Future Job Roles and Leadership: An Analysis for 2020

The purpose of this report is to identify the future job role and the role of the leaders in order to deal with the change in situation. It evaluates the job role in 2020 and required specifications for getting jobs. The report comes up with a recommendation section that will provide effective implication of future leadership in creating jobs.

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Name of the Student:
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Executive summary
The job role of the 2020 is dynamic and coupled with a number of different aspects. In this
regard, the purpose of this report is to identify the future job role and the role of the leaders in
order to deal with the change in situation. Therefore, the report cares to deal with different
characteristics of the future employment role in-depth. In addition to this, the trains and
requirements for the future job role and the obstacles that can be created in this course are also
incorporated into the discussion. Finally, the report comes up with a recommendation section
that will provide effective implication of future leadership in creating jobs.

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Table of Contents
Introduction......................................................................................................................................3
Future employment role...............................................................................................................3
Trains and requirements of the role.............................................................................................3
Major workplace problems..........................................................................................................4
Analysis of the problem...............................................................................................................4
Effective model to resolve...........................................................................................................5
Gaps in the professional development.........................................................................................6
Recommendation.........................................................................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................8
Appendix..........................................................................................................................................9

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Introduction
With the advent of technology and the development of digitisation, it becomes essential
for the corporate organisations to create new job specifications due to the dynamic organisational
culture. In this context, this report tries to evaluate the job role in 2020 and required
specifications for getting jobs. The purpose of this report is to deal with the job roles and
different aspects of the next generation jobs in this context.
Future employment role
As far as the future employment is concerned, it can be argued that with the development
in organisational framework, the role of the future employment is also getting vast and dynamic.
According to Careerprofiles.info (2018) the role of the future employment is more of an all-over
projection where the employees have to deal with different job roles. In this regard, my role as a
future employee is a team leader in an IT consultancy (Careerprofiles.info 2018). Apparently, the
designation is same as the existing job role as a team leader. However, in my case the
designation is not only restricted into the knowledge of IT programming but also includes a
management perspective that is resembled with the objective of the company.
Trains and requirements of the role
In this regard, there are a number of training and skill development practices are needed
in order to get the designation of a team leader. As Schwartz, Stockton and Monahan (2017)
advocated that the role of the team leader is to motivate and encourage the subordinates in order
to cope with the aims and objectives of the organisations. Therefore, apart from having graduate
degree in the Computer Science I had to pursue degree on Business Administration. This extra

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curriculum helps me to manage the team and channelize them by attaching their interests and
efficiency with the profit maximisation of the company.
Major workplace problems
There are a series of issues regarding the workplace problems in 2020. The future
workplace environment will be expected to become more complex and dynamic. It is coupled
with efficiency and reducing errors in jobs. As a result of that the intervention of technology in
placed of employees is identified as an important aspect for the professional workplace
environment (weforum.org 2016). Henceforth, it creates enough problem for the employees to
increase their efficiency in compare to the technology which is next to impossible and creates
doubts in the abilities of the employees. Besides this, the diverse workplace culture is also an
important aspect that the future job role has to maintain. In this context, leadership plays a
significant role in order to establish a better workplace diversity. According to Frey and Osborne
(2017) creating any problem in the diverse workforce will reduce the efficacy of the team and it
leads to curtail profit for the organisation. Moreover, indeed the advent of technological
advancement creates opportunities for the technology oriented curriculum but people belong to
different education qualifications do not get jobs inspite of having good academic credentials
(Arriazu and Solari 2015). As a result of that it can be opined that the opportunities in the 2020
job roles are associated with the applied curriculum. Scope for other academics are narrowed
down in a drastic manner.
Analysis of the problem
In course of the discussion, the relationship between the technology and human resources
and maintaining the workplace diversity are more related to the role play of a team leader in an
IT consultancy.

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According to Arriazu and Solari (2015) it can be stated that the effective training process
of the employees will consider to be an important tool to make a relationship between the
technology and the employee efficiency. In this context, the purpose of the training process is to
deliver an insights of the technological specifications and the way these process will develop the
efficiency of the employees. Moreover, the training process is also coupled with the process of
creating better relation between the employees and the technological advancement. It means
instead of relying on the technology it will be better to make an amicable relationship between
the technology and human resource so that it will bring healthy activities in the process.
In course of the process, it is also important to construct good workplace environment as
Frey and Osborne (2017) advocated that a good workplace environment leads to maximise the
profitability of the company. Therefore, the role of leadership is pivotal in this context.
Transformational leadership is identified as the most efficient process that coincided with the
diverse workforce practice. The reason behind the diverse workforce is to increase the
profitability of the organisation with an inclination towards the respecting cultural differences of
the employees. The leadership quality in this context plays a significant role by influencing the
employees and the executives to respect such measure and safeguarding it.
Effective model to resolve
The Intentional change theory model is highly relevant in this aspect. As a matter of fact,
the Intentional change theory model is based on the process that strengthen the chemistry
between the leadership and the employee in an exclusive manner and develops the efficacy of the
organisational performance (Kemp 2015). As per Figure 1, it can be asserted that the role of the
Intentional change theory model (ICT) is to develop an understanding related to the purpose,
aims and objectives of the process. At the same time, the framework also encompasses a clear

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evaluation of the expected outcome. The role of the leadership played an important aspect in
implementing the Intentional change theory model that depends on five steps of development
(Martin, Oades and Caputi 2015). In this context, through the ICT model I can increase my
ability and effectiveness to a great deal that is compared with making healthy relationship
between the technology and the employment and procure a workplace diversity.
Gaps in the professional development
The gaps in the ICT model are as follows,
 The relationship between the ICT model and transformational leadership is yet to be
discovered.
 The ICT model takes long time to develop the leadership quality.
 The raining process for the leaders and other employees must be segregated because both
have different objectives.
Recommendation
 Segregation between the leadership training and basic training of the employees must be
formulated.
 Differentiate the objectives of the leaders and the employees.
 Underline the importance of the employee training procedure and make better
understanding of the leadership performance is also pertinent in this context.

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Conclusion
Therefore, it can be concluded that the job role in the 2020 will create more opportunities
for the employees and at the same time it projects the significance of the leadership to control
every aspects of the jobs.

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Reference
Arriazu, R. and Solari, M., 2015. The role of education in times of crisis: A critical analysis of
the Europe 2020 Strategy. KEDI Journal of Educational Policy, 12(2).
Careerprofiles.info, 2018. 20 Industries Where Jobs are Coming Back. [online]
Careerprofiles.info. Available at: http://www.careerprofiles.info/industries-bouncing-back.html
[Accessed 3 Dec. 2018].
Careerprofiles.info, 2018. Where Will Jobs be in 2020. [online] Careerprofiles.info. Available at:
http://www.careerprofiles.info/jobs-of-2020.html [Accessed 3 Dec. 2018].
Frey, C.B. and Osborne, M.A., 2017. The future of employment: how susceptible are jobs to
computerisation?. Technological forecasting and social change, 114, pp.254-280.
Kemp, L.B., 2015. Compassionate coaching using intentional change theory to enable resonant
21st century leaders.
Martin, L.S., Oades, L.G. and Caputi, P., 2015. Clients' experiences of intentional personality
change coaching. International Coaching Psychology Review, 10(1), pp.94-108.
Schwartz, J., Stockton, H. and Monahan, K., 2017. Forces of change. [online] Deloitte Insights.
Available at: https://www2.deloitte.com/insights/us/en/focus/technology-and-the-future-of-
work/overview.html [Accessed 3 Dec. 2018].
weforum.org, 2016. The Future of Jobs. [online] Www3.weforum.org. Available at:
http://www3.weforum.org/docs/WEF_Future_of_Jobs.pdf [Accessed 3 Dec. 2018].

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Appendix
Figure 1: Intentional change theory model
(Created by the author)