Downward movement and career development

Downward career movement is becoming a more openly employed method of managing people. Due to tightening corporate resources, increasing development needs, and changing organizational cultures, downward movements are necessary. Larger numbers of young persons competing for fewer positions have trigg...

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Bibliographic Details
Published inOrganizational dynamics Vol. 14; no. 1; pp. 5 - 23
Main Authors Hall, Douglas T., Isabella, Lynn A.
Format Journal Article
LanguageEnglish
Published New York Elsevier Inc 01.01.1985
Elsevier Science Ltd
Subjects
Career development planning
Careers
Changes
Demotions
Human resources
Organizational structure
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Summary:Downward career movement is becoming a more openly employed method of managing people. Due to tightening corporate resources, increasing development needs, and changing organizational cultures, downward movements are necessary. Larger numbers of young persons competing for fewer positions have triggered new career values. These new values include changed attitudes toward lateral or downward moves, especially in 2-career families. The types of downward moves include: 1. downward promotion, 2. lateral demotion (with or without salary reduction), 3. a temporary (cross-functional) step down, 4. the late career move, 5. demotion as an alternative to termination (during reorganization), and 6. demotion for performance deficiencies. Guidelines are presented for managing downward moves including: 1. Make the move the person's choice. 2. Do not reduce salary. 3. Make downward moves part of the culture. 4. It should be a growth move. 5. Provide life- and career-planning workshops.
ISSN:0090-2616
1873-3530
DOI:10.1016/0090-2616(85)90040-3