MIS personnel historically have exhibited a disturbingly high rate of turnover, and the job of the MIS manager is increasingly oriented to personnel and staffing problems. The MIS careers literature consistently suggests that what is needed to improve this situation is (1) more attention to formal career planning, and (2) the implementation of a dual career ladder system within the DP/IS organization. A look at the broader literature on organizational careers suggests that these suggestions may not in fact make sense. By considering only a subset of the relevant concepts about careers, we have reached conclusions that are quite possibly erroneous, and have made suggestions that will not likely help. Until further research on MIS personnel and their career needs is accomplished, we will have no valid basis for prescribing solutions to MIS careers problems. Suggestions for needed research are outlined.
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