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.