In collaboration with a group of international colleagues from the 5C collaborative (www.5c.careers), I have studied employability, defined as an individual’s perception of being able to find alternative jobs in the external labour market. I have investigated this topic with special attention to older workers, due to the fact that individuals are required to work longer in their life; and yet, paradoxically, when they grow older they face great discriminations when looking for employment or re-employment. We ran a survey in 30 countries and collected responses from over 9000 individuals employed in managerial or professional jobs. Analysing those data, we were able to show that older workers perceive a disadvantage in terms of external employability, but that having experienced developmental activities throughout their careers alleviates this situation.
04:17
When time is of the essence and teams face unexpected contextual changes, they must adapt quickly, sometimes even in real time, that is, they may have to improvise. This paper adopts an inductive approach to explore how teams decide to engage in improvised adaptation, and what happens during those processes for improvisation to be successful. The study analyzes improvisation from the perspective of paradox
theory and identifies six paradoxical tensions driven by these contexts: deployment, development, temporal, procedural, structural, and behavioral tensions. We propose a dynamic equilibrium model of team improvised adaptation that leads to team plasticity.
- Research
- Innovation Management