Preparing for the future of work

Abridged: Guardian Careers

NEW YORK, NY -- Over the past 20 years the shape of the workforce has changed beyond recognition. It's obvious that technology is moving as fast as ever -- and the workplace must keep up. A recently produced list of future professions suggests that by 2030 workers might be training for careers as diverse as space pilots, tour guides and educational avatar moderators. Another recent survey suggests that, by 2017, there will also be an 883% rise in employment for other business services -- for instance accountancy, law, consultancy, advertising and public relations.

An example of a thriving, emergent sector is the digital economy, with many more people expected to work in areas such as IT and broadcasting in the coming years. For those already classed as digital workers, changing technology and expectations will mean an increased demand for people to work across a number of platforms.

We're entering a new age of sustainability, meaning we will need to change our entire system of production and consumption, get more efficient with our use of resources and recognize that new sectors are going to emerge as a result. Finally, as the population ages, the number of people employed as care workers will increase. In turn, there will be a rise in informal care, with more employees caring for children or elderly relatives themselves, meaning employers offering flexible working will have the edge over competitors.

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Work and Heart

by Johannes Siegrist, Ph.D.

Work gives people opportunities to receive many rewards. Some rewards include job satisfaction, whereas others are outward societal rewards, i.e., money, esteem, and status. There is, or should be, reciprocity between the effort expended to accomplish work and all the gains realized.

It has long been recognized, however, that a discrepancy exists between work and reward. That discrepancy leads to psychological stress that frequently finds expression in somatic symptoms, including heart risk and cariac health.

In an exhaustive review discussing the links between psychosocial occupational stress and health, Johannes Siegrist, Ph.D., concludes that high-cost/low gain employment must be considered a risk factor for cardiovascular health.

In his review, Siegrist measures high cost by extrinsic forces such as the demands of the job and intrinsic sources such as the motivations of the worker in a demanding situation.

He measures low-gain conditions by salary, the workers perceived esteem of colleagues and supervisors as well as availability of help from those sources and degree of status control the worker perceives as having relative to the work, i.e., control over the type of work done, whether or not relocation was required, prospects for promotion.

The review addresses three relevant questions concerning the links between psychosocial occupational stress and health:

1) How to identify those components within the global psychosocial occupational environment that are of critical importance to health.

2) How chronically stressful experience is maintained in individuals who are exposed to the psychosocial stressors identified in theoretical models.

3) The relationship between adverse health effects of chronically stressful experience in terms of high effort and low reward.

Although Dr. Siegrist concludes that high cost/low gain conditions at work must be considered a risk constellation for cardiovascular health, he defines some of the numerous questions that still remain and should be addressed in future research.

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Want to Succed in your Career?

by Mark Goulston, M.D.

People who have addiction problem with drugs or alcohol have a much greater chance of success in beating the habit when they recognize, admit, accept, and correct their self-defeating behavior. You can't move forward or achieve your goals, if you become sidetracked by self-defeating behavior. Any repetitive behaviors that block your efforts to accomplish your long-term objectives are self-defeating. You also lose your competitive edge if you're always meeting your challenges in a self-defeating fashion, while your competition confronts and masters stressful situations head-on.

By definition, any repetitive behaviors that block your efforts to accomplish your long-term objectives are self-defeating. Here are other common behaviors that may not be as self-destructive as an addiction, but are every bit as self-defeating if you don't overcome them:

1. Procrastinating.
   A perfectionist graphic designer kept turning his work in late, not appreciating that his timeliness was every bit as important as the quality of his work product. One person's work sometimes cannot begin until someone else gets his or her job done first. If you're always late on completing things, people stop relying on you, start resenting you and begin to bypass you.
2. Not preparing well enough.
   The belief that what you want to sell is what people want to buy is a sure road to disaster unless you've thoroughly researched the market. A well-made buggy whip is a thing of beauty, and it sure is nice to hang in your den. Just don't hang your hat on it, if your customers don't share your love for a horse and carriage.
3. Not following through.
   A manager of a moderately successful fitness club told me he no longer goes to seminars on managing. He said that the information is always great, but implementing the suggestions and trying to convert his employees to the new approach seldom works. If something new is important enough to learn, it's important enough to schedule company time devoted to the purpose of planning how to implement it.
4. Not learning from your mistakes.
   Successful people don't make fewer mistakes than unsuccessful people -- they repeat fewer mistakes. Truth be told, we learn more from mistakes than our successes, and it's a shame to miss out on this valuable education by not owning up to your errors. Unfortunately, you need to admit you have made a mistake before you can learn from it.
5. Being competent, but uncharming.
   Know-it-alls who don't know what they're talking about are jerks, whereas know-it-alls who do know what they're talking about are merely asses. As people get older, they prefer to deal with capable but affable people, rather than brilliant but obnoxious people. One of the brightest management consultants I know was resentful that his poor interpersonal skills had cost him so much success. He kept ranting and raving, "Judge me by my results, not by my bedside manner. I'm not one of those brown-nosing game-players." He missed the point that charm is more about putting people at ease than it is about being phony and obsequious. He also missed the boat when it came to the success his competence and talent truly did deserve.
6. Saying yes when you want to say no.
   If you sacrifice respect in order to be liked by saying yes all the time, you won't be respected or liked. It's difficult to continue to like someone when you lose respect for him or her. At times, commanding respect starts with saying no to something that you disagree with, and then being flexible enough to work through the issue with the other person. I know a headhunter who says no to prospective job applicants, because finding out how they respond to "no" reveals so about their ability to cooperate and be a team player.
7. Having unrealistic expectations.
   When you confuse what is reasonable with what is realistic, you set yourself up to fail. It's reasonable to re-engineer your business; it's unrealistic to do it all at once. A stationary supply store in Los Angeles decided to revamp its sales, operations, and compensation policies (all of which were in need of modification) all at the same time. In six months, it filed for Chapter 11.
8. Getting involved with the wrong people.
   A "nice guy" chief executive of a hardware chain hired a chief operating officer he thought was strong and tough. His grave error was to confuse stubbornness and rigidity for strength. By the time the timid CEO galvanized enough courage to remove the difficult COO, it cost him several valued employees. Yes, there are bad people in the world. If you keep giving them the bene fit of the doubt, you'll be the one who has to clean up the mess.

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Recovering from Job Loss

by Phil Rich, Ed.D., MSW, DCSW

The New Reality of Job Loss

We've seen many changes in the work environment over the past decade and beyond, with multiple layoffs as companies have "down sized" and "right sized." Jobs once secure for life now rarely exist, and people entering the work force today are likely to experience multiple job changes during their careers.

The Impact of Job Loss

Much of the material on job loss and getting back into the work force touches upon the need to "re-mount," instructing the reader to design a plan and get back into the action. Appropriately, they direct the reader to not fall into despair, self pity, or anger. Many friends and family members will also urge the reader to find a way to move on.

But all the pep talks in the world can't necessarily overcome the real and deep reaching impact of job loss. It's important for newly fired people to not feel that there's something wrong with them just because they can't follow the advice of family, friends, and books and simply move on.

The Consequences of Job Loss

There are at least two primary aspects to job loss: "practical" reality, and "emotional" reality. In the first case, job loss also means loss of income and benefits. In the second, there are equally real emotional consequences: effect upon self image, emotional difficulties, fears about the future, and perhaps concerns about how we may be seen by others.

The Work of Recovery and Rebuilding

The chances are that people will find a new job. It may not be their first choice, but it will resolve the practical realities. But a new job doesn't necessarily lead to a satisfactory outcome, financially or emotionally. Regardless of the new job, emotional issues may not be at all resolved.

Unresolved issues may significantly affect the way in which people see themselves. In turn, this will directly influence the way they approach finding a new job, what they will accept for employment, and how they settle into their new job and life style. Accordingly, part of the work in job loss recovery is dealing with the emotional consequences. Seeking and finding a job without recognizing, understanding, and addressing emotional consequences may undermine successful recovery.

Recovering and Rebuilding After Job Loss

"Recovery" describes the ability to work through a challenging time without becoming overcome by circumstances, swept away by emotions, or feeling defeated. It means coming through intact and solvent, and finding yourself, not just back in the saddle, but emotionally satisfied and perhaps stronger and wiser.

The Stages of Recovery and Rebuilding

Viewing recovery as a series of stages, each with a goal and tasks, is useful. It helps people understand their experience as a process that develops and changes over time, and can help them to maintain their composure even when they may feel anxious and insecure. It also helps to know that their experiences are probably quite "normal."

Stage One: Coping.

However it comes, job loss is often quite shocking. This stage begins with a sense of disorientation as people are thrown off balance by this turn of events. The broad goal of this stage is to survive this initial period without doing anything damaging to self, future options, or relationships. Tasks of the stages include:

• Adjusting to this new reality
• Handling immediate emotional responses
• Dealing with issues of self esteem and humiliation
• Coping with family issues

Stage Two: Surviving.

As people enter this second stage, disillusionment begins to fade. They begin to deal with issues of survival and emotional and financial stability. This stage involves laying the foundation upon which people will re-build their lives, and includes emotional, practical, and financial tasks.

• Stabilizing immediate life
• Building support
• Managing emotions and behaviors
• Maintaining perspective.

Stage Three: Assessment and Planning.

Building on the stable base created during stage two, the primary goal of this stage is the assessment of needs, skills, and dreams, and primary tasks include:

• Taking stock of life
• Assessing choices
• Developing plans
• Re-building self image.

Stage Four. Decision Making and Self Renewal.

The work of this stage represents the end of this journey; from basic recovery to self-renewal and self-determination, and involves the active implementation of plans.

• Implementing decisions
• Accepting personal responsibility
• Taking emotional risks
• Re-gaining self confidence.

Passage to Recovery

There's no "right" pace for this journey, no "correct" length of time spent in each stage. Some may quickly move from one stage to the next; others will have a more difficult time, and may get stuck. But rebuilding after job loss is a process that takes place only over time. How much time will depend on the personality of the individual, his or her approach to life, resilience, and support system.

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The Honest Way to Get Rich

Source : tipsforsucces. org

You can get everything you want in life as long as you give others enough of what they want. If you give nothing of value, you get nothing of value. Your method of exchange determines your wealth.

The type of exchange you use determines your financial success. Nothing else you do has a greater impact on your income. L. Ron Hubbard outlines the four types of exchange.


"1. First consider a group which takes in money but does not deliver anything in exchange. This is called rip-off." — L. Ron Hubbard

Examples of this first condition of exchange:

• You pay a $1,000 deposit for a new car. The dealer goes bankrupt. You get no car and no refund.
• A plumber loosens a pipe, shows you the "leak," tightens the fitting, makes noise, charges you $159.
• Someone in your office avoids doing work. Lots of excuses, lots of smoke screen, no work, full pay.

This first exchange condition is basically theft. The second exchange condition is cheating.


"2. Second is the condition of partial exchange. The group takes in orders or money for goods and then delivers part of it or a corrupted version of what was ordered." — L. Ron Hubbard

Examples:

• County fair booth promises to show you a two-headed cow, but actually shows an odd-looking skeleton.
• The "$99 Dream Vacation Package" turns out to be a smelly motel room by the freeway.
• Instead of working, an employee reads a magazine, surfs the net or makes personal calls while being paid.

"3. The third condition is the exchange known, legally and in business practice, as `fair exchange.' One takes in orders and money and delivers exactly what has been ordered." — L. Ron Hubbard

Most successful companies and individuals use this principle. Examples:

• You pay for a dozen fresh eggs, you get a dozen fresh eggs.
• A $10-per-hour employee works 40 hours of normal work and is paid $400.
• You pay your power bill and get electricity.

"4. The fourth condition of exchange is not common but could be called exchange in abundance. Here one does not give two for one or free service but gives something more valuable than money was received for." "This fourth principle above is almost unknown in business or the arts. Yet it is the key to howling success and expansion." — L. Ron Hubbard

Individuals and businesses who use this fourth method of exchange flourish when others are in trouble.

• You pay an artist for a painting who then frames it for you at no extra charge.
• You invest with a real-estate group expecting a 12% return each year and get 15% instead.
• An employee not only does all of her own work, she trains a new employee, works on her day off when another employee calls in sick and assumes new management responsibilities without demanding more pay.

Employees who give more than expected receive promotions, raises, bonuses and extra benefits. Job security is excellent as they are valuable to the company.

Businesses that exchange in abundance get more referrals than anyone. Investors are anxious to buy its stock. Customer loyalty is guaranteed.

At first, giving more than expected seems unfair. You give extra effort without recognition. You add value to your work or products without anyone noticing.

Yet eventually, you rise to the top. People like working with you above others. Your company is selected above the competition. You earn a reputation of being more than fair.

Instead of trying to get more, work on giving more as your method of operation and see what happens!

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How to Turn an Internship Into a Job

Join a Professional Association.

Participating in professional associations provides students with an excellent opportunity to meet people currently working in the field. This also provides information on what professional journals people in the field are reading as well as any entry-level job openings that may be currently available in other organizations.


Express Your Interest in Working for the Company.

By expressing an interest in the company, you will be letting the company know that you consider the organization a place that you would like to work. Even though there may not be any current positions available, by letting your supervisor know that you would be interested in working for the company, you will be more likely to be contacted once a position opens up.

Networking is about relationship building. Once you develop a strong networking group, you will develop a better sense of what it takes to be successful and learn how to create a network that can assist you in accomplishing your career goals. Having a mentor that you respect will help to make the internship experience much less stressful. The mentor will also provide you with someone to learn from and a place to get your questions answered. Seek out a professional mentor that you trust and don't be afraid to ask him/her questions and suggestions on ways you can improve your performance and increase your current level of knowledge and skills. You can ask what it takes to move up in the field, both in the organization and in the specific industry. Once you establish a strong network and gain experience in your field, you too will have the opportunity to assist new professionals who are interested in breaking into the field.

The professional relationships you develop during your internship experience will also be part of your professional network of people who can attest to your knowledge and ability to do a good job. Your future relationships with your network must be nurtured and continued long after your internship has ended in order to keep it alive and well.


Express Your Appreciation.

Once you complete your internship, a short thank you is always appreciated and will leave a favorable impression with the employer. If you are returning to college, be sure to stay in touch with your supervisor and colleagues and take the time to inquire about potential job openings they anticipate in the future.

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Employment References

By Alison Doyle, About.com

At some point during your job search, a potential employer will request references. Typically, it will be when the company is seriously interested in you as a potential hire. It's important to be prepared to provide a list of employment references who can attest to the skills and qualifications that you have for the job you are applying for.

Plan ahead and get your references in order, before you need them. It will save time scrambling to put together a list at the last minute. Keep in mind that good references can help you clinch a job offer, so, be sure to have a strong list of references who are willing to attest to your capabilities.


References for Employment



How to Ask for a Reference
Do not use someone for a reference unless you have their permission. You need to be sure that you are asking the appropriate people to write a letter of reference or to give you a verbal reference. You also need to know what the reference giver is going to say about you. The best way to approach this is to ask the reference writer if they would mind if you used them as a reference. Then review the type of positions you are applying for with the reference giver, so they can tailor their reference to fit your circumstances.

Who to Ask for a Reference
Former bosses, co-workers, customers, vendors, and colleagues all make good references. So do college professors. If you're just starting out in the workforce or if you haven't worked in a while you can use character or personal references from people who know your skills and attributes.

Company Reference Policy
Be aware that some employers will not provide references. Due to concerns about litigation, they will only provide job title, dates of employment, and salary history. If that's the case, be creative and try to find alternative reference writers who are willing to speak to your qualifications.

Make a List
Create a document listing your references. The list of references should not be included in your resume. Rather, create a separate reference list on the same paper you used for your resume. Have it ready to give to employers when you interview. Include three or four references, along with their job title, employer, and contact information. If the employer asks you to email your references, paste the list into the body of any email letter, rather than sending an attachment.

Once you've made your reference list, check it twice. I know someone who had a typo in the phone number of the top reference on her list. Needless to say, the employer couldn't reach the contact.

Paper vs. Personal

Many employers won't be interested in reference letters, though I still think it's a good idea to have some, especially if you're graduating from college, relocating, or the company you work for is going out of business. Instead, they will want to speak to your references so they can ask specific questions about your background to find out what type of employee you were and why you might be qualified for the job they are hiring for.

Request a Reference Letter
Every time you change employment, make a point of asking for a reference letter from your supervisor or a co-worker. That way, you can create a file of recommendations from people you may not necessarily be able to track down years later.

Keep Your References Up-to-Date
Let your references know where your job search stands. Tell them who might be calling for a reference. When you get a new job, don't forget to send a thank you note to those who provided you with a reference.

Maintain your Network
Maintaining your reference network with periodic phone calls or notes to get and give updates is important. Have an active network in place because you never know when you might need it.

Requesting Permission
A prospective employer should ask your permission before contacting your references. This is especially important if you are employed - you don't want to surprise your current employer with a phone call checking your references. It's perfectly acceptable to say that you are not comfortable with your current employer being contacted at the present time. However, do have a list of alternative references available.

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