Book of Employment

Introduction to Employment (hereinafter, the Lecture) is a lecture introducing the learners to employment and related topics. The Lecture is the second of seven lectures of Careerprise Orientation (hereinafter, the Orientation).

Outline

Welcome to Friends Of CNM is the predecessor lecture.

1. Employment. The condition of having paid work.
   • Employee. A person employed for wages or salary, especially, but not necessarily, at non-executive level.
   • Independent contractor. An individual or another legal entity that provides goods or services to another entity under terms specified in a contract or within a verbal agreement. Unlike an employee, an independent contractor does not work regularly for an employer, but works as and when required, during which time he or she may be subject to law of agency. Independent contractors are usually paid on a freelance basis. Contractors often work through a limited company or franchise, which they themselves own, or may work through an umbrella organization.
   • Self-employment. The state of working for oneself as a freelance or the owner of a business rather than for an employer.
2. Occupational preference. Preferences for work environments and outcomes in occupations.
   • Realistic occupation. An occupation that frequently involves work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.
   • Investigative occupation. An occupation that frequently involves working with ideas and requires an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.
   • Artistic occupation. An occupation that frequently involves working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.
   • Social occupation. An occupation that frequently involves working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
   • Enterprising occupation. An occupation that frequently involves starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
   • Conventional occupation. An occupation that frequently involves following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
3. Work structure. A set of structural job characteristics with which the worker interacts.
   • Consequence of error. How serious would the result usually be if the worker made a mistake that was not readily correctable?
   • Degree of automation. How automated is the job?
   • Duration of typical workweek. Number of hours typically worked in one week.
   • Freedom to make decisions. How much decision making freedom, without supervision, does the job offer?
   • Frequency of decision making. How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
   • Impact of decisions on co-workers or company results. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
   • Importance of being exact or accurate. How important is being very exact or highly accurate in performing this job?
   • Importance of repeating same tasks. How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?
   • Level of competition. To what extent does this job require the worker to compete or to be aware of competitive pressures?
   • Pace determined by speed of equipment. How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)
   • Structured versus unstructured work. To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
   • Time pressure. How often does this job require the worker to meet strict deadlines?
   • Work schedule. How regular are the work schedules for this job?
   • Work virtualization. The degree to which work is done remotely rather than at some specific physical location.

Introduction to Recruitment is the successor lecture.