> SYMBOLIC OF TECHNOLOGY'S IMPACT on career planning is this complex console — like the control panel of a spacecraft — for weighing TECHNOLOGICAL CHANGE “There are only six jobs higher than mine and the guys in those sobs are all my age. Besides, there are other equall, qualified people around, so If dont see anywhere to go Im effec tive now but whats going to keep me going?” By DIANA CAWOOD Statements hke these by managers and employees arcn't new What is new 1s that they are making them more frequently and more forcefully. Carcer issues are the coming crunch of the 1980s. Why? Some explanavon can be found in the following com bination of factors. *Technological change. Computerization will revolu tionize not only how work ts done but where work ts done for thousands of — ad ministrative and = clerical . Careers-ac The things they are saying “Bob's been with us since we Started this Company. But he's sul doing things the wa) he used to years ago and that's sust not good enough anymore " “They pick up and move on for ancther $100 That's pretty depressing after pou ve trained them employees in banks, in surance companics, rctail stores, etc. Por some there are oppor tunics associated with new status and increased skills—such as supervisors of the new word processing centres. Home computers have also freed many others, such as the Toronto freelancer who now operates a major hbrary cataloguing service out of her cottage. Por others there are costs The present generation of managers and professionals ts probably the first gencra tion to be threatened with Tne oa “She turned us dowf. But So have two others since. This is a top job, but people won't move around the country the way thef used to.” ‘I want to be my own boss obsolescence before they have had an opportunity to capitalize on their training. More than one professional association has made it man- datory recently for its Members to take annual upgrading courses. Others, such as the accounting pro- fession, may impose a similar requirement. *Population bulge. The baby boom is now cntcring the carly carcer stage. This is a time when it's crucial to have highly visible, risk taking. diversified cx- periences on the job to shape your fulure directhon incoming grain shipments at orth: Vance ' roe 5 Many ‘baby boomers’ are now young managers on their way to the top. Many others have just enjoyed 6-8 years establishing a feel for the market or gaining credibility in their field. Too many. Declining corporate growth (compared to the 1960s) and ane ever- increasing number of can- didates have heightened the competition for choice posi- tions. Bob's statement of “where do I go from here” reflects the concern felt by employces and the manage- ment of those employces who have been “plateaued” *Values dilemma. Grow- ing up in the ‘baby boom ycars’ also meant modclling your lifestyle cxpectations on parents who were cnjoy- ing the relatively affluent six- ties. Now harsher economic realitics arc forcing an unwelcome scale-down of high living hopes. Current values reinforce people’s demands for less reliance on traditional authority and more ‘mcan- ingfu! jobs. Yet fewer of these jobs are available in Page 1, Sept. 16, Ouver’s Saskatchewan Wheat Pool. It is shown here being operated by Gordon Ostby. OE 1981 - A supple (Jan Smith photo) times of slower growth and merging companies. Some resolve this dilemma by starting up their own shows—echoing the opening statement, “I want to be my own boss.” Others are trying to redefine ‘organiza- tional life’ with such innova- tions as corporate daycare, paternity leave and shared positions. One theme is emerging, though: traditional career ladders based on rewarding pure seniority are being questioncd. Changing roles. “1 want to balance my work, my family life and my personal life.” Many women newly ar- rived in the business world are struggling to find ways to make this version work. Lately, though, this ts a statement from men, too. Some, like the local media technictan who stepped down from a substantial pro motion, are reversing old career patterns which locked them into high stress and isolation CONTINUED ON PAGE 6 ¥ ment to the North Sho oe ‘The Movers PAGE 13 Landmark PAGE 15 News