Research conducted by B. Day and K. Copithorne in Radical Change in the World of Work identified current work alternatives. The categories are not mutually exclusive; activities in one of the alternatives frequently integrate with activities in other areas. The following descriptions are provided as an overview of the changing work dynamic.
Full-time employment refers to 30 or more hours of work with the same employer. There is usually an implicit assumption of relative permanency. Human resources personnel often refer to positions as being permanent and recruit people on that basis. One of the reasons individuals who have been laid off through corporate downsizing experience so much pain is that they feel this implicit pact has been broken.
People who value security and stability prefer full-time employment. They believe the best way to maintain security is through involvement in the organization. In the current workforce, some individuals may exhibit an external "locus of control" and believe that it is the organization’s responsibility to take care of them. However, this approach may actually increase their risk as they have placed their future in someone else’s hands. Even a full-time employee must "Behave like they are in business for themselves" and "Hold themselves accountable for their outcomes".
Part-time work involves less than 30 hours per week for the same employer and is one of the fastest growing forms of work at this time. Although part-time work typically involves low hourly wages and lower skill level requirements, there is an increased trend towards the use of this work alternative in technical and professional settings.
Individuals who do well in part-time settings usually do not have work as the primary focus in their lives. Typically the role is taken on to provide extra income for the home or to have more time for other interests such as family. These individuals hold similar beliefs to full-time workers valuing security and predictability.
Multi-tracking refers to a person who holds 2 or more separate work roles at one time. Sometimes individuals who multi-track are referred to as "moonlighters", as they often carry a second part-time job in addition to their "regular" full-time day job.
The role may involve:
Working for 2 or more employers, or
Working for an employer and running a business, or
Running 2 or more separate businesses, or
Working for an employer and being involved in a community barter network (e.g., Local Economic Trading System - LETs)
These types of individuals work best in environments that include diversity, variety, and change. They are typically confident in their skill sets and are willing to keep their skills up-to-date to maintain their "security".
A job share is a formal arrangement in which two people agree to share one job or position. The position is usually full-time and each of the job share partners works half of the time. Typically both partners have the same responsibilities, but at different times. It is a similar type of arrangement to shift work. When one person arrives, they carry on the duties and responsibilities of the other partner.
Many individuals and organizations are choosing this type of arrangement to accommodate different family needs. The Conference Board of Canada estimates that 20% of Canadian organizations allow job sharing and that the majority of arrangements involve women.
Individuals who work well in job sharing roles place value on security and structure, and believe that the role they are fulfilling is important. They are striving to maintain their employment standing while at the same time filling another important need or value.
This arrangement involves sharing work functions, rather than positions. Typically, a team will be established to take on specific functions, including those of management. The team becomes responsible for making and implementing specific kinds of decisions, such as the development of a new product or service. Work sharing approaches are increasing in organizations as traditional job descriptions disappear and are replaced by group work. Team members must have a respect for each other's contributions and see the organization outcomes as being more important than personal glory. They know and accept their own strengths and limitations and value team contribution. One's reputation is often "put on the line" in a team-based model.
Talent pools are collections of individuals who form strategic alliances for the purpose of finding and performing work. Generally, the members of the pool have common interests but complementary skills. In many ways a talent pool is similar to the team model. However, a team typically involves a pool of talent inside organizations, whereas a talent pool exists outside of any single organizational structure. A classic example of this is a group of counsellors. These individuals may have strengths in different specializations such as: career, addictions, marriage and family, etc. The group is then able to address a wide range of issues that no one individual could address and each person can market the services of the whole group.
Individuals who thrive in talent pools strongly value other people and believe that growth can take place through the strengths of others. They are comfortable in alliances and are able to recognize their own strengths and limitations. These individuals also have a higher tolerance for ambiguity than those who work in teams as the "pool" sets the course, not a larger organization.
An agent or broker typically markets and / or represents the products or services of other individuals or groups. The agent negotiates the value of the service or product on behalf of the client. In return for these services, the agent is paid a commission, usually a percentage of the sales price for the goods or services. The most well known examples of agents are in professional sports. Agents work to get the best possible contracts for their clients and take a percentage of the deal for their ability to deliver it. Another common agent form is in the field of recruitment; however, in this case, the company is the client. When the agent successfully fills a role in the firm, they receive a fee for the service. This fee is typically a percentage of the salary. For example, if you recruited a senior manager into a role for a company that was paying $100,000, you might receive a fee of $10,000 - 15,000 for this service.
An agent might also broker the services of a group such as the "talent pool" discussed above. They could represent the group in negotiating a large contract with a company. Agents’ strengths lie in their communication skills and ability to forge alliances. They are good negotiators and are willing to take moderately high risks.
Contracting is a rapidly growing work option. Some companies choose to maintain only a skeleton of staff at their core and then contract with individuals to perform a full-time but time-specific role. Compensation is usually based on salary, with no benefits. A contract may run from a few weeks to a few years. A person may work from contract to contract over extended periods of time with different employers.
Individuals who enjoy contracting are self-reliant. Similar to multi-trackers, they are confident in their skills and can adapt to different settings quickly. These individual can also work from home. They learn to demonstrate how their work can add value to an organization. This being said, many people do not enter contracting by choice. They are often victims of layoffs who have learned to adapt to new work realities.
A consultant differs from a contractor in that a consultant will have contracts with a number of organizations at the same time. They manage multiple projects simultaneously. The contracts are typically very outcome-specific and last a specified duration of time (e.g., 3 months). A person can consult in any field where a specialized set of knowledge is required (e.g., computer systems, career development, training, marketing, etc).
A consultant believes that they have a skill that will enhance the value of others. They know exactly how to apply this to a given situation. They are typically confident, self-reliant and creative problem solvers. Consulting involves a great deal of high risk due to the short-term nature of contracts and the rapid pace of change.
Whereas agents, consultants, and people in talent pools may be viewed as self-employed, this term typically refers to individuals who develop, market and deliver their goods and/or service. It is a one-person operation. Examples of these are: corporate trainer, fitness trainer, home inspector, paralegal, meeting events planner, public relations specialist, security consultant, web site designer, etc. A more recent language for this form is called the SOHO (single operator / home office) - reflecting a very large trend in the Canadian economy. This is the most rapidly growing sector of the Canadian work dynamic today!
These individuals are excellent self-managers as they are confident and determined. They believe in their product or service 100%. These ventures can be riskier, as they do not have a supporting cast of others directly involved in their business. For some, this level of enterprise expands to entrepreneurship.
This option involves the highest level of risk in the work dynamic. An entrepreneur owns and operates a business and typically employs others in the running of the business. The business may be built from scratch, purchased or a franchise. There are high financial risks and rewards. Most of these entrepreneurial ventures employ fewer than 20 employees. It is important to note that small businesses in Canada are the main growth sector in the economy for new jobs.
Entrepreneurs value independence, excitement, and success. They have very high tolerances for ambiguity and an internalized locus of control. In order for them to be successful, their beliefs must be in alignment with their goal for success. It is not unusual for an entrepreneur to have all of their life assets mortgaged against the success of their business.
By matching your strengths and interests with the needs of your fields of interest you will be able to meet your career goals while filling a niche in the market. It is clear that all types of trends should be considered if you are to make the most of your career. You are making a major investment in your career; be sure that your skills will be marketable in the future by keeping up with changing trends.
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The trouble with our times is that the future is not what it used to be. ~ Paul Valery |
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