn’t get hired for a different position internally should always know why they didn’t get hired; otherwise they could get upset and leave the company. Also by counseling an employee who...