8 of 8 people found the following review helpful
Excellent Thought Provoking Book,
This review is from: Mass Career Customization: Aligning the Workplace With Today's Nontraditional Workforce (Hardcover)
I strongly recommend this timely and instructive book to all those involved in developing talent in professional service firms or any business seeking to hire, retain and prepare their younger employees for leadership. Although much of the book discusses methods for retaining and promoting women, who now make up half of the graduates of our finest universities and grad schools, it also has great applicability to Gen X and Y men, many of whom would prefer to have part-time schedules and are as likely as women to work some hours from home. In place of the more widely accepted, rigid up and down, "all or nothing" ladder, the authors advocate a more flexible, option-providing lattice as a model for the workplace. Berko and Weisberg convincingly show that the lattice, or MCC, much better accommodates what they call the "sine curve" of a modern career - the different periods where employees can dedicate varying amounts of time to advancing within their firms.
The authors demonstrate that flexible work arrangements, such as permitting young mothers to "ramp up" after a maternity leave, are an incomplete substitute for a more comprehensive process that meets the interests of employees to modify and adjust workloads, where that work is performed and the opportunity to customize their careers to closely match their long-term objectives. Only a career-long methodology will address the overriding interests of the organization to hire and keep their best talent while providing enough flexibility, not just in dealing with maternity leave, but over a several decade career path.
The book is particularly helpful because it provides the reader with a framework for implementing MCC and case studies showing how well-respected firms have successfully customized MCC to recruit and retain their highly regarded employees while broadening their leadership pool.
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