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Globalization of work transforming career paths and job choices according to new survey

The globalization of business is having profound impacts on the way employees view their work and their careers. The skills necessary to operate in an increasingly borderless world are changing, and employees understand that they must acquire new skills to survive and prosper in that environment.

This trend is being driven increasingly by younger workers amongst Gen Y (aged 18-29) who have had less exposure to the international workplace but see it as more important to their career prospects than either Gen X (30-47) or baby boomers (48-65).

Introduction

As business becomes more globalized in nature, many employees recognize that global expertise is becoming an essential part of their career armory. For them, exposure to a multinational environment has become a critical factor in deciding where to work.

There is a growing pressure on employers to provide the sort of working environment that will foster this international expertise, through exposure to different cultures, as well as knowledge of the language, customs, and protocols that characterize trans-global business.

The latest findings of the Kelly Global Workforce Index show that globalization is altering the way employees frame their career pathways, and make job choices.

The survey obtained the views of nearly 100,000 people in 33 countries covering North America, Europe, and the Asia Pacific region.

What the survey found

Globally, the main findings of the survey are:

  • 68% of respondents say they have worked with colleagues from other countries or cultures in the last two years, while 32% have not.
  • 83% say they feel they currently have the skills to work in a globally oriented workplace.
  • 78% say it is important to their career prospects that they become more globally oriented in the way they work.
  • A majority of employers (53%) are not providing employees with any structured training to help in dealing with other cultures, such as through education or language training.
  • 31% say that in deciding where to work, it is ‘extremely important’ to work in a global environment with people of varied nationality and cultures. A further 52% say it is ‘somewhat important’ and 17% say it is not important.

Exposure to a multinational work environment

There seems no question that in recent decades the concept of the global village – at least as it applies to the workplace – has become a reality. The increased mobility of labor across borders and the spread of multinational corporations have transformed many workplaces into cosmopolitan melting pots.

The proliferation of people from varied countries and backgrounds, all working across different continents and time zones means many employees are now fully immersed in a globalized work culture.

They have become the front line in a growing band of workers for whom the borderless world of work is the norm.

Workers across all age groups are being exposed to the transnational environment but it is younger workers, amongst Gen Y and Gen X, who are at the fore.

A total of 67% of Gen Y say that in the past two years they have worked closely with colleagues from a different country or culture, compared with 69% of Gen X, and 66% of baby boomers.

There is also a relatively high level of confidence among the workforce that they possess the skills necessary to operate in this emerging global environment.

A total of 83% across the board say they currently have the skills necessary to work in a globally oriented workplace, but it is younger workers who are more confident in the capacity than older workers.

Globalization as a means of attracting talent

Much of the trend toward increasing globalization is being driven by Gen Y and Gen X. While baby boomers have had the bulk of experience in dealing with a globalised workplace, it is the younger generations that are shaping the new playing field.

Gen Y and Gen X are much more aware of the importance of international experience than their older colleagues. They are confident in their ability to apply their skills in this borderless world, and they are much more likely to select jobs or promotions on the basis of more globally oriented work opportunities.

A total of 81% of Gen Y see global experience being critical to their career prospects, compared with 78% for Gen X and 71% for baby boomers.

Internationally, there is a pattern of employees in developing countries placing a greater premium on international experience than those in industrialized nations. Countries that consider global experience of greatest importance to their career prospects include Indonesia, Malaysia, Mexico, Portugal, Puerto Rico, India, Thailand and Singapore.

Those that placed the least importance on global exposure are Denmark, Sweden, Hungary, Norway and the Netherlands. 

Even when it comes to the choice of a job, the presence of an international working environment emerges as a key element that has strong appeal, particularly to younger workers.

The younger generations are seen to be influential in creating a vision of the ideal workplace, and their priorities are demonstrated to be distinctly different to their older colleagues.

The employers’ role in a globalized workplace

Most employees realize that the type of transformation that has accompanied globalization is likely to continue, meaning there will be greater demands for people with an understanding of cross border business.

This will require expertise in areas such as language, cross cultural relations, and negotiation, as well as an appreciation of the ‘soft’ skills in understanding the nuances and the sensitivities in dealing with people from different backgrounds.

Business will increasingly be required to adapt to this new model with improved training and support for those working on international projects.

Yet it seems that to date, many employers have not supported their emerging transnational workforce with appropriate training and support.

Most workers are not receiving the level of cultural and language training that they require, although Gen Y is generally receiving more than older colleagues.

Conclusion

In many areas of business, globalization has meant that skills are highly transferrable across the globe. A worker from Singapore or Mumbai can just as easily be transferred to a similar position in New York, London or vice versa.

The norm for many firms will see multinational teams collaborating on major projects, and the emergence of highly skilled individuals with the capacity to be dispatched to distant projects.

This trend is giving rise to a new generation of employees who realize that international exposure is a central part of their career arsenal.

They see it as an attractive goal and something that will enhance their career prospects. They are also transforming themselves into a key source of talent, especially in rapidly growing knowledge based industries.

For employers, it represents a welcome source of labor that is highly mobile and ready to adapt. One of the challenges will be to address the relatively low level of training and support that is being directed at this group, and to avoid age related tensions that could well emerge as younger workers snare key international postings.