Question

Even in the hierarchical mobility paths, lateral moves can happen? Why do they occur. Use two or more specific examples to justify your answers to this question.

Nowdays, many organizations use alternative mobility paths rather than the traditional hierarchical mobility path. Why do you think this phenomenon happens? Answer this question for each of the alternative mobility paths (i.e., parallel, lattice, and lateral tracks).

Developing a sound mobility policy is important. List the characteristics necessary for an effective mobility policy.

Answer 1

In hierarchical mobility paths, lateral moves can occur due to skills and interest alignment, as well as career development opportunities. Many organizations now use alternative mobility paths like the parallel, lattice, and lateral tracks to provide employees with different opportunities for advancement. Characteristics of an effective mobility policy include clear criteria, a transparent process, training and support, and monitoring and evaluation.

Step-by-step explanation:

Lateral Moves in Hierarchical Mobility Paths

Even in hierarchical mobility paths, lateral moves can occur. Lateral moves refer to changes in positions within the same hierarchical level instead of moving up or down the hierarchy. These moves can happen for several reasons:

• Skills and Interest Alignment: Sometimes, employees may have skills and interests that align better with a different role or department at the same level. For example, a marketing executive might decide to switch to a sales role because they have a strong interest in building relationships with clients.
• Career Development Opportunities: Lateral moves can provide employees with opportunities for skill development and growth. For instance, an engineer may choose to move laterally to a project management role to enhance their leadership skills.

Alternative Mobility Paths

Organizations increasingly use alternative mobility paths alongside the traditional hierarchical path. These paths include:

1. Parallel Track: In a parallel track, employees can advance in their careers without having to move into traditional managerial roles. For example, a software developer can become a technical specialist or a software architect without needing to become a manager.
2. Lattice Track: The lattice track allows employees to move both horizontally and vertically across different functions or roles within the organization. This path encourages cross-functional expertise and eliminates the need to follow a linear hierarchical progression. For instance, an employee may transition from marketing to human resources and eventually to operations.
3. Lateral Track: The lateral track focuses on lateral moves within the same level or similar roles. It allows employees to gain diverse experiences and skills without necessarily pursuing traditional promotion paths. For example, an HR manager may move laterally to another department, such as finance or operations, to broaden their skillset.

Characteristics of an Effective Mobility Policy

An effective mobility policy should have the following characteristics:

• Clear Criteria: The policy should outline the criteria and requirements for different mobility paths, such as the skills and experience needed for each path.
• Transparent Process: It should have a transparent process for employees to express their interest in alternative mobility paths and be considered for opportunities.
• Training and Support: The policy should provide training and support to help employees navigate and make successful transitions along different mobility paths.
• Monitoring and Evaluation: Regular monitoring and evaluation of the mobility policy ensure its effectiveness, identify areas for improvement, and make necessary adjustments.