Within the context of the boundary less career critically analyze the challenges faced by graduates in a volatile global

economy
Introduction Globalization and technical progress brings new possibilities, and also problems for individual persons and the organizations. As the companies are free to move in the world in search of talents and resources, so highly qualified and skilled persons do not miss this possibility to choose work which in the best way answers their purpose and expectations. Obviously, as men and women do more often job movement, than in the past sharply, perhaps, fast navigation on employers and geographical regions, leaning against extensive social and professional communications. This new breed of people pursue boundless careers which apparently, is limited only to their imagination. (Baum, 1998) This chaotic, nonlinear, networks in the career center is marked by number of problems, redefinitions of the profession, approaches-and-begins that creates possibilities, and also problems for individual and the organizations. In particular, it influences both individual, and the organization as the knowledge is force, it influences another. In this paper we will argue that careers have not become boundary less in any absolute sense. Instead career boundaries have become much more difficult and many-sided in nature for graduates in volatile economy of UK. Definition - Career The career term has many values. In popular uses, it can mean advancement in someone sequences of workplaces. Career is generally sequence of the positions occupied by the individual during his or her life. In a general sense boundary less career - as contrast organizational careers - lie some concrete values, or emphasis. The most known of them is the case when career of typical stereotypic Silicon Valley career, moves across boundaries of separate employers.

Boundaries in careers In the most simple case, boundary less career hypothesis asserts that careers any more aren't limited to Organizational boundaries. People in a new order freely move between firms, leaning on the competencies which can be transferred between the companies. Some of these competencies are technical skills and knowledge which make some of them more generalization (for example, the electronics engineer mobile between the computer companies). Looking beyond management career to career in the general Arthur et al. (1995) accent on competencies, they name "knowing why" (knowing why work is important), knowing as (as it to make works) and "to whom" (having a rich network of contacts) and assert that this central value for successful intellectual career model which in the best way approaches for modern boundarylessness. Clearly, however, that some writers assert that career can be completely boundary less. That seems often to be most prototypical from boundary less career, as the engineer of Silicon Valley, there is accurate geographical and industrial boundary that complicate movement of engineers which can be contrasted with the organization boundaries which limit movement of their colleagues working in Bostons Route 128 development. But even to a Silicon Valley, owing to frequency from which it is used as for example, there cannot be typical something. In fact it has the most unusual genesis, result of merge of a certain kind of the techniques emerging from particular enterprise group of the academics having access to accuracy of the correct company in due time. Saxenians ( 1996) comparison is that these conditions don't extend on all electronics companies all over the world. Route 128 companies had organizational boundaries which have been too closed, and Cambridge (UK) early attempts growing similar industry have failed on rocks due to absence radical market for products of the young company (Saxenian, 1989, it was more successful recently, however). The complex character of career boundaries is well illustrated in contributions to Arthur and Rousseaus (1996) book about boundary less Career. Many of its authors consider that only boundaries that matters is organizational: in 19 of

22 chapter, the obvious statement is made that boundarylessness means that firm boundaries don't concern career. Other two kinds of boundaries are called, but that is more disputable. Two chapter means that even if careers are not limited by organizational boundaries they are constrained geographically, and two others declare that they aren't. Five chapters assert that careers which are not limited by organizational boundaries still restrains professional boundaries, viewing operating in traditional cosmopolitan role (Gouldner, 1957), six assert that professional boundaries doesn't exist, because people should invent themselves from the point of view skills during the career. We will argue here that boundaries, in career terms, are both subjective and objective existence. Influence of unemployment among youth Unemployment, probably, hasn't revived, as it is a lot of, predictably in last recessions in Great Britain. The data of last researches shows that the rate of unemployment among young men in the twenties creates scars: it lifts unemployment, the salary decreases and reduces satisfaction from work in 25 years after experience. There is no such pattern appears among those, with an unemployment spell in the thirties. Lisa Kahn has shown that graduates are in bad economy, have now substantially more low income, than in life time earnings of graduates on a labor market during good times. (Kahn, 2010) New skills and graduate jobs The first National strategic audit Skills for England has looked at tendencies in demand for experts within the first decade of 21 centuries. Quickly growing employment include preservation / preservation of the environment, paramedics, legal associates and teaching assistants. They, as a rule semiprofessional roles exacting level 4+ skills, and the number of the countries with low skill of a trade decreases. Skill deficiency is the largest in building sector, and sectors with skills gaps include more than 25 percent in utilities, hotels / food and education. Skills gaps are not huge, but they are crucial, especially in the field of a science, technology, engineering and mathematics (STEM) subjects and some spheres of services. It is a question not

that there are too many graduates, but employers are faster in the way to use them thereby causing labor discrepancy in the market. (European Foundation, 2003) Where the graduate jobs? The market of the graduate jobs is becoming all rigid in recession. Four hundred thousand graduated in Great Britain in 2009 and there were less, than 20000 vacancies defined as the jobs for graduate that assumes 80 persons competing for each job. There are problems and with definition of the graduate jobs self started small-scale business and many SMEs are excluded, for example, - but it really assumes, high competition in job market. It deduces on the first graduates who have not only good qualification, but also a corresponding operational experience or training and good in extra-curricular interests. Seven of 10 recruiters has told that the student from the first class degree cannot be more attractive, than the student from 2:2 which has corresponding operational experience also. (Van Welsum, 2006) Nevertheless, it also a case, Oxford and Cambridge graduate has 30 times more chances to receive a high post, than graduates from any new university. In 2010 graduate recruiters expected to see for 11,8 percent growth of vacancies, with city banks among those, to employing again. However, since the salary have been frozen for the first time, internships is becoming vital and it is much more difficult to receive, than at educational places and there is also a concern concerning expectations that graduates can dare to take unpaid internship or training. (The full report Skills for jobs today and tomorrow, 2011) This year graduate jobs market are also skewed by last year graduate who took up post graduate courses in absence of job. But there is a big growth in mass media, banking, IT telecommunications, retail trade and book keeping jobs in 2010. These are those areas, along with armed forces and a petroleum industry where growth is expected and the next years. But graduates in the future will begin part of changing job market. The Internet has strengthened global competition for good jobs and has made a transnational recruitment easier.

Conclusion We have come to a conclusion that the concept of boundaryless career, fitted the same as a spirit of the age, became object of great interest for many students in career. But boundarylessness, on closer examination, it appears concepts, actually not to be boundarylessness on everything, but disappearance of border of the organization as important as career shapers. It, in turn, allows to assume that boundaries in career still exist, but that they have been changed. If, of course, they have changed. A problem with boundarylessness hypothesis that still just: the Hypothesis.

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