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We Have Entered the KNOWLEDGE AGE
Written by: Roger IngbretsenArticle Overview: A major question everyone entering or already in the workforce must answer is “what impact will the changes over the next several years have on my work life?” Perhaps a more important and relevant question will be, “how can we collectively and as individuals best prepare ourselves with the knowledge required to meet the new challenges we will… with certainty… face in the 21st Century workplace?
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Free Download - Stay Employed In A Down Economy By Roger Ingbretsen |
We Have Entered the KNOWLEDGE AGE
As we focus on the future – tomorrow, five, ten,
and twenty or more years out – we are seeing our world pass through the last
stages of the “information age” and moving into yet another “age” of humankind…“The
Age of KNOWLEDGE.” The knowledge age
is a world about demanding customers, adding value, self-development, life-long
learning, multiple careers and…the overwhelming “personal responsibility” to
stay “employable.”
Knowledge informs us and is therefore empowering.
Lack of knowledge keeps us in the dark, which can in many situations be
debilitating. Knowledge enables an individual to think, to analyze and to
understand the existing situation, and the inter-connectedness of each action.
Knowledge empowers an individual to form his or her own opinion, to act in a
more fact based manner and engage in ways that transform conditions which lead
to a better quality of life.
A major question everyone entering or already in
the workforce must answer is “what impact will the changes over the next
several years have on my work life?”
Perhaps a more important and relevant question will be, “how can we collectively
and as individuals best prepare ourselves with the knowledge required to meet
the new challenges we will… with certainty… face in the 21st Century
workplace?
We are ten years into the new millennium. The 21st
Century has ushered in a world of greater inter-connectivity, accelerating flow
of information, a search for new knowledge and a shrinking of time and national
boundaries, coupled with economic chaos and instability.
The knowledge revolution brings with it new
opportunities but has also infused new challenges. Knowledge acquisition can
occur at all levels – between countries, within a country, between communities,
within a community and among individuals. This can benefit those who avail
themselves of new knowledge and cause job loss to those who don’t.
Knowledge exists in the minds of the people;
therefore the human brain is a highly valued resource. The acquisition of and
dispersal of knowledge is the new currency of employment and survival.
Knowledge flows and emerges where it gets
recognized, enriched and valued. Harnessing the potential of knowledge rather
than simply the material production of product is becoming that differentiating
factor which separates the knowledge-based economy from the older industrial
age economies. The service sector along with manufacturing of hardware and
software will continue to be important segments of the U.S. economy,
but they will be driven by knowledge and conducted by individuals who use the
latest knowledge and technology. The message is clear – throughout life both on
and off the job, you must gain and use knowledge.
A Very Important Point: Knowledge is not simply
the acquisition of more information, a high grade point average, diploma or a
degree! Knowledge in the 21st
Century is the mental state of truly discovering, knowing, processing,
understanding… and most importantly, the ability to “apply” what has been
learned.
Debits and Credits in Accounting
Good Example of Poor Scalability
The Knowledge Workers Concept
Kick the Competition to the Curb & Sell Like Crazy
Looking for Sky In All The Wrong Places
Article Tags: employability, knowledge age, staying employed, workforce
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About the Author: Roger Ingbretsen RSS for Roger's articles - Visit Roger's website  Roger is a member of the International Coaching Federation. Additionally, he has completed many professional training programs attaining numerous certifications, a few of which include: The Harvard Law School “win-win” negotiation process, the Center for Creative Leadership “360-Degree Feedback” evaluation process and “Coach the Coach” program, the Zenger Miller “Team Training Certification Seminar” and “Executive Coaching” practices from the Professional School of Psychology, California. He is also a qualified administrator of the Myers-Briggs Type Indicator personality inventory.
Click here to visit Roger's website   The Future Is Where You Will Spend The Rest Of Your Life Think About It How to Perform at Your Best and Stay Employed How to Build a Great Team Seven Skills You Need To Stay Employed Or Get A Job Continual Process Improvement |
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