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argued that promotion ladder provides a mechanism whereby a gift exchange occurs between an employer and his workers: a firm pays its workers salaries which are higher than the market-clearing level, and the workers increase levels of productivity for their company. This is especially true for a
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industries where valuable employees have particular technical skills but may not be inclined to pursue a management career path. When properly managed, these programs can help companies retain top talent by offering extended career opportunities while allowing employees to remain in their chosen
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In this usage, the spatial metaphor of "bridge" would describe lateral promotion or entry. A bridged system would more closely resemble a fraternal organizational style, where members of the family are directly offered highly ranked positions. Another example is
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researched the long-term career impact of women not being promoted from entry-level to management positions. Carter said the long-term career impact of missing the promotion opportunity is the "broken rung," a metaphor referencing a missed rung or step on a
48:, and several other foundations funded a series of studies and pilot projects in the early 2000s to expand and build a network of career ladders and mobility for workers through skills training and the use of workforce intermediaries, as described by
63:. The programs sought to improve mobility and income of low wage workforces in California. EDD worked with several industry associations in long-term care, hospitality, and even farm work. The career ladder programs had very mixed results.
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Job training programs, funded by public sector workforce funds and private foundations, have made attempts to increase the number of career ladders in various sectors, including health care, finance, and hospitality.
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positions to higher levels of pay, skill, responsibility, or authority. This metaphor is spatially oriented, and frequently used to denote upward mobility within a
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Hoffmann, Patrick; Hoegl, Martin; Muethel, Miriam; Weiss, Matthias (2016). "A contemporary justice perspective on dual ladders for R&D professionals".
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bureaucracy where officials are loyal to the operation of their firm and exercise an impersonal discipline in return for their promotion ladder.
36:. Because the career ladder does not provide for lateral movement, it is assumed to be a singular track with the greatest benefits at the top.
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Allen, Thomas J.; Katz, Ralph (1986). "The dual ladder: Motivational solution or managerial delusion?".
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This extension to the traditional career ladder allows employees to be promoted along either a
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Akerlof, G. A. (1984). "Gift
Exchange and Efficiency-Wage Theory: Four Views".
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Job
Training That Gets Results: Ten Principles of Effective Employment Programs
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management, the career ladder typically describes the progression from
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316:"Three Mom Executives Share How They Surpassed The 'Broken Rung'"
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being directly elected among the public to political positions.
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Elections
American style]. Brookings Institution Press. p. 83.
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track. Dual career ladder programs are common in the
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105:careers and continue to receive salary increases.
24:is a metaphor for job promotion. In business and
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162:Workforce Intermediaries: For the 21st Century
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261:Journal of Product Innovation Management
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340:"Women in the Workplace | McKinsey"
236:10.1111/j.1467-9310.1986.tb01171.x
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57:Employment Development Department
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289:Understanding the dual ladder
42:The Annie E. Casey Foundation
365:The American Economic Review
166:. Temple University Press.
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314:Carter, Christine Michel.
34:stratified promotion model
187:Bernick, Michael (2005).
191:. W.E. Upjohn Institute.
405:Socio-economic mobility
201:Reichley, James (1987)
158:Giloth, Robert (2003).
121:Christine Michel Carter
46:Rockefeller Foundation
203:Celebrity Politicians
55:The California state
67:Contrast to "bridge"
273:10.1111/jpim.12310
224:R&D Management
119:writer and author
80:Dual career ladder
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86:supervisory
74:celebrities
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145:References
98:scientific
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113:In 2023,
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102:medical
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126:ladder
116:Forbes
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