According to Bratton and Kacmar’s article, The Dark Side of Impression Management , extreme careerism is the propensity to pursue career advancement, power , and prestige through any positive or negative performance that is deemed necessary. These “non-performance” based activities are activities in which an employee can easily manipulate the person who is trying to impress.  Extreme careerism has become more common in the business and organizational world in the 1990s and 2000s. [ citation needed ] In the United States, seventeen additional workdays have been added to the calendar since 1994.[ quote needed ]
Cultural factors influence how careerists view their occupational goals. How an individual interprets the term “career” can distinguish between extreme careerists and those who can leave their career when they come home at night.
Schein  identified three important aspects of cultural environments and careerism:
- how culture influences the concept of careerism
- how culture influences the importance of a career
- how culture influences the basics of marginal careers
The term “career” was once [ when? ] used for the purposes of status. Career was thought of [ by whom? ] as a long-term job opportunity, that many, in fact would hold until retirement. In the United States Especially after-World War II, Those Who Were lucky enough [ citation needed ] to find a career would stay with the Sami organization for decades. A career as an upper middle class , professional service, identified as the work of a doctor, lawyer, investor, banker or teacher. “Occupations” were seen as lower-classhuman services jobs, such as those of a taxi driver, clerk, secretary, or waste manager. These “jobs” were not held in high regard that “careers” were.
In the 2000s, the average American does not stay with the same company, business or organization until retirement.
In regards to commitment , the family setting, the choice and the setting. [ citation needed ] Careerist must determine what is the most important factor in their lives . [ dubious – discuss ] To the career extremist, it is the occupational setting. Some organizations require the individual to be in “work-mode” at all times, while others believe that family time is more important. Most Latin American countries value family and personal time, the United States pushes for a stronger workforce in regards to careerism. [ quote needed ]In the United States this is because of the push for education. [ citation needed ] Currently [ when? ] the United States ranks 10th among industrial countries for percentage of adults with college degrees . With this push in education, many people have a better understanding of personal matters, personal matters, or career matters. Even though in the United States is very important, family life is also a huge part of the culture. Many people start their families even while in school, then they begin their careers. Recently [ when? ]the importance of family matters and has become more important. [ quote needed ]
Cultures and their success are measured. Vyacheslav Molotov noted the role of careerism in the Soviet government in the 1930s: “Сыграл свою роль наш партийный карьеризм” [Party-oriented careerism played its own role]. 
Extreme careerists measure success by acknowledgments through praise and material possessions, whether it be a new office, In the US there is an extreme drive of personal success [ citation needed ] and those who are ambitious are the ones who gain power in an organization. [ quote needed ]
- Academic careerism
- Professional societies
- Professional conduct
- Professional abuse
- Public choice theory
- Term limit
Sources and references
- Jump up^ Griffin, Ricky W. (2004). Dark side of organizational behavior . San Francisco: Jossey-Bass.
- Jump up^ Culture as an Environmental Context for Careers.Edgar H. Schein Journal of Occupational Behavior, Vol. 5, No. 1, A Special Issue on Environment and Career (Jan., 1984), pp. 71-81https://www.jstor.org/stable/3000310
- Jump up^ Чуев, Феликс. “Член политбюро ЦК ВКП (б) Молотов” . Retrieved 2015-04-08 .
- Adrian Furnham (2008) Personality and Intelligence at Work , New York: Psychology Press .
- Buchanan Robert, Kong-Hee Kim, Randall Basham (2007) “Career directions of business as a student”, Career Development International 12 (3): 282-303.
- Ronald J. Burke, Eugene Deszca (1982) ” Career Success and Personal Failure Experiences and Type A Behavior “, Journal of Occupational Behavior 3 (2): 161-70,
- Edgar H. Schein (1984) ” Culture as an Environmental Context for Careers “, Journal of Occupational Behavior 5 (1), pp. 71-81
- Daniel C. Feldman, Barton A. Weitz (1991) ” From the invisible hand to the gladhand: Understanding a careerist orientation to work “, Human Resource Management 30 (2): 237-257.
- Gratton, Peter (2005) “Essays in Philosophy”, A Biannual Journal 6, DePaul University. 2 May 2009  .
- Griffin, Ricky W. (2004) Dark Side of Organizational Behavior , San Francisco: Jossey-Bass.
- Inkson, Kerr (2006) Understanding Careers Metaphors of Working Lives , Minneapolis: Sage Publications, Inc.
- Miller, Seumas (2007) Police ethics , St. Leonards, NSW: Allen & Unwin .
- Harold L. Wilensky (1964) ” The Professionalization of Everyone” , American Journal of Sociology 70 (2): 137-58, University of Chicago Press