The Effect of Institutional Affiliation and Career Patterns on (De)centralization Preferences in Advanced Multi-Level States: Parliamentarians’ Support for (De)Centralization in Belgium

The decentralization of political power towards subnational entities is one of the major contemporary processes of territorial transformation in European democracies. Traditionally, research has focused on arguments related to nationalism and identities. Later, the strategic agency of political parties has been integrated as they typically play a major role in negotiating constitutional reforms. We investigate two institutionalist factors to explain why political Parliamentarians (MPs) favour decentralization while others oppose it: their parliamentary institutional affiliation and their career pattern (as well as the interaction between both). The importance of these factors is studied based on a large-scale survey among Belgian MPs from all federal and regional parliaments. Our results indicate that MPs’ preferences for decentralization significantly differ depending on their institutional affiliation (regional MPs being more decentralist than national MPs). This difference is moderated by MPs’ career pattern, but only for national MPs (who are more decentralist when they have a regional career pattern).

Career Patterns and Developmental Tasks in Career Development

Each of the capabilities, connections, confidence, and cognition dimension is a career pattern which allows an individual to adapt to his/her changing work environment, work, and occupation. Career patterns are the tools enabling an individual to adapt to his/her environment during the career construction process. Career stages involving developmental tasks reveal how an individual construct his/her career based on his/her self-concept during a certain stage of the development. The goal of this chapter is to describe career patterns, such as capabilities, connections, confidence, and cognition, and influences of career patterns on each career stage. It is argued in this chapter that the career patterns can enhance entrepreneurship skills of employees and ensure the establishment of intra and inter-organizational connections and give rise to new business partnerships.

Generational Change, the Modern Workplace and Performance Appraisal: Why Changing Workplaces Need a Developmental Approach to Performance Appraisal

The issue of generations in the workplace has garnered much attention since the beginning of the 21st century, but what is often missing from this discussion is an examination of the generational, work and career pattern changes that have occurred in the postwar era. This paper presents a demographic analysis of cultural/generational changes in tandem with an analysis of shifts in business practices and career patterns as these relate to the practice of performance appraisal. It concludes that a performance management process that adopts a developmental approach to improve future employee performance makes more sense in today’s workplaces given cultural/generational and career pattern shifts.

Developing Opportunities of the Indonesian Navy Civil Servants through Career Pattern as a World Class Bureaucrat (Evaluation of Development Career Patterns Policy of the Indonesian Navy Civil Servants as a Respond to the Change of Human Resource Management)

In this paper, a review of five published scientific journals was conducted and an evaluation of the career policy of the Indonesian naval civil servants based on the study of the journal. To be able to create The Indonesian Navy Civil Servant (Navy Civilian) career development system, need to design a pattern of career employees in accordance with the organization's mission, culture and conditions of supporting device of employment system which is still valid to the organization, according with the mandate of law number 5 year of 2014 concerning to the state civil apparatus. Developing career of navy civilian system essentially a systemic effort, which includes the structuresand processes planned that produce to meet employee competencies and organizational needs. The implementation in the organization of the Indonesian Navy for career development of civil servants is not equivalence with the governmental organization in general, stalled at a certain limit, deadlocked and stagnates.The career pattern should be structured and measured to provide personnel devotion trip in reaching the retirement age, then there should be a review for navy civilian career pattern development to improve the management pattern of his career due to state civil apparatus as a profession, should give priority to the principles of professionalism, competence, qualifications, performance, transparency, objectivity based on management of human resources towards the realization of the government bureaucracy that is professional and able to compete.

Identity in crisis: The role of work in the formation and renegotiation of a musical identity

This study presents a qualitative investigation into the effects of enforced occupational change on a professional musical identity. Interpretative Phenomenological Analysis (IPA) is used to explore the meaning of redundancy for six professional opera choristers. The paper highlights aspects of career disruption that are unique to singers who make their living using a biologically embedded instrument. Findings show the ‘opera singer’ identity to be a professional identity which consists of several subjective sub-identities. Adaptation to change is dependent on the salience given to these subjective identities. It is suggested that if more attention is given to these subjective sub-identities during a professional career, musicians may be better prepared for unexpected disruption to an established career pattern.

Self-Entrepreneurial Careers

With the changes in the new economy, careers are said to be in flux. Although employees were for a long time at the mercy of organizations to make a career, this has supposedly changed in recent times as now careers are often said to be in the hands of individuals. This trend is called self-entrepreneurial careers. In this chapter, management practices of careers in information communication technology (ICT) work in Switzerland are analyzed and it is explored in how far ICT careers follow a self-entrepreneurial career pattern. It is shown that there are divergent career patterns in Swiss ICT work. The career patterns in two ICT companies are analyzed and it is highlighted that in one company the concept of increasing responsibility was predominant while in the other one network like careers were more common. It is argued that both companies reflect and support the idea of self-entrepreneurial careers.