By Simone R. Kirpal
With labour markets the world over or even in social democratic Europe in a kingdom of remarkable flux, the matter of ways to stability job-market calls for, own occupation pursuits and personal lifestyles turns into a vital factor for thousands of staff. So how do glossy paintings and employment preparations restructure person careers and what's required of people so that it will deal with profession transitions effectively through the years? this is often one in every of only a few in-depth empirical reports to examine how labour-market tendencies, organizational swap and the subjective paintings orientations of people have interaction. The author’s distinct review is predicated on a comparability of the structural contexts, paintings orientations and employment histories of nurses and ICT technicians in Germany and the united kingdom. those middle carrier occupations, in addition to the nationwide contexts of the 2 ecu international locations, have really diversified operating environments and vocational traditions. Nursing is an institutionalized semi-profession with transparent standards of qualification and occupation continuity, whereas info and conversation know-how (ICT) is a brand new, evolving box with employees from different ability backgrounds and excessive activity mobility. to reach at an realizing of the way person occupation trajectories are altering, this publication heavily examines the interaction of labour-market calls for, staff’ paintings and profession orientations and the advance in their abilities. It documents the ways that staff adapt to elevated labour-market flexibility, which, at the one hand, induces discontinuities of careers, employment and paintings, and at the different, generates new ability specifications and studying expectancies, in addition to unexpected opportunities.
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Additional info for Labour-Market Flexibility and Individual Careers: A Comparative Study
E. starting employment without any kind of prior vocational formation, is another common job-entry pattern of young school leavers in Britain. e. competences necessary to perform a particular job (Deißinger, 1996, p. 199). Based on modularization, NVQs could be obtained without any particular entry requirements, age or time limits, either alongside work or in combination with other activities such as schooling. General Vocational Qualifications (GNVQ) presented the school-based alternative to NVQs as a route into work or HE.
Interviews with nurses and IT technicians at the intermediate and advanced skill levels were conducted between November 2001 and June 2002, with another round of interviews with British nurses in 2005 in order to improve the match with the German nurse sample. All those interviews aimed at deciphering how employees perceive and cope with flexibility and learning demands at work and how this affects their work and career orientations, commitment patterns and work and learning attitudes. In addition, interviews with five experts were conducted for the sector of nursing with researchers involved in curriculum development for nurse training.
Both employers and employees are involved in the production and reproduction of work biographies following allocation patterns that, however, are also subject to decision-making processes in the course of an individual’s career development. At this level, they are the result of individuals’ capacity for reflection and how they make adjustments to past, current and future circumstances (Lappe, 1993, p. 366). The considerations and, finally, the decisions that individuals make are not merely following efficiency criteria, but also individual interests, capacities and a broader purposeful work-life concept.