An integrative career self-management framework: The personal-brand ownership model.

This article looks at how the logic of big data analytics, which promotes an aura of unchallenged objectivity to the algorithmic analysis of quantitative data, preempts individuals’ ability to self-define and closes off any opportunity for those inferences to be challenged or resisted. We argue that the predominant privacy protection regimes based on the privacy self-management framework of “notice and choice” not only fail to protect individual privacy, but also underplay privacy as a collective good. To illustrate this claim, we discuss how two possible individual strategies—withdrawal from the market (avoidance) and complete reliance on market-provided privacy protections (assimilation)—may result in less privacy options available to the society at large. We conclude by discussing how acknowledging the collective dimension of privacy could provide more meaningful alternatives for privacy protection.

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INNOVATIVE FORMS OF SOCIAL AND CULTURAL ACTIVITY, WHICH CONTRIBUTE TO THE FORMATION OF CAREER STRATEGIES OF YOUTH

Tambov University Review Series Humanities ◽

10.20310/1810-0201-2018-23-176-82-88 ◽

2018 ◽

pp. 82-88

Author(s):

Viktoriya Konstantinovna BOTKOVA ◽

Elena Ivanovna GRIGORIEVA

Keyword(s):

Planning Process ◽

Educational Institution ◽

Social Activity ◽

Self Management ◽

Cultural Activity ◽

Personal Brand ◽

Life Issues ◽

Career Strategies ◽

The Individual ◽

Personal Career

We actualize the process of formation of career strategies for students in conditions of self-management. Student self-management is considered from the standpoint of social and cultural activity and is defined as a special form of initiative, independent, responsible public activity of students aimed at solving important life issues, developing their social activity, focused on interaction with the administration and public organizations in order to optimize the activities of the educational institution and improving the process of professionalization. Formation of career stra- tegies is the career path planning process, it includes assessment of the initial level of career readiness (career competence); designing an image of a future career (career goals) based on comparing the real career opportunities of students with the requirements of employers; as well as the construction of a personal brand and the construction of an algorithm to achieve the intended goals, taking into account the identified resources. Career strategies for young people can be described as promising career orientations, designed according to personal career potential, competence level, and taking into account the specifics of career realization in conditions of social uncertainty. We substantiate that social and cultural activities have a sufficient arsenal of technologies that allow to optimize this process, and social and cultural activity is considered as a branch of pedagogy, which is aimed at social and cultural integration of the individual.

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How Mercedes-Benz addresses digital transformation using Holacracy

Journal of Organizational Change Management ◽

10.1108/jocm-12-2020-0395 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Malte Ackermann ◽

Sabrina Schell ◽

Susanne Kopp

Keyword(s):

Career Paths ◽

Design Methodology ◽

Organizational Design ◽

Digital Transformation ◽

Self Management ◽

Design Decision ◽

Organizational Life ◽

Content Type ◽

Management Framework ◽

Strong Contrast

PurposeFirms are challenged by digital transformation, as their organizational design is not up to par. Mercedes-Benz.io, a 100% subsidiary of Mercedes-Benz AG Daimler group, employs Holacracy, a self-management framework that abolishes traditional hierarchies in order to be more responsive to changes. This paper aims to explore how Mercedes-Benz.io utilizes Holacracy in order to address the challenges posed by digital transformation.Design/methodology/approachUsing qualitative expert interviews, the authors show that organizational life becomes more meaningful but also more engaging and demanding. The authors highlight that agile principles can be embedded in the organizational structure, a strong contrast to conventional management design. Decision-making authority and accountability is decentralized toward employees who face operational realities. This fosters commitment but might prolong the decision process. Leadership seems to be fairly contextual, and career paths are fundamentally different; development avenues are rather functional.FindingsThe authors conclude that Holacracy seems suitable for industries where the need for adaptability outweighs the need for reliability. It leads to increased transparency and accountability but is not a ready-made solution and requires ample resources.Originality/valueThis study is one of the first that qualitatively assess the changes, implications and outcomes of organizations that employ Holacracy.

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