Individuals and Work -> HSC

Social factors leading to changing work patterns (EGGFEET)

• Education/retraining • Government policy • Gender (perceptions) • Family circumstances, including structural change • Economics • Employment/unemployment • Technology - Computers - Automation/robotics - Research and development

Rights and Responsibilities

• Employees • Employers

Patterns of work

• Full-time, part-time, job share, casual • Permanent, temporary/contract • Self-employed • Shift work • Voluntary • Seasonal • Working remotely • Others

Maintaining work and life balance

• Individual roles • Individual strategies for managing multiple roles

Youth employment

• Issues that impact on youth employment this is young people who are between approximately 15 and 24 and are in the workforce. Australian youth unemployment rate currently stands at 17.3% in 2014.

The labour force

• Labour force concepts and terms - Labour force - Employed - Unemployed - Employed part time - Employed full time - Participation rate • Labour force participation across the life span

Workplace Structures

• Legislation, eg health and safety, equal employment opportunity • Work conditions, eg awards, grievance procedures • Trade unions • Flexible work patterns and practices, eg job share, flexible work arrangements • Workplace culture, eg childcare, prayer room, kitchen • Leave entitlements, eg parental, carers

Individual strategies for managing multiple roles

• Negotiating and sharing roles • Managing resources • Using technology • Accessing support • Utilising workplace structures

Individual roles

• Personal commitments and interests - Work - Leadership - Parenting - Caring - Volunteering - Religion - Recreation - Studying - Hobbies

Issues that impact on youth employment

• Personal management skills required in the workplace • Steps taken to prepare and plan for a career • Predominant patterns of work of young people • Rights and responsibilities of young people in the workplace

The nature of work

• Reasons people work • The labour force • Patterns of work

Structures that support individuals in the workplace

• Rights and responsibilities • Workplace structures

Changing work patterns

• Social factors leading to changing work patterns

Reasons people work

• To meet specific needs • Economic • Value and status

Labour force participation across the life span

*Childhood: voluntary work, for example looking after a neighbours pets or general jobs around home that provide pocket money. *Teenagers: part-time / casual work. They have to balance work, school, family and friends with shorter hours. Benefits for future employment. *Young adults that have left high school: Whilst studying at UNI, part-time or casual work to balance commitments. When finished studying moved into full-time work which establishes your career/ occupation. Benefits your economic, physical, social and emotional wellbeing as you earn money. *Adulthood, with a young family: One parent returning to the workforce may work part-time or jobshare so they balance their multiple roles, the other parent may continue working full-time. *Adulthood, with an older family: both may work full-time as the expense of raising a family and owning a home are high. *Phased Retiree: part-time work for gradually leaving the workforce *Retiree: voluntary work, for example rotary.

To meet specific needs

*Safety and Security: this is the need to feel safe in a workplace, job security may vary due to the industry or the pattern *Education: this helps with learning new skills, schools/ TAFE can help with this through work placements or work experience. *Employment: money can be obtained and therefore needs and wants can be satisfied *Health: working can take a toll on your emotional and physical health. *Sense of Identity: the industry you work in can reflect your interest, therefore you are doing something that you love to be doing. It creates the ability to express yourself and be social. *Adequate Standard of Living: Employment means money, and money means that you can satisfy the needs of food, shelter and clothing. Depending on how much you earn depends how comfortable you are with your freedom with money.

Value and status

*Status is a societal based rank of individuals important derived from their work, occupation or profession. Status can be determined by: a) whether their work is paid or unpaid b) The industry, for example firefighter help society, where as tabloid journalist don't c) The work pattern d) The level of pay e) and the level of employment, for example CEO, manager or assistant. *Value is what someone believes is important to them. Two major reasons why work is valued include: a) As people earn money they pay taxes, which enables the government to provide infrastructure and services (roads, hospitals) and therefore contribute to the wellbeing of society. b) Also, work provides economic value to fulfill basic physiological needs such as food, clothing, shelter. Work also provides the satisfaction, self esteem and lifecycle for an individual.

Utilising workplace structures

- Flexible work patterns such as flexible start and finish times, flexible rostering, rostered days off, working remotely, job sharing and part-time work. - Leave entitlements - Support from union - Workplace culture -childcare services

Using technology

- The internet assists with grocery shopping, budgeting advice, product advice, quick education and 24 hours meals. - Technology in cooking appliances reduce prep time - Technology in cleaning - Wrinkle free garments, no need for ironing - Supermarkets have many fresh foods in prepackaged containers - Mobile phones allow families to keep in touch or to save dates.

Negotiating and sharing roles

-Rosters that list each family members chores and the times they should be completed, this helps to set clear expectations for busy parents and children. -Families with two working parents -household responsibilities must be shared equally on individual strengths and abilities. -As adolescents start to be able to look after themselves -> parents might be able to work longer hours - As dependents enter the workforce they might contribute to the family income by paying 'board'

Temporary/contract

A contract is an agreement to perform a task for a certain rate of pay, a contract worker can work for themselves or others. Temporary workers are those workers who are only employed for a certain period of time, usually for the duration of a project or based on the funds available. *Advantages: paid for every hour worked, usually flexible (can choose which contacts to work), it is temporary (can change the direction or industry of work at anytime) and industries such as building have made it easier to build up superannuation and long-service leave. *Disadvantages: no eligible for entitlements, lack of job security and stability, skill updating must be done in personal time and paid for by contractor, travel to work may result in higher petrol costs and fewer opportunities for advancement when only employed for a short period of time. *Suitability: A family (but only one parent) and a young adult (to update industry experience and skills)

Self-employed

A self-employed worker is an individual who owns and operates their own business. *Advantages: control over how much time is spent working, total control over decisions, work hours can accommodate families, control over holidays taken, some tax advantages, covered under WH&S, could work from home (Save on rental money), profits go to the individual and individuals use their skills to excel. *Disadvantages: time off can result in a loss in productivity, responsible for all banking and financial matters, profits in the begins go to establishing the business, uncertain income can relate to uncontrollable markets, any extra retraining needs to be taken out of work hours and longer hours will limit family time. *Suitability: Single or childless couples, one partner in a family and parents that can set a business up from home and look after children.

Shift work

A shift worker must work for a period of time around a 24 hour clock. *Advantages: rarely travel during peak times, can provide higher earnings for employees, use shop facilities and social facilities when they are less crowded, parents can spilt duties due to unusual work hours and increased technology. *Disadvantages: disrupts body rhythms, public facilities may not be available and workers may resort to stimulant products. *Suitability: Young people and families (only one parent)

Full-time

A worker who consistently works more than 35 hours a week, they are entitle to 4 weeks of annual leave per year, sick leave, long-service leave and parental leave. *Advantages: Increased hours -> increased wages, hours can be structured and regular and increased opportunity for promotion. *Disadvantages: Long hours, less time spent with family, work may need to be taken home and increased responsibility may cause an increase in stress. *Suitable for childless couples, parents of older children and young adults with or without training.

Work conditions, eg awards, grievance procedures

AWARDS: An award is a set of minimum employment standards that is specific for each industry or occupation. It dictates working arrangements of employees and includes things such as rates of pay, types of employment, overtime, penalty rates, allowances, and other work arrangements. The National Employment Standards (NES), introduced in January 2010, set out 10 minimum conditions of employment for every employee in Australia. These standards cover public holidays, weekly hours, requests for flexible working arrangements, unpaid parental leave entitlements, annual leave, personal carers leave, community service leave, long-service leave and notice or termination. GRIEVANCE PROCEDURES: A grievance procedure is a formal process that employees may follow to resolve a grievance. It may be either set out in the award and therefore used by entire industries, or developed by individual employers.

Family circumstances, including structural change

As a family moves through the lifespan, they may incur a change in circumstances such as, a lose or gain in family members, the families socioeconomic status may cause for a need of two jobs per partner and their caring situation (illness or disability). A slight increase was triggered in conception when the baby bonus was introduced. As a result, women are having shorter absences from work, while most work patterns have a 'right of return' following maternity leave, they seek more suitable work patterns to balance work and family. As parents age they may choose to reduce their working hours as the financial demands of children lessen. They may seek phased retirement or if mobility is limited, choose to work from home or telecommunicate. EFFECTS ON THE PATTERNS OF WORK: - Following the birth of a child -> women may take maternity leave from their full-time work and may return to part-time, casual or job share. - Family friendly work practices (flexible starting hours and finishing times) may help families. - If the family breakdown occurs both parents may need to return to work or move from part-time to full-time to support the family. - Phased retiree may reduce working hours to help care for grandchildren.

Leave entitlements, eg parental, carers C L A P S

CARERS' LEAVE: paid leave that enables individuals to carer for: spouse or same-sex partner, child (foster, stepchild), parent, grandparent or grandchild. Effects on efficiency: concentrate on the work at hand, give you leave to deal with issues, and staff may refresh mindset and come back to continue quality at work. Effects on wellbeing: Employee- spend time with family (social), no time taken off without financial payment (economic). Employers- staff focus on work, and not extra leave taken. LONG-SERVICE LEAVE: Two months paid leave after ten years of service with the same employer and one month paid leave for each additional five years service. Effects on efficiency: rewarded with long-service leave, quality is returned once leave is over and workers work harder to work their time up. Effects on wellbeing: Employee- distress (emotional), rewarded (social) and paid for leave (economic). Employer- retraining (economic) and keep staff motivated. ANNUAL LEAVE: under the national employment standards, all employees (except casual employees) get paid annual leave based on their ordinary hours of work. An employee is entitle to 4 week annual leave for 12 months of service. Effect on efficiency: Before the employee is stressed, tired and overworked, where as after they are refreshed and ready to continue to work again. Effect on wellbeing: Employee- time off (social), relaxed/ refreshed (physical) and if they didn't have this leave they would have a lack of motivation. Employer- retrain another employee and the staff member may change their job decision. PARENTAL LEAVE: The NES has established a set of minimums for unpaid parental leave. Parental leave can be taken as a new mother, father or as a same-sex partner. Continuous unpaid leave can be taken for up to 52 weeks. An employee couple are not entitle to more than 24 months between them. Effect on efficiency: keep job, unpaid leave, employer is able to keep trained employee, has to put someone else in the position and retraining. Effects on wellbeing: Employee- gives a chance to have the time (social) and unpaid (economic). Employer- keep employee but have to fill the job (casual worker) SICK LEAVE: employees are generally entitled to a minimum of five sick days in one year. Effect on efficiency: able to refresh, working better when you are healthy and continue quality when return. Effect on wellbeing: Employee- not making other employees sick, resting yourself (physical) and paid for time off (economic). Employer- staff member isn't making others sick PAID PARENTAL LEAVE: financial support for up to 18 weeks to help eligible parents take time off work to care for newborn or recently adopted child.

Casual

Casual employees are those who are engage to work on an hourly or daily basis for which they are pad an extra loading on top of the normal rate to compensate for the lack of usual benefits *Advantages: receive an extra pay loading higher than full-time or part-time employees, gain skills, training and exposure to a workplace, can leave with short notice, shorter hours at a higher rate, more positions available and can access unpaid parental leave. *Disadvantages: can be called in without notice, lack in job security, no access to entitlements, may be difficult to gain loans and this may require for multiple jobs. *Suitability: Teenagers and young adults studying, Carers, single people who support themselves, and Phased retirees. Those not suitable are people with kids and families.

Technology - Computers - Automation/robotics - Research and development

Computer: They have revolutionised the labour market. Reduced the number of laborious jobs, but created new jobs, allowed businesses to be created from home and enabled the communication of people who are thousands are km's away. They have shrunk cultural and geographical distances. Computers have created new industries such as web design, internet advertising, animation and online gaming. Automation/robotics: Technological advancements in robotics and automation has displaced both skilled and unskilled workers. Robotics have created an ease in the medical industry. They have been used for jobs considered to dangerous for employees. Research and Development: Industries (textiles, science, automotive and medical) will always require people to take on projects to improve the lives of others, for example, wrinkle-free fabrics to reduce the need for ironing, cheaper fuel costs ad research and development in aeronautical engineering has reduced the time and cost involved in traveling, and new diseases and strains of diseases create a need for the medical industry to create cures. EFFECTS ON THE PATTERNS OF WORK: - Decreasing the need for employment but opening new jobs. - Opening requirements for shift-work in the media, banking- finance will increase to compete with competition in the global market. - Working remotely is related to technology, therefore increasing this working pattern (due to telecommunication, computers, improvements in mining and aeronautical) - More people involved in contract work as short-term jobs have arise, for example web design.

Predominant patterns of work of young people

Due to the nature of this group, there are some predominant work patterns prevalent. - A lot of young people are undertaking full or part time study and often their type of employment is part-time or casual. - Job may be only temporary- may be working full time in school, TAFE or university holidays and have to resign when study resumes. - Could often been seen as a job rather than a career - due to lack of experience/ skills, the workplace youth are involved in may not be the workplace they want to have a career in. Many young people work in retail or hospitality but do not see that as their career, but rather a means to receive income whilst they are studying.

Employment/unemployment

Employment has changed from working 9am to 5pm, to working irregular hours. The casualization of the workforce involves the shift from predominately full-time and permanent position to higher levels of casual and contract work. it is important to focus on the percentage of casual, contract and part-time employees who are underemployed (not getting enough employment to satisfy needs), rather than unemployed. EFFECTS ON THE PATTERNS OF WORK: - Changed from full-time to part-time work, shift work and job sharing due to the change in the 9am-5pm hours. Thus, enabling families to better manage their time and improve their bargaining power with their employees. - The casualization of the workforce has reduced the number of full-time and permanent. - Casual workers have no sick leave, annual leave benefits which may be hard to satisfy family needs.

Flexible work patterns and practices, eg job share, flexible work arrangements

FLEXIBLE WORK PATTERNS: part-time, casual, seasonal, job share, working from home and telecommuting are patterns of work that have greater flexibility of hours, days and place of work. Effects of efficiency on work practices: can increase productivity and reduce absenteeism. Influences on wellbeing: Wellbeing on employee increases as they have time to complete both jobs successfully. THE ABILITY TO MAKE UP HOURS IN CASE OF AN EMERGENCY: employers give the employee permission to use either or phones or mobiles in case of a family emergency. Effects of efficiency on work practices: the employee can complete their work once returning from managing the emergency without feeling guilty that their work was not completed. Influences on wellbeing: employee can have piece of mind that their employer will let them deal with family emergencies as they arise. This may increase gratitude and effort in the workplace. FLEXIBLE LEAVE ARRANGMENTS: Some workplaces have contracts that are supported by leave arrangements that can be flexible or negotiated. Effects of efficiency on work practices: lets you take a day off when needed. Work efficiently because you can be in control of when you take time off. Influence on wellbeing: relaxed because you can take days off when needed. Not stressed. CAREER BREAK: a planned interruption to working life, usually for a predetermined period of time. It may take the form of parental leave, time off for study, research, or caring for children. A career break may be sanctioned by an employer or taken without the support of an employer. FLEXITIME: a system of work which allows employees to start and finish work between a flexible range of agreed hours, so long as they work a set amount of hours each week. Effects of efficiency on work practices: allows employees to when best suited, workers can work without other stress of being somewhere else. Influences on wellbeing: Economic- no payment needed for childcare as a result of work hours. Social- change hours to spend time with family. Emotional/Physical- organize work hours to best suit - less stressed. FLEXIBLE ROSTERING: may be rostered on to work various days of a work from one week to the next. Effect of efficiency on work practices: have sometime off during week. Longer hours (10-12). 4 days of work can make work ethic efficient. Influence on wellbeing: social life able to have more time for family commitments, do day to day jobs or errands. ROSTERED DAYS OFF: a day of leave allocated under certain agreements of employment. Can be been negotiated be the employer and may be taken regularly or as requested by the employer. Effects of efficiency on work practices: employee doesn't tire, productivity returned. Employer benefits if day off is not on busy days. Employee looks forward to day off. Employer may not meet dead lines as a result of one less employee. Influence on wellbeing: Social- day off with family and friends. Physical- refresh on day off. Emotional: less stress.

Accessing support

Formal support networks: childcare, before and after school care, speech pathologists, tutors and cleaners Informal support networks: family members, friends, relatives, neighbours. Advantages include: - access on short notice as no appointment is necessary - family, friends or relatives can be trusted - the favour can often be returned - bonds can be created - informal support networks may be physically closer

Legislation, eg health and safety, equal employment opportunity

HEALTH AND SAFETY: The Australian Government is responsible for reducing the number of injuries, illnesses and fatalities in Australian workplaces and, in 2011, updated previous laws to form the Work Health and Safety Act 2011 (Cth). The legislation seeks to not only act as a safety net to prevent injury and illness, but also to reduce the costs associated with work-related injury, such as legal, rehabilitation and medical costs. WHS aims to protect the health and safety of workers. Primary duty of care is undertaken by the 'person conducting a business or undertaking' (PBCU) this is the same role as an employer under the outdated OH&S Act. A PBCU must ensure the provision and maintenance of (Work Cover NSW 2013): - A work environment without risks to health and safety. - A safe plant and structures - Safe systems of work. To achieve this: - Anyone at risk must receive any information, training or supervision that is necessary for their protection - There must be adequate access to facilities/ equipment to reduce the risk - Health and conditions must be monitored for the purpose of preventing illness or injury The PBCU must modify the environment and remove all the hazards at their source rather than replying on employees to modify their behaviour EQUAL EMPLOYMENT OPPORTUNITY: Equal employment opportunity (EEO) is the establishment of conditions that allow all workers - regardless of their age, gender, disability, ethnicity and sexuality - the opportunity to find, gain and advance in employment. EEO aims to eliminate the possibility of discrimination.

Job share

Job sharing involves one full-time position being shared between two people, each with proportionate benefits. *Advantages: family friendly (provides a balance with work and family), educational and social needs met, fewer working hours can lead to greater opportunities for recreational pursuits and set hours allows with a routine to be established. *Disadvantages: income is lower, working in tandem with someone else may be difficult, conflict may arise over hours and days off, work maybe duplicated if communication isn't clear, and a disruption to the office or other working staff. *Suitability: Parents with children, phased retiree and people studying

Part-time

Part-time work is permanent employment, these employees work less than 35 hours a week and receive all entitlements an of a full-time employee on a proportional basis. *Advantages: shorter hours, set and structured hours per week, wide range of occupations, enables individuals to maintain skills and develop their career on return to full-time employment and continuous employment. *Disadvantages: wages are proportional to the number of hours worked each week, career and promotional opportunities maybe declined, may have to take work home and lower status *Suitability: Phased retiree, individuals returning from paternity/maternity leave and young adults with a young family.

Government policies

Past policies have been created support for workers, enabling them to establish themselves within the labour market. These policies have enable there to be a large amount of women working. EFFECTS ON THE PATTERNS OF WORK: - Anti-discrimination Act 1977 (NSW) allows for all employees to be treated equally regardless of their gender, age, disability, sexuality or carer's responsibility. - Industrial Relation Act (NSW) introduced enterprise agreements. - Workplace Gender Equality Act 2012 (Cth) replace affirmative action policies. This acts aims to improve gender equality, equal pay and eliminate discrimination on the basis of gender in relation to family and caring responsibilities. - Introduction of maternity and paternity leave.

Economic

Provides individuals with economic value (money) which enables them to buy and provide for the needs and wants of themselves and maybe their family. Money spent in society boost the economy.

Managing resources

Resources can be interchanged or substituted to effectively manage multiple commitments. Interchangeability of resources: time and money can be interchanged by: - using labour saving devices (microwave) - paying for cleaners to clean the house rather than use time and energy. - shopping online - using dryer to dry clothes rather than hanging them out - eat out or takeaways foods to save time on prep. - time-poor, parents or carers may purchase frozen foods or an instant product due to work commitments.

Employee responsibilities

Responsibilities: - Comply with lawful and reasonable instructions given by the employer - Disclose information that may put themselves, other or the business at risk; for example, health care workers or those in defense forces must disclose to their employers if they are living with HIV/AIDS - Maintain a reasonable work ethic by arriving on time, dressing appropriately in compliance with work health and safety, respecting others' and employers' property, alerting the employer if absent and not discriminating against or vilifying others. - Give sufficient notice when intending to leave - Have good faith and maintain confidentiality. An employee must not give out confidential information or trade secrets. They also have an ethical responsibility to maintain customer privacy. - Work with a level of competency that displays skill and care - Work together with the employer and other employees to maintain a safe and healthy working environment.

Employer responsibilities

Responsibilities: - Set out clear terms and conditions of employment; for example, minimum wages, provisions of meal breaks, working hours, opportunities for overtime and details of expected meetings. - Provide duty of care, which ensures the safety of employees. This means to provide safety equipment, training employees to have the skills to perform duties in a safe manner, and alerting employees to any unexpected risks or harms in the workplace. - Create an environment free from discrimination/vilification - Pay their employees on a regular basis and provide within one day of payment a pay slip, on which is recorded the number of hours worked, the amount of tax and superannuation. - Not terminate employment without reasonable grounds - Maintain records for 6 years, including employee details, wages paid, hours worked, leave accruals and superannuation contributions.

Employer rights

Rights: - Enjoy safety and safety measure at the same level as those of their employees - Expect their employees to follow safety instructions, complete all set tasks and maintain work integrity. - End employment by providing redundancy (transfer of duties, voluntarily stopping work) when the amount of work or hours of work have changed. This may be caused by technological change, economic recession, company merger, takeover or restructuring. - Dismiss employees on the spot when they fail to obey lawful instruction, perform duties over a period of time, perform duties safely and met the conditions of the employment contract. - Discuss and negotiate terms and conditions with any employee under a enterprise agreement

Employees rights

Rights: - A clear rate of pay and to be paid the correct amount for the work that is done. This must be at least minimum wage and entitlements as set out by the appropriate award or contract. - Feel safe in working environment and have access to safety equipment when needed. - Leave entitlements as stated by the award, agreement or contract, such as sick leave, annual leave, parental leave, public holidays and long-service leave. - Have a contract amened if it is not covered by the award - Work in an environment that is free from discrimination and harassment - Receive on-the-job training and in-services to complete their jobs properly and safely - Be protected from unfair dismissal, and the right to appeal to the Industrial Tribunal if the consider they have been wrongfully dismissed. - The freedom to belong to or join a union.

Multiple Roles for youth

Roles a young person may have: - school - part-time job - sporting commitments - family commitments - peer group Positives of multiple roles: -Learn to budget and manage own money -A job means you are in the workforce -Gaining skills in planning and organizing, clear communication, effective decision making and problem solving -Gain time management skills (prioritizing) -Skills in presentation, punctuality, able to follow rules and accept responsibility -Become resourceful - motivated, show initiative, work co-operatively with others. -Learn about rights and responsibilities in the workplace Negatives of multiple roles: -The job/money takes over from study- impacts on study time. Students don't leave time for study. -Not much time left between work and study for own time, social life and time with friends. -Stress, pressure from both work and study (effect study overcomes) -Priorities change money over study.

Personal management skills required in the workplace

Skills are developed through maturing within a company and past experiences as an employees. However young people often do not have very much past experiences because they have no been in the labour force for a long period of time. Personal managements skills required within most workplaces include: - Being on time - Getting work done within timeframes - Knowing when to make changes to plans if it is not feasible/ no longer working - Managing and dealing with conflict - Knowing how to negotiate - Managing data and files into logical sequences - Being responsible for ones tools and equipment.

Education/retraining

Students stay at school to complete their Year 10 Rosa or Year 11 Preliminary Certificate or their Year 12 Higher School Certificate. Many individuals complete further education to gain post-school qualifications (TAFE, UNI or private colleges). Laws state that a individual can't leave the school system until they are 17 or if they have a full-time employment, study or both of 25 hours per week. Job market looks for those with qualifications of the HSC or higher, creating it harder for unskilled individuals to gain work. VET courses are offered through schools across NSW. EFFECTS ON THE PATTERNS OF WORK: - Need for more casual and part-time work whilst they complete studies. - When fully qualified there is a demand for more full-time work, particularly for women. - The service industry means that there is more shift workers required.

Economics

The move towards globalisation have a significant influences on the relationships between employees and work patterns. Time differences mean a business needs to train 24 hours a day, therefore creating longer hours for employees. Traditionally the bargaining power of employees fluctuates according to the economic growth and inflation levels. Decline or Contradiction: businesses make full-time employees redundant and employing more casual worker to retain their profit. Recession: factories may reduce working hours for employees or shut down due to little productivity. Recovery: Employers increase working hours of their employees as the business earns more money. / Boom: this is where employees have bargaining power and can negotiate wages, benefits or flexible working patterns. EFFECTS ON THE PATTERNS OF WORK: - Employment of shift workers to respond to globalisation as they can communicate around the clock with overseas clients and competitors. - Full-time workers lose their jobs during decline to maintain production casual and part-time workers are employed. - Recession is high for unemployment, the number of shift workers are reduced due to working hours reducing. - Recovery shows an increase in working hours, part-time workers may be increased to full-time workers and contracts may be signed fro longer periods. - Boom allows employees to bargain for flexible working patterns to manage multiple roles. Self-employment increases and volunteer workers increase.

Steps taken to prepare and plan for a career

There numerous steps a young person can take to prepare and plan for a career. - Studying and applying oneself through school and further education will allow them to get better marks and be closer to attaining their dream job. - Brainstorming what things a person is interested in and working out what careers match up these interests. - Ask people in the field whether it is neighbours, friends, posting a question online to gauge what other people in the career did to get where they are. - Consider ones online profile. If applying for a job an individual should really consider how the social media sites make them look to the prospective employer. Photos of someone always out late and statuses that are not suitable such as statuses implying illegal activities are not ideal when applying for a job

Labour force concepts and terms - Labour force - Employed - Unemployed - Employed part time - Employed full time - Participation rate

These include people who are working or who are able to work. *Employed: All persons aged 15 or over who are working for 1hr or more per week, for either direct or indirect payment in a job *Unemployed: All persons aged 15 or over who are not employed but are actively looking for work or are available to work *Participation rate: The ratio of the labour force to the total population 15 years or older. Throughout the life span individuals will need to make judgments on the work patterns that will best suit their needs.

Trade unions

Trade unions are organisations that have been created by workers for the purpose of protecting and advancing their interests and wellbeing. They will fight on behalf of employees to: - maximize the wages and salaries of their members - preserve and protect awards - provide job security - they will challenge redundancies, negotiate consent packages and ensure correct termination payments. - create a safe and healthy workplace. - ensure equality between men and women. - ensure equal employment opportunity is enforced by representing an employee with, for example, sexual harassment or discrimination claims.

Gender (perceptions)

Traditionally, men used to go to work and earn the money, where as women did the house work and looked after the children. Over the past few decades it has become more common for men to not be the sole money earner and both do the house work. Feminism has encouraged women to continue education. This has lead to a change in women's role within the family. EFFECTS ON THE PATTERNS OF WORK: - Many women desire the flexibility to fit around the demands of parenting and caring. After childbirth, women may desire the opportunity to access part-time, casual, job share and other flexible work options. If they have the skills they may even create a business from home. - The increased acceptance of men as carers of their children has enabled them to work part-time while their partner works full-time.

Voluntary

Voluntary work involves performing a task or choosing to give your time to a non-profit organisation or project. *Advantages: benefits the community and those less fortunate, experience of a lifetime, satisfactory on-the-job training, agreed work hours in a safe environment and education on social injustices. *Disadvantages: no financial rewards for effort, not covered by award conditions and may not gain recognition for the work provided. *Suitability: Retirees, teenagers and non-working parents

Personal commitments and interests - Work - Leadership - Parenting - Caring - Volunteering - Religion - Recreation - Studying - Hobbies

WORK: Work involves undertaking a task in order to reach a specific goal. We work to make money to support ourselves and other people, for example, we need to buy food, pay bills, and meet the extra expenses involved in doing something such as going on holidays. LEADERSHIP: Leadership is defined as any role that involves an individual or individuals taking a managerial position where they give direct to others. There are numerous areas of life that will require an individual to take on leadership roles. Some of these include leadership positions within the workplace, sporting leadership, leadership roles in hobby groups, leadership in relation to an individuals child. PARENTING: Being a parent involves being responsible for another individuals wellbeing. it is a full-time, permanent commitment and most parents and carers have to work to support their family. Parenting involves tasks such as providing food, shelter and affection, educating, disciplining, involving children in extracurricular activities and so on. It is important to balance work commitments with parenting roles so that the child is given the best possible upbringing. CARING: Caring involves being responsible for another individual who may not be able to do so themselves. Careful considerations need to be made to ensure an appropriate balance between caring and work. The roles of a carer may include taking an individual to the doctor, to do their shopping, stimulating them mentally, driving for them and so on. VOLUNTEERING: Volunteering relates to the act of doing a certain job or task without getting any material benefit from doing so. There are numerous areas an individual may choose to volunteer in, including within the workplace and outside of the workplace. RELIGION: Religion concerns the faith one follows, or an individuals belief system. It is important to balance one's religion with their working life. Work can impact on an individuals faith bother positively and negatively. RECREATION: Recreation involves any activity an individual participates in for enjoyment. If a person is always working and doesn't have time for recreational activities, they may become stressed and start to lack fulfillment in their everyday life. It is important to have a good balance between work commitments and recreational activities. STUDYING: Studying relates to taking time out to rehearse or learn certain content. Studying is often done before some sort of assessment. Individuals may study for a variety of different things including their HSC, a driving test or a job interview. It is important, especially for young people to balance casual work with their studies. HOBBIES: Hobbies are similar to recreational activities and include any interest an individual has that they enjoy doing in their spare time. It is important to have a good balance between work and hobbies. Some individuals decide to have a career in a field that corresponds with their hobbies, that way working becomes more enjoyable.

Seasonal

Work that isn't available at certain time each year. *Advantages: different parts of Australia provide a variety of seasonal work all year round and extra money for short period of time. *Disadvantages: income can be dependant on a good or a bad season, work can be intensive, repetitive or hard, no or little protection from weather conditions and little opportunity for career development. *Suitability: Young adults who are traveling.

Working remotely

Working remotely can be seen in two ways: a) Working away from home for a period of time. *Advantages: individuals and families don't need to permanently relocate, travel costs are paid for, time off is longer than a two day weekend and usually paid well to compensate for living arrangements. *Disadvantages: time spent travelling to and from can be draining, can place stress on relationships, living arrangements are basic and long, laborious hours are put in during the working period. *Suitability: Young adults, childless couples, Adults with children and phased retiree b) Working regularly from other places other than the office. *Advantages: Must be technology savvy, save on daily transport and rent, avoid traffic jams, save on work clothes and advancements in technology have made telecommuting easier and faster. *Disadvantages: not available in all occupations, reduce access to training, development and promotions, computer viruses and breakdowns may halt productivity, regular updates will need to be made to the office via email or teleconference and social contact is minimal. *Suitability: Adults with young children, carer and young people

Workplace culture, eg childcare, prayer room, kitchen

Workplace culture is the feelings or atmosphere and environment created by a business for employees, employers and the wider public. CHILDCARE: A workplace that provides access to childcare is said to have a family-friendly culture. By creating a family friendly culture, employees will benefit by having skilled women return to work after having children. This will reduce retraining costs and increase productivity, as their previous training will allow them to fit straight back into the working environment. PRAYER ROOMS: To create an environment free from discrimination and vilification, employers should ensure that their workplaces are welcoming to people of all faiths. Having a multi-faith prayer room acknowledges that some religions are required to observe ceremonial activities during work hours. KITCHENS: Kitchens create a space where relationships between employees and employers can be fostered and developed. by encouraging these relationships, employer can hope to reduce conflict and increase communication. FAMILY FRIENDLY WORK PRACTICES THAT PROMOTE POSITIVE WORKPLACE CULTURE: - On-site childcare centres - Subsidised childcare costs - Breastfeeding facilities - Family rooms - Work barbecues and other social events - Flexible use of annual leave - Paid family leave - Allowing employees telephone access to their children - Staff wellbeing days.

Rights and responsibilities of young people in the workplace

Youth have a right to: - Receive at least the minimum wage - An explanation of any awards applicable to them in the workplace - Safe working environment free from threat of injury or any form of abuse - Reasonable working hours - Take time off providing they give enough notice without feeling threatened that they will lose their job. Youth responsibilities include: - Show up to work on time and stay till shift has finished - Give enough notice when they cannot make a shift - Do the work set out for them - Listen to and treat employer and other employees fairly and with respect.