As a manager of people, do you laugh when you see a Dilbert cartoon or do you scratch your head and wonder, "That seems normal. What's funny about that"? Our reaction to Dilbert says a lot about how steeped we are in the very business culture the cartoon's author typically makes fun of.

Employees have the ability to overcome only 15% of the constraints that exist to doing their jobs correctly. Management imposes the other 85% of the constraints through policies, procedures, practices and culture - according to the management guru Peter Drucker.

There is a fast growing class of highly productive worker that has accepted a new understanding of the employment "contract" they seek with their employer. They assume control of their own career and seek an employer who will support their personal growth through on-the-job training and education to increase their skills and ensure continued marketability.

As an executive recruiter it is increasingly important that I not only match job qualifications and personality to the new job situation but I must also match Traditional employee to Traditionally managed company, and this New-Breed of employee with a New-Breed company.

Traditional Employees are more likely to:

• Demand long term job security
• Believe employers are responsible for career growth
• Be less satisfied with their jobs
• Believe changing jobs often is damaging to career
• Define loyalty as tenure
• View work as an opportunity for income.

New-Breed Employees are more likely to:

• Reject job security as a driver of commitment
• Take personal responsibility for career growth
• Be more satisfied with their jobs
• Believe changing jobs when necessary is a part of growth
• Define loyalty as accomplishment
• View work as a chance to grow.