- Evolution of the Nature of Work and Individual Attitudes
- The Interrelationship Between Work and Personal Life
- Purpose of Career Development Services
- Workplace Environment versus Life Experiences
- Work Roles, Diversity, and Global Perspectives
- Personal Thoughts and Values
The labor market in the United States and the globe has experienced a dynamic shift in the nature of work. As such, the new developments in the nature-of-work have necessitated the involvement of career and vocational counselors who are sufficiently versed with the contemporary dynamics in labor (Kelty et al., 2017). Vocational and career counseling is a comprehensive program, which comprises activities and procedures performed by persons with certified professional credentials (Rubio et al., 2017). These practitioners counsel or guide individuals or organized groups about career pathing, planning, decision-making, career-life, occupations, and career-development concerns.
Practically, persons serving in this specialty must demonstrate high level skills in counseling techniques and theories, build strong relationships with clients, and exhibit proficiency in applying proper techniques. Majorly, the nature of work focuses on the scope of tasks and the relevant skills required for a particular job (Whiston et al., 2016). This paper provides a comprehensive review of the evolving nature of work, the interrelation between personal and work life, the significance of career development services, and the relationship between global perspectives, diversity, and work roles. It further highlights my views of the changing work roles and the methods for ascertaining work-life conditions on life experiences.
Evolution of the Nature of Work and Individual Attitudes
Since the new millennium’s onset, the labor market has undergone technological changes occasioned by advancements in information and communication technology (ICT). There has been a paradigm shift in the nature of work and individual attitudes (Kelty, et al., 2017). There is a glaring gap between new-generation employees and the old-generation workforce based on the following parameters: organizational structures, career models, and employment patterns.
Digitalization has been a crucial driver of the significant changes linked to work. For instance, the introduction of computers within the workplace has eliminated the need for intensive human labor for particular tasks. Taking the case of a manufacturing company in the beverages sector, packaging of products involved human effort; however, with the advent of computer-aided robotic technology, computerized machines execute such tasks (Rubio et al., 2017). This analogy helps explain the shift in work’s nature from the older generation of workers to the new and tech-savvy employees.
The automation and the advent of hyperconnectivity at the workplace have necessitated the acquisition of unique skills for the new generation of employees; therefore, changing their work nature. For instance, in high-technology firms such as Apple Inc. and Google Inc., employees are required to develop competencies in areas such as artificial intelligence (AI) (Rubio et al., 2017). Similarly, individual attitudes have changed tremendously in recent decades based on the changing patterns in work’s nature. In the old generation, employees would have negative attitudes towards repetitive tasks such as filing invoices and recording sales (Rubio et al., 2017).
However, advancements in technology have simplified activities and general tasks through software and computer applications; thus, the new generation of employees are happier at the workplace and have a favorable attitude towards their work.
The Interrelationship Between Work and Personal Life
The interrelationship between an employee’s work and personal life emerges from the balance between the workplace’s competing demands and at home. In this regard, an individual focuses on managing the ever-demanding schedules and tasks at work and the noble duties at home related to family and personal life (Rubio et al., 2017). Without a doubt, the United States’ corporate sphere has embraced the significance of a work-life balance or interrelationship by introducing measures that help achieve the goal.
Experts in Human-Resources-Management recommend that it is essential for organizations to create a framework that promotes a favorable balance between workplace demands and personal life. Indeed, the strategy helps enhance productivity and boost an employee (Whiston et al., 2016). Measures, such as establishing a workplace gymnasium, baby-care, and breastfeeding-center for lactating mothers, working-from-home-programs, and paid vacations are instrumental in managing a favorable work-life balance.
Purpose of Career Development Services
In the modern world, career development services are crucial for the growth of the labor market and in the progression of the education system and career prosperity in the corporate world. For individuals, career development services are essential for creating learning opportunities that facilitate preparedness and enhance an employee’s knowledge level (Rubio et al., 2017).
For instance, through career development, most employees across various sectors in the labor market have embraced the acquisition of computer skills to help them cope with the changing nature of work. Further, career development services help create workplace promotion opportunities while equipping employees with requisite knowledge about future roles and assignments (Savickas, 2019). Guidance on career development creates clarity in an employee’s vision by matching individual or personal goals to organizational objectives; thus, boosting productivity.
Workplace Environment versus Life Experiences
Several methods are usually integrated into organizational operations to evaluate the workplace environment’s underlying conditions and their effect on personal life experiences. These approaches include physical, psychosocial, and cognitive assessment (Sheraz et al., 2019). In the first dimension, the emphasis is geared towards analyzing the physical elements within the organization that influence human performance (Kelty et al., 2017). Some of the commonly assessed aspects include noise, ventilation, and lighting. For instance, too much noise at the workplace may lead to stressful conditions that may limit an employee’s productive potential.
The second evaluation method deals with psychosocial assessments that impact people’s psychosocial values and human interactions. Metrics evaluated under this conception include ethics, workplace politics, and corporate core values (Sheraz et al., 2019). Psychosocial harassment, such as dishonorable acts, may affect an employees’ performance, which, in turn, impacts the organization’s overall productivity (Kelty et al., 2017). The third method focuses on the analysis of the cognitive environment. It involves examining workers’ perceptions of the company’s underlying conditions, which positively or negatively affect their mental capacities. If an employee has a negative view of the workplace-environment, their productivity and the ability to attain set goals may be limited.
Work Roles, Diversity, and Global Perspectives
A compelling relationship exists between work-roles, diversity, and global perspectives. According to Whiston et al. (2016) work-roles focus on the specifications outlined on the nature of work and job descriptions. On the other hand, diversity relates to a phenomenon dealing with multiculturalism and multiethnicity among the employees (Whiston et al., 2016). Furthermore, global perspectives focus on the workforce’s internationalization, whereby an organization integrates a global-oriented labor-force.
The structure of global perspectives is driven by diversity and the distinct work-roles as well as the variations in skill demonstrated by the employees from different nationalities and ethnicities worldwide. Individuals’ perceptions and values are greatly influenced by the interconnection between global perspectives, diversity, and work-roles (Rubio et al., 2017). For instance, minority workers may feel intimidated and develop negative perceptions towards their occupation while serving in a global entity if fairness and equity are not integrated into various corporate processes, including recruitment and compensation.
Personal Thoughts and Values
My thoughts and values regarding work encompass the value system of ethics, hard work, and human dignity. I believe that I should conduct my workplace tasks with a high level of ethics while maintaining the spirit of hard work. Further, my concern for human dignity focuses on extending the appropriate level of respect and value to my fellow employees to realize collective prosperity. Fundamentally, I consider the changing work roles as necessary and critical to the labor market due to the dynamic shift in the delivery of tasks and work assignments. From the analysis, I have had to redesign my style of counseling on careers and vocations. Therefore, I have integrated new learning approaches, which emphasize the need to be sensitive to the negative impacts of diversity and globalization.
Since the onset of the new millennium, the labor market has been on the receiving end of the technological changes that have been occasioned by advancements in ICT. Furthermore, individual attitudes have changed tremendously in recent decades based on the changing patterns in the nature of work. The interrelationship between an employees’ work and personal life emerges from the balance between the workplace’s competing demands and at home.
Career development services are crucial for the growth of the labor market and the education system’s progression and career prosperity in the corporate world. Additionally, a compelling relationship exists between work-roles, diversity, and global perspectives. Work-roles focus on the specifications outlined on the nature of work and job descriptions. My thoughts and values regarding work encompass the value system of ethics, hard work, and human dignity. The changing work roles is necessary and critical to the labor market due to the dynamic shift aspects such as technologies.
Kelty, S. F., Robertson, J., & Julian, R. (2017). Beyond technical training to professionalism in crime scene examination: Enhancing cognitive, leadership, and social abilities in career development programs. Forensic Science Policy & Management: An International Journal, 8(3-4), 65–78. Web.
Rubio, D. M., Robinson, G. F., Gabrilove, J., & Meagher, E. A. (2017). Creating effective career development programs. Journal of Clinical and Translational Science, 1(2), 83–87. Web.
Savickas, M. (2019). Career counseling (2nd ed.). American Psychological Association.
Sheraz, F., Batool, S., & Adnan, S. (2019). Employee’s retention and job satisfaction: Mediating role of career development programs. The Dialogue, 14(2), 67–78. Web.
Whiston, S. C., Rossier, J., & Barón, P. M. H. (2016). The working alliance in career counseling: A systematic overview. Journal of Career Assessment, 24(4), 591–604. Web.