25 JULY 2003 ' Source : MB Arthur, K Inkson & J K Pringle (1999) in "The New Careers: Individual Action & Economic Change cations, pp. Turning Career Competencies into Career Capital A Life of Service Faculty of Business Administration Barbara qualified os « physical therapist 25 years ogo, when she was in her Her early career included several hos physical partime during her children’s preschoo! hospitol, ond made sure thot her work wos coreer was important fo her, Pro. ‘ond giving stimulation, profes this te Barbara alto did play cen cusitont superior. ‘Nine yeors ago Barbara's hbond wos offered a beter job in another city ond the forily moved. Now thot her chien were all t school, Berbera could be more flexible in the hours she worked. Fond she heard about a job in @ local maternity ho ‘pregnant women, Barbora Took the job, which involves prepare for she ‘of cxsising pregnant women very worthwhi supportive service: “Ofen we were the peor ‘nobody else had time for.” She acquired tea postgraduate diploma in wo Eighteen months afer completing the postgrodvate co maternity work. She felt tht it had become routine, she wos bothered by poltical sruggies in the hospital, ond expectoions of her to work longer Fours were interfering with her family respon: stage Barbora ‘contemplated 0 major coreer change. She ° fonist and was rejected os being overquc tiring ond found thot because of he ty, ond a tonse of service. During "upervitory talaing and become on t 1 t iu ' { ( CAREER COMPETENCIES AND CAREER CAPITAL 12 ‘opportunity with her husband and some therapy friends, Borbore decided to stick with wha! she knew. = ond o iderly have taught me much more thon | thought was guess they tought me wisdom comes ue ond like @ group of ony age, primary ‘What are the key features of Barbara's unfolding career since her pregnancy with her first child, composed it to be comple- mentary to her role as a wife and mother. Job changes and work schedules have depended on accommodating both work and home clearly an occupational career: while Barbara has into other types of work, in ed in Chapter 3, respect of Barbara's rela- reciprocal exchanges have been groups, for example pregnant women and elderly ;,one cannot help but notice the importance to Barbara friends,” the lifelong network of professional contacts who recur through her story, and who draw al tunities, provide and receive counsel, and generally help Barbara to manage her career. lients. Her imps Developing Career Competencies Barbara's career illustrates the concept of “career competencies,” the competencies by the career actor, and their accu- ‘As Barbara enacts her career, she learns. However, her learning. changes in emphasis and direction. 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She was being put upon to do 20 hours but was expected to moved from Cypresses Rest Home afte ‘She knew I was looking for @ change, and I went ot What Distinguishes Career Competencies? Career competencies are personal competencies potential to become competencies of the employing are put temporarily at the employer's disposal, and reciprocal exchange between the ties. However, culture, or brokers a 3m among his of her pertise developed in reer competencies” 1 competencies.”° ‘occupies a much longer ‘ore complex framework for conceptualizing competencies and their accumulation. Companies often attempt to specify competencies in terms of “bodies of knowledge” or “required skills.” For example, “What are the competencies we require to meet our strategic objectives? What t ( ' t 1 i ( CAREER COMPETENCIES AND CAREER CAPITAL 125, are the competencies we already possess? What is the gap? What new human resources do we need to acquire or develop in order to close ited by the institution’s own to the knowing-how com- yay and knowing-whom are renas in which competencies the possibility is ignored of employees bringing company which may stimulate unplanned but desirable developments. ‘Paying attention to career competencies suggests new possibilities for both career actors and employing companies. Career actors may choose to “decouple” their identities and development from com- pany settings, and may integrate their lives around their own, self- defined learning.* Companies may opportunistical learning from their employees, gaining novel dis ‘enhance company objectives, reflections on their devetopi xs and seeing how these can be ‘into company learning and can lead to new business From Career Competencies to Career Capital Career competencies, earned through education, work, and life experi- ence, accumulate into what we will eall carer capital, Career capital it, or be traded for fr tucation qualific ‘young (such as Barbara's physical therapy certification) may provide the demonstration of base expertise which enables the graduate to find a first job. The job may provide further inspiration (knowing-why), expertise (knowing-how) or network connections (knowing-whom) which a second employer may value. Moving from opportunity to opportunity, the career actor simultaneously discharges work respon sibilities, adapts to new situations, and builds additional career capital In the process, original qualifications and past experiences may recede into the background, and cease tohhave more than symbolic value, Over time, skills and networks may become obsolete and their direct contribution to career capital may decline. But they may also be used to the-job performance for the chance to build new career capital with a better prognosis of future value. In other cases, career actors often find that there are few oppor- tunities to invest career capital. 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U} padojanap aiom sarruajadwod aeoym ajdoad Auey suoreduoo oyoads ao 20) isu a ey 20 wo|gand ako uy deur oye siaxsom yo-pre] A{UO YOu ‘aiqes9jsuen-uou “oypads-kuedwoo uy paysanuy ‘2qvy Aeur Aayp 10 ‘sorsuajadwo> s9ase> aut Ut IS9AMT 0} poIde ‘Aidusys aney “Ayanoos yo asuas ase} Jo yno ‘ews ajdoad wong, ol paredionueun jo ssn ayy apun saoueyswnon> sou posifea! ‘SUaIUVD MIN BHL sxthat preceded the factory syste on which the yhatcan-t-lear- project approach unfolding withi reminiscent of Weick’s view (Cha of frequent gatherings.” ‘Our participants did not generally talk directly about were they particularly responsive when we asked al Pethaps this was because of our own job-to-ob framing of about the career story, and the narrow common meaning of what a “project” entails. But many participants talked about projects ~ in the sense of cyclic episodes involving completion and learning - without using the word. The pattern is clearly evident in the jobs making up Barbara's career. Other examples to be mastered. ‘The analogy between jobs and projects, however, emerges more powerfully in retrospective descriptions. The way People looked back ‘on the jobs they had performed, the t er-company job fof a projector cycle reaching a natural conclusion, and of both parties to the employment contract having been served. We turn next to consider how each of the parties was served. Cycles and Reciprocal Benefits In boundaryless careers, which represent the experience of most of our participants, career competencies accumulate through reciprocal benefits (Chapter 1) exchanged between career actor and employing, institution. We emphasize here that competencies exchanged ( t t f t t ' CAREER COMPETENCIES AND CAREER CAPITAL 129 employ sequent jobs, but they may also be ‘ow-how, or networks of the company which the employee ‘nature of knowledge accumulation can be revealed in under- lying patterns of reciprocal exchange. We explored this by asking it of questions for each job they reported: \d “What did you give {to ion emerged in our data between “bounded” nefits. By a bounded benefit we mean one that lasts only as long as the person continues in the job, such as money or job satsfact ved by the career actor, or dependability of work performance given to the employer. By a boundaryless benefit {we mean one that persists after the person has lft the jo, such as the job experience or coaching received and retained by the career actor, fr the new office procedures or customers retained by the emy ‘A given set of reciprocal ben based on “What did you against “bounded” versus “boundaryless” ben« party. ‘Where the actor both gets and gives bounded benefits, the trans- action is a “here-and-now” contract whose benefits are confined the present relationship and imply no long-term benefits beyor relationship for either the employee's career or the company ‘operation. Take the case of Barry, introduced in Chapter 4: Interviewer: What did yo Barry: A weekly pay packet I suppose ‘the food trade in dif . jome experience of working in did the job to the best of my answer to “What did you get?” - “A pay bounded benefit. On the other hand, “experience ofsajdurexa 104 ‘poured quaufoydwa syuosied ap puoag yteaaid pinom ua9s 219m payRUBPY SIYaui9g axp JO “TusDIed 6 20 pur ‘aigepuadap Buzaq ‘own poxmba ut Sumind :Arzeg 105 son r0 [PeqHDSep pun] ayy jo 19% asain Jo SOW “drysuoneyas yuouLordua 4waiamo arp 0} powoinsai aiom ‘yuadred 1g 10 ‘Z91 ‘Sqol UN 0} DATS 2aey 0} PawTEP SiO}E 49919 YoryeR SIPEG GO JO 9NO ‘SMU 12 a1qe, uy pazyreurums ame syauaq ssayAzepunog pur papunog pouiodat jo si2s io “vaqeapun worsen 30 som atp jo uoystA raquiow sy] 40 5 Auedwoo aim SupUENL UT sem aap “Aqfeung suo} aBuey> 30 SuuMnasa: sypads 01 SuNqin uso sem uy “soquau wee, aun uo aouanygu, BuyMpua ue Bujary pur pomtureay 0} Smnginuc> sem ymog “SutuoR|sod aifarens 1 30 ‘9seq soWYEN 30 “ssoutsng “Amqnyod sAued ‘woo eo} suognqiqucs arp ySnomp eum] WONG stp AoW, oy ‘uep e sem juanbayj sou rxau au -pouad wwauixordua axp puoteg pasisied yoqym ‘suawe8uene euoneiado mau 30 'sassaooid soind oo 40 2oyjo mau se Ypns ‘suiajshs mau SuTysyqeise sem pu0rs Bupeay 20 Sunmen yBnonp siaino 0} Suu] SujBuq sem pouoguaw Aquonbayy yoy “seuoBaye> xis SutmoyO} ayy OWN 1} sopredunoo 20} poioda: myauag ss9]4zepunog jo sedéy wrew au Re wor au Bunpostuy surfonp poe Bouman “pone, 0 Bumngu6} su woneg an B40}, ‘asad ne oe singe of wey Suog agaung mone = mou, -syssyyp 8049 8400 sounaiajed yom papuneg sovadaa 20 sy uosad SuLiddy SDomaoped om 5g soueuieiod yom pore yeaa papuTog govenn gs saree 1yevq jo suo ua 10 SqUMN sol aa 0} sj sai Fs “sug ssharpnog pe popunog fo opr 12 AAR, et Wiley BIR UNV oa tBIE. WE. ‘sapitige Surzne8i0 20 uoweeueur 20/01d ‘spoyau umo s.9 " ip s8unp Burop sa atom e809 sora 8 ayy sem pany -papadxa aip Sop 40 awn pasmbar Suunind se yons ‘aoueunoyrad 10m 2iseq sem puddag Oye 3894 21919 Sutay8 20 “pare>rpap Suaq 10 ‘gol aun ut pasjonuy Aelnonied Sutoq anoge Sunpowos pres ajdoad arayea aouretsoyiod yuom pannus sem yuonboxy soy “soroBewe> ureus anty ofuy Tay sotmedwue> sion 19} sjuedionied 4q pauonuaw syauaq pepunog jo sedki ue au Auedimoy ayy 20) agauag aiaxp aM su0y9 2a or somaue ous yon a1 aus aye uogranal sey 300} yorym squasa moge A Is sys uana auowyey ‘aimedap 224 SER jh pue uay-Buo} ayy ut auTa~eD wo ywapuadap you axe pHa swuaueSuesse mau edojensp vont ain “Kjmnoaunutig waIeD Jay IYauOg Y>rym souRmMsseses AqMBuIMOUN, PUP ee moy-Suymouy sdojanap ays ‘gol say sop ays sy uoHMyRsU ax puE 180189 uMO J0y \j0q Jo Ipadso2 uy ‘say Azepunog s1 Mata SUNK) ap) sua gol rey wou 18 ok pap rey eqns, A¢ saideyp) auyaype st axa ysemU09 UL "uonems axy £q ‘OK pip yey, 01 romsue amua s kuz ‘pUPY Jayne Vooydurs ‘syerpaunay ain puoag aiqezajsuen ‘sayAzepunog 51 ,ANSMpUt poo} ayy tt SuROM AML NE ort132 ‘THE NEW CAREERS I computerised a few things for them. Everything was in its infancy, but 1 set up a couple of spreadsheets for them which I think they still use today. am) | think I contributed a fresh way of doing things. For examp! the school should be “destreamed” ... was able to bring in ideas from elsewhere, l was able to give ideas from my own children’s school. (janice) Around half of the repor the first two (manager ‘our sample; the others ving boundaryless benefits came from rofessional) occupational groups in ly across the remaining le that these first two groups more likely to articulate, the predictable that this contributions than people company’s greater benefits. Howe1 group would be more verbal about perceptions, do not allow benefits to emerge. However, contrast to people's perceptions of what they got in return fo they gave. Benefits for the Person Participants’ reports of bounded benefits to themselves from their jobs fell into six categories. The most frequently mentioned benefits involved specific work satisfaction, such as finding challenge, interest performed. Next came mon ‘opportunity to make A third group of benefit enjoyment travel opportunities. A fourth making friends, and enjoying social and support in the work environm sense of freedom or choice in the w Participants’ from their jobs also fel by a large margin was including new ways of working or developing one’s talents. Second, enhanced personal networks, geting to know new people or to know people better, and gaining greater reputation. Third, selfassurance, ally came autonomy, or a performed, the boundaryless benefits to themselves ories. Most frequently mentioned t l i ' { ( 1 CAREER COMPETENCIES AND CAREER CAPITAL 183 ‘Table 72. Incidence of bounded and bound benefits, received by career actors from bafiis nee eee Number of mentions of benefit eee yess 8 Bounded benefits Speci work satisfactions such as a boost in self-confidence or a greater sense of control over ‘one’s destiny stemming from the job experience. Fourth, personal as meeting new developmental challenges or gaining iowledge. Fifth, a broadening of viewpoint, for example in a new of more professional perspective. Sixth, jon skills, both written and verbal varieties, including ted in answer to the ques ‘are summarized in Table 72. jons of traditional job satisfaction to the study of work. to observe that ps ‘pants reported giving ‘often as they reported giving boundaryless benefits. In contrast, they reported receiving‘angpadsoid © io 2q 01 20 ‘amnods & iim Sunedojar saya “Aquey ayepourwoose 0} suoTeAHiOUt paxfoaut saAout jo dnos8 JwnoUy ‘ue jo eyaq uo wey saypes ‘uoROA um ‘Arqensn uogeoojar pue janes ‘iaa0a10yy “paumyas ays 2u0 ein uy uoRtsod sorU9s w aye} 0} Jay pazedaid ssautsng uy NBUIBATOANT asoyM ‘aiESeW, sf ajdurexo soyoUy yssooons & 0} uo pat zeq © Sunn y8nonA sTIPAS afd (€ sideu>) snag ‘poumar oy uayin route ao ue Buwoog p aaide ‘ummoaq YpIYN saya 499Ue> BUUNPUD O} Pa] Yayo ,P'OM Dp 295, fexfoa8 aug “un Surpyos ‘sqo{ a8ueyp 0} suoseas jo zaquinu v ‘pa}ou “ony xp popiaoid (,so;uroea Aue pey Aauy 71 298 40 s80q at poite> |, 82) SuoHDaUUOD Woy BuLmoW pue ‘ABUEYP oF papiaosd (,aour £ue Apexpoine Jo puny EIA Y>EWOIS upinoo 1, 2) suoqeanour Aym-Buimowry ‘sm, “Panfoaut sean oy ‘pure pauzndo0 3 Ayn ynq pauinaoo aBuey> aun oy asn{ ou Buiqu>sop Aq ,cinoge awoo a8uey> re PIP MOH, uoHsENb ax paomsue Ajeordés Apmis mo ui suedisazed au “ aso Bu uy -Azejunjon ase 7 s33dey> Ut pamoys 2m 5 SUOBRABOW BYP J0 SOE coad samo] yn 8 ut pauonusut azam sapuajaduio> woyM-BUIMOLT, pur AymSuymouy, sgol sia wosy 308 Aap siyauog oxy inode pages Aan em ayy yBnonp sosuaidwos moy-Surmouy Jo yuaUr TJolanap sig poziseyduia ajdoad ‘aiduiexa anoqe ai i UNOUS SY Ay-Suymouy, wy sigeueg -moym-Bupmouy 10 Aym-Butmouny se passep> aq pio? yewp mayasaiuy ayn Jo aeys snip ye pauonuau sem aparT "moy-Burmoury SEL "TWANdV3 YSIUVD ANY SHIDNSLAAWOD UIST ‘spiom soyio ut ~ sq[rys Azostaradns pus teuosiadiony “ssouareme Ansnpuy ‘eSpamouy [e2quypai se yons sopuayeduio inoge Ajujeul SH) HeqIy ‘sePouajaduto> jo uoHE|UMIze UME spy SuIquOSaP UL saprosq ‘uroq stpmis Kut yim padiay un op wy aBpayaouy jeonapor soKt ‘uyia8 sem | suo1se2}UO>gns pue s10}ENUOD a ; aU TP 01 Moy pau 1/s8ung jo apys uonsnnsuos renyze aig 01 amsodxa septa e108 96 pay) Inq "yim Aes 03 payueM | wary a4 da papu a‘ wosy uonejsaes gol wep vem, wonsonb paiados an pasomsut 9a se eaues ® se soouayiadta Ayzeo sty ut (y saidey>) waqly Aq payensnq Aide sem Sujwses, Moy-Bumowy jo UORETMUMDD IRsUsIDeIeYD oyL, (woym-Burmowy) saiag siaipo mow 0) Buma8 20 “(Aya-Butmowny) yimor8 [euosiad 20 “mara Jo yypeasq ty saseau: lat 40 ee wypeaig Uy s9seaiout payiodas 40 “sauaq jauaq pepunog seazaym ‘sapouajadwos Jaa YJei900 aoueyus sqo! oyizads wosy syyouoq ssa[diepunog MoH-Suymouy, uy siystog “uonejnuinose A>uaqaduioo saare> Supueysiopun 0} v apraoud ‘gof at saavaj uosiad e saye paureiaz ‘yaUIq purrs 25041, “siyouq papunog uy ayo s10U sY>UDq sso{Krepunog SUaaUVD MIN aHL ret‘spouse (Chapter 5). Where spouses and lished, there were several situa (Chapter 6), Elsie (Chapter 5), would move on to a new job that was more convert provided better hours to accommodate a family. A third group of moves involved career Although we have noted that layof ‘were relatively rare, that does not me: tunchanged. In a number of cases, people reported adjusting their knowing-why motivations, and taking the initiative to change employ- ment arrangements to adapt to changing circumstances. For example, his transportation manager's position to (Chapter 6) giving up on a pros Partnership in the insurance business, and Annette (Cl Fesigning her teaching position because of excessive demands are all examples of this kind of career adaptation. (Chapter 6) and Norman (Chapter 6) resigning bilities taken away or denied to them represent ‘A fourth category of moves was made in di the circumstances of the job, and the behavior of one's colleagues, with a resultant desire to move into more femployment circumstances. Examples include care wor (Chapter 6) saying she moved on because her boss retailer Kirsty (Chapter 4) recounting that her father's “was being sly and trying to take our customers from behir ‘accountant Sam (Chapter 6) who “never g% company I worked for was very ethical,” (Chapter 3) quickly leaving a boss who “kn« thought he could use me.” However, by far the largest group were those who reflected on both sides of the employment change, on what had become wrong, with the previous job, and what seemed right about the next one. ‘There was a consistency between both the retrospective sensemaking that cont process. Catherine (Chapter 2) once more provides a useful example. She was highly aware of her knowing-why motivation to escape becoming an all-round marketing professional, deliberate accumulation of experiences that was both focused and ( ( ' t t i t CAREER COMPETENCIES AND CAREER CAPITAL 137 ‘Table 73. Mechanisms used to find new jobs with new employers ‘Type of mechanism No.of instances Formal 2 Personal networks 6 Combined formal and personal B Not ascertained | a1 Total 152 Benefits in Knowing-Whom ‘The power ig-whom as an apparatus to change employers is demonst some simple statistics from the 152 employer changes indi the research period (Table 7.3). Of the 121 moves where we were able to ascertain whether the new job had been obtained formally or through networks 66 (55%) had been mediated mainly by personal network mechanis her 13 1%) had involved personal networks together with formal mechan ‘These figures show the power of network contacts, spanning friends, social connections, and cumulative ties through work We were struck by these moves depended on chance encounters, often with contacts from some time back in the career actor's history. For example Ron, the cigarette salesman, had got his current job through a chance encount ‘man he had last seen when they had worked togeth However, mention of new careet contacts was onl reports of what people “got” from their jobs. For cu ‘mulation of “knowing-whom” contacts may be more ofa subconscious than a conscious career activity. Pechaps this reflects the era of the Industrial State in which we were led to believe that the corporation would provide, and that employment mobility and personal networks outside the corporation were unimportant. But most people relied on their personal networks, whether consciously developed or not, in finding new jobs. ‘Tying Career Competencies Together ‘A graphic example of knowing-whom competencies, and also of the close integration of the different career competencies, was Darren.eB OF sy Bux azour Apuarayn st ‘saxsMpUT ajoym y>eUD UeD vaueg amy siayi0m Areump20 “solaeysq 200309 soup Uy “EN UOROW ‘aL ‘Sunauasdanua Supunoy axem ADyy “ssoujsnq imu ¥ (F saideuD) WIA pure ‘Kuedwos Suopanais e (¢ saideyD) snp pur “Auedwod ‘azemyos © paypeua sey (1 iaideyD) sag Moy 295 0} Ase StH] ‘raipo petzdur pue uasieg fq supareo Jo yuaun>eua atp yo awio>}no waofa-In} ‘oaIsseu sy AneMpUt voneuodsuen ain vey s} sisapodky aanewinyje uy ‘sde8 yoyreu ny 01 Supjoos sxeBeuew Aq Surqeur-ARayens [euoyes Woy “dAdt[oq sn aney 1yBpux syoogixay quowroBeueur se “pantsap you st Ansnpul ‘ap jo wp8uans pur aoumsqns ap yep 9509 poo8 e ayeus Ue? 2uQ -Aasnpuy ajoym & 3nq Auedwoo v ysn{ ou Jo ‘siayo pure ‘uoLIeC Aq suBuNDeuD ap Jo ajdurexe tryzapuom v aun sures ax Te sy ALO}S ax “hooys soar $,xaizeq wy swraigoad enuaod axe aroWp #1 9A2MOH, “suaunsaaur ysefoad pur sseneo sty uy Ara xoy aayeei8 ayeanmno 0} spaau sdeyzed J20rt9 Jo uope|Mumooe PanuRUOS a ainsUD o} STEM ay ‘of aun sJo sersumadwoo 2oqpmy SupeTrumove aq Aru aie “seajoaU ZulALZp-yann sinoy Supiom jepos-pue pur Buo] ayy imoge pauz2u09 \oq aze yt sty ue apf “sumupjop ain wy aq eur soaxe9 sy “Buruseo} mou jo toedsa1 Uy “uopeBosse ot wos} apa pauses] sey ay ‘safojdwe yussard ‘sy jo Bunarea] ayn or pangrnuos sey ay ySnowpe “yew soparu09 PSU BEL W9areD ¢,ua.seg Wy BuoLm o8 yim tey sapIsuO> ar’ IUOD TeP0s pue ‘Anenpuy ‘Auedito> jo aBues api v aafoau yt aso\R 2 deur syomyou s303e0 aiqenyea s60u 9x9 394 “apt YoU Ing Su9N1s ar spomyou woym-Suymouy StH “paztTeDads ing ‘oatsuarxe mow Suymowy SH “Mote Inq ‘zeap> aze suoHeAnoU AYA. SH ‘Tenujod umo sty Sunepoidde pue sonn Supsos woyy uy pourensuos axey aur oures aun ve Ae Suidofanap v 20) aseq wy & papraoid sey punosy>eq 5 SIH ‘yaqseq au0 wy onus As9A paysonut are S889 sqpy “uonIsod s,uasze¢] 1 sessaUtEOM aYR Jo arEMe aq PMOYS 3M ‘OUIH aures a ay -sendse 34 ypryes 0} azmany MH 04 22019 anou oF Aiaqn S| ay “raareD sty WT OUI Sur4GIUN ese -Ansnpuy uopeyodsuen ap, o} ,Suialsp-yonsy, wosy samuajadwsos Sty spurdxe ay sy ‘sy Aqsnpur sty pue uoneindaz sty uo puadap Tm ssouBoud saozeo soupy sq “Soroumadwio> so9re edioutsd sty JO yuaursoropus perqnus pure Aeydionuy ap yBnonp ‘Teide> Joaze0 pling Pur ‘stare sty JO peany ayy jeuD ULD voUIEC “SPAS SunAUp-pn: noy Showy pue AmuEp! Aym-Buymowy sy s0io}uNIa pur ‘A,9s01> anromsany pue deuano.s0%gou ssay) “Ajeraval’ Ansmput a [Pur “opm TeDos sy 70} payiom sey ay yen Auedus0D yDea “Aue JoPMU PUE PApUaXE sty aAJOALT YPIYM ‘AYOMIDU WoYM-BuIeHOLN, sry Jo wiBuans amp 91 220109 s,uaszeg Jo ammyeas Bumadwoo ysour ay, EL AVVO WaRUVD NV SAIONALAEWOD WARIS Fy 84 01 Buryooy up 1 kot yin hoyd sv0,y8nop ‘huodwoo s9youn ys gol ejqouns © ot wy ps mquy Guava y es oragyy7 MON gH on40 ‘THE NEW CAREERS kkind of phenomenon, the collective fruits of individual career invest- ment, that we proceed in Chapter 8. Notes 1. Schein, EH. Career Dyna Needs, Reading, MA: Addison-Wesl 2, Hall, R The strategic Individual and Organizational ‘whom. “f DeFillippi, RJ. and Arthur, M.B. The bound competency-based perspective. Journal of Organiza 18 307-24. (Revised in MB. Arthur and DM. Rousseau Boundarylese Career: A New Employment Pri New Orgent New Yorke Oxford Uni Press, 1996. Career Theory, New York: Cambridge University Press, 1989. ing with Job Loss. New York: Lexington Books, 1992. ‘8 Marshall, J. Women Managers: Moving On. London: Routledge, 1995, 9, Handy, C. The Age of Unreason. Boston, MA: Harvard Business School 11, Jones, C. Careers in project networks: “Arthur and Rousteau, op. cit. (4), pp. 88-75; DeFilippi, RJ. and Arthur, MB. Paradox in project-based enterprise: the case of film-making, California ‘Management Review, 1998, 40 (2): 125-3. 12, Freeman, ER. and Gilbert, DR. Ethics. Englewood Clifs, NJ: Prentice-Hal 13, Peters, T. Liberation Management. ‘York: Knopf, 1992, p. 223. Band Sayderman, B.B. The Motivation to Work. New York: Wiley, 1959. 16, Inkson, K, Arthur, M.B, Pringle, JK. and Barry, S. Expatriate as fof human resour development. Journal of World Busi 17, Waterman, RH., Waterman, J | BLA, Toward a career t ( 1 t t t t CAREER COMPETENCIES AND CAREER CAPITAL 141 ss Review, 1994, 72 (): 87-95. We note that trated among the research participants idea. rie Your Parachute. Berkely, CA: Ten cts has a long history. The proportion change companies reported here is ter’s classic work on “weak ties.” Using personal ‘personal networks to