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2013 | Buch

Introduction Kapitel lesen Erstes Kapitel lesen

Preparing for Today’s Global Job Market

From the Lens of Color

verfasst von: Christopher Anne Robinson-Easley

Verlag: Palgrave Macmillan US

Enthalten in: Springer Professional "Wirtschaft+Technik" , Springer Professional "Wirtschaft"

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Über dieses Buch

From the Lens of Color identifies and delineates a methodology for effectively positioning and/or repositioning oneself in today's global job market that moves significantly beyond strategies associated with simply developing a resume, cover letter or business plan.

Inhaltsverzeichnis

Frontmatter

Introduction

Introduction
Abstract
Our lens represents our interpretative schemas. In other words, how we view ourselves, our origins, and our lives impacts how we interpret and explain our environment, our personal world, and, equally important, our perceived entitlements in this world. Yet, change should be incorporated into our world view in order to effectively evaluate our “new” entitlements.
Christopher Anne Robinson-Easley

The Interpersonal and Intrapersonal Dynamics Organizations Now Require

Frontmatter
Chapter 1. The Realities of a New Organizational Psychological Contract: Your Career, Your Responsibility, Your Personal Development Strategy
Abstract
There are fundamental realities in today’s global job market that merit disclosure and your acknowledgment. First, in order to understand what is occurring in today’s global job market, erase your prior assumptions, paradigms, and expectations.
Christopher Anne Robinson-Easley
Chapter 2. The Revised Relationship between Employer and Employee: Why New Rules of Engagement and Revised Psychological Contracts Are Globally Required
Abstract
This chapter is primarily written for employers. Yes, organizations’ need for a different employee profile has indeed changed. And yes, there is no doubt that many people, across the globe either do not understand the specifics of or existence of this change or have chosen not to respond to it. But most important, what research and reports tell us is that employers and employees are not having effective conversations as to what has changed, what is now needed relative to human capital competencies and skills, and how both (the employees and their respective organizations) can better support one another in attaining the organization’s goals.
Christopher Anne Robinson-Easley
Chapter 3. The Realities of Joblessness in Today’s Global Market: The Impact upon the Employee and Employer
Abstract
When economic issues are not up close and personal, it often becomes easier to distance yourself from the reality of the environment. Yet, all around us there are people we know whose dreams are being crushed. People cannot retire when they planned to, kid’s dreams for college are being challenged, and families are being torn apart due to the psychological stresses being imposed as a result of the economy.
Christopher Anne Robinson-Easley
Chapter 4. Stress Management Controls: Strategies for Evoking a Less-Stressful Job Entry and/or Reentry Process
Abstract
While the job market may have many people stressed, human beings have the capacity to change their world (Cooperrider, 1986). Managing this stress, however, first calls for our understanding how we are constructing and coping with our reality.
Christopher Anne Robinson-Easley
Chapter 5. The Nuances of Effective Human Capital Performance Strategies: Deconstructing the Dynamics of Inter- and Intrapersonal Change
Abstract
When you couple economic challenges with the additional challenges of natural disasters, staying strong in the face of adversity becomes taxing. Perhaps holding on is no longer the answer. Now is the time for taking stock of where we are in our individual lives and working toward reinventing ourselves as well as creating our own opportunities. Reinventing self may mean that we take more responsibility for what is occurring in our economy. Reinventing self may also mean we fortify our belief in ourselves and our abilities. Reinventing self may also mean we move past being content to a constant state of discontent in order to take advantage of all that this continually emerging, yet challenging global market is offering us. Now is the time that we invoke gratitude that we are still standing and able to move forward.
Christopher Anne Robinson-Easley
Chapter 6. Today’s Required Competencies, Skills, and Employment Expectations
Abstract
For employers to suggest that people are not desirable because they have lost a job, particularly as a blanket statement and point of view, is questionable behavior. While technology has dramatically changed the methodology for screening applicants, during my years in human resources, it was never assumed that you would summarily dismiss communicating with a candidate regarding his or her status. But in today’s economy not receiving feedback from a potential employer seems to be the status quo, despite how many attempts one may make to follow-up.
Christopher Anne Robinson-Easley

Engaging the Next Steps of the Job Search Process

Frontmatter
Chapter 7. As Corporations Set Forth a Vision—So Should an Employee!
Abstract
Most job readiness training programs largely focused on helping you understand how to navigate through the mechanics of the job search process. Never for a moment will I underestimate the need to learn how to effectively navigate those steps. Technology is driving today’s processes and invoking more nuances to the job search process than in the past, supplanting many pen and paper and traditional networking processes.
Christopher Anne Robinson-Easley
Chapter 8. The Alignment of Your Personal Vision to Your Mission and Career Strategy: Implementation Now Begins!
Abstract
In chapter 7, I began to touch upon the issue of strategy implementation. In this chapter, I want to delve into the topic in more depth.
Christopher Anne Robinson-Easley
Chapter 9. Research and Analysis: Critically Deconstruct the Nuances of Today’s Global Market
Abstract
Your vision is in place, your mission for this next stage of your life is identified, and you have developed the strategy. The obvious question is what is next on my agenda. Each step of your strategy will require you conducting research regarding the nuances of those tactical steps and their respective options, pros and cons.
Christopher Anne Robinson-Easley
Chapter 10. Developing an Effective Resume
Abstract
The resume has been described as a persuasive summary of your qualifications for employment (Locker and Kaczmarek, 2009). Consequently, if you are in the job market, having the resume up to date makes you look well organized and prepared. When you are already employed, having an updated resume enables you to take advantages of opportunities on the spur of the moment. And, if you are a student, building your resume is important because it helps you become more conscious of what you need to do in the next couple of years or so to develop yourself as an attractive candidate (2009). Yet, for many people, writing a resume is a painful process.
Christopher Anne Robinson-Easley
Chapter 11. The Criticality of a Cover Letter: What Strengths Do You Bring to an Organization?
Abstract
There are different approaches to writing a cover letter. However, over the years major points I have stressed to both students and colleagues I work with is that in this document you are focusing on how your competencies and skills match the specific organization and most important position to which you are applying. Common mistakes many make is communicating in the cover letter why the organization is a good fit for the applicant’s personal needs. Quite frankly, the organization could care less about your needs.
Christopher Anne Robinson-Easley
Chapter 12. The Foundations of Effective Interviewing
Abstract
You sent in a marketable resume and cover letter and so far people like what they have read. Now, the rubber really hits the road … it is show time … you are scheduled for an interview! So, before you embark upon that interview, let’s first understand some of the basics of the interview process along with the respective typologies of interviewing.
Christopher Anne Robinson-Easley
Chapter 13. Follow-up and Persistence: The Dynamics of Effectively Marketing What You Can Do to Make a Difference in an Organization
Abstract
Change is a process that really is beyond the domain of a simple descriptive analysis; which is why change is so challenging. The process of moving toward change begins with one’s ability to understand the situation from a holistic perspective in concert with understanding how we internally respond to challenge (Robinson-Easley, 2012, p. 51), which means we should first understand the concept of holistic analyses.
Christopher Anne Robinson-Easley
Chapter 14. Exploring the Landscape of Options: The Mindset of an Entrepreneur
Abstract
As the Blog developed over the past four years, the economic landscape did only a modicum of turnaround. It was at that time that I began rethinking the focus of some of our posts. It seemed that we needed to begin a conversation on alternative paradigms for working through this difficult economy. And one of the most obvious topics we had missed was the role of entrepreneurship in today’s environment. Interestingly, in many institutions of higher education, the discipline of entrepreneurship is being emphasized, I suspect due to the changing landscape of our organizational contexts.
Christopher Anne Robinson-Easley
Chapter 15. The Global Application of This Book
Abstract
There are far and few business, public and non-for-profit sectors on an international basis that are not impacted by today’s economic downturns. In their 2012 report, “Global Employment Trends 2012: Preventing a deeper job crisis,” the International Labour Organisation posited that the world faces the additional challenge of creating decent jobs for the estimated 900 million workers living with their families below the standards of our poverty line (The Financial Express, 2012). Equally critical, the financial crisis of 2008 and the Great Recession have morphed into a global jobs crisis that most forecasts predict will persist for years given current policies (Palley, 2011).
Christopher Anne Robinson-Easley
Chapter 16. Engaging in a Conversation between Both Parties of Today’s Working World: The Need for a Different Dialogue between Employers and the Workforce
Abstract
Over the years I have taught management and leadership, I have had to explain to students the relationship voids that exist between employers and employees on a global front.
Christopher Anne Robinson-Easley
Chapter 17. Concluding Thoughts
Abstract
People are searching for inner meaning and balance in their lives. Chaos, change, disruption to the status quo, and imbalances in wealth as well as poverty lead people to search their inner self for answers that work to restore the cognitive dissonance that emerges with high levels of chaos and change (Easley and Swain, 2003). I believe many people across the world want to emerge more holistic, which may be a major contributor to the continually growing interest in workplace spirituality.
Christopher Anne Robinson-Easley
Backmatter
Metadaten
Titel
Preparing for Today’s Global Job Market
verfasst von
Christopher Anne Robinson-Easley
Copyright-Jahr
2013
Verlag
Palgrave Macmillan US
Electronic ISBN
978-1-137-34740-4
Print ISBN
978-1-349-46984-0
DOI
https://doi.org/10.1057/9781137347404