The Relevance of Soft Skills to Employability Skills Paper Example

Definition of Soft Skills

According to Ramlall and Ramlall 2016, soft skills are crucial to every student since they allow them to grow in any work environment. The authors further noted that such skills involve competencies, behaviors, attitudes and personal qualities that enhance the ability of people to work in a different situation (Ramlall and Ramlall, 2016). They cover a comprehensive context of an individual's behavioral skills. According to Ramlall & Ramlall, (2016), such skills are classified into five soft skills which include social skills, self-control, higher order thinking, practical communication, and positive self-concept. The ability of the employees to combine such skills determines the chances of successful performance at the workplace, especially when compared to other employability skills. Based on the explanations provided by Prince et al., (2014), soft skills present different traits that a person adopts at the workplace when interacting work with others. Besides, it reflects on the ability of a person to effectively work in a multicultural environment by adopting the right communication and trustworthiness toward workplace challenges. Therefore, the MBA students have to acknowledge the power of soft skills and apply it to in various organizations.

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Definition of Employability Skills

Employability skills play a significant role in the employment industry. Prince et al., (2014) defines employability skills as transferable skills that are practiced with the aim of developing knowledge and having an expertise-based mindset. According to Selvadurai et al., (2012), competency is increasingly necessary for the success of the modern workplace setting. Furthermore, they considered essential for a typical workplace setting and an active business environment. The explanations provided by Selvadurai et al., (2012) and Prince et al., (2014) shows that the skills determine the ability of an individual to present the required competency in the workplace setting. Furthermore, Succi (2015) noted that such competencies are determined by the ability of a person to provide the right interpersonal skills problem-solving skills and the ability to work under pressure and deadline effectively. Singh et al., 2014 argued that having motivation for the workplace ensures that the new ideas are transformed into reality. It also encourages innovation and facilitates different activities aimed at improving the performance at the workplace.

The relevance of Soft Skills to Employability Skills

Soft skills play a significant role in reinforcing relevant employment techniques. It determines the ability of organizational personnel to apply them appropriately. Soft skills ensure that a person applies the right attitude toward and necessary skills in enhancing organizational performance. It also determines the ability of a person to deliver the required risk management skills when the need arises (Singh et al., 2014). Similar skills have been applied across different areas of an organizational structure. For instance, a human resource manager plays a significant role in ensuring that such powers are relevant and employees act with relevant employability and soft skills required of a particular job. Singh et al., (2014) noted that the ability of a person to adopt both sets of skills is crucial to determining the right attitude and enhancement of proper communication and teamwork. The authors also explained issues linked to risks mitigation skills and other problems that require a combination of both skills to deliver quality and relevant decisions regarding addressing significant organizational challenges (Prince et al., 2014). Soft skills have been shown to improve career skills. The skills create opportunities for advancement in the workplace setting. Having confidence and clear vision facilitates the ability of the leaders to apply the right skills and motivate the employees toward improving their careers (Ramlall & Ramlall, (2016). Therefore, employees become more responsible and adopt the proper interaction and communication skills. Acquiring competent skills ensures that the worker's gain behavioral skills are needed in addressing major organizational challenges. Therefore, the primary soft skills used in the workplace are crucial when identifying the right personnel for technical jobs (Selvadurai et al., 2012). The MBA students should have good organizing skills, technology-oriented solutions, initiative and enterprise competencies (Singh et al., 2014).

Key Soft Skills Demanded by Employers

The employer's consideration of soft skills is essential. Based on the working environments, some employers emphasize communicative and interactive skills. Furthermore, business etiquettes are also crucial in providing stress management skills. In career terms, soft skills provide a competitive advantage of one's organizational performance compared to other organizations offering similar services (Ramlall & Ramlall, 2016).

Detailed Definitions of the ten Skills

The soft skills demanded by employers include a positive attitude, appropriate problem-solving skills, self-confidence, leadership adaptability, conflict resolution critical observation and the ability to have excellent communication skills. Having soft skills competencies is gaining an increasing demand across different workplaces (Selvadurai et al., 2012). However, most of the MBA graduates lack both soft skills and employability skills. However, there is a need for such graduates to have the ability to integrate the skills in developing reliable personnel. The situation could be attributed to institutional training that either focuses on developing soft skills or hard skills thus producing graduates oriented in one of these areas. On the contrary, Ramlall and Ramlall (2016) argued that successful MBA training should have both employability and soft skills in place.

Prince et al., (2014) defines communication skills as the ability to apply both verbal and non-verbal skills in communication improve the chances of building good relationships. Succi, (2015) define adaptability as the ability of the employees to adapt to the changing shifts. Problem-solving skills ensure that the employees address unexpected challenges as required. On a different note, Singh et al., (2014) explain the significance of teamwork and the need for employers look for this skill with the aim of creating a friendly office culture and relating the employees (Singh et al., 2014). Ramlall and Ramlall (2016) argued that identifying such skills attracts the top talent and allows the employees to collaborate and strengthen the quality of the work. Similarly Prince et al., (2014) noted that adaptability ensures that the employees adapt to change and speeds to industry shifts and keep the company current. The skill, therefore, can be gained by adjusting to different challenges. Problem-solving is another skill that the employers look for in the MBA graduates. Succi (2015) noted that companies rely on problem solvers, and these identified with the top performers who navigate unexpected challenges. Companies need critical thinkers to provide perspectives and solutions to help the company to improve internal processes and adjust to the rising competition.

The connection between Qualitative Explanatory and Attribution Theory

Most organizations perceive employability as the source factor that determines the ability of individuals to apply acquired academic skills to problems. With the right skills in place, the employees can adopt the correct practices toward developing the right strategies meant to improve and reduce errors and cases of poor performance in the workplace (Selvadurai et al.,2012). Teamwork ensures that employees learn and adapt, which are crucial elements required by most of the employers (Singh et al., 2014). Excellent performance relies on the strength of the employees to have the right employability skills. The acquired competency are specific to a particular job, and this is what makes most of the employees excel in their career. According to Singh et al., 2014, employability skills are earned through training is obtained through both undergraduate and postgraduate training

The Need for Soft Skills in Literature

Soft skills are required for the employment MBA student. Based on Succi's point of view, (2015), considering such skills required to adapt to the changing workplace challenges. On a similar note, Prince et al., (2014) emphasize the need for the skills in delivering quality work. Singh et al., 2014 and (Ramlall and Ramlall, 2016) also provided practical examples of the role of soft skills in promoting a positive working culture. The MBA graduates have different skills and abilities regarding delivering the right skills and talents to society. As a result, the strength of the group to adjust to different working environments rely on effective interactive and problem-solving skills that enhance their interaction with other employees (Succi, 2015)

MBA Graduates Perception on Soft Skills in Literature

MBA graduates have different perceptions of the soft skills. To some, this is one area that is less emphasized while for others, the competency provides positive outcomes when nurturing their skills and working across a dynamic work setting (Prince et al., 2016). Most graduates, therefore, believe that soft skills are developed through exposure to a working environment (Singh et al., 2014). Thus they tend to emphasize gaining the employment skills with the aim of improving their academic performance (Selvadurai et al., 2012). They tend to focus on career-based achievement without much emphasis on the need to develop the soft skills

Attribution Theory on Soft Skills

Succi (2015) explained the contribution of Attribution theory across the diverse working environment. The theory enables MBA graduates to understand and interpret the behaviors of other people. Prince et al., (2014) also noted that the theory provides a guideline through which the employers would perceive different potentials and skills (Succi, 2015). The skills acquired result from training efforts and models of interpreting internal and external forces. Therefore, the ability of the employers to perceive individual characters and understand events is crucial in accessing soft skills competencies of the potential employees. Creativity and well-thought decisions are crucial when determining the prerequisite behavior assumed by individuals.

The employee performance and productivity rely on their ability to interpret and solve problems. The skills are crucial in understanding the desired behaviors and skills for developing the appropriate organizational framework. Research often adopts different approaches toward understanding appropriate designs for collecting and analyzing information based on both soft, and employability skills. Moreover, it identifies the right context in developing the necessary analysis for determining the ability of the employees to deliver quality work.

References

Prince, M., Burns, D., &Manolis, C. (2014). The Effects of Part-Time MBA Programs on Students: The Relationships between Students and Their Employers. Journal of Education for Business, 89(6), 300- 309. doi: 10.1080/08832323.2014.900470

Ramlall, S., & Ramlall, D. (2016). An Effective MBA: Perspectives of Students, Faculty, and Employers. Journal of Management and Strategy, 7(3). doi: 10.5430/jms.v7n3p18

Selvadurai, S., Ah Choy, E., &Maros, M. (2012). Generic Skills of Prospective Graduates from the Employers' Perspectives. Asian Social Science, 8(12).doi: 10.5539/ass.v8n12p295

Singh, P., Thambusamy, R., &Ramly, M. (2014...