An example of these factors is the short tenure in assignment that is typical in the career path of high-potential employees. Management development systems in most organizations move high-potential employees into new positions of responsibility every two to three years in order to help them master management skills in various parts of the business. This practice is critical in management development, but its effect is to influence midlevel managers to accord priority to projects that will pay off within the typical tenure that they expect in their jobs. They want to produce improved results
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