Pushing the boundaries

Pushing the boundaries

Pushing the boundaries

Finance | 29 Jun 2008

Paul Bennett looks at negotiating the career deal. 

Wouldn’t it be great to wake up after the weekend and say “thank God it’s Monday”, which by implication would mean you have the dream job.

The new generation of worker in the knowledge age will, without doubt, shape and own their chosen career path. This is especially true for the generation of people born after 1980 (generation Y) as we are already seeing the first signs of movement away from a traditional career to that of a boundary-less career. They see work as a thing to do not a place to go. For them it is not a destination and 75 per cent of them would like a flexible working environment outside the traditional office regime for half of their working life.

A traditional career suggests job security for loyalty, one or two firms, specific skills, success in pay, promotion and status, formal training, the organisation responsible for career management and age related milestones. A boundary-less career means employability for performance and flexibility, multiple firms, transferable skills, success in meaningful work, on-the-job training, the individual responsible for career management and learning-related milestones.

In the not too distant future all generations will want to negotiate the job and career deal. In order to negotiate effectively, you will need a clear understanding of your worth and your individual value to an organisation, based on your unique skills, knowledge, experience and ability. In return you will expect appropriate rewards, conditions, training and personal development opportunities from those who choose to use your services.

In negotiating a career deal, you will want to ensure that the deal gives you what you want. Rate the following work values on the five point scale, according to their importance to you in your career. The work values you identify as very important will probably reflect one or two of the following list of career anchors identified by Schein. You need to identify your personal purpose and motivation, and whether it can be achieved through our current work role, or through another role in our lives.

Career anchors include technical-functional competence, managerial competence, autonomy/independence, security/stability, entrepreneurial creativity, service/dedication, pure challenge, and lifestyle. How far does your present job allow you to satisfy your most important values?

If your job does not satisfy your most important values it may be time to negotiate. You should take the boss out for a meal to have the discussion, maybe at a restaurant that truly reflects how you feel at work. Thank God it’s Friday.

Paul Bennett is client director at Henley Management College


[Cancel] | Reply to:

Close »

Community Standards

The community and comments board is intended as a platform for informed and civilised debate.

We hope to encourage a broad range of views, however, there are standards that we expect commentators to uphold. We reserve the right to delete or amend any comments that do not adhere to these standards.

We welcome:

  • Robust but respectful debate
  • Strongly held opinions
  • Intelligent relevant discussion
  • The sharing of relevant experiences
  • New participants

We will not publish:

  • Rude, threatening, offensive, obscene or abusive language, or links to such material
  • Links to commercial organisations or spam postings. The comments board is not an advertising platform
  • The posting of contact details for yourself or others
  • Comments intended for malicious purpose or mindless abuse
  • Comments purporting to be from another person or organisation under false pretences
  • Gratuitous criticism, commentary or self-promotion
  • Any material which breaches copyright or privacy laws, or could be considered libellous
  • The use of the comments board for the pursuit or extension of personal disputes

Be aware:

  • Views expressed on the comments board are left at users’ discretion and are in no way views held or supported by Civil Society Media
  • Comments left by others may not be accurate, do not rely on them as fact
  • You may be misunderstood - sarcasm and humour can easily be taken out of context, try to be clear


  • Enjoy the opportunity to express your opinion and respect the right of others to express theirs
  • Confine your remarks to issues rather than personalities

Together we can keep our community a polite, respectful and intelligent platform for discussion.

Political red faces and Comic Relief red noses

2 Apr 2015

Ian Allsop shames political red faces and embraces charitable red noses.

By not filing accounts earlier our largest charities miss an opportunity to connect with supporters

1 Apr 2015

Why do Britain's biggest charities wait until deadline to file accounts? Andrew Hind investigates.

Banking blog: 5 big fat myths about borrowing when you’re a charity

24 Mar 2015

Azlina Bulmer, programmes and development manager at our banking partner Charity Bank, debunks the falsehoods...

Six steps to successful charity partnerships

22 Apr 2015

This Responsible Business Week, Simon Phillips, director of fundraising at Macmillan Cancer Support, shares...

Is your charity website failing?

16 Apr 2015

Is your charity's website strategy failing? Louise Burgess suspects it probably is.

Social Charity Spy: Marie Curie supporting Sir Ranulph Fiennes at the Marathon de Sables

10 Apr 2015

This week we highlight how Marie Curie is using social media to keep supporters up to date with Sir Ranulph...

eNews sign-up