Changing Landscape Of Job Market

Professionalism has thrived in multiple ways. Mostly, two ways can be easily measured when we deeply study the nature of the modern workforce. The first is that a person is employed in various works depending on the requirement of skills and efficiency of the person. The other, a bit more complex, is: the frequent switching of the job. And this is more problematic in modern times for both the employee and the employer.     

The modern workforce is different from that of the past in many respects. In the former, one can leave the job anytime and can get another if one is proven competent. This is more prevalent in private companies where one is asked to perform well and get a competitive salary in return. To some extent, the goal and job search for a prospective employee is as strenuous as walking on the razor's edge.  Thanks to modern education and professional diversity, many of our young people can easily pursue professional paths even though it consumes a huge amount of time, energy, and professional skill.  The present-day workforce is not only more competitive than those in the past, but it also enjoys multiple flexibilities in the pursuits of jobs provided that one is capable of harnessing them properly. 

Competitive

Obviously, in recent times, job markets are increasingly becoming competitive. "Prove your merit and get the job" is a common motto for promising young people who aspire to be job holders in their chosen fields. Competition is growing in each sector, whether private or public. This tough competition, furthermore, impacts job markets. Unlike in the past, many companies, these days, hire professionals who can provide them with greater benefits and meet the employers' demands. And if the employers feel that the professionals are not compatible with their business plans and policies, they can be sacked within minutes. 

Against this backdrop, in some cases, however, professionalism is beginning to be redefined in modern times as the traditional courses for professional growth are thought to be irrelevant. Simply put, these traditional courses don’t produce the human resources that are required in the twenty-first century job markets. Today's world expects a person to be efficient and conversant with modern professional integrity. One has to be technically sound, fluent in communication skills, versatile and pragmatic, among other qualities. Only theoretical knowledge won’t suffice to be eligible for the job market. One has to have the ability to multi-task as well. An average employee, in this sense, cannot have all these qualities; one needs a smart professional who has been exceptional in his or her career path.  

Some recent studies indicate that proficient professionals are those who can change their jobs more frequently than others. Why is this phenomenon becoming so rampant? Is it only because of the money and facilities they get fairly higher than they are getting at companies they are currently working for? This is a tricky question to answer. Management experts these days are trying to find reasons for these factors before hiring any employee for the long term. Intelligence and capabilities are not only the measuring rods for the assurance of jobs. Rather, aptitude and emotional intelligence are also considered critical factors. 

Employees stay in their jobs if they have the motivation to perform their job. Money, perks and facilities are the external motivations that push employees to change their present jobs.  However, psychologists and management experts see other factors as well.  Of course, money and facilities are associated with pride and dignity because the professionals feel that they should be given what they truly deserve.   

Meritocracy

There are some worrying facts behind the idea of meritocracy. Some recent studies hint that competitive professionals are not working for long. They are considered unreliable professionals. Besides, in terms of job satisfaction, they are not happy as compared to their mediocre peers. They are also found to be too individualistic to forge good relationships with their colleagues. Such individuals are increasingly becoming a headache for some big institutions and companies. The frequent job switching has made companies reluctant to hire them citing that they cannot be aligned with the long-term visions of the companies. To address these issues, many companies these days prioritise the emotional intelligence or track record of the professionals.  

It is not that a professional should be high-sounding in terms of intellectual capabilities. Rather, they have to productively work with people and for this, they are required to be equipped with emotional intelligence.  Meritocracy in some cases is seen as predatory because one's competence can grab others' opportunities who are less competent. In other words, those who cannot get jobs after losing the competition are taken as inefficient human resources.  There are moral and psychological sides to it. If one fails in competition, where can s/he get another job? Meritocracy has another side, too. Only a few people can be engaged in the most challenging and proficient jobs in the market. The switching of work and profession for economic opportunities has some bleak sides as many people are losing their usual and traditional professions, with a surge in modern jobs that are too appealing for many to resist. 

(The author is an assistant professor at RR campus.)