In identifying the specific needs and specific target group, a measurement that use multiple method can been conducted such as questionnaire, one in one interview, group interview and also review in report performance appraisal. In identify the target group in this study case; it can be done through focus group interview. This is because to obtain data by question design to uncover issues and concerns of specific need of the group.
In this case study, there have two target groups that have been identified. A plateau has been defined as a point in one's career where the likelihood of additional hierarchical promotion is very low (Ference et al., 1977). In career plateau, there has two type of career plateau that are structural plateau and content plateau. In structural plateau, the individual becomes unable to rise further in the flattened organi¬zation’s pyramid structure and reaches a point where the likelihood of additional hierarchical promotion is very low. Structurally plateau employees who equate career success with hierarchical movement may become distressed upon acknowledging their plateaus with their current employers.
These employ¬ees may take action to remove them from the situation, withdraw from organizational involvement, and lower their productivity. All of these scenarios provide a rationale for explaining why career plateauing often has a negative connotation. Meanwhile in Jessica case, we identify her in structural plateau employee. The specific need that they should have is continue to be rewarding, contingent in no downturn in performance and explain all a career information system that they should know. A company that recognizes employee performance and rewards employees appropriately, either through increased pay, added benefits, promotions or paid time off, can motivate the workforce to try harder.
The human resource structure is the framework of functional human resource that be divided into a specific group with different task and job. The structure to ensure the whole of organization recognizes and clears about their duty. The system is to guild the whole organization in order to make sure the overall individual performance meet with expectation that have stated in company goals.
Based on the case study of Jessica Chang, the human resource structure that organizations have is compensation and benefit. Compensation and benefit is reward or remuneration that given to employees as returns to their performance. The compensation and benefit it not just a wages but also involve bonus, medical insurances, promotion, and pay leave. Then, compensation and benefit divide into four categories which are guaranteed pay, variable pay, benefit, and equity-based compensation.
Besides that, the compensation and benefit will give a negative impact in developing individual career if not correctly apply in the organization. Based on case study, in early years at Dynamo’s Jessica seem depress when she not even get a promotion after work five years for the company while other people that join the company when she did been promote to a managerial position. Her husband also receives a promotion as a head department in his company. But she believe that her give an excellent performance to the company.
In addition, compensation and benefit also can deliver a positive impact to employees especially in their satisfaction toward the job. Through Jessica case in maturity section, she have been promote to first line manager after seven years work with Dynamo’s and it make Jessica give a full effort to her career even her subordinate not give a fully respect to her. Thus, with a higher determination she won in capturing her subordinate by her brilliant skill. Then, in result of Jessica success developing her division in excellent manner.
In other hands, compensation and benefit is importance element in developing an individual career. This is to ensure their career progress will going smooth and be arranging correctly. According to (Maslow, 1954) hierarchy need theory in psychological need emphasize that compensation and benefit will determine individual motivation toward individual behavior. Hence, the company should provide retribution and award to employees that give a full contribution and in return both of company and employees will get a valuable benefit in term of career development, commitment, satisfaction, and performances.
Organizational Culture is characterized as the path in which individuals from an organization identify with one another, their work and the outside world in correlation to different organizations. Camevale and Stone (1995) propose that cultural values are shaped by one’s racial and ethnic background and identification with that culture, those cultural values influence an individual’s work style, perceptions and behaviors in the work setting. The dimensions are alignment to the organizational culture and strategy to avoid an unmistakable arrangement. It is used as a measurable in an organization.
There are four levels of organizational culture; artifacts; espoused values; actual values and basic underlying assumptions. Based on a case study Jessica Chang explores the culture-related issues of Asian Americans in the workplace. Focuses on a young, second-generation, Chinese-American woman, Jessica Chang and discusses her job strategies and some of the ethical dilemmas that she faced. This article conceptualizes the case of Jessica Chang from a cross-cultural perspective.
First of all, one of the dimensions of organizational cultures is organization’s relationship to its environment. Based on Jessica’s workplace, the organization unable to be dominant towards the environment where bias is were occurred and happened in her organization. Her supervisor more looked others work than she even though Jessica’s work more positive result. Regarding to her first supervisor, a seducer, make her performance and career affected. Instead, the nature of human activity means that a person or individuals do the common what people do and it most likely to be a passive work. It can look where Jessica pretending to be normal person evens her supervisor not equally than her peers. However, when she in first line manager, she encountered difficulties where her subordinates not supporting her but more to testing her, finally Jessica able to handle the situation.
The nature of reality and truth should implement in an organization to prevent from oppression in workplace. From Jessica’s case, the organization is not concerns about integrity among employees in order to be a best employees even a best company. If the company apply this concept, harmonizing will arising and organizations environment will in wisdom both in the physical and social world and Jessica’s workplace more to gain profit than integrity or truthfulness. However in concept of timing, these organizations are represent the career as basic orientation in terms of past, present and future. In Jessica’s career, she always put a target in order to achieve until its accomplished. For example, she always wants a promotion at work and very hardworking woman even though she does not have time with herself and her family.
The nature of human nature generally characterized as a behaviors of human. In organizational culture, it is define whether all the employees are good or evil that can be fixed otherwise it is just perfectible. In addition, the nature of human relationships is important in order to have a good working environment. Based on Jessica’s article, she succeeds to manage the culture of human relationship within her peers even though she had faced a few problems before and because of that, the idea that she used in her first assignment to reduce the cost of Dynamo’s have inspiring to reduce 20% and accepting by the management.
Last but not least, the homogeneity versus diversity is always happen in many organizations. There are certainly working in individual. The homogeneity is the quality of being similar or comparable in kind of nature. For example, Jessica’s assignments were always same like previously thus she able to conduct and manage the project successfully. Working in diversity culture is common in an organization which is in future ideas are generating differently perspectives. It can be seen where Jessica’s working in a small team and her team are give a good and best performance with each other’s and impressed her supervisor. Thus, it is be able to drawing strength from diversity.