Political Climate of the 1970s Paper - 1047 Words

The 1970s for the United States of America was a time of recession, war and a world famous government scandal. The war in Vietnam left the people of the nation in disarray and turmoil. The government took a great deal of abuse from the people with the decisions made during the Vietnam War. President Nixon attempted different strategies than used before to end the Vietnam War with little success. The public’s image of the government was distorted when the Watergate Scandal was made public and Richard Nixon was the first president to resign in U.S. history. The 1970s was a challenging time for the people of the nation and the faith the country had in the government diminished. By the end of the Vietnam War the social outcome of the nation†¦show more content†¦The people saw how dirty the politicians can be and lost a great deal of respect for the government. The Watergate Scandal displayed criminal acts which involved the President and high ranking officials. The after effects showed the balance shift from the Republican to the Democratic Party with the voters. Most of the voters were disgusted with Nixon’s actions and leaned to the Democratic Party for restructuring. The Watergate Scandal also led to the people blaming the government of other issues like inflation, recession and energy cost. â€Å"The story of Watergate is a complex and deep one full of intrigue and back room deals, public politics and personal motivations† (Evans, 2002). The people of the nation witnessed President Nixon abuse the power of presidency and his actions plague the political practices to this day. In conclusion, the 1970s were a time in history that will be remembered for many years to come. The Vietnam War was full of controversy and frustrated the American pride the country obtained after World War II. The colleges in the U.S. were a popular location for anti-war protestors and even resulted in the death of several students. The draft was in full effe ct and created â€Å"draft-dodgers† which mostly fled to Canada to escape the war. Many Americans felt our military should not have even been in Vietnam, but the government feared the communist dominoShow MoreRelatedHide The Decline The Other Deletion Analysis1135 Words   |  5 Pages Blog post: â€Å"Hide the Decline – the Other Deletion.† By Steve McIntyre. Climate Audit, March 21, 2011. As noted previously, Briffa data was deleted after 1960. (Smoothing was done after the deletion further accentuating the impact of the deletion of post-1960 data.) In addition, and this point has not been previously discussed, Briffa and Osborn did not show data prior to 1550 for the Briffa MXD reconstruction. I’d previously noticed that an archive for Jones et al 1998 (surprisingly) containedRead MoreThe Effects Of Climate Change On Human Activities1041 Words   |  5 PagesFraudulence of Climate Change Humans have been emitting increasingly large amounts of carbon dioxide into the atmosphere since the industrial revolution. A common misconception created by the Liberal Left is that this pollution is harmful to the atmosphere and is a direct cause of climate change. However many studies have disputed this claim, conversely concluding that pollution caused by human activities are not correlated to climate change in any way. In the theory of climate change, there isRead MoreEthical Perspectives On Social Responsibility1478 Words   |  6 Pagestoward the specific interests of the entities involved (Van Marrewijk, 2003). There has even been a quantitative study conducted on the many definitions of the term (Dahlsrud, 2006). 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Essay example603 Words   |  3 Pagespossibly political manipulation here. Global warming was extensively discussed in the early 1970s, with the debate that where or why is this warming occurring. Later on well-established professionals stated their findings on the importance of a CO2 gas relative to other greenhouse gases. Like every controversial topic, they will have their skeptics. A highly known green house skeptic, John Daly, made it his mission to find the flaws in the science of global warming. ‘Every paper publishedRead MoreForeign Direct Investment1674 Words   |  7 Pagessocio-economic, financial and the cultural factors which usually have positive and negative effect on the foreign direct investment. The risk is attached to the determinants of foreign direct investment. This paper examines the major determinants of foreign direct investment exchange rate, market size, political instability, infrastructure, openness to market and military rule. Data constraints in Pakistan some determinants consider to be the inefficient. Regardless many determinants like infrastructure haveRead MoreEconomic Significance Of Renewable Energy Policy1383 Words   |  6 Pagesin India is driven by both external factors, like energy prices, market developments, political culture and the emphasis on climate change, as well as by internal factors like the goal to achieve long term energy security and the need for enhancing access to energy. The early emphasis on renewable energy in India was primarily on the wake of energy security concerns mooted during the global oil crisis around 1970s. Commission of Additional Sources of Energy (CASE) in 1981 was set up by GovernmentRead MoreA comprehensive study on civil war: models and real cases1000 Words   |  4 Pagesto theorize a historical pattern of civil war. Two important models, one constructed by Paul Collier and Anke Hoeffler, and the other by James Fearon and David Laitin, provided hypothesis of the causes of civil war based on social, economic and political measurement s. However, as Horowitz states, â€Å"a bloody phenomenon cannot be explained by a bloodless theory†, civil conflict can never be concluded to a certain pattern; despite the general trend, chance events such as natural disasters and regionalRead MoreClimate Change And The Greenhouse Effect1606 Words   |  7 PagesInstead of Waiting for Climate Heroes, Let’s Look in the Mirror Despite mounting evidence and countless warnings, politicians around the world have still failed to address climate change. We need stronger climate leadership, to be sure, but instead of waiting for heroes to save us, maybe we can all help out and do some of the work ourselves? August 7, 2016 — It’s 2016, and we’ve known about climate change and the greenhouse effect for a very long time. And yet, despite decades of scientific researchRead MoreReview of The Great Global Warming Swindle1281 Words   |  6 Pages The Great Global Warming Swindle has been the most widely watched documentary critical of the scientific consensus that climate change is due to anthropogenic activities. Aired in 2007 in the United Kingdom, the documentary claimed to debunk the â€Å"myth† of manmade global climate change, exposing it as a vast conspiracy designed to gain funding for research and push an environmental agenda that is especially harmful to the developing world. Directed by British producer Martin Durkin, the documentary

African American Vernacular Traditions Integrated Into...

African American Vernacular Traditions: Integrated Into Modern Culture African American vernacular traditions have been around for many centuries and still cease to exist in their culture. The vernacular traditions of the African Americans started when slaves were existent in the eighteenth and nineteenth century. It is believed that the slaves spoke a mix of Creole and partial English, in which they had to create in order to communicate between them discreetly. The vernacular traditions originated from the way the slaves lived their lives and their creativity. The relationship between the slaves and their masters, were very weak because the master’s believed that the slaves were inferior to them. It is believed that African American†¦show more content†¦All these songs are to praise Jesus, the individual that is known to be the savior of the people. The early spirituals still are sung today and people still think of these songs, as hope to live the better lives. The early vernacular traditions didn’t only consist of religious, spiritual, and sacred practices, but there were secular forms of acts that existed in their lives. The early African Americans composed many superb narrative rhymes that really influenced the culture today. They could also be known as poets, and these writers created a foundation for the modern day artists. The different stories and tales that these passages were describing, had a strong impact on the blues, which is a part of the secular songs. Rap, a modern day form of rhyming music, has been influence greatly by the earlier secular songs and stories that the African Americans practiced. These songs started out as humor for the African Americans, and then sporadically evolved into sex, violence, and drugs over the past century. The children’s games song also has special meaning to them when they are used. The little messages that are implanted in these songs really try to impact a message to the listener. The different songs also portrayed the ongoing violence and abuse that is present in the American society. The hardworking slaves also had a series of songs that they sang, in order to express their hardships and perseverance in the workShow MoreRelatedThe Evolution And Impact Of Jazz Dance On The World864 Words   |  4 Pagesoriginated from the African American vernacular dance from the late 1800’s when slaves needed an emotional and physical outlet (Guarnino and Oliver). The slave trade had begun and the slaves were allowed dance on the boats, as it was to keep the slaves fit for their journey to North America. The slave owners took interest in this type of dance (Guarnino and Oliver). They then integrated their European jigs with the music and movement of the African culture (Guarnino and Oliver). Africans primarily focusedRead MoreEssay on Lindy Hop and World Dance Pg838 Words   |  4 Pagesrecognized as dance both by the performer and the observing members of a given group.† (pg 540-41) 5. Doolittle and Elton. â€Å"Medicine of the Brave: a Look at the Changing Role of Dance in Native Culture from the Buffalo Days to the Modern Powwow† Pg 114 -Know where dance comes from for the Native Americans and what its original primary use was (page st 114, 1 paragraph). ! Grass Dance -Pan-Indianism (what does this mean) -Switch from sacred to secular ! Sun Dance -Canadian Indian Act of 1885Read MoreThe Formation of Black English and Its Influences on American Culture4020 Words   |  17 Pages1. Introduction African American Vernacular English (AAVE) is one special dialect of American English, and it is different from Standard American English. African American Vernacular English can also be called as Black English, Black Vernacular English or African American Language (AAL).Black English had been discriminated for a long time in history. There was a saying that â€Å"Black English is not a language†. The saying is not correct. According to Montgomery, culture should not be biased, but shouldRead MoreHow Hip Hop Is The Rapid Development Of Its Lexicons Essay2002 Words   |  9 Pagesdevelopment of its lexicons. As society changes, so does its language. American dictionaries have been expanding vastly over the past thirty years, with words created for many different purposes. Words are created for many different reasons including scientific use, technological advances, and lastly, words that are created in contemporary culture. Expressions that have been created by the youth have become such a part of American culture, that they often times end up being added to the dictionary. A largeRead MoreInfluence of Immigration on the American Culture and Language14362 Words   |  58 PagesInfluence of Immigration on the American Culture and Language CONTENT Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. The Main Part †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Chapter I In Search of America †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1.1. America: Its Image and Reality†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1.2. The Reasons of Immigration to the USA†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3. . The Importance of Religious Beliefs: â€Å"One Nation under God † †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Chapter II The Nation of Immigrants†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2.1. American beliefs and values†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreEssay about Summary of History of Graphic Design by Meggs14945 Words   |  60 PagesChapter 1: The Invention of Writing - From the early Paleolithic to the Neolithic period (35,000 BC to 4,000 BC), early Africans and Europeans left paintings in caves, including the Lascaux caves in Southern France. - Early pictures were made for survival and for utilitarian and ritualistic purposes. - Petroglyphs are carved or scratched signs on rock. - These images became symbols for what would be the first spokenlanguage. - Cuneiform – Wedged shaped writing, created in 3000BC. StartedRead MoreMarketing Management130471 Words   |  522 Pages– an introduction Marketing environment Marketing with other functional areas of management Market segmentation Market targeting and positioning Product management Brand management Pricing Channel design and management Retailing and Wholesaling Integrated Marketing Communication Advertising management Sales promotion Personal selling Public relations Understanding individual consumer behaviour Understanding industrial consumer behaviour Customer satisfaction Customer relationship management MarketingRead MoreProject Mgmt296381 Words   |  1186 PagesCross Reference of Project Management Body of Knowledge (PMBOK) Concepts to Text Topics Chapter 1 Modern Project Management Chapter 8 Scheduling resources and cost 1.2 Project defined 1.3 Project management defined 1.4 Projects and programs (.2) 2.1 The project life cycle (.2.3) App. G.1 The project manager App. G.7 Political and social environments F.1 Integration of project management processes [3.1] 6.5.2 Setting a schedule baseline [8.1.4] 6.5.3.1 Setting a resource schedule 6.5.2.4 ResourceRead MoreLogical Reasoning189930 Words   |  760 Pagespoint of disagreement that inspires someone to present an argument. The argument’s conclusion favors one side of the issue over the other. topic The general area of the issue. If the issue is whether Americans prefer southern European food to northern European food, then the topic might be American taste preferences. weigh the pros and cons In deciding on taking an action, you weigh the pros and cons by looking at alternative actions that can be taken, then considering the probable good consequences

Effects of Repeated Experiences with Organizational Change free essay sample

Organizations plan this intervention within their companies to look into the organization’s work flow using either an internal or external change agent. They determine the problems faced and come up with a solution to better develop the potential of individual organisational members to ensure a healthy organisation. Organizations engage either internal agents or external agents to help with the process of implementing the organizational change. An internal agent is a consultant that is a member of the organization and typically located in the human resources department. These internal agents may just perform one duty only or may do so with other tasks. External agents are not members of the organization, but they work for consulting firms, a university or themselves. Organizations hire external agents not because there is no one else in their organization to advice the organization but because an outsider will be able to see the problems objectively and advice accordingly. We will write a custom essay sample on Effects of Repeated Experiences with Organizational Change or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page (Waddell, Cummings and Worley 2007) An organizational change is needed because companies do not grow if they remain in one place forever. Take in the case of Apple Inc which used to be known as Apple Computer Inc. If Apple had not changed their company name, they will only be giving consumers the impression their company only sells computers and nothing else. But Apple has since moved on to sell music players, phones and also tablets. Imagine if Apple did not want to make this organizational change in their company. It would mean that today we might still be listening to our music with our walkmans or discmans, using a phone with a number keypad and have to use our computer on buses. Not saying that another company would not have developed the technology that Apple did, but if Apple did not decide to make that organizational change, they will not be earning half as much as they do now. However, we must bear in mind that sometimes not even consumers take to change easily. So while the company may have done an organizational change to their products and services, consumers might not be open to their change and may question â€Å"if it is not broke, why fix it? There are some people till today who would rather read a physical book and use a number keypad phone. These are the few consumers that might prompt a company to not go through an organizational change. But because majority of the world is not satisfied with only one thing and are constantly changing, there is also another reason why companies go through an organizational change. Before we discuss the effects of repeated experiences with organizational change, let us look at the positive and negative effects of organizational change.

The Evolution of the Boundaryless Career Concept Examining Physical and Psychological Mobility free essay sample

Abstract Although there has been increased interest in the boundaryless career since the publication of Arthur and Rousseau’s book (1996), there is still some misunderstanding about what the concept means. This article examines the boundaryless career and presents a model that attempts to visually capture Arthur and Rousseau’s suggestion that the concept involves six underlying meanings. Rather than considering whether or not an individual has a boundaryless career, the model focuses on the degree of mobility reXected in a career along two continua: one psychological, one physical. Based on the model, we suggest Wve propositions and a series of directions for future research.  © 2005 Elsevier Inc. All rights reserved. Keywords: Career; Boundaryless; Protean; Women; Transitions; Mobility; Gender 1. Introduction There have been calls for greater clarity of terms and further conceptualization of the boundaryless career (e. g. , Inkson, 2002; Pringle Mallon, 2003; Sullivan, 1999) and its distinction from the concept of the protean career (Briscoe, Hall, DeMuth, 2006; Hall, 1996; Hall, Briscoe, Kram, 1997). We will write a custom essay sample on The Evolution of the Boundaryless Career Concept: Examining Physical and Psychological Mobility or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Some authors have considered the boundaryless career Thanks to Jon Briscoe, Madeline Crocitto, Tim Hall, Kerr Inkson, Sally Power, and two anonymous reviewers for their insightful comments on earlier drafts of the manuscript. * Corresponding author. Fax: +1 419 372 6057. E-mail addresses: [emailprotected] bgsu. edu (S. E. Sullivan), [emailprotected] edu (M. B. Arthur). 1 Fax: +1 617 994 4260. 0001-8791/$ see front matter  © 2005 Elsevier Inc. All rights reserved. doi:10. 1016/j. jvb. 2005. 09. 001 20 S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 s involving only physical changes in work arrangements. In contrast, other authors have considered the protean career concept as involving only psychological changes. However, this separation between physical (or objective) career changes and psychological (or subjective) career changes neglects the interdependence between the physical and psychological career worlds. The result is a body of work that lacks applicability for the individual, who needs to take both physical and psychological issues into account. Similarly, it lacks applicability for the practicing manager or career counselor who seeks to support the individual. While recent research has begun to recognize the links between physical and psychological career changes (e. g. , Marler, Barringer, Milkovich, 2002; Peiperl, Arthur, GoVee, Morris, 2000; Valcour Tolbert, 2003), there still remain rich opportunities for further research. In this article, we seek to stimulate new research by focusing on two questions. First, how can we further clarify and elaborate on the meaning of the boundaryless career? Second, how can we better explore the possible interaction of mobility across (a) physical and (b) psychological boundaries? We begin by examining Arthur and Rousseau’s (1996) deWnition of the boundaryless career as well as its subsequent interpretation and application. Next, we present a model to better illustrate the physical and psychological aspects of boundaryless careers. Using this model as a basis, we explore how career competencies, gender, culture, and individual diVerences inXuence individuals’ opportunities for physical and psychological mobility. Finally, we discuss the implications of these ideas for both practice and future research. 2. Mobility across physical and psychological boundaries Arthur and Rousseau’s 1996 book, The Boundaryless Career, encouraged researchers to rethink their ideas of what a career entails, and raised a number of new questions and lines of inquiry. In the book they detailed six diVerent meanings of boundaryless careers, involving careers: (1) like the stereotypical Silicon Valley career, that move across the boundaries of separate employers; (2) like those of academics or carpenters, that draw validation—and marketability— from outside the present employer; (3) like those of eal-estate agents, that are sustained by external networks or information; (4) that break traditional organizational assumptions about hierarchy and career advancement; (5) that involve an individual rejecting existing career opportunities for personal or family reasons; and (6) that are based on the interpretation of the career actor, who may perceive a boundaryless future regardless of structural constraints. Arthur and Rousseau (1996, p. 6) also stated that a common factor in all these deWnitions was â€Å"? ne of independence from, rather than dependence on, traditional organizational career arrangements. † However, it has subsequently been noted that there can be mobility across other kinds of boundaries—for example, occupational or cultural boundaries—which may also contribute to what we interpret to be boundaryless careers (Gunz, Evans, Jalland, 2000; Inkson, this issue; Sullivan Mainiero, 2000). S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 21 Since the publication of Arthur and Rousseau’s book, a number of researchers have focused on physical mobility across boundaries invoked by meanings 1 and 4. However, relatively few researchers have examined mobility across, or changes to, psychological boundaries described in meanings 2, 3, 5, and 6. For example, Sullivan’s (1999) review of the empirical careers literature found that sixteen studies examined the crossing of physical boundaries (e. g. , between occupations, Wrms, levels) whereas only three studies focused relationships across those boundaries. More recently, Arthur, Khapova, and Wilderom (2005) 11-year review of career success research reported that few of the 80 articles examined, conceptualized or operationalized success in ways that could add to our understanding of boundaryless careers. Only one-third of the articles recognized any two-way interdependence between objective and subjective career success, while a much lower fraction acknowledged the inXuence of either inter-organizational mobility or extra-organizational support on career success. Thus, scholars have emphasized physical mobility across boundaries at the cost of neglecting psychological mobility and its relationship to physical mobility. The possible reasons for this emphasis on physical mobility may be twofold. First, although there are two types of mobility—the physical, which is the transition across boundaries and the psychological, which is the perception of the capacity to make transitions—researchers appear to have viewed boundaryless careers as the Wrst type. They have focused on physical mobility between jobs, employers or industries. Researchers have been less interested in the second type of mobility, and in particular the perceived capacity for change that underlies Arthur and Rousseau’s (1996, p. 6) meaning 6, â€Å"? the interpretation of the career actor, who may perceive a boundaryless future regardless of structural constraints. † Second, researchers may Wnd it easier to measure physical mobility (e. g. , counting the number of times someone changed jobs, employers or occupations) than to measure perceptions about psychological mobility. It is perhaps not surprising that most studies have operationalized boundaryless careers in terms of physical mobility. Because of the emphasis on physical mobility, the versatility of the boundaryless career concept is not always acknowledged. Recognizing this versatility suggests that future conceptual and empirical research needs to question the potential diVerence between boundaryless careers characterized primarily by physical mobility (that is, actual movement between jobs, Wrms, occupations, and countries) versus boundaryless careers characterized primarily by psychological mobility (that is, the capacity to move as seen through the mind of the career actor). Moreover, as previously noted, it is relatively easy to measure physical mobility, but it is more diYcult to measure psychological mobility (see Briscoe et al. , 2006). For example, how could the complexities of the psychological mobility in the following situations be measured? John2 once saw himself as a manager seeking advancement within his present company (a traditional organizational career). Now at midlife, he has refused further promotions to spend more time with his children (Arthur and Rousseau’s meaning 5), accepting instead lateral transfers that permit reXective, on-the-job learning (Arthur and Rousseau’s meaning 4). Each of the examples given is based upon an individual the authors have encountered through other research or consulting projects. All names have been disguised. 2 22 S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 Suzanne is a middle manager seen by others as plateaued in her present organization. However, she anticipates a boundaryless future because she sees her skills as marketable (Arthur and Rousseau’s meaning 6). She has not yet crossed physical boundaries between organizations or occupations, but intends to do so. In addition to measuring complex physical and psychological mobility, how can career changes that represent varying combinations of physical and psychological mobility, and the interdependency between them be measured? Consider the following example: Cindy happily viewed herself as company accountant until she grew bored with her job. She turned to her professional association for validation of her abilities (Arthur and Rousseau’s meaning 2). This led to new opportunities to provide accounting services that she is now pursuing through a small home-based business. Freed from the constraints her employer once placed on her, she now has a substantial support system outside that employer (Arthur and Rousseau’s meaning 3). 3. A model of boundaryless careers The growing complexity of the contemporary career landscape, as well as the many inter-connected factors that can inXuence career decisions, make it increasingly challenging for researchers to capture diVerent types of boundaryless career mobility. To respond to this challenge, we suggest a deWnition of a boundaryless career as one that involves physical and/or psychological career mobility. Such a career can be then viewed as characterized by varying levels of physical and psychological mobility. Thus, boundaryless careers can be represented by the model depicted in Fig. 1, with physical High Quadrant 3 Quadrant 4 Psychological Mobility Quadrant 1 Quadrant 2 Low Low High Physical Mobility Fig. 1. Two dimensions of boundaryless careers. S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 23 mobility along the horizontal continuum and psychological mobility along the vertical continuum. According to the model, having a boundaryless career is not an â€Å"either or† proposition as suggested by some studies. Rather, a boundaryless career can be viewed and operationalized by the degree of mobility exhibited by the career actor along both the physical and psychological continua. Both physical and psychological mobility—and the interdependence between them—can thereby be recognized and subsequently measured. To facilitate discussion of the model, we focus on four â€Å"pure types† of careers, with these four types reXecting the four diVerent quadrants, as follows. 3. 1. Quadrant 1 Careers in this quadrant exhibit low levels of both physical and psychological mobility. In some circumstances this kind of career can appeal to both parties to an employment contract. Consider Alex, a long-tenured NASA engineer. Despite having an advanced education, his highly specialized knowledge may have low transferability because NASA is the only employer requiring this knowledge. Moreover, enjoying the job security and unique challenges of the job, he may have little desire to change employers. Both physical and psychological boundaries are likely to remain. However, unlike the career of the NASA engineer, other careers in this quadrant may not be so enduring. Consider Vicki who works in a bank and has a social life that relies heavily on her fellow workers. Mergers and acquisitions in the industry may not only threaten the stability of her social life, but also the opportunities for her Wnding similar employment elsewhere. Likewise, those lacking basic skills and training, as well as the chronically unemployed, may also have careers in this quadrant. 3. 2. Quadrant 2 Careers in this quadrant have high evels of physical mobility but low levels of psychological mobility. For instance, Colin, a young person bent on seeing the world, may oVer his skills as a waiter or bartender in a series of temporary jobs that provide the opportunity to travel. Helen, a schoolteacher, may change jobs at short notice to follow the geographically mobile career of her partner, but may not seek any psychological beneWt from such a job change. The common facto r in such careers is that they cross physical boundaries but psychological boundaries remain as they were. Some careers in this quadrant may become dysfunctional as they unfold. Consider Peter, a computer programmer seeking to maximize income by applying his existing programming skills. Those skills may remain in demand for some time, but only because programmers willing to work on older systems are in limited supply. As the number of these systems dwindles, Peter may Wnd fewer and fewer opportunities for further employment. 3. 3. Quadrant 3 Careers in this quadrant have low levels of physical mobility but high levels of psychological mobility. Individuals with these types of careers recognize and act on the potential for psychological career mobility. They sustain high expectations of their own employability—for example, as respected academics, experienced management consultants 24 S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 or skilled nurses—without changing employers. Other kinds of psychological mobility can occur when individuals seek personal growth outside the workplace (e. g. , by taking adult education classes or doing volunteer work), or by introducing new ideas into the workplace. However, psychological mobility can also cause problems. Sarah, a research chemist, felt psychologically boundaryless because of her conWdence in her own ability. Then Sarah’s employer assigned her work unrelated to her research specialization, making her unattractive to potential employers. Sarah’s extreme conWdence in her own abilities caused her to lose touch with developments in her Weld, making it diYcult for her to Wnd a more psychologically meaningful work situation. Similarly, Bob has advanced occupational skills but low emotional intelligence. Although he sustains a sense of psychological mobility, he fails to act on feedback to improve his interpersonal skills, and is unable to earn promotions or gain employment with other organizations. . 4. Quadrant 4 Careers in this quadrant exhibit both psychological and physical mobility. In these careers, individuals may make many physical changes (e. g. , changing jobs often), while also changing their psychological career orientation on a regular basis. One example might be Karl, a chef, who works for several diVerent restaurants. Each new job contributes to a larger body of exp ertise and self-conWdence, inside and outside the kitchen, that leads to the opening of his own restaurant. Another example might be Eileen, a self-employed management consultant, who seeks a variety of industry experiences before building the selfassurance to go into line management. Other careers in this quadrant may make sense only to the person. That is, the person’s subjective sense of career success may diVer from the expectations of employers, family, and friends, or society at large. Individuals may â€Å"get oV the fast track† to pursue less demanding work schedules that permit self-reXection and renewal. Spouses may work unattractive hours or accept lower paying positions if these complement their partners’ hours (e. g. one works days, the other nights, so that one of them is always home with preschool children or elderly dependents). Compulsive learners may make a series of lateral moves to experience diVerent roles through the world of work. In sum, the model depicted in Fig. 1 illustrates a range of combinations of psychological and physical mobility that can occur during the course of a career. Why, though, do some careers exhibit greater levels of physical and psychological mobility than others? 4. Some research propositions In this section, we suggest a number of research propositions based on the model previously described. These propositions cover diVerences in individuals’ career competencies, gender, culture, and individual characteristics. They are oVered as illustrative of a much larger body of research topics that might be pursued. 4. 1. Boundaryless careers and career competencies Two individuals may be in the same line of work, the same organization and the same industry but have very diVerent levels of physical and psychological mobility because of S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 25 their diVerent career competencies. Career competencies have been described to reXect three diVerent â€Å"ways of knowing† that can be applied and adapted to shifting career opportunities (DeFillippi Arthur, 1996). The three ways of knowing involve an individual’s motivation and identity (knowing-why), skills and expertise (knowing-how) and relationships and reputation (knowing-whom). Knowing-why competencies underlie the overall energy and identiWcation a person may bring to the tasks, projects, and employment cultures that he/she faces. Knowing-how competencies relate to the skills and knowledge, including tacit knowledge, needed for task or job performance. Knowing-whom competencies refer to relationships with colleagues, professional associations, and friends that provide needed visibility, access to new opportunity, and sources of information. The three ways of knowing are also interdependent. For example, when knowing-why motivation to gain fresh experience stimulates a search for new knowing-how job challenges that in turn bring about new knowing-whom connections. In this way, the accumulation of new career competencies in any of the three ways of knowing can trigger the pursuit of further competencies in the other two. The eVect of the accumulation of career competencies upon the boundaryless career has recently been examined by Eby, Butts, and Lockwood (2003). They found that those with greater levels of knowing-why competencies (proactive personality, openness to experience, and career insight), knowing-how competencies (career/job-related skills, career identity), and knowing-whom competencies (mentor, internal networks, and external networks) reported greater levels of perceived career success and internal and external marketability. Career theory and evidence therefore suggests: Proposition 1. Those with greater career competencies are more likely to have experienced more, and have more opportunities for, psychological and physical mobility than those with lower career competencies. Previous research (e. g. , Schein, 1978; Sullivan, Martin, Carden, Mainiero, 2004) suggests that as individuals gain experience and maturity, unless they are faced with a crisis, they make incremental career changes. In the circumstances of a job loss, a person may be obliged o take on both physical and psychological mobility at the same time. However, in other circumstances, the unfolding of physical and psychological mobility may be sequential rather than simultaneous. Someone in Quadrant 1 would be more likely to switch to psychological mobility (Quadrant 3) if Wrst persuaded, perhaps through career coaching sessions, that his/her skills were transferable. Once established in Quadrant 3, the person may subsequently seek and Wnd a new employer that takes better advantage of those skills. Proposition 2. Individuals, through enhancing career competencies, are more likely to increase their opportunities for either psychological or physical mobility than to increase both simultaneously. 4. 2. Gender Research indicates that men and women are likely to enact their careers diVerently because of social and psychological gender diVerences (Mainiero, 1994a, 1994b; Mainiero Sullivan, 2006; Powell Mainiero, 1992). Societal norms and expectations have often restricted women’s educational, occupational, and job choices (Powell, 1993, 1999). Research 26 S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 has found gender diVerences in relation to work/nonwork balance, mentoring, work outcomes (such as promotions, stress, and career satisfaction), work policies, and sexual harassment and discrimination (Eby, Casper, Lockwood, Bordeaux, Brinley, 2005; Konrad, Ritchie, Lieb, Corrigall, 2000; Nelson, 2000; Parasuraman Greenhaus, 1997). Women, in general, may have less freedom than men to engage in physical mobility. For instance, a woman may reject an opportunity than requires relocation or increased travel because her husband may be unable or unwilling to move, she is caring for an ill dependant, or there is a lack of quality childcare in the new locale. Similarly, men in general may have less freedom than women to engage in psychological mobility because social expectations may oblige them to conform to traditional work roles or to provide for their families (Mainiero Sullivan, 2005). Proposition 3. Men are more likely to have greater opportunities for physical mobility whereas women are more likely to have reater opportunities for psychological mobility. 4. 3. Cultural diVerences Cultural diVerences may also inXuence psychological and physical mobility. Hofstede (1980, 1984) has suggested that individualism-collectivism is a bipolar variable that diVerentiates cultures. Individualist cultures emphasize personal goals and equity-based rewards, social networking, and promotions. Collectivist c ultures emphasize group goals and rewards as well as job security. In collectivist cultures the individual is more likely to look to the existing group or organization for evidence of career success. Proposition 4. People in individualistic cultures are more likely to change work groups or organizations, and to exhibit physical mobility; in contrast, people in collectivist cultures are more likely to stay in their work groups or organizations, and to exhibit psychological mobility. 4. 4. Individual diVerences Ramamoorthy and Carroll (1998) have argued that the individualism-collectivism construct may also distinguish individual orientations. Thus, individuals with an individualistic orientation will prefer individually based human resource management systems (e. . , individual incentive schemes, merit-based hiring, and promotion) whereas individuals with collectivist orientations will prefer group-based human resource management systems (e. g. , jobs designed around group functions, group incentives). Proposition 5. People with individual orientations are more likely to recognize opportunities for and exhibit physical mobility; in contrast, people with collectivist orientations a re more likely to recognize opportunities for and exhibit psychological mobility 5. A future research agenda The Wve propositions we have presented illustrate some possible avenues for future research and may be extended to include other variables. In this section, we suggest that the boundaryless career concept can encourage an even larger research program, and detail three aspects of this agenda. S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 27 5. 1. Building upon the Wve propositions Propositions 1–5 may be extended to include propositions involving other independent variables, or other ombinations of variables, that space preclude us from discussing here. For example, beyond the extent of a person’s overall career competencies (Propositions 1 and 2) lay a number of questions about particular combinations of those competencies. A person with a high (knowing-why) need for security and a weak (knowing-whom) occupational network may be expected to be low on psychological mobility even if that person has strong and highly transferable (knowing-how) occupational skills. Further demographic variables, such as race, age, and socio-economic status may be anticipated to interact with gender (Proposition 3). Hypotheses about diVerences between national cultures (Proposition 4) may be reWned to also cover the organizational and/or occupational cultures in which a career is situated. Further demographic factors, such as race, age, and diVerences between generations (Proposition 3), and personality variables, such as the â€Å"big Wve† personality dimensions (Proposition 5), could also be examined. . 2. Going beyond organizational career samples Much previous research, especially concerning managerial careers, has been limited to a single organizational setting, thereby preventing the examination of boundaryless career phenomena (Arthur, Khapova, Wilderom, 2005; Sullivan, 1999). An instructive example based on an alternative sampling strategy is that of Eby and associates (2003). They studied 458 university alumni representing a range of diVerent or ganizations, occupations, industries, and employment situations. Similar to Eby and associates, Mainiero and Sullivan (2005) captured a variety of diVerent employment experiences, industries, and occupations. They used a multi-source approach, including the collection of data via: (a) an email survey of over 100 high achieving women belonging to a national association of female professionals; (b) an on-line survey of over 1000 men and women; and (c) a series of indepth online â€Å"conversations† with 27 men and women about their careers. By using both quantitative and qualitative methods, Mainiero and Sullivan’s study illustrates a strategy for obtaining richer information about individuals’ physical and psychological mobility. 5. 3. Using action research The boundaryless career model suggested by this article could be used as the foundation for action research. Initial diagnostic work could determine which area of the model best reXects a person’s career situation. Next, a series of interventions could be designed to assist each person’s transition between adjacent quadrants. Such passages could help individuals experiment with greater degrees of physical and psychological mobility—thereby potentially increasing the number of options in each individual’s future career. A series of research measures could be applied during the process to test the utility of the interventions used. This kind of action research design may help both individuals and their present employers to adapt existing employment arrangements to the uncertainties of the contemporary knowledge-driven economy. Similarly, such action research models may help scholars develop much needed measures of psychological mobility. The use of action research could be combined with eVorts to increase managerial eVectiveness. For instance, in the contemporary career world it is considered important for 28 S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 managers to hold â€Å"eVective career discussions† with their employees (Kidd, Hirsh, Jackson, 2004). These discussions are considered to help individuals to develop more accurate and more nuanced pictures of their career situations, including the situation inside the current organization. In less routine situations, such as downsizing or moving jobs oVshore, there is a greater sense of urgency in such exchanges. Although all employees will be aVected by such changes, individual reactions to the prospect of either physical and/or psychological mobility will vary. By using the model detailed in this article to anticipate and respond to these diVerent reactions, managers may be better able to assist their employees. Likewise, researchers observing these career discussions as they happen may gain a greater understanding of how careers unfold. In conclusion, the concept of the boundaryless career can be clariWed by viewing mobility as measured along two continua, one physical, one psychological. This portrayal of the boundaryless career invites scholars to bring greater precision to research endeavors concerned with such variables as career competencies, gender, culture, and individual diVerences. It also invites scholars to use a variety of data collection and research designs, including scholars partnering with managers to use action research to assist employees in their quest for more satisfactory careers. Attention to this future career research agenda should bring greater insights into today’s complex careers. References Arthur, M. B. , Khapova, S. N. , Wilderom, C. P. M. (2005). Career success in a boundaryless career world. Journal of Organizational Behavior, 26(2), 177–202. Arthur, M. B. , Rousseau, D. M. (Eds. ). (1996). The boundaryless career: A new employment principle for a new organizational era. Oxford: Oxford University Press. Briscoe, J. P. , Hall, D. T. , DeMuth, R. L. F. (2006) Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69, 30–47. DeFillippi, R. J. , Arthur, M. B. (1996). Boundaryless contexts and careers: A competency-based perspective. In M. B. Arthur D. M. Rousseau (Eds. ), The boundaryless career. Oxford: Oxford University Press. Eby, L. T. , Butts, M. , Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior, 24, 689–708. Eby, L. T. , Casper, W. J. , Lockwood, A. , Bordeaux, C. , Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). Journal of Vocational Behavior, 66(1), 124–197. Gunz, H. , Evans, M. , Jalland, M. 2000). Career boundaries in a boundaryless world. In M. Peiperl, M. B. Arthur, R. GoVe, T. Morris (Eds. ), Career frontiers: New conceptualizations of working lives. Oxford: Oxford University Press. Hall, D. T. (1996). The career is dead-long live the career. San Francisco: Jossey-Bass Publishers. Hall, D. T. , Briscoe, J. P. , Kram, K. E. (1997). Identity, values and learning in the protean career. In C. L. Cooper S. E. Jackson (Eds. ), Creating tomorrow’s organizations (pp. 321–335). London: John Wiley Sons. Hofstede, G. (1980). Cultures consequences: International diVerences in work-related values. Beverly Hills, CA: Sage. Hofstede, G. (1984). Cultural diVerences in management and planning. Asia PaciWc Journal of Management, 1, 81–99. Inkson, K. (2002). Thinking creatively about careers: The use of metaphor. In M. Peiperl, M. B. Arthur, R. GoVee, N. Anand (Eds. ). Career creativity: Explorations in the re-making of work. (pp. 25–34). Inkson, K. (this issue). Protean and boundaryless careers as metaphors. Journal of Vocational Behavior. Kidd, J. M. , Hirsh, W. , Jackson, C. (2004). Straight talking: The nature of eVective career discussion at work. Journal of Career Development, 3(4), 231–245. Konrad, A. M. , Ritchie, T. E. , Jr. , Lieb, P. , Corrigall, E. (2000). Sex diVerences and similarities in job attribute preferences: A meta-analysis. Psychological Bulletin, 126, 593–641. Mainiero, L. M. (1994a). Getting anointed for advancement: The case of executive women. Academy of Management Executive, 8(2), 53–67. S. E. Sullivan, M. B. Arthur / Journal of Vocational Behavior 69 (2006) 19–29 29 Mainiero, L. A. (1994b). Breaking the glass ceiling: The political seasoning of powerful women executives. Organizational Dynamics, 5–20. Mainiero, L. A. , Sullivan, S. E. (2005). Kaleidoscope careers: An alternative explanation for the opt-out revolution. Academy of Management Executive, 19(1), 106–123. Mainiero, L. A. , Sullivan, S. E. (2006). The Opt-Out Revolt: Why People are Leaving Companies to Create Kaleidoscope Careers. Palo Alto, CA: Davies-Black Publishing. 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To Close for Comfort essays

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