Please READ and REVIEW the DETAILS of the ENTIRE assignment. The assignment must be written professionally, scholarly, paraphrased, cited and with completed reference(s), and MUST include every detail

Number

Article Information

Added to RefWorks?

11.

Reference

Zadek, S. (2007). The Path to Corporate Responsibility. Corporate Ethics and Corporate Governance, 159-172.

Permanent Link

https://link.springer.com/chapter/10.1007%2F978-3-540-70818-6_13

The author has looked into how companies model their organizational culture and behavior while examining the case of Nike among other companies. The author has looked into how the corporate level fosters development while relating to other parties such as employees and stakeholders. Essentially, the author did not necessarily examine how mature professionals transition but has examined the role of the corporate level.

Reference

Brock, D. M. (2006). The changing professional organization: A review of competing archetypes. British Academy of Management, 41-59.

Permanent Link

https://onlinelibrary.wiley.com/doi/full/10.1111/j.1468-2370.2006.00126.x

Annotation

The source has explicitly looked into how various organizations employ different archetype during major changes such as deregulation, competition, and globalization. The sources have examined existing literature and begins by looking into how corporations in 1960s through 1990s adopted change. More so, the source has examined internal mechanisms that are undertaken with the aim of driving change hence looking into how corporate professionals meet such goals.

Reference

Kowal, J., & Roztocki, N. (2013). Job satisfaction of IT professionals in Poland: does business competence matter? Journal of Business Economics and Management 16(5), 995-1012.

Permanent Link

https://www.tandfonline.com/doi/abs/10.3846/16111699.2014.924988

Annotation

The source has examined the impacts business competence has on employee satisfaction of IT experts in Poland. It was established that business competence led to job satisfaction for the said professionals. However, the authors asserted that business competence does not affect salary level or professional promotions. They concluded that building business competence leads to job satisfaction but does not lead to professional promotion which means that transitioning to the corporate level does not depend on business competence.

Reference

Filatotchev, I., Toms, S., & Wright, M. (2006). The firm's strategic dynamics and corporate governance life‐cycle. International Journal of Managerial Finance 2(4), 256-279.

Permanent Link

https://www.emeraldinsight.com/doi/abs/10.1108/17439130610705481

Annotation

The source has looked into a conceptual framework that is normally integrated in the strategic dynamics of an organization. Authors have pointed out that there is no universal governance template in the corporate level that guides transition from one phase to the next in the whole cycle. They have asserted that any changes in an organization’s strategies is normally as a result of the need to striking a balance between two major functions; wealth-protection and wealth creations. Hence, according to the authors, there is no a permanent basis that guides transition from one stage to the other as the process is dependent on situational factors and priorities.

Reference

Filatotchev, I., Toms, S., & Wright, M. (2006). The firm's strategic dynamics and corporate governance life‐cycle. International Journal of Managerial Finance 2(4), 256-279.

Permanent Link

https://www.tandfonline.com/doi/abs/10.1080/09585192.2013.777541

Annotation

The main aim of the paper was to examine the role of corporate level in achieving global talent management goals. While looking into the financial and professional services, the source expands knowledge in relation to how corporate human resources drive global talent management. For instance, they argued that it is normally affected by corporate centralization, business context, and international business strategy. Further, the authors have examined how mature professionals are managed and their experiences exploited at the global level. The source will be helpful in providing insightful information relating to how mature and talented professionals are incorporated in talent management.

Reference

Vaiman, V., & Collings, D. G. (2013). Talent management: advancing the field. The International Journal of Human Resource Management 24(9), 1737-1743.

Permanent Link

https://www.tandfonline.com/doi/full/10.1080/09585192.2013.777544?src=recsys

Annotation

The authors were mainly focused on examining the extent of global talent management while drawing conclusions from Inaugural International Workshop that was held in Brussels, Belgium. They looked at the contributions that were made and went ahead and made conclusions applicable to the dissertation. For instance, they asserted that the process of talent management is a corporate level role which means that decisions are made at the top level. It is imperative to point out that the authors did not look into how talented professionals transition to the corporate world but examined various measures undertaken by organization to ensure that talented professionals are retained.

Reference

Minbaeva, D., & Collings , D. G. (2013). Seven myths of global talent management. The International Journal of Human Resource Management 24(9), 1762-1776.

Permanent Link

https://www.tandfonline.com/doi/full/10.1080/09585192.2013.777539?src=recsys

Annotation

The authors have noted that it is normally more challenging to manage talent at the global level when compared to the local level. In this light, the authors have stated that there are curtained myths associated with global talent management that need to be unpacked. Though the information on myths may not necessarily be very important to the dissertation, it will enable the researcher learn about existing myths which may also relate to transition of mature professionals to the corporate level.

Reference

Susing, I., and Cavanagh, J. M. (2013). At the intersection of performance: Personality and adult development in coaching. International Coaching Psychology Review. 8(2).

Permanent Link

https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1496214

Annotation

The source has provided information that is based on two attributes of coaching practice which are adult development theory and personality traits. The author’s arguments were based on the premise that individuals tend to change during their entire lives as well as the techniques used by coaches to equip them with positive customer assimilation. This information will be important in making a correlation between aging and personality traits in line with professionalism and transitioning to the corporate world.

Reference

Rossetti, L. (2015). Women and Transition: Reinventing Work and Life (1st ed.). New York, NY: Palgrave Macmillan.

Permanent Link

https://www.amazon.com/Women-Transition-Reinventing-Work-Life/dp/1137476540

Annotation

The source has exemplary looked into how the business environment has adjusted to the ever-rising number of women who are joining high levels in the business industry. More so, it has also looked into how various organizations take care of attaining a work-life balance which is highly important for the female workers. Further, the source has also highlighted how female workers are able to reinvent and reach greater heights in their careers while also maintaining work-life balance.

Reference

Rossetti, L. (2015). Women and Transition: Reinventing Work and Life (1st ed.). New York, NY: Palgrave Macmillan.

Permanent Link

https://www.amazon.com/After-College-Navigating-Transitions-Relationships/dp/0830844600

Annotation

Still, this source has looked into how females start off their careers after college. It has looked into major barriers to their dreams such as the glass ceiling and stereotyping. It also examines the perceptions of females regarding their personal developments and careers. The source is important as it will set the pace for the whole literature review.