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84915207337
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Downward movement is most properly utilized in the context of the stated human resources policies of the organization. Such moves are much more easily and effectively managed if they are supported by a well-thought-out, integrated set of policies to guide the acquisition, utilization, and support of people. A discussion of policies for strategic human resources development can be found in Douglas T. Hall's “Human Resource Development and Organizational Effectiveness” (In Strategic Human Resource Management, edited by Charles Fombrun, Noel M. Tichy, and Mary Anne Devanna, John Wiley & Sons, 1984), and in Douglas T. Hall and James G. Goodale's Human Resource Management: Strategy, Design, and Implementation (Scott, Foresman, 1986). More information on the methods of downward movement and career planning appears in Up Is Not the Only Way, by Beverly Kaye (Prentice-Hall, 1982).
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2
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84915210052
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Douglas M. More's classic study, “Demotion” (in Social Problems, Winter 1962), reports that one-third of managers studied had experienced some form of demotion during their careers. Lotte Bailyn and John Lynch's “Engineering as a Lifelong Career: Its Meaning, Its Satisfactions, Its Difficulties” (Journal of Occupational Behavior, Fall 1983) is a report on a study of the careers of engineers—which often include downward or lateral moves.
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3
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84915150297
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The relationship between organizational business strategy and methods of managing plateaued employees is examined in “Business Strategy and the Management of Plateaued Employees,” by John W. Slocum, Jr., William L. Cron, Richard W. Hansen, and Sallie Rawlings (Academy of Management Journal, March 1985).
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4
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84915144328
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Attitudes toward downward movement have usually been studied in the context of generalized career attitudes. The concept of psychological success and identity change in midcareer is examined in “Career Plateauing and Subidentity Change in Midcareer,” by Douglas T. Hall (in Organizational Career Development, edited by D. T. Hall, Jossey Bass, 1986). A discussion of the priorities of the two-career couple may be found in The Two-Career Couple, by Francine S. Hall and Douglas T. Hall (Addison-Wesley, 1979).
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84915190766
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Laurids Hedaa and Pat Joynt's study of attitudes in Denmark about downward movement appears in “Managerial Obsolescence: The Forgot ten Human Resources Function” (Human Resources Planning, September 1981). Daniel Yankelovich's New Rules: Searching for Self-Fulfillment in a World Turned Upside Down (Random House, 1981) reports on changing work values in America; his findings are confirmed by Ann Howard and James A. Wilson's survey of midcareer managers at AT&T titled “Leadership in a Declining Work Ethic” (California Management Review, Summer 1982).
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6
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84915193738
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The emotional costs of upward mobility in relation to personal and family life are looked at in Fernando Bartolome and Paul A. L. Evan's Must Success Cost So Much? (Basic Books, 1980). A book that examines changing attitudes toward promotion is Career Success and Personal Failure, by Abraham K. Korman and Rhoda W. Korman (Prentice-Hall, 1980). Tradeoffs: Executive, Family, and Organizational Life, by Barrie E. Greiff and Preston K. Munter (New American Library, 1980) describes how experienced people are beginning to define success in broader terms.
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84915177789
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For a careful analysis of how the personal meaning of critical events (such as downward moves) are assessed by individuals in different career stages, see Lynn Isabellas Developing Individual and Organizational Meaning: The Effect of Age, Career Stage, Level, and Tenure (Unpublished dissertation, Boston University School of Management, 1984).
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8
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84915197815
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Finally, Herbert G. Heneman, Jr.,'s comments on downward movement appear in “As You Were Saying—Downward Management Development” (Personnel Journal, September 1971).
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