DOI: 10.4018/IJABIM.2020040106
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Addressing Issues of Unemployment in Brunei:The Mismatch Between Employers Expectations and Employees AspirationsSiti Fatimahwati Pehin Dato Musa, Universiti Brunei Darussalam, Brunei Darussalam
Dk Siti Rozaidah Pg Hj Idris, Universiti Brunei Darussalam, Brunei Darussalam
ABSTRACT
ThisstudyaimstoinvestigatetheissueofyouthunemploymentinBruneibyexploringtheoccupationalaspirationsofyouth,theexpectationsofemployerstowardstheiremployees,andthecurrentpolicyinitiativesof thegovernment.The aspirationsof youthwere exploredby conducting a series offocusgroupsamongyouthsofdifferentagegroupsandeducationallevels.ThefindingsindicatedthatyouthsinBruneipreferredjobsthatareprestigious,highlypaid,stable,andarelesslikelytotakerisks.Theexpectationsofemployers,ontheotherhand,entailedasemi-structuredinterviewtoassesstheemployers’expectationsfortheircurrentand/orprospectiveemployees.Thefindingsrevealed that youths lack awareness on important employability skills that are critical for theirentranceintoandperformanceintothelabourmarket.Amajorityoftheemployersattributethelackofdrive,entrepreneurialspirit,andawarenessoftheimportanceofleadershipfromanearlyageforemployabilityandaneedtostrengthencollaborativedevelopmentamongsttherelevantagencies.
KEywoRdSEmployability, Labour Market, National Policy, Occupational Aspirations, Rentier Economy, Rentier Mentality, Risk-Aversion Culture, Youth Unemployment
INTRodUCTIoN
Brunei’slong-termdevelopmentplan,Brunei Vision 2035,aimstomakeBrunei,by2035,anationwidelyrecognizedforaworldclasseducationandskilledworkforce,ahighqualityoflife,andadynamicandsustainableeconomy.Italsoaspirestoraisethecountryintotherankoftoptennationsintermsofqualityoflifeandpercapitagrossdomesticproduct(GDP)(BEDB,2011).However,inordertoachievethesegoals,thereareafewissuesthatneedstobeaddressedandonethemistheissueofincreasingyouthunemployment.TheBrunei Vision 2035documentacknowledgesthattheeconomysuffersfromtheincreasingnumberofunemployedyouthsthathaskeptGDPbelowitspotentiallevel.Morespecifically,thedocumentattributedthisproblemdueto“thewideninggapbetweentheexpectationsandcapabilitiesofthenation’syouthandtheemploymentopportunitiesbeingcreated”(BEDB,2011).
Thisarticle,originallypublishedunderIGIGlobal’scopyrightonApril1,2020willproceedwithpublicationasanOpenAccessarticlestartingonFebruary1,2021inthegoldOpenAccessjournal,InternationalJournalofAsianBusinessandInformationManagement(con-vertedtogoldOpenAccessJanuary1,2021),andwillbedistributedunderthetermsoftheCreativeCommonsAttributionLicense(http://creativecommons.org/licenses/by/4.0/)whichpermitsunrestricteduse,distribution,andproductioninanymedium,providedtheauthorof
theoriginalworkandoriginalpublicationsourceareproperlycredited.
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InordertoaddressthisissueandalsoprovideaholisticviewontheissueofyouthunemploymentinBrunei,thispaperaimstoexplorethedemandsideandsupplysideofthelabourmarketaswellasthepolicyenvironmentbyexploringthreevariablesnamelytheaspirationsoftheyoungpeopleinBrunei,theexpectationsoftheemployersinthelabourmarketandanalyzingtheexistinggovernmentpolicyinitiativestocurbyouthunemploymentinBrunei.
BACKGRoUNd
Youthunemployment hasbeenon the agendaof InternationalLabourOrganization (ILO) since1935andoneof theSustainableDevelopmentGoals’ targets is to“promotesustained, inclusiveandsustainableeconomicgrowth,fullandproductiveemploymentanddecentworkforall”(UnitedNations,2018).AccordingtotheILO,youngpeopleundertheageof25arelesslikelytofindworkthanadults.Theglobalyouthunemploymentratestandsat13%,whichisthreetimeshigherthanthefigureforadults.Thefocusonyouthunemploymentisdrivenbythefactthatyoungpeoplearethebiggestcohortofnewjobseekersandarethereforethemostvulnerablegroupwithregardstounemployment.Youngadultsaremorelikelytobelookingforworkbecausetheyhavejustgraduatedfromalearninginstitutionandenteredthelabourmarket,orbecausetheyarechangingjobs,beingmoremobileattheearlystagesoftheirworklife.
Youthsoftodayfaceincreasinguncertaintyintheirhopesofundergoingasmoothtransitioninthelabourmarket,andthisambiguityanddisenchantmentcan,inturn,haveharmfuleffectsonindividuals,communities,economiesandsocietyatlarge.Unemployedorunderemployedyoutharelessabletocontributeeffectivelytonationaldevelopmentandhavefeweropportunitiestoexercisetheirrightsascitizens.Theyhavelesstospendasconsumers,lesstoinvestassaversandoftenhaveno“voice”tobringaboutchangeintheirlivesandcommunities.Prevalentyouthunemploymentalsoinhibitscompaniesandcountriesfrominnovatinganddevelopingcompetitiveadvantagesbasedonhumancapitalinvestment,thusunderminingfutureprospects.
Muchresearch(ILO,2013;Bell&Blanchflower,2011)hasshownthenegativepersonalimpactsofyouthunemploymentnotablyfeelingsofworthlessnessandpotentialidlenessthatmayleadtoincreased crime rates,mental healthproblems, violence, conflicts anddrug taking (ILO,2010).The combined effect of an increasing youthpopulation andhigh and increasing levels of youthunemploymentareoftenassociatedwithinsecurity,urbansocialunrestandpoliticalinstability.Forexample,countriesinAfricarefertotheproblemofyouthunemploymentasamatterofnationalsecurity,whichcouldbeathreattoacountry’sstabilityifitremainsunresolved(Lintelo,2011).Therefore,youthunemploymentisadeeply-rootedandhighlydetrimentalproblemfortheeconomy–onethatwilllingerregardlessofhowbuoyanttheeconomybecome.Theproblemisnotexclusivelycyclical:italsohasdeepstructuralreasons.
Bruneiisnoexceptiontothisissue.Infact,thefigureforyouthunemploymenthasbeenthehighestithaseverrecordedin26years(ILO,2017).AreportreleasedbytheILOin2017notesthatunemployment,youthtotal(%oftotallaborforceages15-24)(modeledILOestimate)inBruneiwas23.40asof2017.Itshighestvalueoverthepast26yearswas24.50in2015,whileitslowestvaluewas14.10in1991.Bruneiisamongtheworld’smostdependenteconomiesonoilandgasaccountingforaroundhalfofGDPand90%ofexportrevenues(BEDB,2011).Itisalsothefourth-largestoilproducerinSouth-EastAsiaandtheninth-largestexporterofgasintheworld(BEDB,2011).In2017,GDPinBruneiwasUS$11.40billion(BruneiGovernment,2017).Forsomecountries,plentifuloilandgasearningshavediscouragedwidergrowthandthisphenomenoniscalled‘resourcecurse’andisacommonfeatureofoil-richcountries.Itinvolvesslowgrowthinnon-oilsectorswithandovervaluedcurrency,wagedistortions,short-termrent-seekingactivities,andneglectofotherprimaryandsecondarysectors(Corden,1984).
Someofthecommoncharacteristicsoflabourmarketsinsmalloilrichcountriesarethattheyhavealowparticipationrateamongtheindigenouspopulation,highdependenceonforeignworkers
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anddifferentiationinwagesbetweenindigenousandforeignlabour(Siddiqui,et.al,2012).InBrunei,employmentinthegovernmentsectorattractshighincomesandisamajorvehicleforredistributingtherentsfromoil revenue.Thegovernmentsector inBruneiemploys40%of thecountry’s totallabourforceandtheshareofindigenouslabouris70%.However,theoilpricedropfromapeakofUS$115/barrelinJune2014toUS$33inFebruary2016hadasevereimpactonBrunei’seconomywheregovernmentrevenuesfellby70%in2014/2015comparedto2012/2013(Shahminan&Thein,2016).Thecombinationoffallingoilpricesandfallinggovernmentrevenuemeantthattherewaslimitedroomforthegovernmenttocreatejobs.
Theunemploymentproblemissuchthatithasayoungemployablepopulationandyetaccordingto the2015census, therewereasmanyas71,000or27% temporary residentswhoaremigrantworkers.Table1showsthatin2015,outofthe14,600localpeopleunemployed,72%areyouthsbetween18to35yearsand90%aredrop-outsfromprimaryorsecondaryschools.Thesejob-seekershavedifficultiessecuringemploymentduetotheireducationlevel,inexperienceandjob-hoppingattitudes(Hong-Huat,2009).
AnothercrucialfindingofCheongandLawrey(2009)isthattheproblemofunemploymentismorelikelytobeoneoffindingemploymentforthejobseeker’saspirations.Thereappearstobeasignificantmismatchofcareerexpectationsandavailableemployment.Whenaskedwhytheyhadnotbeensuccessfulinfindingajob,21%ofrespondentsstronglyagreedthattheydidnotlikethejobtheywereoffered,reinforcingtheviewthataspirationsplayacriticalrole.Someofthecommoncharacteristicsofthemajorityofthesampleofjobseekersarethattheycompriseofyoungpeoplewhodonotpossessadequatevocationalskillsandareonlyinterestedintakingclericalandlowerwhitecollarofficejobs,preferablyinthepublicsector;theyarenotinterestedintakingjobsinthemanual,skilledandsemi-skilledsectorssuchasagriculture,technicalandthetrades,wheretherearevacancies.Unemploymentisthereforeaproblem,createdbothbysocialattitudesandbythelackofdriveinexploringotherpossibilitiesoutsidetheirdomains(Cheong&Lawrey,2009).
Table 1. Profile of the local unemployed people in Brunei in 2015
Category Total in Person Percentage (%)
1.Totalnumberofunemployed 14,641 100
2.Gender
MaleFemale
6,4378,204
4456
3.Age
18-1920-2425-2930-3435-3940-4445-4950above
5804,6512,1531,5651,6431,149720667
431.821.614.710.77.84.94.5
4.Educationlevel
PrimarySecondaryTechnicalandvocationalPre-universityUniversityNotstated
1,65810,565870756631161
11.472.15.95.24.31.1
Source: (Brunei Government, 2016)
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Therefore,oneoftheobjectivesofthispaperistoexploretheoccupationalaspirationsofyouthwhoarethefuturelabourforceoftheeconomy.Itisimportanttounderstandaspirationsbecausestudiesrevealedthataspirationformsthefoundationofyoungpeople’sbehaviouranddeterminesthepersonthattheybecome(Finlayetal.,2015).Similarly,researchhasrevealedthataspirationsareoneofthepsychologicalfactorsthat influenceyoungpeople’scareerdecisions(GutmanandAkerman,2008;Andresetal.,1999;FurlongandCartmel,1994).FurlongandCartmel(1994)andKeys(2006)observethateducationalaspirations,thelevelofeducationattainmentandoccupationalaspirations,theoccupationofinterest,andthesocioeconomicstatusofacareeronehopestoattain,areallhighlycorrelated.
ToprovideaholisticperspectiveonunemploymentinBrunei,thispaperalsoaimstounderstandemployers’expectationsspecificallytheirattitudesandbehaviourinhiringdecisions.Forthisreason,in-depth interviewswereconductedwith33employersororganisational leadersacrossBrunei–askingthemaseriesofquestionsrelatedtotheirexpectationsofemployees,youthunemploymentandemploymentservices.Inadditiontoyouth’saspirationsandemployers’expectations,thisstudyalsolooksat thecurrentpolicyinitiativesinBrunei.Largely,studiesonBrunei’sunemploymenthighlightedthecriticalrolegovernmentwillplayinpushingthisimportantagendaforward.Hence,itiscriticaltohaveacloserlookintorelevantpolicyinformationtoascertainthechallengesandopportunitiesexperiencebyyouth.
METHodoLoGy
Thisresearchhasemployedtwomethodsofdatacollectionsnamelyfocusgroups tocapture theoccupational aspirationsofyouthand semi-structured interviews to examine the expectationsofemployers.Thefirstpartofthemethodologysectionwilldescribetherationaleandthestepstakeninconductingthefocusgroups.Thenextsectiondiscussestherationalefortheadoptionofthesemi-structuredinterviewmethodandalsoprovidesanoverviewofthedatacollectionmethodsusedforthisresearch,aswellasthemeansusedtoanalysethedata.
Thestudyconducted10focusgroupsofbetween5to7peopleeach,totalling64youngpeople.Theyvariedinage,between15to30yearsold.Thekeyquestionsaretheaspirationsthatyoungpeoplehave,thepersonwhohadthemostinfluenceontheiraspirations,andhowtheiraspirationshavechangedovertime.Therearefivecategoriesofparticipantsforyoungpeople:
1. Uppersecondaryschoolstudentsaged15-17;2. Pre-universitystudentsaged17-19;3. TechnicalandVocationalstudentsaged17-25;4. Universitystudentsaged19-25;5. Unemployedyouthwhohavenotcompletedhigh-schoolaged18-30.
StudentsfromallcategoriesareselectedfromgovernmentschoolsbecausemostyoungpeopleattendgovernmentschoolsinBrunei.Further,thereisnoevidenceshowingdifferencesinthedeliveryofprogrammesamonggovernmentschoolsintermsofregions,ruralorurban(Hamid,2000).Allgovernmentschoolsfollowacommoncurriculumandtakethesameexaminations.In2015,thereare255governmentandprivateschoolsinBrunei,outofwhich172aregovernmentinstitutionswhichconsistof121primaryschools,38secondaryschools,4stateuniversitiesand9technicalorvocationalschoolsandcollegesOverall,thereare113,675studentsfrompre-schooltouniversitylevelandTable2showsthebreakdownineachcategory.
Fordatacollectionpurposes,eachcategoryrequires14participantsandtheyarethendividedintotwofocusgroups.Participantsfromthesecondaryschoolrangedfrom15to17yearsoldandthoseinYears7and8werepurposivelyselectedbecausestartingfromtheageof14yearsold,youngpeoplebegintodifferentiatebetweenidealisticaspirationsandrealisticaspirations(Gottfredson,2002).
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Thesecondpartof the researchentailsasemi-structured interviewtoassess theemployers’expectationsfortheircurrentand/orprospectiveemployees.Aswellastheirexperiencesofwhatfactorsenablesorinhibitstheemployabilityofprospectiveemployees.Inthisstudy,theinterviewtopicsweremadeavailabletotheparticipantsinadvanced,alongwithanoverviewoftheintentionsofthestudy.
Alltheintervieweeswereoccupyingeitherseniorormiddle-levelpositionsintheirrespectiveorganisations.Table3showsabriefprofileoftheparticipantsthatwereinterviewed.Theprimaryintention was to choose formally designated organisational leaders by referrals specificallyorganisationalleadersofvariousrolesandpositions.Thecarefulselectionoftheseorganisationalleaderswasmadebasedonthefocusgroups’findingsthatindicatedwhattypeofemployerstheyouthwouldliketoworkfor.Themajorityhaveindicatedtheirstronginterestofworkingforprominentorganisationalleaders.Toensureanonymity,wehaveremovedtheirroleorjobdescriptionandgavepseudonymstoallthe33organisationalleadersinterviewed.
Uponcompletionof the interviewstage, thenext focuswas to analyse the focusgroupandinterviewdata.Qualitativeapproachesareincrediblydiverse,complexandnuanced(Holloway&Todres,2003),andthematicanalysisshouldbeseenasafoundationalmethodforqualitativeanalysis.Thematic analysis is historically a conventional practice in qualitative research which involvessearchingthroughdatatoidentifyrecurrentissuesandpatternsoflivingand/orbehaviourofpeople(Creswell,2003).Thematicanalysisiscommonlyusedbyresearchersandinparticularissuitable
Table 2. Number of students in different level of education institutions in Brunei
Educational Institution Students (Persons)
Pre-school 13,053
Primary 43,769
Secondary 40,334
Pre-University 5,576
Technical/Vocational 4,006
University 6,937
Total 113,675
Source: (Brunei Government, 2016)
Table 3. Profile of the thirty-three organisational leaders interviewed
Category Total in Person
Totalnumberofinterviewees 33
Gender
MaleFemale
2013
LevelinOrganisationalHierarchy
MinisterDeputyMinisterPermanentSecretaryDeputyPermanentSecretaryDirectorDeputyDirectorSeniorGovernmentOfficers
3466644
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foranalysingandreportingpersonalqualitativeinterviewdata(Mutch,2005).AccordingtoPatton(2002),usingathematicanalysismethodresultsinamorecompleteunderstandingoftheideasoftheresearchparticipantswhereasPopeetal.(2007)statedthatoneoftheadvantagesofthematicanalysisisthatitprovidesameansoforganisingandsummarisingthefindingsfromalarge,diversebodyofresearch.Workingfromthedetailednotes,eachofthelengthyfocusgroupsandinterviewswereanalysedandarepresentedbelow.
FINdINGS
Thefindingssectionisdividedintothefindingsontheaspirationsofyouths’followedbythefindingsontheemployers’expectationandfinallyonthegovernment’scurrentpolicyinitiativestoaddresstheissueofyouthunemployment.
Aspirations of youthsThemainfindingsfromthefocusgroupsconductedwithyoungpeoplearethatthemajorityaspiretowardsprestigiousjobsandthereseemstobearisk-aversionattitudeamongtheyouths.Mostoftheyoungpeopleaspiretojobsthatareintheprofessional,managerialortechnicalsector,andtheyhavelesspreferenceformanualjobs.Highincome,jobsecurityandprestigearethemostcommoncharacteristicsofjobsaspiredtobytheyoungpeopleinBrunei.Thisisareflectionofthesocialandculturalnormsofarentierstatewherebyajobofhighincomeandprestigeispreferredoverajobthatcanleadtopersonalandcareerdevelopmentandprogression.Further,mostaspiredtowardsgovernmentjobs,andarenotkeentoworkintheprivatesector,duetobetterprivilegesandsecurity.Thisistypicalofarentierstatewherebythegovernmentredistributestherentfromoilintheformofprovidingmore sought-after jobswithhigh incomesandbenefits.This attitudeof relyingonthegovernment for jobs andwelfarepartly shapes theoccupational aspirationsofyoungpeoplecreatingalowerpreferenceforjobsintheprivatesectorandothersectors,suchasconstructionandfarming,whichareconsidereddemeaningandusuallydonebyforeignworkers.Thisisaffirmedbyotherstudiesthathaveshownrentierstatescanleadtoa“rentiermentality”thatimplies“abreakinthework-rewardcausationwherebyreward[and]incomeorwealthisnotrelatedtoworkandriskbearing,rathertochanceorsituation”(Belbawi,1990).Further,arentiermentalityhasprofoundconsequencesonproductivity:
Contracts are given as an expression of gratitude rather than as a reflection of economic rationale; civil servants see their principal duty as being available in the offices during working hours; businessmen abandon industry and enter in to real estate speculation or other special situations associated with booming oil-sector; the best and brightest abandon business and seek out government employment; manual labour and other work considered demeaning by the rentier is farmed out to foreign workers, whose remittances flood out of the rentier economy and so on. In extreme cases, income is derived simply from citizenship. (Yates, 1996, p.22)
Anothercriticalfindingfromthefocusgroupsshowedthattheyouthshasacultureofriskaversiontowardsemployability.Mostof theyoungpeopleprefer togeta jobwithstablemonthlyincomeratherthanbeenterprising.Inthefocusgroupsconductedwithyoungpeople,morethanhalfofthemvoicedouttheirinsecuritiesofdoingbusinessfulltime.Havingasecuredandwell-paidjobisstillanecessityandthebusinesswouldonlybedoneparttime.AstudybyLowetal.(2013)investigatedtheattitudesofyoungBruneianstowardsentrepreneurship.Inasurveyof1,051youths,only19%wanttobecomeanentrepreneurwhereas67%preferredtoworkasgovernmentemployees.Lowetal.(2013)emphasizedthatthechallengeforBruneiistopromoteapassionforenterpriseamongsttheyoungergenerationandimprovingthebusinessenvironment.Theyouthsarenotrisktakerscan
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berelatedtooneoftheculturalvaluesputforwardbyHofstede(2001)wherebyMalayshavehighuncertaintyavoidance.Thisreferstotheextenttowhichthemembersofaculturefeelthreatenedbyambiguousorunknownsituations(Hofstede,2001).ThisviewisfurtherreinforcedbyHaytonetal.(2002)whoarguesthatculturesthatencourageentrepreneurshiparethosethathavealowuncertaintyavoidance,highindividualism,lowpowerdistanceandhighinmasculinity.Basedontheseculturalvalues,Bruneihasaculturethathasaweakentrepreneurshipculture.Thiscanalsobeattributedtofamilybackgroundwhereparentsarenotbusinessoriented.Indeed,mostcamefromafamilywhoworkedforthegovernmentthusreinforcingtheneedtoworkandearnastablemonthlyincome.
Expectations of EmployersAhighproportionofemployersstatedthattheyhaddifficultieswithrecruitmentduetotheshortageofcandidateswiththerightskillsandtheshortageofskillfulemployeesinagivenfield.Problemsolvingandpracticalskillswerethegreatestscopeforimprovementasfarastheemployersinthisresearchareconcerned.EmployersalsonotethatmostBruneiangraduateseducatedoverseaspossesshighlyspecialisedqualificationssuchasaeronauticalengineeringyettherearenoavailablepoststhatcouldbenefitfromthisexpertise.Asaresult,thehighlyskilledgraduatesareforcedtoresorttopoststhatdonotallowthemtopracticeorexecutetheirknowledgeon.Hence,thereisamismatchbetweentheskillsrequiredinthejobmarket.However,itisimportanttonotethatemployersalsoburdenfreshgraduateswiththeexpectationsofrequiringatleast3yearsworkexperience.Atpresent,employersarefocusedpredominantlyonhiringpotentialemployeeswithworkexperiencewhichputsfreshgraduatesatadisadvantage.
Fromtheemployers’perspective,theyouthseekingemploymentlackthewisdom,self-awarenessandthepassiontowardsimprovingtheirleadershipcapacity.Self-awarenessentailsanunderstandingof one’s strengths, weaknesses, and limitations, of how they gather and process information, ofhowtheyhandleambiguousandstressfulsituations,andofhowtheyareperceivedbyandinteractwithothers.Employersinthisresearchnotesself-awarenessisanimportantassettheyseekintheirprospectiveorcurrentemployees.Thesemistructuredinterviewsfindingsindicatethatwhileyouthsingeneralmightbeawareofthegeneralemployabilityskills,theymaynotbeawareofthemostimportantemployabilityskillsthatarecriticalfortheirentranceintoandperformanceinthelabourmarket.Amajorityoftheemployersattributesthelackofdriveandawarenessoftheimportanceofleadershipfromanearlyageasaninhibitingfactorforemployability.Employersinthisresearchhopetoseeaparadigmshifttowardsagreaterfocusondevelopingtrueleadersacrossalllevelsoftheirorganisation.Specifically,developingprospectiveemployeesthathavehighenduranceandpositiveworkethics.Theperceptionsamongsomecompaniestowardslocaljobseekersisthatthesefreshgraduateshavealackofpreparednessandendurance,withissuessuchasquittingwithoutnotice,absenteeismandotherdisciplinaryproblems.
TheemployersinthisresearchalsonotesthatriskaversionrunsdeepinthepsycheofBruneians.Almostalltheemployersassertthatculturemattersbecauseitaffectstheinnovationprocess.Thereisclearevidenceoftherelationshipbetweeninnovationcultureandone’sperformanceorsuccess.Hence,one’semployabilityisgreatlyimpactedbyone’swilltochallengethemselvesandtakeriskwithdecisionstheymakefortheircareer.Manyemployersinthisresearchfeelthatlackofaccountabilityencouragescomplacency.Theunwillingnesstobeheldaccountablestemsfromfearoftakingrisks.Theyfurtheraddedthattheleastemployableyouthwererisk-averseandlacktheentrepreneurialspirit.Therisk-aversionultimatelycamefromtheinfluenceoftheirparentsorpeers.FavouringsafegovernmentjobswasalsohighlightedbytheMonarchemphasizingthatthejobmarketwasalreadysaturatedandthattherewasaneedtoinculcateacultureofindependenceandentrepreneurshipamongyouth;“Whetherseekingemploymentintheprivatesector,orsettingupbusinessessuchasfarmingorfishing,ifitisdonewithpatienceandperseverancetheblessingswillbegreat”(HjAbuBakar,2018).Healsourgedyouthtobemoreopentoworkingintheprivatesector,sayingitwouldbethemaindriverofeconomicgrowth.
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Current Policy InitiativesTheManpowerPolicyandPlanningUnit(MMPU)oftheEnergyandIndustryDepartmentattheMinistryofEnergy,ManpowerandIndustry(MEMI)foundthatat least50%of jobofferings inBruneirequiredaminimum3yearsworkingexperience.Thiswasfrequentlyexpressedbyyouthsinthisstudyandthechallengeitposesforpolicymakersandrelevantagencies.Asaresponsetothischallenge,in2017,theMonarchannouncedtheestablishmentofanapprenticeshipprogramme–i-Ready–thatspecificallyfocusesonincreasingemployabilityofunemployedgraduatessoastobereadyfortheindustry(Wong,2017).
MajoreffortstocollaboratewithrelevantagencieshavebeenmadebytheMEMItoaddressthecurrent issueofunemployment.Onenotablecollaborationeffort is theIndustryCompetencyFramework(ICF)programme,acollaborativeeffortprogrammebetweentheEnergyandIndustryDepartmentandtheMinistryofEducation(MoE)inconsultationwiththeindustrytoproduceskilledworkersaccordingtoindustryrequirements.
AnothercollaborationistheestablishmentoftheCentreforCapacityBuilding(PPK)inSeptember2017 which aimed at reskilling and up-skilling of local jobseekers in accordance with industryrequirementsandrecognisedbyindustriesinvariousoccupationsintheprivatesector, includingforeigndirectinvestmentcompanies.Thishasgreatlyhelpeddecreasethenumberoflocaljobseekerswithqualificationsoflowersecondaryandbelow(Norjidi,2018).Ideally,theMEMImustcontinuetoworkwiththeMoEthroughtheHigherEducationInstitutionsActionGrouptocreatematchingofdemandandsuppliesamonggraduatesandresearchingre-educationcurriculumsothatitisaccordingtoindustryneeds.Inaddition,theMinistryofHomeAffairshavelaunchedtheirjobportalforprivatesectorjobs.Thisportalallowsregisteredemployerstopostvacanciesandseekpotentialemployees.
Another important challenge for policymakers is encouraging youth to develop a strongerentrepreneurialspirit.Entrepreneurshipplaysavitalroleincreatingemploymentopportunitiesforthepublicandtofurtherinculcatethespiritofself-sufficiencyandnotdependingonthegovernment.Policymakers in this study acknowledged that this entrepreneurial spirit needs to be developedandnurturedatvarious levelsby involvingkeyplayers includingeducational institutions,DARe(DarussalamEnterprise),andtheprivatesector.
Oneoftheinitiativesisbyintroducingentrepreneurshipasacurriculuminschools.Forexample,theEntrepreneurshipVillageatUniversitiBruneiDarussalam(UBD)aimstoequipprimaryschoolchildrenwiththeskillsortoolsrequiredtobecomeentrepreneurswhereasforsecondaryanduniversitystudents,itguidesthemonhowtostartandgrowabusiness.Italsohopestohelpexistingyouthentrepreneurssustainandmaketheirbusinessesgloballycompetitive.Fosteringthisentrepreneurialspirit canhelpyouthunderstand thecausal linkbetweenworkand reward.Policymakers in thisstudyalsoacknowledgedfinancialdifficultiesasanimportantchallengeforyouthstocultivatetheirentrepreneurialspirit.Infinancingenterprises,DARehasintroducedaMicrocreditFinancingSchemewhichoffersafinancingofupto$15,000Bruneidollars.DARealsoworkscloselywiththenewlyestablishedBankUsahawan,wherebusinessescanobtainfinancingofupto$750,000(DarussalamEnterprise,2018).
Thelackofentrepreneurialspiritandoverdependenceongovernmentbenefitshasresultedinahighdependencyonforeignworkersespecially insectorssuchasconstruction;hospitalityandwholesaleandretailtrade.Effortstoprioritiselocaljobseekersbyreassessingtheimmigrationpolicyincluding theplanningofreplacementofforeignworkersforpositionsatPMETs(Professionals,Managerial,ExecutivesandTechnical)levelsthroughtheprocessofforeignworkerslicensescreening(LPA)andbuildingtalentprofilesatthePMETslevel.Thegovernment’spolicyofcappingthenumberofforeignworkersisnotintendedtohinderindustrialgrowthanddevelopmentbutrathertocreatemoreopportunitiesforlocaljobseekers.Thepolicyintroducedisaimedprimarilyatreducingtheunusedquotaofforeignworkers.However,theMinistryofHomeAffairswillinsistthatcompaniesmakeplanswithin3yearstograduallyreplacetheirforeignstaffwithlocals,maintainthequota,
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orincreasethenumberofexpatriatesasandwhentheircompanies’growthandexpansionmakeitnecessary(Zainal,2015).
Thecurrentpolicyinitiativesof“re-skilling”andapprenticeshipprogrammes,suchasthei-Readyscheme,havebeenabletobringdownjobseekernumbersby15%—from11,292inApril2017to9,509inFebruary2018(Wasli,2018).Thisshowsthatthecollaborationsinitiatedaregainingfruitfuloutcomes.Continuedeffortsandcollaborationsalongsidemoreinformationregardingyouths’aspirationsandemployers’expectationswillhopefullyimprovethecurrentpolicyinitiatives.
RECoMMENdATIoNS
ThefindingsofthisresearchrevealaseriesofstrengthsandweaknessesinBrunei’syouthemployabilitythatcanbeusedasabasisfordiscussionandanalysisofthedevelopmentofpoliciestoimproveandenhanceprogrammecurricula,aswellastherelationshipbetweentheeducationsectorandthelabourmarketinBrunei.Table4summarisesthefindingsofthisresearchandthepolicyrecommendationstoaddresstheissueofyouthunemploymentprobleminBrunei.
1. Exposeyouths’tothecausallinkbetweenworkandrewardthroughperformance.
Theoccupationalaspirationsofyoungpeople inBruneicanbesummarisedas thedesire tohavejobsthatareseenasprestigious,highlypaidandstable.Thisissociallyconstructed,onethatisinfluencedbythesocio-economicandpoliticalsystemofthecountry.InthecaseofBrunei,oilrentsaredistributedtothepopulationintermsofwelfareandprovidinggovernmentjobs;whicharehighlypaid.However,itisalsoarguedthattherentiermentalitymayhavebecomeastructuralproblemandthisattitudeofyouthsbeingunproductiveshouldbeunderstoodasaposterioriconstructsratherthantheinherentnatureofthesocietyitself(Yamada,2015).Hence,itisnotonlyaboutchangingtherentiermentalityof theyouths,but italso involves improvingthe institutions;whichalreadyconsiderthisattitudeasnormal.
Animportantpolicyimplicationoftherentiermentalityistheneedforeducationtoexposeyoungpeopletothecausallinkbetweenworkandrewardthroughperformancesothattheyhaverealisticexpectations.Monetaryrewardsandprivilegesneedtobemorecloselyalignedtoworkperformance
Table 4. Summary of findings and recommendations
Findings Recommendations
Youths’aspiretowards:•Prestigiousandhighlypaidjobs•Stablejobsandarenotrisktakers
•Theneedforeducationtoexposeyoungpeopletothecausallinkbetweenworkandrewardthroughperformancesothattheyhaverealisticexpectations
Employersexpectsemployeestobe:•Moreawareofemployabilityskillsthatarecriticalfortheirentranceintoandperformanceinthelabourmarket•Preparednessandhavehighendurance,andnothaveissuessuchasquittingwithoutnotice,absenteeismandotherdisciplinaryproblems
•Strongercollaborationbetweentraininginstitutions,employers,incumbentemployeesandpotentialemployees.
Currentpolicyinitiatives:•I-readyprogramme-workexperienceforyouths•Innovatingthecurriculumsothatitisaccordingtoindustryneeds•Developingentrepreneurialspiritamongstyouths
Enhancecurrenteffortsandstrategies:•EnergyandIndustryDepartmenttocontinuetoworkwiththeMinistryofEducation(MoE)throughtheHigherEducationInstitutionsActionGroup•EntrepreneurialspiritneedstobenurturedatvariouslevelsbyinvolvingseveralagenciesincludingDARe(DarussalamEnterprise),educationalinstitutionsandtheprivatesector.
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acrossallsectors.Thiswouldreduceexpectationsofhighincomesandprestigiousjobsandincreasetheappreciationofearnedhardworkforthedevelopmentoftheircareer.Onewaytoachievethisisbyintroducinginternshipprogrammesindifferentworkplacesaspartofthecurriculuminschoolsanduniversities.Thiscanexposeyoungpeopletoavarietyofworkexperiencesandcreateawarenessaboutthediversityandnatureofworkinvolved.Thisalsobroadenstheirchoicesofoccupationsandnotbeinglimitedtogovernmentsectorjobs.Inshort,tochangetherentiermentality,thereneedstobeachangeintheeducationandlabourmarketpolicies.
2. Coordinationbetweenvariousstakeholders.
Employabilityneedstoberecognisedasajointresponsibilitysharedbytraininginstitutions,employers,incumbentemployeesandpotentialemployees.Themajorityoftheintervieweesbelievethattoachievethegoalsofimprovingyouthemployability,allpartieswhohasanythingtodowithyoungpeopleandwork,includingeducationalinstitutions,vocationaltrainingcentresandbusinesssupportsystems,hastobemobilised.Theparticipationofemployersisperhapsthemostcriticalofall,sincetheaccessofyouthtoemploymentdependsontheirneedsandexpectations.
Up-to-date informationaccording to thedifferentsectors is important forkeepingupwiththeneedsofthelabourmarket.Apromptresponsetotheseneedsispossiblethroughtheuseofacoordinationsystemwherebycoordinatorsandemployersofrelevantdegreecoursescanconnectwiththeinformationfromdifferentbranchesofeconomicactivity.Thoughthereexistinitiativesgearingtowardsthesepositivechanges.Moreneedstobedoneataquickerpacetoensurethatproblemsareaddressedtimely.
Intermsofseekingemployment,prospectiveemployeescometothelabourmarketwithvaryingknowledge,competenciesandabilities–broadlydefinedas‘skills’–combinedwiththeoutcomeofindividuals’choicesintermsofeducation,trainingandworkexperiences(WEF,2014).Therearealsodifferencesbetweentheskillsandattributesthatyouthsperceiveasimportantversustheonesthathavebeenreportedasimportantbythegloballabourmarket.Hence,thereisastrongneedtomanagethedifferenceinexpectationsthroughcarefulinitiativesaimedatbridgingthisgap.Theemployersinthisresearchsuggestthatallpartiescanalsoservetostimulatediscussionamongemployersandfosternetworkingbetweenemployers’organisationsandothersocialpartners.
3. Enhancecurrenteffortsandstrategies.
Toaddresstheissueofunemployment,HisMajesty’sgovernmentthroughaspecialbodyaswellascollaborationbetweenrelevantagencieswouldcontinuetotakenecessarystepstoequipyouthswithknowledgeandexpertise (Hayat,2013).Tertiary institutionsneed toequip students for thenewcareersthatmayemergeinthefuture,particularlyinrobotics,artificialintelligence,quantumcomputingandInternetofThingswhilstremainingrealisticthatcertainspecialisedqualificationssuchasAeronauticalEngineeringwillremainanelusiveprofessioninacountrylikeBrunei.Hence,thereneedstobeabetterapproachtoaddressthefutureofjobsinBrunei.Lookingatothercountriescouldbenefitpolicymakers,buttheuniquesocioeconomicenvironmentwarrantsthatspecificchallengessuchastheavailabilityforgraduateswithspecialisedqualificationstogainemploymentinBrunei.
TheeffortsassociatedwithcultivatingthesenecessaryvaluesandspiritinvolveresearchandcollaborationamongrelevantstakeholdersinordertoincreasetheireffectivenessinaddressingtheissueofunemploymentinBrunei.Inlightofthis,theMonarchurgedrelevantpartiestoenhanceeffortsandstrategiesinthecooperationofcapacity-buildingforyouthsbyprovidingaconduciveenvironment toraise theeffectivenessof tacklingunemployment.HisMajestyalsourgedyouthstochangetheirmind-setandattitudesonemploymentsothattheywouldnotbetooreliantonthegovernmentinseekingemployment.
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CoNCLUSIoN
Thisstudyprovidesaninsightontheissueofunemployment inBruneibyexploringemployers’expectationsofemployeesandyouthsoccupationalaspirations.InsummarythemajorityofyouthinBruneiaspirejobsthatareprestigious,well-paid,easyandsecureandthereisalowerpreferenceformanualjobs.Ontheotherhand,theexpectationsofemployersinsightfullyalludetothedisparitybetweenbothlabourdemandandsupplyissues.Thereneedstobeacontinueddialogueonaddressingthis mismatch as a positive step forward to alleviating youth unemployment in Brunei. Currentcollaborationofkeyagencieshasledtothegradualdecreaseinthenumberofyouthunemployment.Therefore,thereisaneedtocontinuetopushforastrongercollaborativedevelopmentamongstthegovernment,employersandtheeducationsectortowardsaddressingthemismatchbetweenemployers’expectationsandyouths’occupationalaspirations.Similartootherunemploymentstudiesinothercountries,thisstudyisreiteratingforexpansionofvariouspoliciesalreadyinplace,suchasindustrycollaborationintechnicalandvocationaleducationandtraining(TVET),workexposureforuniversityandcollegestudents,andprogrammescultivatingentrepreneurshipandinnovation.
Finally,thepresentstudyhasseverallimitationsthatshouldbenoted.First,ratherthanpresentingconclusivefindings,thestudyislimitedtoitsexploratorynature.Thestudyonlyreliedoninterviewswith33public sectororganisational leaders. Itdoesnot claim toachieve representativenessandadequatecomparisonsbothwithothersandamongtheinterviewedorganisationalleadersfromtheprivatesector.Second,theinabilitytoconductalongitudinalstudyofthesamegroupsofyoungpeopleduetoconstraintsoftimeandresources.Alongitudinalapproachisperhapsamoresuitablemethodcomparedtocrosssectionaldesigntoexploreyoungpeople’saspirations.Nevertheless,itcanbearguedthateventhoughthecross-sectionstudyisconductedatonemomentintime,ittakesintoaccountyouthsofdifferentageswhichcapturesreliabledatarepresentingthepopulation.Thestudynonethelessprovidescurrentideasthatareequitablycongenialwiththeliterature,toofferabasisforstimulatingfurtherresearch.
FutureresearchonBruneiyouthunemploymentshouldlookintothepossiblerolesofmonetarypolicyandfinancialregulationalleviatingBrunei’slabourmarketproblemswilloffermoreinsightsintothemulti-facetedissueofunemployment.ThisstudyalsoencouragesfuturestudiestoaddressthefutureofjobsinBruneiparticularlytheimpactofinformationtechnologyrevolutiontotheBruneilabourmarket.
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Siti Fatimahwati has been an Economics Lecturer at Universiti Brunei Darussalam School of Business Economics since 2008. She has a PhD in Agricultural Economics and Rural Development from Newcastle University, United Kingdom, 2016. Her research interest revolves around the issue of youth unemployment, youth aspirations, food security and natural resource economics.
Dk Siti Rozaidah current research interests are leadership, national culture and public sector management. Other areas of interest are in human resource development policies and employability. She graduated with her PhD in Management Learning and Leadership from the Lancaster University Management School (LUMS) in United Kingdom in 2016, her Masters in Human Resource Development and Consulting from LUMS in 2007 and her Bachelor’s Degree in Accounting and Financial Management from University of Sheffield in 2006. She joined the UBD School of Business and Economics as Lecturer in 2008. She welcomes research collaboration in the areas of leadership and cross-cultural management.