Frictional Unemployment Research paper

Frictional Unemployment is discussing about the employees who leave their jobs voluntary to find the better jobs. Generally be classed as voluntary unemployment because workers are choosing to remain unemployed rather than get the first job that comes along. Workers are temporary out of jobs. People generally hold to their jobs until they get new jobs while they search for new jobs. Workers are afraid to give up their jobs because it is difficult to find the new ones. Frictional unemployment is precisely benefit to the company. The company has chances to find qualified employees. Frictional unemployment is the result of people moving between jobs, careers, and locations. There are people entering the workforce after leaving school, people re-entering the workforce after raising children, people quitting their jobs in the hope of finding a better one (for reasons beyond structural ones), people changing careers due to changing interests (www.aflco-hit.com).

I believe that there are four hypotheses that impact the economics today:

1) People entering the workforce from school.

2) People re-entering the workforce after raising children.

3) People changing employers due to quitting or being fired.

4) People changing careers due to changing interests.

Ramberg says “This signifies that college graduates expect to be recognized and rewarded for their talents. And if an employer fails to provide the proper recognition, they will just move on to the next opportunity.” The sixty percent of recent graduates said that they stay with their current jobs less than two years. According to the Bureau of Labor Statistics, it would seem so: only 27 percent of jobs in the U.S. require at least an associate degree and the ranks of under and unemployed college graduates are likely to grow over the next ten years (PBS.org).

Here are my personal experiences about working after high school and dropped out of college degree. The first job I had was Allright Parking, Inc. in 1993. My job was parking attendant. My duty was to park the cars for customers and to collect the parking fees. In the same year I got another job from Center City News, Inc. My duty was to sort the papers out according to my route, so I could deliver the all the papers before my seven clock job as parking attendant with Allright Parking, Inc. The paper delivery job I did not have to collect the newspapers fee. The owner hired the accounting people who worked in the office to handle with the bills.

On March, 1998 I quitted my Allright Parking attendant job and I started to work as stockman at Mothers Work, Inc. on March 30, 1998 as temporary employee for six months. When I was hired as temporary I was not entitled to any benefit such as sick time, vacations and holiday at all. In a few years later I also gave up my Newspaper deliver job because I did not have time for my family. I just married to my wife less than a year. We were a newlywed couple during that year.

On May 30, 2002 I was promoted as stockmen supervisor, I had 14 team members who direct reported to me. On August, 2008 the company changed their name from Mothers work, Inc. to Destination Maternity Corporation. At the same time the new management took over company, upper management started to cross training all the management team. I was transferred to Ticketing Department for three months. When they fired my English high school classmate who worked for company long time as Flat Pack picking supervisor, I was transferred to Flat Pack Pick-Line # 2. I worked as picking supervisor for a year. Then I was transferred to Deck Department to take care outbound shipping. I had to deal the bad boss who did not give me support, but always complains. She did not support or coach any of her supervisors. Whenever she gave the project she never gave the deadline. When I explained the reason what I did, she told me that “I’m your boss you and you do as I told.” The boss did not respect the people who direct reported to her or team members.

After I worked on the deck for 11 months, I was sent to Flat Pack Pick Line #4. I still had the same boss. I worked in this department for about a year. Then I was transferred to Weekend shift on November 7, 2011 as Weekend supervisor. At this time I have met with the boss who thinks that he is a smartest in Weekend shift department. My job is to run the Direct Consumer Customers on Saturday and Sunday. I run Flat Pack Pick Line # 4 on Monday and Friday. He is the boss who assigns the tasks himself. He does not like to share the authority with me. Whatever I do I need approval from him. He does discipline the employees and utilize the employees. Even the employees’ vacations he does not let me approve. He is rarely training me how to run the weekend shift. I learn everything on my own. Whenever we have the issues, I am the one who get the blame. I stuck with this company because I do not have a college degree earlier. So I can change my career and earn the respect from other people. I plan to stay with my job until this company close down while I am looking for new job while I try to earn my MBA in accounting at Wilmington University.

Sandberg writes that women who take time out of the workforce pay a big career penalty. "Only 74% of professional women will rejoin the workforce in any capacity, and 40% will return to full time jobs." Sheryl Sandberg said "43% of highly qualified women with children are leaving careers or off-ramping for a period of time.” The mothers who return to work after raising the kids need a new training or skillset for the jobs. When mother can show that there is true value the mother can provide when she returns to workforce. Sandberg lost all her experiences and expertise after left her for 10 years. Future employers should give project-based work that provides many benefits to both businesses and those people are re-entering the workforce. Sandberg said that bring 43 percent back into the workforce. Help her add value— you just have to structure the job so we can (www.theatlantic.com).

McGrath said "Children give you a chance to say, 'Wait, I'm going to stop here and think about whether this is how I want to live my life.” Susan Manihane said "I think people are turned off that I've been home for four years," Those women who went back to work, 59 percent joined smaller companies. More than 80 percent said they took lower positions or at the same level they had when they left. About 45 percent were self-employed (http://www.chron.com/business).

As today, a lot of men are choosing to stay home to take care for the kids. The old tradition generally the women look after the kids and men go to work and support the family. These men try to reverse the old tradition. There are tens of thousands of men in the United States stay home to look after the kids in their first several years (http://goodmenproject.com).

After the children grow older and start school, some of men will want to return to the workforce. Many of these men will start to come across problems because employers who still find the notion to be abnormal when they may read on a background history which says “stay at home dad.” They have along gap in employment history. How is it possible to break down these obstacles and re-enter the workplace? Some of these men will face the biggest problems when they return to workforce that is a certain deficiency of devotion to career path. Some of employers may even think because of laziness. But this is apparently entirely wrong; most of men get the part-time during their first or second years of caring the children. They will get the full time jobs further down the road (http://goodmenproject.com).

Stay at home dads will face another problems when they try to re-enter the workplace is that job market is very competitive. These men are lack of career credentials, so they cannot get through the interview stage that is the problem; in cases the interviewers look for career credentials before they hire or offer the jobs. These dads who intend to return to the workplace after caring the kids at home can direct the interviewers talk about the jobs offer. Stay at home dads briefly describe the reason why they chose to stay home, emphasize the interviewer that the kids’ care plans are somebody take care of. Only one thing to do is to focus why they are the best person for the job (http://goodmenproject.com).

Men return to work after caring for their children and they will relate to other people in the workforce when they begin their new jobs. Finding something in common with coworker is the at ease way to make friends, and begin to fit in the new workplace. Men return to workplace after staying at home to care for the children are more problematic than it is for the women, especially for today’s environment. There is a battle with other people who are looking for jobs and also the obstacle of social disgrace to be overcome. Each year there is thousands of men return to the workforce to continue their career after looking after their kids that is the one most important stage of their lives (http://goodmenproject.com).

When my wife had my son Daniel on November 22, 1998, I could not support her to stay three months as she was entitled to Maternity leave by the FMLA. She went to work in two months. When my wife had my daughter Elizabell on August 5, 2002, she decided to go back to work earlier than she was entitled to stay longer. We cannot stay home longer than two month because we live by paycheck to paycheck. I work for Destination Maternity Corporation for sixteen years, I have noticed that people who took the days off due to sick, care for family, themselves and maternity leave; they never stay home longer than three months. Sometime they come back to work sooner because people who work in distribution center are not high qualified people and get low pay wages.

There are more than two million Americans are quitting their jobs every month. Why are too many people quitting their jobs? In reality, masses of people who are quitting, they are not happy with their corporate jobs. A study of Harris Interactive shows that a full 74 percent of people would be looking for new jobs. There are still 32 percent of people who are actively looking for new jobs the reason for their unhappiness. There are four reasons: 1) They don’t like their boss (31%), 2) A lack of empowerment (31%), 3) Internal politics (35%) and 4) Lack of recognition (43%).

There are about 40 percent of men and 25 percent of women want to be own boss and create their own businesses because they do not trust the corporation no more (http://www.forbes.com).

There were many people who work for Destination Maternity Corporation quitted their jobs. Especially, managers, supervisors and HR personnel were voluntary leaving the corporation, even before the upper management made the announcement that they are planning to move the corporate offices and distribution center to New Jersey. People who are still working at Philadelphia distribution center, they are not leaving their job until they find the new ones.

I think that Destination Maternity Corporation is lack of recognition because I do not get a good pay DC supervisor for sixteen years. When I was to move to Weekend shift, I asked senior fulfillment manager and managerial director for shift differential pay. They refused to pay me for changing to Week-End shift. Whenever employees change shift they at least get $1.00 raise. This place promotes off of favoritism, why I say this because of the girl the upper management brought into Destination Maternity Corporation for a few months, she was promoted to DC supervisor. Even if she broke the attendance and phone policies; by the company if you are written up for any violation of company policy, you cannot to be considered to transfer or move up from employee to management team. As today she is working at new Destination Maternity Corporation in Florence, NJ because Meisha knows the upper management team—not her skillset. Meisha worked with me in Weekend shift as DC supervisor for several months. My boss had to train her how to run the Weekend shift department during her staying with us.

Stewart, who lives in Montclair, N.J, spent a weekend thinking why she was too irked and she gave her employer two weeks’ notice. She quitted her job from pharmaceutical copywriter to high school English teacher. Stewart says that what she loved the most about her job was teaching. She signed up in Montclair State University’s graduate teaching program. In 2010, she received her master’s degree in teaching, with concentration in English. She worked as student teacher for 11th and 12th grade honors English classes at a school in Newark. After she got her degree she started the freelancing job because she wants to show her student that works by writers such as Chaucer and Shakespeare are relevant. She says “The classics we read are reflected in current literature, in rock lyrics and in hip-hop.”

Stewart says knew she wanted to work at the school when she saw one of the security guards doing the ballet turns. She was impressed as she watched student come in and “talk to the secretary so respectfully.” The kids seemed happy, and the teachers “were so delighted with their day.” All in all, Stewart says, “I don’t ever plan on retiring. This is a very good for me.” Stewart advises to all professionals who are considering a mid-career change to get their financial matters in order first (BLOCK, S. (2013).