Work, Livelihood and Career Chapter Notes | Home Science for Class 12 - Humanities/Arts PDF Download

Introduction

• Choosing a career is a complex task due to the multitude of available career options and the challenge of identifying personal aptitude and talents.
• Young individuals often have diverse interests, making career decisions difficult.
• Exposure to various career options is essential for youth to make informed choices.
• Self-exploration is critical to identify one’s aptitudes, talents, preferences, needs, and aspirations.
• Exploring career options involves aligning personal strengths with opportunities for personal benefit and social contribution.
• An appropriate career choice leads to success and personal satisfaction.

Work and Meaningful Work

• Work is an essential human activity that integrates individuals into society, fosters new relationships, and utilizes unique talents and skills.
• Work facilitates personal growth, identity development, and a sense of belonging to society.
• It involves purposeful activities performed out of necessity or for a specific objective.
• Work is central across all cultures, though each culture has distinct values and perceptions about it.
• Work constitutes a significant portion of daily life activities for all humans.
• Factors influencing the type of work include education, health, age, access to opportunities, globalization, geographic location, financial returns, and family background.
• Work serves multiple purposes: earning money, supporting families, and securing leisure, recreation, and free time.
• It acts as a catalyst for developing personal identity and enhancing self-esteem.
• Work contributes to personal well-being, confidence, financial gain, and the employing organization by improving products, reputation, or profits.
• Work impacts the quality of life in the broader societal context.
• Collective human and natural work provides basic necessities, comforts, and luxuries.
• Some individuals work for pleasure, intellectual stimulation, or societal contribution without financial gain, e.g., family members or volunteers.
• Work is not solely about financial earnings but about contributions to self, family, employers, society, nation, or the world.

• Meaningful work is socially useful, responsibly performed, and enjoyable to the worker.
• It allows workers to utilize skills, judgment, creativity, or problem-solving abilities.
• Ideally, it occurs in an environment fostering positive professional relationships and offering recognition or rewards.
• Successful work outcomes contribute to personal growth, confidence, self-worth, and potential actualization.
• Work provides opportunities to improve personal life conditions and society at large.
• Choosing work that aligns with personal attributes, talents, aptitude, competence, and skills is crucial for a lifelong career.
• Work should sustain enthusiasm and reflect personal potentials and aspirations.

Work, Careers and Livelihoods

• Work involves activities with intended outcomes, not necessarily tied to paid employment but including entrepreneurship, consulting, volunteerism, contract work, or social work.
• Livelihood refers to the means and occupation supporting basic needs and sustaining one’s lifestyle, involving career path and work lifestyle design.
• Careers are unique, dynamic, and evolve throughout life, involving role management, balancing paid and unpaid work, learning, personal roles, and transitions toward a personally determined future.
• The Webster dictionary defines a career as a pursuit of progressive achievement in public, professional, or business life, and work as the labor or profession chosen as one’s life’s work.
• Holistically, work and careers should nourish body and mind, benefiting self and others.

• Work as a Job and Livelihood: Work is primarily a source of income to support desired outcomes, such as family support, with job satisfaction derived from earnings.
• Work as a Career: Work is a path for professional advancement in terms of positions, status, pay, and responsibility, with satisfaction from ongoing achievements.
• Work as a Calling: Work provides intrinsic satisfaction, driven by inner motivations or a sense of higher purpose, with fulfillment derived from the work itself.

Traditional Occupations of India

• India has a rich and diverse cultural heritage, with enduring social and cultural cohesiveness despite historical disruptions.
• Agriculture is a major occupation, especially in rural areas where 70% of the population resides, providing employment to millions.
• Many farmers work small, often non-owned plots, yielding marginal crops insufficient for family consumption or profit.
• Some farmers produce cash crops like tea, coffee, cardamom, and rubber for urban markets, contributing to foreign exchange.
• India is a global leader in producing cashew nuts, coconuts, milk, ginger, turmeric, black pepper, and ranks high in fruits, vegetables, spices, condiments, and tea.
• Fishing is significant due to India’s long coastline.
• Handicrafts, including wood craft, pottery, metal craft, jewelry, embroidery, weaving, and more, are traditional rural occupations, popular internationally.
• Weaving is a major cottage industry, with each state producing region-specific fabrics, embroideries, and costumes suited to local climates and lifestyles.
• Indian hand-woven fabrics are globally acclaimed for their quality and heritage.
• Traditional crafts were historically for daily use or decoration but now contribute to global markets and foreign exchange.
• Craft techniques and skills were traditionally passed down within families, with knowledge guarded within closed occupational groups.
• Religion, caste, and occupation are interwoven in India, with hierarchical social structures influencing traditional roles.
• Other traditional occupations include hunting, gathering, garland making, salt making, palm sap tapping, mining, brick and tile making, priesthood, sweeping, scavenging, and leatherwork.
• Indian cuisine, with region-specific foods and spices, supports livelihoods from street vendors to high-end restaurants, with global demand for traditional foods and spice mixes.
• Visual arts, practiced for over 4,000 years, were historically supported by temples and princely rulers, reflecting religious diversity (Hinduism, Islam, Sikhism, Jainism, Christianity).
• Art forms include stone carvings, bronze or silver casts, terra-cotta, wood models, and paintings, preserved as part of India’s heritage.
• Modern efforts by government and NGOs promote these arts, creating occupational and entrepreneurial opportunities.
• Traditional occupations face challenges from mass-produced goods, leading to reduced artisan incomes and declining aesthetic appreciation.
• Illiteracy, socio-economic backwardness, slow land reforms, inadequate finance, and marketing services contribute to these challenges.
• Environmental degradation, resource depletion, and shrinking forests exacerbate the decline of traditional occupations.
• Revival efforts require design innovations, eco-friendly materials, packaging, training facilities, conservation of traditional knowledge, and intellectual property protection.
• Government initiatives aim to enhance rural income through traditional occupations, maintaining diversity without caste-based divisions.

Work, Age and Gender

• Age and gender influence personal and professional dynamics at individual (micro) and societal (macro) levels.
• Unsuitable labor for children, women, and the elderly can harm their health and development, requiring special attention.

• Biological and functional differences between sexes are clear, with India recognizing transgender as a third gender.
• “Sex” refers to biological categorization (e.g., genetics, reproductive organs), while “gender” denotes social and cultural identity.
• Social and cultural practices shape gender roles, establishing norms for behavior and work from an early age.
• Gender norms become stereotyped over time, defining expected behaviors, though deviations are increasingly accepted as roles evolve.
• Traditional roles (men as breadwinners, women as homemakers) are transitioning, with women historically engaged in production and marketing in some societies.
• In rural India, women are heavily involved in agriculture and animal husbandry; in urban areas, they work in construction or as domestic labor.
• Many women contribute to family income, sometimes as sole breadwinners, yet often lack decision-making freedom and independence.
• Empowering women requires valuing domestic work as equivalent to paid work, recognizing it as an economic contribution.
• Household chores and caregiving by women support family efficiency, akin to “money saved is money earned.”
• Women’s workforce participation has emancipated them and improved family resources, but they face a double burden of household and professional responsibilities.

• Women’s labor market participation has declined due to the demand for skilled workers, marginalizing them.
• Training facilities are needed to develop women’s skills and safeguard their interests.
• Men are often considered primary earners, with women’s earnings seen as supplementary, even when they are sole breadwinners, affecting their market standing.
• Issues include workplace stress, health impacts, safety, security, gender discrimination, maternity benefits, and childcare support.

• The Indian Constitution guarantees equality for men and women in all spheres, including equal employment opportunities, and prohibits discrimination based on caste, creed, color, race, or sex.
• It ensures humane work conditions, protection from exploitation, and support for women’s educational and economic pursuits.
• The State is empowered to make special provisions for women and children.
• Acts like the Factories Act (1948), Plantation Labour Act (1951), and Mines Act (1952) protect women in industrial sectors.
• The Employees State Insurance Act and Maternity Benefit Act (1961) provide additional protections.
• Article 16(1) ensures equality of opportunity in employment and state appointments.
• The Factories Act mandates crèches for children under six in workplaces with over 30 women employees.
• Women’s cells in the Ministry of Labour address women workers’ issues.
• The Equal Remuneration Act ensures equal wages for similar work.
• The National Plan of Action for women, under the Department of Social Welfare, implements equal remuneration.
• A Planning Commission working group focuses on rural women’s employment and reviews labor laws.
• A steering committee builds a database on women’s work, especially in rural areas.
• Women’s programs have shifted from welfare to equality and development approaches, recognizing women as vital human resources.
• Despite achievements, women face economic and financial disparities, requiring mindset changes for gender equality.

• KGBV, initiated under Sarva Shiksha Abhiyan (now Samagra Shiksha Abhiyan), targets never-enrolled and dropout girls from rural, disadvantaged areas.
• It provides residential schooling up to Class XII, ensuring inclusive, equitable education.
• Girls study a Bridge Course for entry at Class VI in backward district blocks.
• The scheme supports the Right to Education Act implementation.

• Kiran Mazumdar Shaw, a biotechnologist, founded Biocon India Ltd. in 1978, transforming it into an integrated biopharmaceutical company.
• Biocon is a pioneering Indian enterprise under her leadership, focusing on strategic research.
• She received awards like ET Business Woman of the Year, Leading Exporter, Technology Pioneer, Best Woman Entrepreneur, Padmashri (1989), and Padma Bhushan (2005).
• She exemplifies a successful global entrepreneur and technocrat.

• Shri Mahila Griha Udyog Lijjat Papad, started in 1959 with seven members, provides employment for women to earn dignified livelihoods.
• Registered in 1966 under the Bombay Public Trust and Societies Registration Act, it gained recognition from Khadi and Village Industries Commission as a village industry.
• Products include khakhra, masala, wadi, detergent powder, chapattis, cakes, and bakery items.
• It employs about 45,000 women across India, with a ₹1,600 crore annual turnover, including exports, fostering self-reliance.

Attitudes and Approaches to Work, Life Skills and Quality of Work Life

• Attitude toward work encompasses perceptions of the job, handling circumstances, and task demands, not just the work itself.
• Job satisfaction or dissatisfaction is heavily influenced by personal attitude rather than the job alone.
• Comparing only salaries without considering responsibilities, qualifications, or dedication can lead to dissatisfaction.
• Realistic scrutiny of all job aspects (positive and negative) increases the likelihood of satisfaction and happiness.
• Work occupies a significant portion of daily life, necessitating routines that include healthy practices like balanced diets, adequate sleep, and proactive leisure use.
• Some view work as a necessary burden, reducing enjoyment, while others see it as a source of energy, fulfillment, and learning, ensuring satisfaction.
• Positive outlooks, embracing challenges, and opportunities for skill use enhance personal happiness and organizational quality of work life.

• Quality of Work Life (QWL) is vital for organizations, viewing employees as assets who perform better when satisfied.
• Satisfying social and psychological needs is as crucial as meeting economic needs to motivate employees.
• QWL includes job and career satisfaction, pay satisfaction, relationships with colleagues, low stress, participative decision-making, work-life balance, and general well-being.
• A positive work environment encourages and motivates employees, addressing physical, social, psychological, and emotional needs.
• Creating a healthy work environment involves:
  • Addressing individual and organizational needs.
  • Building a positive work climate.
  • Motivating individuals.
  • Ensuring fairness and equality.
  • Facilitating technical competence.
  • Providing safe, attractive work environments.
  • Making jobs interesting and challenging.
  • Matching tasks to individuals.
  • Delegating appropriately.
  • Fostering team spirit and responsibility.
  • Developing employees through training, feedback, encouragement, and support.
  • Empowering employees with authority.
  • Providing sustained self-development opportunities.
• These efforts boost employee morale, loyalty, and organizational development, valuing employees as critical resources.
• Holistic life balance, beyond pay, is essential for long-term satisfaction, considering free time, family, and friends.

• Life skills are abilities for adaptive, positive behavior to handle everyday demands and challenges effectively.
• They promote health, well-being, and resilience across the lifespan in all situations.
• According to the World Health Organization, life skills include thinking, coping, and social skills enhancing interactions and resilience.
• Ten core life skills are:
  • Self-awareness
  • Empathy
  • Communication
  • Interpersonal relationships
  • Decision making
  • Problem solving
  • Creative thinking
  • Critical thinking
  • Coping with emotions
  • Coping with stress
• Life skills enable healthy behaviors, preventing negative actions in challenging situations.
• Knowledge, attitudes, and values foster healthy life skills, promoting positive health behaviors and preventing negative ones.
• Life skills contribute to personal and social changes, enhancing health and community development.
• They include personal and social competencies for confident, competent functioning in families and society.
• Life skills are acquired through experiential learning, not classroom instruction.

• Improving work life enhances job satisfaction and output quality, requiring conscious effort from individuals.
• Quality of work life depends on how work is perceived, not just the job itself.
• Tips for improving work life:
  • Develop healthy habits (wholesome diet, exercise, adequate sleep) to face workplace challenges.
  • Be empathetic and compassionate in interactions with peers, subordinates, and supervisors for positive outcomes.
  • Recognize interdependence at work, fostering positive attitudes and interactions for goodwill.
  • Maintain loyalty and professional ethics.
  • Encourage team partnerships.
  • Collaborate respectfully, recognizing others’ contributions.
  • Respond to situations calmly and realistically, avoiding reactive emotional outbursts.
  • Cultivate flexibility, adaptability, and problem-solving skills.
  • Be a good citizen, creating a healthy community of like-minded individuals.
  • Learn from life’s challenges to grow as a fulfilled professional.
• Balancing work and life requires adapting positively to societal and environmental changes.
• Core workplace skills, essential for competence, are acquired through personal development, not academic lessons.

Essential Soft Skills at Workplace

• Working Productively: Applying effective work habits and attitudes, requiring knowledge, skills, expertise, experience, enthusiasm, and organizational belonging.
• Learning Effectively: Skills in reading, writing, computing, acquiring information, and using learning tools, driven by motivation to update knowledge.
• Communicating Clearly: Using appropriate writing, speaking, and listening skills to convey information, ideas, and opinions precisely.
• Working Cooperatively: Collaborating to complete tasks, solve problems, resolve conflicts, provide information, and offer support, fostering organizational belonging.
• Thinking Critically and Creatively: Applying analytical thinking, critical evaluation, innovation, and creativity for success.
• Other Skills: Concentration, alertness, tactfulness, empathy, soft skills, training, delegation, forethought, vision, and multitasking abilities.

Work, Ethics and Dignity of Labour

• Work, whether paid or unpaid (e.g., caregiving, volunteering), is fundamental to human nature.
• Every human deserves respect, regardless of work type, position, or financial status, as wealth is overemphasized in modern times.
• The Universal Declaration of Human Rights affirms equal dignity and rights for all.
• Every individual’s work contributes to societal betterment, however small.
• Dignity of labour involves taking pride in one’s work, exemplified by figures like Abraham Lincoln and Mahatma Gandhi, who performed menial tasks without shame.
• Work should be driven by values and ethics, which are beliefs or rules about desirable human behavior.
• Key values include service, social justice, dignity and worth of all persons, human relationships, and integrity.
• Ethics are formal rules governing conduct, such as professional or medical ethics.
• Being ethical earns respect, encourages ethical behavior in others, reduces waste, and boosts morale, confidence, and productivity.
• Generic ethical norms apply across work settings, with special considerations for young workers, seniors, and women due to their quality-of-life implications.

Ergonomics

• Ergonomics studies human-work interactions to understand relationships between people, job requirements, work methods, tools, equipment, and environments.
• Derived from Greek “ergon” (work) and “nomics” (natural laws), it is also called Human Factors Engineering.
• It aims to adapt work environments to workers, ensuring safety, acceptability, and optimal productivity.
• Ergonomics involves applying human biological and engineering sciences for mutual adjustment of humans and work, enhancing efficiency and well-being.
• Tools, machines, and workstations are designed to reduce stress and health problems.
• Key considerations include worker capacity (physiological and psychological), task demands (nature, complexity, force, duration, posture), and work environment (noise, humidity, vibration, light, temperature).
• Ergonomics is based on anthropometry, biomechanics, physiology, and industrial psychology.
• robot
• Need for Ergonomics:
  • Improving Safety and Health: Reducing workplace injuries and accident severity by minimizing human error.
  • Improving Job Effectiveness: Increasing productivity, reducing errors, and minimizing injuries.
• Ergonomics addresses workplace design, task design, equipment design, facilities, and environment.
• Benefits of Ergonomics:
  • Reduces injury and accident risks.
  • Increases productivity.
  • Reduces mistakes and rework.
  • Increases efficiency.
  • Decreases absenteeism due to health issues, accidents, or stress.
  • Improves worker morale.
• Example: An ergonomically designed office chair with adjustable height and stable legs prevents back pain and falls, unlike non-ergonomic chairs.
• Ergonomic interventions often improve productivity by reducing awkward postures and exertions, thus saving time.
• Matching tasks to workers’ abilities reduces errors and waste, enhancing productivity and retention.

Entrepreneurship

• Entrepreneurship involves creating innovative enterprises, products, or services, changing production or design patterns through invention or new methods.
• An entrepreneur undertakes these changes, assembling resources and finances to make a livelihood, potentially creating or revitalizing organizations.
• Entrepreneurs are innovative, creative, organized risk-takers, exemplified by Indian figures like Narayan Murthy, JRD Tata, and Dhirubhai Ambani.
• Entrepreneurial activities vary, from small part-time projects to large ventures employing many people.
• Support for entrepreneurs comes from government agencies, scientific institutes, financial institutions, and voluntary organizations.
• Entrepreneurs champion new processes, products, policies, or institutions, driving change.

• Willingness to work hard.
• Knowledge and skills for planning and implementation.
• Management skills for finances, materials, personnel, and time.
• Courage to take calculated risks.
• Ability to multitask.
• Capacity to learn and acquire necessary skills.
• Ability to handle tough issues and find solutions.
• Realism in avoiding expectations of easy solutions.
• Resilience to cope with setbacks, challenges, and failures.
• Ability to develop partnerships and network effectively.
• Skills in negotiation, strategizing, and prioritizing.
• Flexibility and crisis management.
• Strong communication skills.
• Innovative, creative, and goal-oriented mindset.
• Proactive in seeking effective methods.

• Focuses on social good, aiming for large-scale benefits for underserved, neglected, or disadvantaged groups lacking financial resources.
• Social entrepreneurs are visionaries creating sustainable social changes in areas like education, healthcare, economic development, environment, or arts.
• Success is measured by social impact rather than profits.