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Career Development

Career Development: Discussion 2

In the industrial phase, people working in the industries were subjected to rigid working frames, whereby one had to work 8-hours a day with a short period of 30 minutes for lunch break. The employees were not permitted to come out of their workstations until in the evening (Bluestein, 2006). These people became estranged from other matters and societal factors that had influence in their lives. The pay demanded mainly on an individual’s endeavor and not on the payment scale.

The economic revolutions, which followed in the post -industrial phases, brought many challenges to the workers. People started caring more about their job security, as many companies would downsize so that they would remain above the profit margin. The dread of being unable to find a job caused workers to suffer a lot. Many of them worked for many hours, and over-times, they doubled their efforts in a bid to please their supervisors and employees. Workers also had to content with the little pay they were getting just to keep their jobs (Bluestein, 2006). The issue was job satisfaction on no account existed to these employees, getting employment was a problem, and when one gets it, and one overlooks all the negatives.

Workers in the current century also face the fear of job loss. Loss of a job is nevertheless as result of two quarters; the monetary crisis and the scientific novelties. Technology is eradicating proficient and amateurish workers from the production structure. Smart innovations in the information and communication expertise are driving a lot of employees in the white-collar occupations home. In industries, computers have shifted production works to devices and robots. These have led to loss of jobs to many production employees (Bluestein, 2006). Computerization technology has reduced the job openings for the middle-rank administrators, whose work was to manage both the trained and unskilled employees. Current trend points out those technological innovations would affect service industry in the near future

The latest innovations in expertise and the financial system, which requires constant learning has worked to change regularly. The kind of skills needed by companies now may not have existed long time ago, even the services required by the modern generation is not the same with the services needed in the olden days (McMahon and Tatham, 2008).Workers no longer have to exhibit their loyalty to a company as it used to be in the olden days. In the modern economy, companies and business are forced to work with objective driven short-period contracts.

The paid employment is varying shapes. The issue of careers is no longer what it was long time ago. People place more importance in their ability to provide service than the service itself. Several people are choosing to employ themselves than before. Employability of individuals stresses more on the skills and people are making efforts to ensure that they possess the best of these skills (Day, Harrison, and Halpin, 2009). The skills allow persons to be taken on employment, for immediate contracts, job sharing, or even continuing jobs.

Populace in the information phase makes every effort to make sure that their abilities, and principles are relevant. They also look for the ways in which these skills could be applied (McMahon and Tatham, 2008). The information phase has also compelled people to be lifetime learners so that they can be current with the changing concepts in the modern world. The profession development has as a result shifted to proficiencies that could lead to any form of employment and how to handle the abilities effectively. Skills like critical thinking, rational judgment are some of the major factors in career development(Day, Harrison, and Halpin, 2009).


Bluestein, D. L. (2006). The psychology of working: A new perspective for career development, counseling, and policy. New York: Routledge.

Day, D.V., Harrison, M.M., and Halpin, S.M. (2009). An integrative approach to leader development: Connecting adult development, identity, and expertise. New York: Psychology Press.

McMahon ,M and Tatham, P.(Eds.).(2008).Career: more than just a job. Australian government :Department of education, employment, and workplace relations. Dulwich : limited