Managers do not have an obligation to support all of an employee's values and aspirations, the authors say, but they do need to at least respect them. After the objectives have been achieved, the improved employee can move up in the company or transition to a new one.Ī foundational tour of duty makes the employee a "steward of core values" for the company, and is like a marriage, where both parties anticipate that the relationship will be permanent and "assume a moral obligation to try hard to make it work before ending the relationship." The authors say that top executives of a company should ideally be on foundational tours. Goals are negotiated one-on-one, and the initial tour usually lasts two to five years. These kinds of tours can also be for programmatic positions, where the employer and employee understand the job won't lead to promotions.Ī transformational tour of duty promises the employee an opportunity to transform both his or her career and the company. It often indicates a user profile.Ī rotational tour of duty "isn't personalized to the employee and tends to be highly interchangeable." This "tour" can be an entry-level role meant to transition a recent graduate to work or a new employee to a company's culture, and this would last one to three years. Account icon An icon in the shape of a person's head and shoulders.
0 kommentar(er)
