On Jobs,

With the shift of the old economy into the new economy and new New Economy, we see an emphasis on soft skills like interpersonal communication. The knowledge economy has grown and emphasizes the importance of education as many more people are receiving higher degrees of education. Despite the shift in economies, the mega sectors of work remain the same: extraction, processing, delivery, and services. Some jobs and careers have not changed much from the shifts in economy, but the presence and reliance of technology and interpersonal skills has increased in just about every field of work. Other jobs have been created as technology progressively advances. Gig work like Uber and Lyft driving was made possible through advances in app software and both have become major companies providing many jobs to people. The amount of gig work available for people has increased within the newer economies. However, too, the polarization of good and bad jobs has increased. Good jobs include jobs that pay relatively high earning with opportunities for growth, provides adequate fringe benefits, affords workers autonomy and control over work activities, gives the worker flexibility and control over scheduling and terms of employment, and affords the worker some control over termination of their job. In the current age of flexibility, job stability has become notably less common. Especially so after the Pax Americana came to a close.

By comparing and contrasting the experience of six different people in different occupations, we should be able to gain insight on what it is like to work in the current economy. We begin with how our participants came to their current job. Elisabeth, a social worker and therapist, came to her job though a "freak accident" or by meeting someone with connections to the place where she works at now. She was required to have a license to practice as well as pass two interviews. Kelly, a senior business analyst worked in sales and transitioned into her current position likely due to her experience with data management. Pancho Villa, a welder, had a friend land him his job. A person working as a CBD oil mall vendor was recruited into his position. Daniel, a media entrepreneur, was essentially born into his family business. Jamie, a technical specialist trainer on the other hand, applied for her position which required a series of interviews and a project which is something similar to what Kelly experienced too. There are many ways for one to come to a job position. In the current economy, having social capital and connections that will help you gain the attention of an employer helps one increase their chance of being employed. Pancho Villa and Elisabeth are two examples of this. Having the education and experience to hold a job position helps as well as in the case of Jamie, Elisabeth, and Kelly. Some need only the job experience as in the case of Pancho Villa who got his welding position despite not having completed high school. Instead, he "did good jobs that the bosses liked." Similarly, Jamie wrote the manual on technical training, so her boss offered her the position to train clients in a new job position instead of being a technical writer.

Before one obtains a job position, an interview usually takes place. All but one of six participants had some form of an interview and some had more than one. Jamie's hiring process was "really tough" and "had more than three interviews... This one was five interviews and a project." Kelly's hiring process required "a panel of interviews... I think five different people." Pancho Villa had an interview over the phone after his friend gave his name to the employer. Elisabeth had one interview. The practice of being interviewed for a job has a purpose. In the research of Rivera (2015), "cultural similarities were highly salient to employers in hiring." In Rivera's research, cultural compatibility is valued by employers. A cultural fit, she names it, includes the "leisure pursuits background, and self-presentation" of the (potential) employee and this is evaluated during the interview. The cultural fits and matches are done to improve or enhance "employee satisfaction, performance, and retention." There are positives and negatives toward this approach to interviewing and hiring. While it boosts productivity, it also reproduces the culture maintained by employers which is not quite a negative, but it allows for discrimination of minorities. Minorities not always in the racial, ethnic, or religious sense, but in a cultural sense. Those that do not fit the employer's culture or values are not likely to get the job they are applying for. A cultural fit is a hidden qualification for a job position.