Making careers work @ Jobs 2.0

The Maslow’s hierarchy of needs states that motivation to work vary with levels. It all starts with arranging for the basics of life which graduates to the self actualisation. Though it was associated with the gradual development of the career, but different economic cycles changed the dynamics. Overnight there was loss of jobs across the continuum. Even the top paid executives went jobless. Hence hybrids of needs were realised. Though livelihood topped irrespective of their place in the continuum .The absence of employment resulted in choosing a passion. For e.g. an Investment Banker turned into a writer till the market revive .Few of them turned entrepreneurs whereas rest continued with job search and contingent employments. The concept of permanent job became fleeting barring few Government based and the public sectors jobs.

Career transitions have often been parallel to the economic cycles. Hence, managing transitions have become the order of the day. The road to success is through shifting verticals, changing roles and re-skilling to remain employable. Boris, founder of V3 Redirect Services, shares that these transition make us multi-talented. He emphasise that the culture of asking ‘what do you do’ would finally give way to ‘what are you doing ‘. John Zogby , the author of The Way We’ll Be: The Zogby Report on the Transformation of the American Dream sites data from the speech of economist , Elan Binder that “20-somethings can be expected to change jobs four times before they’re 30 and 10 times before they’re 40″. He divides this workforce into two parts, First Global born since 1979 and Nikes born from 1965 to 1978. He observed the rules for First Global includes climbing up the job ladder as a lifelong process. According to him, they would adapt to diversity and live with those who share their lifestyle. Whereas the ‘Nikes’ have the ‘just do it attitude’. They are the latchkey kid who set their rules away from their elders. While drawing parallels, the First Globals were born in the technological era, whereas the Nikes have evolved with it.

Rosabeth Moss Kanter in, Job 2.0: Nice work if you can get it , explains Job 2.0 being different from the traditional concept. It includes professionals who are involved in multiple projects often with more than one client. The nature of work is shifting, hence remain assignment oriented. Even employers do not meet the traditional definition. They are more of a finance manager to these assignments, hence perceived as client. She further emphasised on the matrix structure for reporting relationships. Hence continuous education and learning second the process for evolution.

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