Search

The article focuses on the career progression of corporate executives, particularly those from marketing and other functional areas, and their chances of reaching top positions like CEO or board member. Topics include the impact of executives' employment history and characteristics on their career advancement; the significance of cross-functional and cross-industry experience; and the strategic importance of marketing expertise in executives' career paths.

Purpose: There has been progress in women’s equality, however, women still remain under-represented as both full professors and in leadership roles in academia (O’Connell and McKinnor, 2020; Winslow and Davis, 2016; Cardel et al., 2020). Our research seeks to explore how women in academia advance and sustain their careers. By sharing the lived experiences of women who are thriving in academia, the research aims to inspire and empower move women to challenge the status quo to foster their career acceleration. Methodology: Taking a phenomenology approach and using interviews with a group of 17 women, we delved into the experiences of women in academia as they navigate their career paths. Through reviewing firsthand accounts and perspectives from women at various stages of their academic careers, we explored their lived experiences as they advance and sustain careers. Results: The study identified building a support system; being aware of systemic barriers and challenging inequality; one’s attitude and building relevant skills set; and persistent stereotypes and gender roles as categories that can either support or stifle the career progression of women. By examining women’s lived experiences in academia, we provide a holistic approach that allows for a deeper understanding of the nuanced dynamics at play and advocate for more practical institutional policies that would promote gender equity and diversity in academic settings. Our research concludes that there is more awareness of the challenges faced by female academics. However, much more improvement is needed around gender equality to accelerate the career progression of women. Research limitations: Whilst this research benefitted from detailed account of personal experiences of its participant, it is limited by its mainly qualitative approach and does not allow us to shed light on any cause-and -effect relationships or test any hypothesis to enrich the understanding of participants. Originality: This paper, to the best of our knowledge, does not contain any previously published material and does not include any fabricated or falsified content. [ABSTRACT FROM AUTHOR]

In fact, the basic ethos of succession planning process in today's corporate world has become synonymous with the process of talent nurturing and consolidating the leadership dimension for its survival and growth of the respective companies based on the performance indicators & their vision statement of the company. The career succession planning hovers around the process of identifying the right talent and their consequential development in the desired perspectives of the organizational positions in the critical areas for the future needs in a seamless manner. With the growth and development of the organization in the current scenario, it has become absolutely essential to have distinct and well defined Career succession policy framework and it has to be implemented in the true spirit of the sense and purpose for which it has been created, so that the organization does not suffer from in competencies and leadership gaps, thereby jeopardizing the achievements of organizational goals and objectives in a subtle manner. The issues pertaining to the succession planning has already affected the major Corporate companies like Tata sons, Infosys, ITC, L& T and leading companies to mention have adversely their Corporate performances and brand image in the changing marketing dynamics and at many times the fate & existence of the stakeholders and shareholders at stake and also lead to huge financial losses and reputation due to the above factors under consideration. Learning's from the experiences of the leading Corporate Companies on account of Succession planning, the Axis Bank ltd, has already established a well defined corporate succession planning system in their board's operation and it has been aggressively followed by the chairperson. The Bank has been focusing on the development of the Market place and their capabilities across Corporate and Small & Medium Enterprises, Retail and Corporate solutions, so that the bank can improvise its capabilities in the relevant business domains with the right talent pool and in period of next 3-4 years, it can become the ‗' Most preferred bank" in the existing financial sector of economy. This would further, help to turnaround the bank's performance and would effective control on the volatility factors and also the credit cost expeditiously. In this context, the Axis Bank has already acquired ‗' freecharge" for 385 cr. from Snap deal for generating customer's base through the Payment Technology Solutions. Further to this, the projected Indian demography indicates that by 2050, the number of persons in the working population and of the senior citizens would be approximately 50:50, which suggests clearly the efficacy of Career Succession Planning for the Corporate, otherwise the leading positions within the company would remain vacant and create ‗'Organizational Vacuum ‗' in the subsequent years to come. [ABSTRACT FROM AUTHOR]

The article presents abstracts on organizational behavior topics which include the congruence effects of leaders' and followers' proactive personality on follower work outcomes, the stress-performance relationship within a combined stress-justice framework, and the influence of abusive supervision and organizational factors on organizational citizenship behaviors.

We study to what extent the ability to reach out to different communities is key for career progression in academia and the role that entrepreneurship has in this process. We focus on path- breaker scientists, looking for promotion in a different scientific field. We consider 21,596 scientists, employed by the 64 Italian STEM universities who applied for promotion through the national promotion system in 2012. We find entrepreneurship helps maximize the likelihood of being promoted in a different field. The impact of entrepreneurship is stronger for academics with greater publication breadth, whereas it has a substitution effect for those who commit to managerial-related service activities within academia. Implications for entrepreneurship and management research are discussed. [ABSTRACT FROM AUTHOR]

The protean career framework was used in the subject studies, to understand the effect of career progression on both career change and turnover. Two studies were conducted, the first being a correlational field study, and the second was an experimental inquiry. The studies showed evidence in support of a moderated effect, between work-to-life conflict and the decision to turnover and change careers. The studies were conducted in the context of the American hospitality industry, due to its unique career progression characteristics and high base rate of turnover. It is posited that career progression should be considered both by practitioners and scholars to better understand what drives people out of both organizations and industries. [ABSTRACT FROM AUTHOR]