PLANEJAMENTO E GESTAO DE CARREIRA

everyone, how are you all doing? Well, today I'm here so we can talk a little bit about contemporary career models. We have the protean career model and the boundaryless career model, but to understand these two models, it's important to understand how much the relationship between employee and employer has transformed. Up until the

80s and 90s, we had a psychological contract—a set of expectations that the employee had in relation to the company and the company had in relation to the employee—a relational type of psychological contract. What does that mean? Up until that period in history, the 80s and 90s, although it declined in some companies, these

psychological contracts were still established. But until the mid-90s, it was quite common to have a relational type of psychological contract. What was this relational contract? In fact, an individual would enter a company like Margarina and engage in their professional activities, and they had the expectation of remaining in that company for a long time, not just a short period. So it

was common to enter and stay there until, for example, retirement. It's quite common; we even find professional portfolios where a single professional only had one entry in that position. This is because this psychological contract was established or based on the employee's dedication and loyalty. So, to the extent that the employee was a

dedicated professional, a loyal professional to the company where they worked, it seemed that way for a long time, often throughout their career from the 90s onwards. But the market has been transforming; the insertion of new technologies and technological advances has begun to demand that companies invest heavily in innovation. This relationship between employee and employer has