Rationalization and Global Employment Models

Developing an effective system performance and focusing on strategy effectiveness can lead Systems Owners to execute broad reorganization patterns in the system domains. 

Reconstruction of Global Employment is inevitable. It is based on the high labor market unemployment rate due to the Global Economy and reorganization at multiple levels. 

Criteria for a qualified candidate seeking specific employment are detected: gender, age, ethnic groups, entities with health, and Social Competence. 

New construction of the Global Employment Model can establish complex parameters on system frameworks and labor market infrastructure. Settings up new Criteria for Global Employment may restrain multiple groups beyond labor market shocks and crises.

The new Global Employment Reconstruction was built through Social Network interactions. 

The exercise of Private Social Networks for Discreet Interaction beyond employment may shift to unfairness, corruption, and inefficacy in system platforms. 

The new social structure and nepotism paradox classify new employment sub-construction into two entry channels. The first gate is a channel of Social Private Interactions, possible Nepotism of Multiple Systems, and Poor Infrastructure. The second gate is the official employment channel, in which all job announcements can be registered, and job candidates view job vacancies in all categories in the Labor Market. According to official statistical parameters by System Authorities, 80 percent of candidates get jobs through the first channel (Hidden Social Networks), and 20 percent of jobs get a job through the second channel (Official Transparent Forums). 

Job candidates in the first channel would hardly need to fulfill specific qualification requirements; therefore, job candidates have a better chance of success with job search plans. System authority can even challenge and recommend that job seekers can search for jobs through this channel. 

Most job candidates must apply for job opportunities through the second channel. Job candidates would need better job opportunities due to high job competition within the job market. Suddenly, many recruiting/headhunter forums and desirable start-up business ventures appear in this complex channel. Headhunters support and promote specific job seekers through invisible threads to rule the new Global Employment Reconstruction parameters. Recruiting agencies can offer career information to job candidates who have jobs and are ambitious to change companies to raise base salaries or promotions. Most job seekers establish job searches through an official channel, which merges into recruiting agencies. 

The architectural design of the labor market creates complex parameters with an instance of hypocrisy within Social Contexts. Both channels for divergent job characteristic models illustrate Invisible Entities for job candidates and Labor Market Infrastructure.

 

Observation:

Systems Owners have a vision for future system performances according to the following attribute patterns: An employee must work two times faster and longer hours than a pastime. Employers prefer barely to pay extra compensation for Additional Working Time. Systems Owners look at outsourcing and insourcing regarding low-wage workers. This vision modifies parameter characteristics of labor market infrastructure in the future. 

 

Observation:

Systems Owners convince community members to execute bureaucratic rationalization to reduce costs.

 

Observation:

Entities that establish business opportunities in the people's name may have unethical social responsibility. One of the Enterprise's Visions is identifying chaotic dynamics in Social Contexts for allocating capital into various assets.

 

Observation:

Identifying a single hypocrisy in a System Module within a System Platform can imply that moral hypocrisy may encapsulate Global Variables in the System Framework.

 

Observation:

Systems Owners encourage job candidates to search for jobs through their private networks because it is easier to get a job without job qualifications. Circumstances change in Social Contexts due to economic performances; therefore, Systems Owners encapsulate Nepotism phenomena in Systems Platforms. They believe that Nepotism can improve chaotic situations in the Job market. Exercise Nepotism in Social Contexts can generate invisible side effects within Non-Biological and Biological systems. Nepotism can activate Hypothetical Instincts and other associated Instincts within the network of Competitive Instincts. Those active negative Instincts within Human Consciousness can modify Systems Platforms and Social Contexts in the Second Phase.