As we usually refer literacy – the ability to read and write, per se it relates to academic education. Further it will not get restricted only to reading and writing, academic success comes into picture. It is obvious that now the discussion will be focused on the subjects and academic marks; higher number of marks lead to academic success and vice-versa.

When we say success in academics; will this success continue even in career. Can this success provide what one usually expects to achieve in career. Probably, we should ask this question to ourselves.

We know that the speed of the change and uncertainty is the mark of the 21st century and there are many other aspects which we are supposed to know other than the career.

Career Literacy is the mindfulness what one has, on his values, competencies, behavioural traits, resilience & self-efficacy with smart goals for future and how he can use it constructively in accordance with today’s dynamic work culture.

Further, we can relate career literacy to two important domains – an individual and an organisation.

Career Literacy at the individual level:

1)To exhibit self-confidence.                                                                           2)Acceptance to take risk.                                                                                       3)Open to work with new and different people.                                             4)Being positive about job and organisational changes.                               5)Continues up gradation in skills.                                                                         6)Adaptive to changing circumstances.

Career Literacy at the Organisational level:

Organisations are changing their approach to global business and mobility. Due to demand for project work, mergers and acquisitions, start-up assignments, restructuring, long-term expatriation (one who has taken up residence in a foreign country) is opening a new way by altering the traditional approach of work.

Organisations no longer consider permanent transfers to be the one of the methods for corporate integration and transfer of knowledge. Instead, they rely on short-term projects or assignments, extended business travel, localised transfer and so on.

Due to economic uncertainties and new business strategies, there is continued downsizing, reduction in workforce size, less or limited hierarchical organisational structures, new trends towards outsourcing, contract assignments, freelance workforce, etc.

In traditional work approach Life Long Model Employee and large hierarchical structure was emphasised. Now it is loosing its significance day by day.

Nevertheless, in order to tackle the issues faced in career, the mindfulness what one has, on his values, competencies, behavioural traits, resilience & self-efficacy with smart goals and how he can use it constructively in accordance with today’s dynamic work culture is crucial.

It is not the strongest of the species that survives, nor the most intelligent. It the one that is the most adaptable to change. – Charles Darwin

 Fidahusain Balegar                                                                                                                  Passion Navigator

References:

1) Career Anchors and Career Resilience: Supplementary Constructs? – L. J. Van Vuuren and C. Fourie

2) Managerial Career Anchors in Changing Business Environment – Bromley H. Kniveton

3)Career paths of global managers: Towards future research - Tineke Cappellen and Maddy Janssens.

4)Career Management Issues Facing Expatriated – Daniel C. Feldman and David C. Thomas.

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