Why Employers Use The Boundaryless Career Model

793 Words Jul 31st, 2014 4 Pages
According to Van Buren III, the ethical argument for having employers invest in employees’ future employability is: “if employers use the boundaryless career model as a way of organizing employment relationships and gaining flexibility, then satisfying the rights of employees to continued employability is one ethical obligation of employers.” This means that employees must have rights to employability that allow them to have the ability to make a decent living, while also shifting some risks back to their employers. When employers use the boundaryless career model and do not give their employees the right to employability, they are shifting the risks associated with employment entirely to the employees. This only benefits the employer, because they are the ones who are gaining flexibility, but the employees are left with the unfair disadvantage of having all the responsibilities of keeping their job and becoming more marketable in the external labor market. However, implementing the employability approach does not necessarily mean that the employee will work for that particular company for a certain amount of years or the rest of their lives. Rather, it means that the employers will enhance the employees’ skills and competencies that will keep them competitive in the marketplace (2014, pp. 23-24). There are both positive and negative implications for a firm who implements the “employability approach.” On a positive note, a company will be able to build better…

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