The present research featured the career and professional development of the head of a modern organization. The status and career development of specialists and managers often come into dissonance. Managerialism, corruption, and other deformations create contradictions that require targeted and large-scale efforts, e.g. innovative career management technologies. The research objective was to analyze modern problems of managing the career and professional development of CEO personnel. The career and professional path of a CEO is a cultural phenomenon. They are closely related to one's development as a personality, a partner, and a specialist, which forms a system of competencies. These competencies also reflect and generate changes in the area of intrapersonal and interpersonal improvement. Personal development depends on the accumulation and processing of life and career experience. As a rule, this experience is neither purposeful nor reflexive. As a result, it gives little large-scale effect. The study and reflection should prevent and correct violations of professional-labor and social-career development, including careerograms, customized work trajectories, psychotechnologies of career management, etc. Performance of a manager is a multilevel system of interconnected individual components. Managerial performance can be improved as a systemic correlation of the existing and emerging qualities of a manager with the peculiarities of the organization, i.e. corporate culture, socio-psychological climate, internal education and mutual assistance, a system of selection and support, a system of professionally important qualities of an effective leader, ergo design of staff, psychophysiological harmony, etc.
The problem of CEO professionalism remains quite acute in the period of transition from postmodern to post-postmodern, from managerialism to direct democracy and intensive subjective management. Managerialists destroy many organizations, which need to be restored, harmonized, and optimized. Career status often clashes with professional development. This problem requires extensive theoretical and practical research aimed at testing the effects, possibilities, and limitations of career management technologies. Socio-psychological technologies are effective control tools for planning a managerial career. They harmonize the processes and results of one's professional labor activity and career path, as well as one's development as a personality, a business partner, and a professional as a multi-level and multidimensional correlation in a specific chronotope. Socio-psychological technologies find optimal, consensual, and synergistic solutions that develop the entire system and its individual components. Modern career management technologies are useless outside the new management model and can even turn destructive. The research objective was to apply analysis and synthesis to the problems of developing, testing, and applying new technology for managing CEO career and professional development. The research revealed that the success of CEO career support lies in the integrity of technologies and support programs.
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