productivity of wrkr

info-resource of Wkrqualification

description::
* https://www.weforum.org/agenda/2020/09/reckoning-for-skills/,
* https://www.weforum.org/agenda/2020/09/linkedin-online-elearning-skills-jobs-hiring,

name::
* McsEngl.Wkrqualification'resource,

Wkrqualification.education

description::
· theoritical and practical teaching attended.

name::
* McsEngl.Wkrseducation, {2023-08-30},
* McsEngl.Wkrseducation!=worker's-education,
* McsEngl.Wkrqualification.education,
* McsEngl.wrkr'att012-education,
* McsEngl.wrkr'education,

Wkrqualification.diploma

description::
· certificates of theoritical and practical education.

name::
* McsEngl.Wkrqualification.academic,
* McsEngl.academic-qualification-of-worker,
* McsEngl.certificate-of-worker,
* McsEngl.educational-qualification-of-worker,
* McsEngl.diploma-of-worker,
* McsEngl.wrkr'att007-diploma,
* McsEngl.wrkr'diploma,

Wkrqualification.skill

description::
· the-theory and practice a-worker knows.

name::
* McsEngl.Wkrqualification.skill,
* McsEngl.skill.006-worker,
* McsEngl.skill.worker,
* McsEngl.wrkr'att008-skill,
* McsEngl.wrkr'skill,

generic-tree-of-worker::
* human'skill,

specific-tree-of-worker'skill::
* practical-skill,
* theoritical-skill,
===
* adaptability,
* collaboration-skill,
* communication-skill,
* critical-thinking,
* curiosity,
* initiative,
* leadership,
* percistency,
* problem-soliving,
* social-and-cultural-awareness,

Wkrqualification.experience

description::
· worker'experience is the-working done by a-worker.

name::
* McsEngl.Wkrqualification.experience,
* McsEngl.wrkr'att011-experience,
* McsEngl.wrkr'experience,

Wkrqualification.commodity

description::
"By labour-power or capacity for labour is to be understood the aggregate of those mental and physical capabilities existing in a human being, which he exercises whenever he produces a use-value of any description." [{1887-1867} Marx, Capital-I]

name::
* McsEngl.Wkrqualification.commodity,
* McsEngl.capacity-for-labour,
* McsEngl.labour-power,
====== langoGreek:
* McsElln.εργατική-δύναμη,

ageRetirement of wrkr

description::
"Retirement age men / life expectancy:
* 🇩🇰 Denmark: 67 / 80.8,
* 🇬🇷 Greece: 67 / 82.8,
* 🇮🇸 Iceland: 67 / 82.9,
* 🇮🇱 Israel: 67 / 82.8,
* 🇮🇹 Italy: 67 / 83.4,
* 🇺🇸 USA: 67 / 78.9,
* 🇦🇺 Australia: 66.5 / 83.9,
* 🇪🇸 Spain: 66.17 / 83.4,
* 🇬🇧 UK: 66 / 81.4,
* 🇩🇪 Germany: 65.83 / 81.2,
* 🇦🇹 Austria: 65 / 81.6,
* 🇧🇷 Brazil: 65 / 76.6,
* 🇨🇦 Canada: 65 / 82.3,
* 🇲🇽 Mexico: 65 / 75.4,
* 🇫🇷 France: 64 / 82.7,
* 🇫🇮 Finland: 64 / 81.7,
* 🇯🇵 Japan: 64 / 84.5,
* 🇸🇬 Singapore: 63 / 83.6,
* 🇷🇺 Russia: 63 / 72.6,
* 🇳🇴 Norway: 62 / 82.5,
* 🇸🇪 Sweden: 62 / 82.7,
* 🇻🇳 Vietnam: 60.5 / 76.7,
* 🇨🇳 China: 60 / 77.1,
* 🇮🇳 India: 60 / 69.7,
* 🇸🇦 Saudi Arabia: 60 / 75.7,
* 🇿🇦 South Africa: 60 / 64.1,
* 🇰🇷 South Korea: 60 / 83.3,
* 🇹🇷 Turkey: 60 / 77.4,
* 🇧🇩 Bangladesh: 59 / 72.6,
* 🇮🇩 Indonesia: 58 / 71.7",
[{2023-08-25 retrieved} https://twitter.com/stats_feed/status/1695065829476336029]

name::
* McsEngl.wrkr'ageRetirement,

working of wrkr

description::
· dngWorking is the-doing of a-worker to produce a-satisfier.

· stxEngl: [[My brother] [the research associate]] _stxVrb:{works} _stxSpace:[(at) a large polling firm].
· stxEngl: [We] _stxVrb:{work} _stxManner:[closely] _stxWithwhom:[(with) the careers officers] _stxSpace:[in schools]. [HarperCollins]
· stxEngl: [Ian] _stxVrb:{will be working} _stxObj:[(on) the computer system] _stxTime:[(for) the next two weeks].
· stxEngl: [Both my grandfather and my father] _stxVrb:{worked} _stxSpace:[(in) the steel plant].
· stxEngl: [He] _stxVrb:{has worked} _stxProffesion:[(as) a diplomat] _stxSpace:[in the US, Sudan and Saudi Arabia]. [HarperCollins]
· stxEngl: [She] (has worked) _stxManner:[hard] _stxDoing:[(at) her marriage]. [HarperCollins]

=== gōngzuò-工作:
· stxZhon: 他们 工作 了。 :: _stxSbj:[Tāmen] _stxVrb:{gōngzuò le}. != They (already) work. (This expression emphasizes that they're not students anymore, and have already entered the workforce.)

name::
* McsEngl.dngWorking!=human-doing.working,
* McsEngl.dngWorkingHmn!⇒dngWorking,
* McsEngl.work!⇒dngWorking,
* McsEngl.wrkr'att001-working!⇒dngWorking,
* McsEngl.wrkr'working!⇒dngWorking,
* McsEngl.to-work!~verbEnglA1:work--s-ed-ing-ed!=dngWorking,
* McsEngl.work-of-worker!⇒dngWorking,
* McsEngl.working!⇒dngWorking,
* McsEngl.working-of-worker!⇒dngWorking,
* McsEngl.workingHmn!⇒dngWorking,
====== langoChinese:
* McsZhon.gōngzuò-工作!=dngWorking,
* McsZhon.工作-gōngzuò!=dngWorking,
====== langoGreek:
* McsEngl.verbElln.εργάζομαι!=dngWorking,
* McsElln.εργάζομαι!~verbElln!=dngWorking,
* McsElln.εργασία!η!=dngWorking,

01-title of job

description::
· A job title is a name that describes someone’s job or position 1. It is a brief description of the position held by the employee and gives an idea about the position in the organizational hierarchy.

name::
* McsEngl.job'01-title,
* McsEngl.job'title,
* McsEngl.human'att085-title-of-job,
* McsEngl.human'title-of-job,
* McsEngl.job'title,

02-qualification of job

description::
* theoritical and practical education.
* experience,
* diploma,
* Skills and experience required: The specific skills and experience needed to perform the job duties.
* Role and Responsibilities: Specific tasks and duties associated with the job.

name::
* McsEngl.job'02-qualification,
* McsEngl.job'att006-qualification,
* McsEngl.job'qualification,

03-compensation of job

description::
· a-satisfier given to worker in recognition of his work.
· it could-be nothing.
* Base Salary: The fixed amount of money paid to an employee, often expressed as an annual figure.
* Bonuses and Commissions: Additional financial incentives based on performance or achievements.
* Stock Options or Equity: Especially relevant in startups or tech companies, where employees are offered a stake in the company.
* Health Insurance: Coverage for medical expenses, which can vary greatly in terms of what’s covered and the level of coverage.
* Retirement Plans: 401(k), pensions, and other retirement savings plans, often with employer matching.
* Paid Time Off: Includes vacation days, sick leave, and personal days.

name::
* McsEngl.job'03-compensation,
* McsEngl.job'att003-compensation,
* McsEngl.job'compensation,

security of job

description::
* Contract Type: Permanent, temporary, or contract-based employment.
* Industry Stability: Some industries are more prone to fluctuations and economic downturns than others.
* Company Health: Financial stability and growth prospects of the employer.

name::
* McsEngl.job'att011-security,
* McsEngl.job'security,
* McsEngl.security-of-job,

working-hours of job

description::
* Full-Time vs. Part-Time: Determined by the number of hours worked per week.
* Flexible Hours: The possibility to adjust working hours according to personal needs.

name::
* McsEngl.job'att010-working-hours,
* McsEngl.job'working-hours,
* McsEngl.working-hours--of-job,

work-life of job

description::
* Stress Level: The degree of mental or emotional strain associated with the job.
* Overtime Expectations: The expectation or requirement to work beyond standard hours.
* Autonomy and Creativity: The degree of freedom and creativity allowed in the role.
* Impact and Fulfillment: The extent to which the job provides a sense of purpose or impact.
* Company Culture: The values, behaviors, and practices within the organization.
* Team Dynamics: The nature of interaction and collaboration among team members.
* Physical Workspace: Office layout, ergonomics, and amenities.
* Autonomy and Creativity: The degree of freedom and creativity allowed in the role.
* Impact and Fulfillment: The extent to which the job provides a sense of purpose or impact.
* Company Policies: Commitment to diversity and inclusive practices.
* Workforce Diversity: Representation of different groups within the organization.

name::
* McsEngl.job'att009-work-life,
* McsEngl.job'work-life,
* McsEngl.work-life--of-job,

organization of job

description::
· the-organization where the-job is done.
· a-satisfier-ozn, a-gvc-ozn or a-household.

name::
* McsEngl.job'organization,
* McsEngl.human'att086-organization-of-work,
* McsEngl.human'organization-of-work,
* McsEngl.human'works-for,
* McsEngl.job'organization,
* McsEngl.job'att001-organization,
* McsEngl.job'organization,

safety of job

description::
· accident possibilities.

name::
* McsEngl.job'safety,
* McsEngl.job'att004-safety,
* McsEngl.job'safety,

evaluation of job

description::
· cons and pros.

name::
* McsEngl.job'evaluation,
* McsEngl.job'att005-evaluation,
* McsEngl.job'evaluation,

sponsor of job

description::
"A person or organization that supports a thing through a pledge, promise, or financial contribution. e.g. a sponsor of a Medical Study or a corporate sponsor of an event."
[{2021-01-21} https://synagonism.net/dirMcs/dirStn/McsStn000023.last.html#idScmosponsor]

name::
* McsEngl.job'sponsor,
* McsEngl.human'att087-sponsor,
* McsEngl.human'sponsor,

hard-soft-attribute of job

description::
">employment job attributes:
Employment job attributes, also known as job characteristics, are the factors that make a job appealing or unattractive to potential employees. These attributes can be categorized into two main groups:

**Hard attributes** are objective and quantifiable qualities related to the job itself, such as:
* **Salary:** The amount of money paid for the job.
* **Benefits:** The non-monetary rewards offered by the employer, such as health insurance, retirement savings plans, and paid time off.
* **Job security:** The likelihood of the job being eliminated or downsized.
* **Work-life balance:** The ability to balance work demands with personal life commitments.
* **Opportunities for advancement:** The potential for promotion and career growth within the company.
* **Training and development:** The opportunities for employees to learn new skills and advance their careers.
* **Physical demands:** The physical exertion required for the job.
* **Skills and experience required:** The specific skills and experience needed to perform the job duties.

**Soft attributes** are subjective and qualitative qualities related to the work environment and company culture, such as:
* **Company culture:** The overall atmosphere and values of the company.
* **Management style:** The leadership approach of the managers and supervisors.
* **Teamwork and collaboration:** The opportunities to work with others and contribute to a team.
* **Problem-solving and decision-making:** The ability to identify and resolve problems and make sound decisions.
* **Creativity and innovation:** The freedom to think outside the box and come up with new ideas.
* **Meaningful work:** The feeling that the job makes a difference and contributes to something worthwhile.
* **Company values:** The ethical principles and social responsibility initiatives of the company.

Job attributes play a crucial role in attracting and retaining qualified employees. When job seekers are considering different job opportunities, they often weigh the hard and soft attributes to determine which job is the best fit for them. Employers can also use job attributes to assess the overall attractiveness of their jobs and make adjustments to improve employee satisfaction and retention.
Here's a summary table of the key differences between hard and soft job attributes:
| Feature | Hard Attributes | Soft Attributes |
| Nature | Objective and quantifiable | Subjective and qualitative |
| Focus | Job duties and responsibilities | Work environment, company culture, and values |
| Measurement | Easily quantifiable metrics | More difficult to quantify |
| Importance | Essential for understanding the job's demands | Critical for assessing employee satisfaction and overall job fit |"
[{2024-01-25 retrieved} https://bard.google.com/chat/6213801919cd9565]

"job attributes:
When considering different types of jobs, there are various attributes that can influence your decision. These attributes can significantly affect job satisfaction, work-life balance, and overall career development. Here's a breakdown of some key job attributes:
### 1. Salary and Compensation
- **Base Salary**: The fixed amount of money paid to an employee, often expressed as an annual figure.
- **Bonuses and Commissions**: Additional financial incentives based on performance or achievements.
- **Stock Options or Equity**: Especially relevant in startups or tech companies, where employees are offered a stake in the company.
### 2. Benefits
- **Health Insurance**: Coverage for medical expenses, which can vary greatly in terms of what’s covered and the level of coverage.
- **Retirement Plans**: 401(k), pensions, and other retirement savings plans, often with employer matching.
- **Paid Time Off**: Includes vacation days, sick leave, and personal days.
### 3. Work Hours and Flexibility
- **Full-Time vs. Part-Time**: Determined by the number of hours worked per week.
- **Flexible Hours**: The possibility to adjust working hours according to personal needs.
- **Remote Work Options**: The ability to work from home or other locations outside of a traditional office.
### 4. Job Security and Stability
- **Contract Type**: Permanent, temporary, or contract-based employment.
- **Industry Stability**: Some industries are more prone to fluctuations and economic downturns than others.
- **Company Health**: Financial stability and growth prospects of the employer.
### 5. Career Growth and Development
- **Promotion Opportunities**: Potential for upward mobility within the organization.
- **Professional Development**: Access to training, conferences, and further education.
- **Mentorship and Networking Opportunities**: Chances to connect with industry professionals and leaders.
### 6. Work Environment and Culture
- **Company Culture**: The values, behaviors, and practices within the organization.
- **Team Dynamics**: The nature of interaction and collaboration among team members.
- **Physical Workspace**: Office layout, ergonomics, and amenities.
### 7. Job Content and Satisfaction
- **Role and Responsibilities**: Specific tasks and duties associated with the job.
- **Autonomy and Creativity**: The degree of freedom and creativity allowed in the role.
- **Impact and Fulfillment**: The extent to which the job provides a sense of purpose or impact.
### 8. Location and Commute
- **Geographical Location**: Where the job is situated, which can affect lifestyle and living costs.
- **Commute Time**: The time and ease of travel to and from work.
### 9. Work-Life Balance
- **Overtime Expectations**: The expectation or requirement to work beyond standard hours.
- **Stress Level**: The degree of mental or emotional strain associated with the job.
### 10. Diversity and Inclusion
- **Company Policies**: Commitment to diversity and inclusive practices.
- **Workforce Diversity**: Representation of different groups within the organization.
Each individual may prioritize these attributes differently based on their personal and professional goals, values, and lifestyle preferences. It's important to evaluate these factors when considering job opportunities to find the best fit for your career and life."
[{2024-01-25 retrieved} https://chat.openai.com/c/e47f8cbe-6a5e-4278-b85c-61c28cfc82e0]

name::
* McsEngl.job'hard-soft-attribute,
* McsEngl.job'soft-hard-attribute,

info-resource of job

description::
* https://www.weforum.org/reports/the-future-of-jobs-report-2020/in-full/executive-summary,

name::
* McsEngl.job'Infrsc,

04_searching for job

description::
· doings that help find a-job.

name::
* McsEngl.job'04_searching!⇒job'searching,
* McsEngl.job'att002-searching!⇒job'searching,
* McsEngl.job'finding!⇒job'searching,
* McsEngl.job'searching,
* McsEngl.searching-for-job!⇒job'searching,
====== langoGreek:
* McsElln.εύρεση-εργασίας!=job'searching,

job.SPECIFIC

description::
* telejob,
* telejobNo,
===
* fulltime-job,
* fulltimeNo-job,
===
* long-time-job,
* long-timeNo-job,
===
* blockchain-job,

name::
* McsEngl.job.specific,

job.ISCO-classification

description::
"The International standard classification of occupations, abbreviated as ISCO, is an international classification under the responsibility of the International Labour Organization (ILO) for organising jobs into a clearly defined set of groups according to the tasks and duties undertaken in the job.
ISCO is intended both for use in compiling statistics and for client-oriented uses such as the recruitment of workers through employment offices, the management of migration of workers between countries and the development of vocational training programmes and guidance.
The first ISCO version, known as ISCO-58, was adopted in 1957 by the Ninth International Conference of Labour Statisticians; subsequent versions were ISCO-68 (Eleventh International Conference of Labour Statisticians, 1966), ISCO-88 (Fourteenth International Conference of Labour Statisticians, 1987) and the fairly recent ISCO-08, adopted in December 2007."
[{2023-09-22 retrieved} https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Glossary:International_standard_classification_of_occupations_(ISCO)]

name::
* McsEngl.ISCO!=international-standard-classification-of-occupations,
* McsEngl.job.006-ISCO-classification,
* McsEngl.job.ISCO-classification,

job.remote-001

description::
"Telecommuting, also called telework, teleworking, working from home (WFH[1] - the most common term in the UK), mobile work, remote job, remote work, and flexible workplace,[2][3] is a work arrangement in which employees do not commute or travel (e.g. by bus, bicycle or car, etc.) to a central place of work, such as an office building, warehouse, or store. Telecommuting came into prominence in the 1970s to describe work-related substitutions of telecommunication and related information technologies for travel.[4] Teleworkers in the 21st century often use mobile telecommunications technology such as a Wi-Fi-equipped laptop or tablet computers and smartphones to work from coffee shops; others may use a desktop computer and a landline phone at their home. According to a Reuters poll, approximately "one in five workers around the globe, particularly employees in the Middle East, Latin America and Asia, telecommute frequently and nearly 10 percent work from home every day."[5] In the 2000s, annual leave or vacation in some organizations was seen as absence from the workplace rather than ceasing work, and some office employees used telework to continue to check work e-mails while on vacation.[citation needed]"
[{2020-09-18} https://en.wikipedia.org/wiki/Telecommuting]

name::
* McsEngl.job.001-remote!⇒jobRemote,
* McsEngl.job.remote!⇒jobRemote,
* McsEngl.jobRemote,
* McsEngl.remote-job!⇒jobRemote,
* McsEngl.telecommuting!⇒jobRemote,
* McsEngl.telejob!⇒jobRemote,

job.remoteNo-002

description::
·

name::
* McsEngl.job.002-remoteNo!⇒jobRemoteNo,
* McsEngl.job.remoteNo!⇒jobRemoteNo,
* McsEngl.jobRemoteNo,

job.profession-004

description::
· involves prolonged training and/or formal qualifications.
===
"(n) profession (an occupation requiring special education (especially in the liberal arts or sciences))"
[{2022-01-16 retrieved} http://wordnetweb.princeton.edu/perl/webwn?s=profession]

=== zhíyè-职业!=profession:
· stxZhon: 他 的 职业 是 教师。 :: _stxSbj:[Tā(de)zhíyè] _stxVrb:{shì} _stxSbjc:[jiàoshī]。 != [his profession] {is} [teacher].

name::
* McsEngl.job.004-profession,
* McsEngl.job.profession,
* McsEngl.profession,
====== langoChinese:
* McsZhon.zhíyè-职业!=profession,
* McsZhon.职业-zhíyè!=profession,
====== langoGreek:
* McsElln.επάγγελμα!το!=profession,

job.professionNo-005

description::
· not profession.

">occupation vs profession:
The terms "occupation" and "profession" are often used interchangeably, but they have distinct meanings and implications.
1. **Occupation**: This is a broad term that refers to any type of job or series of jobs that a person holds over their working life. An occupation can be anything from manual labor to high-level management. It generally encompasses any activity people are engaged in to earn a living.
2. **Profession**: A profession usually refers to a type of job that requires specialized education, training, and skills. Professions often also have formal qualifications and association with a professional body. Examples include doctors, lawyers, and architects. These roles typically require a higher level of education and adhere to strict codes of conduct.
In essence, while all professions can be considered occupations, not all occupations meet the criteria to be considered professions. A profession typically demands a specific kind of training and usually involves commitment to a specific field of study, adherence to a moral code, and often has a higher status or public regard."
[{2024-04-21 retrieved} https://chat.openai.com/c/ca80e786-d682-4947-b13b-18bc2101bcb0]

name::
* McsEngl.job.005-professionNo,
* McsEngl.job.professionNo,
* McsEngl.occupation-vs-profession,
* McsEngl.professionNo,

wrkr.employed-005

description::
· wrkrEmployed is a-worker who is working for self or other.

name::
* McsEngl.employed-worker!⇒wrkrEmployed,
* McsEngl.wrkrEmployed,
* McsEngl.wrkr.005-employed!⇒wrkrEmployed,
* McsEngl.wrkr.employed!⇒wrkrEmployed,

specific-tree-of-wrkrEmployed::
* worker.employed.self,
* worker.employed.other,

wrkr.employed.employee-002

description::
· employee is a-worker under a-contract-of-employment for another human or organization.
===
"An individual who works part-time or full-time under a contract of employment, whether oral or written, express or implied, and has recognized rights and duties. Also called worker."
[{2020-08-11} http://www.businessdictionary.com/definition/employee.html]

name::
* McsEngl.employee!⇒wrkrEmployee,
* McsEngl.wrkrEmployee,
* McsEngl.wrkr.002-employee!⇒wrkrEmployee,
* McsEngl.wrkr.employed.employee!⇒wrkrEmployee,
* McsEngl.wrkr.employee!⇒wrkrEmployee,
====== langoGreek:
* McsElln.απασχολούμενος!=wrkrEmployee,

wrkr.employed.employeeNo-003

description::
· employeeNo-worker is a-worker who is not employee.

name::
* McsEngl.wrkr.003-self-employed!⇒wrkrEmployeeNo,
* McsEngl.wrkr.employed.self-employed!⇒wrkrEmployeeNo,
* McsEngl.wrkr.self-employed!⇒wrkrEmployeeNo,
* McsEngl.wrkrEmployeeNo,
* McsEngl.wrkrSelfemployed!⇒wrkrEmployeeNo,
* McsEngl.self-employed-worker!⇒wrkrEmployeeNo,

wrkr.employed.child-021

description::
"economically active children: Children involved in economic activity for at least one hour in the reference week of the survey."
[{2021-02-24} https://wolframalpha.com]

name::
* McsEngl.economically-active-child//economy,
* McsEngl.wrkr.021-child,
* McsEngl.wrkr.child,
* McsEngl.wrkrEmployed.child,

wrkr.employedNo-006

description::
"Unemployment, according to the OECD (Organisation for Economic Co-operation and Development), if persons above a specified age (usually 15)[2] not being in paid employment or self-employment but currently available for work during the reference period.[3]"
[{2020-10-10} https://en.wikipedia.org/wiki/Unemployment]

name::
* McsEngl.employedNo-worker!⇒wrkrEmployedNo,
* McsEngl.unemployed-worker!⇒wrkrEmployedNo,
* McsEngl.wrkrEmployedNo,
* McsEngl.wrkr.006-employedNo!⇒wrkrEmployedNo,
* McsEngl.wrkr.employedNo!⇒wrkrEmployedNo,

wrkr.skill.skilled-014

description::
·

name::
* McsEngl.skilled-worker!⇒wrkrSkilled,
* McsEngl.wrkrSkilled,
* McsEngl.wrkr.014-skilled!⇒wrkrSkilled,
* McsEngl.wrkr.skill.skilled!⇒wrkrSkilled,
* McsEngl.wrkr.skilled!⇒wrkrSkilled,

wrkr.skill.skilledNo-015

description::
·

name::
* McsEngl.skilledNo-worker!⇒wrkrSkilledNo,
* McsEngl.unskilled-worker!⇒wrkrSkilledNo,
* McsEngl.wrkrSkilledNo,
* McsEngl.wrkr.015-skilledNo!⇒wrkrSkilledNo,
* McsEngl.wrkr.skill.skilledNo!⇒wrkrSkilledNo,
* McsEngl.wrkr.skilledNo!⇒wrkrSkilledNo,

wrkr.skill.white-collar

description::
"The term "white-collar worker" refers to someone who does professional, administrative, or managerial work. These jobs typically involve mental or analytical skills rather than manual labor.
Traditionally, white-collar workers were pictured as those who wore dress shirts and ties to work in office settings. However, the definition has broadened in recent times. Here are some characteristics of white-collar jobs:
* **Focus on mental skills:** These jobs require using your brain more than your brawn. You might be analyzing data, solving problems, or creating presentations.
* **Education and training:** White-collar jobs typically require some level of education or training, such as a college degree or professional certification.
* **Salary vs. hourly pay:** White-collar workers are more likely to be salaried, meaning they receive a fixed regular payment, rather than being paid by the hour.
Here are some examples of white-collar jobs:
* Doctors
* Lawyers
* Engineers
* Teachers
* Accountants
* Business analysts
* Marketing managers
* Human resources specialists
* Software developers"
[{2024-03-23 retrieved} https://gemini.google.com/app/8b80160ab2b0d195]

name::
* McsEngl.white-collar-worker,
* McsEngl.wrkr.026-white-collar,
* McsEngl.wrkr.skill.white-collar,
* McsEngl.wrkr.white-collar,

wrkr.skill.blue-collar

description::
"A blue-collar worker is someone who performs manual labor or a skilled trade. These jobs often involve working with your hands and physical abilities more than needing a college degree.
The term originated in the early 1900s because blue-collar workers often wore work shirts or overalls made of denim or other dark, sturdy fabrics. This contrasted with white-collar workers who wore white shirts and ties in office settings.
Here are some key points about blue-collar jobs:
* **Type of work:** Blue-collar jobs involve physical labor in fields like construction, manufacturing, maintenance, and mining. They can be skilled or unskilled.
* **Skills:** While some blue-collar jobs require little formal education, others require specific skills and training learned through apprenticeships, trade schools, or on the job.
* **Pay:** Blue-collar workers may be paid hourly or by the piece (based on how much work they complete).
Some examples of blue-collar jobs include:
* Construction workers (carpenters, electricians, plumbers)
* Mechanics
* Machinists
* Welders
* Factory workers
* Truck drivers
* Farmers
* Loggers
* Landscapers
The lines between blue-collar and white-collar work can sometimes blur. For instance, some technical jobs may require both physical and mental skills. "
[{2024-03-23 retrieved} https://gemini.google.com/app/8b80160ab2b0d195]

name::
* McsEngl.blue-collar-worker,
* McsEngl.wrkr.blue-collar,
* McsEngl.wrkr.027-blue-collar,
* McsEngl.wrkr.skill.blue-collar,

wrkrAggt.global

description::
">quantity of global-workforce:
The estimated size of the global workforce is approximately 5.135 billion people. This calculation is based on an assumption that around 65% of the global population, estimated at 7.9 billion, is of working age and available for work. Please note that this is a rough estimate and the actual figure can vary significantly based on different demographic and economic factors."
[{2023-12-15 retrieved} https://chat.openai.com/c/6c020553-ff4c-4edc-855b-795f1bed3551]

">quantity of global-workforce:
The size of the global workforce is estimated to be around **3.4 billion people** in 2023. This represents a significant increase from the 2.28 billion people employed in 1991. The growth in the global workforce is attributed to several factors, including:
* **Population growth:** The global population has been growing steadily over time, which has led to a larger pool of potential workers.
* **Economic development:** As economies develop, more people are able to participate in the workforce.
* **Increased urbanization:** People are moving to cities in large numbers, which creates more job opportunities.

The global workforce is expected to continue to grow in the coming years, reaching an estimated **4.2 billion people** by 2030. This growth will be driven primarily by population growth and economic development in developing countries.

Here is a breakdown of the global workforce by region in 2023:
| Region | Employed population (millions) | Share of global workforce (%) |
| Asia | 1.876 | 55.0 |
| Europe | 895 | 25.8 |
| North America | 391 | 11.4 |
| Latin America and the Caribbean | 230 | 6.8 |
| Africa | 190 | 5.2 |
| Middle East and North Africa | 122 | 3.6 |
| Oceania | 12 | 0.3 |

As you can see, Asia is home to the largest share of the global workforce, followed by Europe and North America. The share of the global workforce in Africa is expected to grow in the coming years, as the region's economy continues to develop."
[{2023-12-15 retrieved} https://bard.google.com/chat/a227f97b34cc88e2]

Rank | Country/Region | Labour force | Date of information
— | World | 3,382,000,000 | 2017 est.
1 | China | 791,483,000 | 2021 est.
2 | India | 476,670,100 | 2021 est.
3 | United States | 160,400,000 | 2017 est.
4 | Indonesia | 125,000,000 | 2016 est.
5 | Brazil | 104,200,000 | 2017 est.
6 | Russia | 76,530,000 | 2017 est.
7 | Bangladesh | 66,640,000 | 2017 est.
8 | Japan | 65,010,000 | 2017 est.
9 | Pakistan | 63,890,000 | 2017 est.
10 | Nigeria | 60,080,000 | 2017 est.
11 | Vietnam | 54,800,000 | 2017 est.
12 | Mexico | 54,510,000 | 2017 est.
13 | Ethiopia | 52,820,000 | 2017 est.
14 | Germany | 45,900,000 | 2017 est.
15 | Philippines | 42,780,000 | 2017 est.
16 | Thailand | 38,370,000 | 2017 est.
17 | United Kingdom | 33,500,000 | 2017 est.
18 | Democratic Republic of the Congo | 31,360,000 | 2017 est.
19 | Turkey | 31,300,000 | 2017 est.
20 | France | 30,680,000 | 2017 est.
21 | Iran | 30,500,000 | 2017 est.
22 | Egypt | 29,950,000 | 2017 est.
23 | South Korea | 27,750,000 | 2017 est.
24 | Italy | 25,940,000 | 2017 est.
25 | Colombia | 25,760,000 | 2017 est.
26 | Tanzania | 24,890,000 | 2017 est.
27 | Spain | 22,750,000 | 2017 est.
28 | Myanmar | 22,300,000 | 2017 est.
29 | South Africa | 22,190,000 | 2017 est.
30 | Kenya | 19,600,000 | 2017 est.
31 | Canada | 19,520,000 | 2017 est.
32 | Uzbekistan | 18,120,000 | 2017 est.
33 | Argentina | 18,000,000 | 2017 est.
34 | Ukraine | 17,990,000 | 2017 est.
35 | Poland | 17,600,000 | 2017 est.
36 | Uganda | 17,400,000 | 2013 est.
37 | Peru | 16,160,000 | 2012 est.
38 | Nepal | 16,000,000 | 2011 est.
39 | Venezuela | 14,010,000 | 2013 est.
40 | Malaysia | 13,190,000 | 2013 est.
41 | North Korea | 12,600,000 | 2012 est.
42 | Australia | 12,440,000 | 2013 est.
43 | Ghana | 12,070,000 | 2013 est.
44 | Sudan | 11,920,000 | 2007 est.
45 | Taiwan | 11,780,000 | 2017 est.
46 | Morocco | 11,730,000 | 2013 est.
47 | Algeria | 11,150,000 | 2013 est.
48 | Mozambique | 10,550,000 | 2013 est.
49 | Madagascar | 9,504,000 | 2007
50 | Romania | 9,451,000 | 2013 est.
51 | Netherlands | 9,090,000 | 2018 est.
52 | Kazakhstan | 9,022,000 | 2013 est.
53 | Angola | 9,018,000 | 2013 est.
54 | Iraq | 8,900,000 | 2010 est.
55 | Sri Lanka | 8,528,000 | 2013 est.
56 | Cameroon | 8,426,000 | 2013 est.
57 | Saudi Arabia | 8,412,000 | 2013 est.
58 | Chile | 8,367,000 | 2013 est.
59 | Côte d'Ivoire | 7,928,000 | 2013 est.
60 | Cambodia | 7,900,000 | 2011 est.
61 | Afghanistan | 7,512,000 | 2012 est.
62 | Yemen | 7,100,000 | 2013 est.
63 | Ecuador | 6,953,000 | 2013 est.
64 | Burkina Faso | 6,668,000 | 2007
65 | Zambia | 6,275,000 | 2013 est.
66 | Senegal | 6,096,000 | 2013 est.
67 | Malawi | 5,747,000 | 2007 est.
68 | Guinea | 5,409,000 | 2013 est.
69 | Portugal | 5,395,000 | 2013 est.
70 | United Arab Emirates | 5,340,000 | 2017 est.
71 | Czech Republic | 5,304,000 | 2013 est.
71 | Cuba | 5,233,000 | 2013 est.
72 | Belgium | 5,150,000 | 2013 est.
73 | Sweden | 5,107,000 | 2013 est.
74 | Syria | 5,014,000 | 2013 est.
75 | Belarus | 5,000,000 | 2009
76 | Switzerland | 4,976,000 | 2013 est.
77 | Bolivia | 4,992,000 | 2012 est.
78 | Greece | 4,918,000 | 2013 est.
79 | Dominican Republic | 4,912,000 | 2013 est.
80 | Haiti | 4,810,000 | 2010 est.
81 | Niger | 4,688,000 | 2007
82 | Azerbaijan | 4,680,000 | 2012 est.
84 | Guatemala | 4,465,000 | 2013 est.
85 | Rwanda | 4,446,000 | 2007
86 | Chad | 4,293,000 | 2007
87 | Hungary | 4,263,000 | 2013 est.
88 | Burundi | 4,245,000 | 2007
89 | Papua New Guinea | 4,077,000 | 2013 est.
90 | Tunisia | 3,974,000 | 2013 est.
91 | Zimbabwe | 3,939,000 | 2013 est.
92 | Hong Kong | 3,873,000 | 2013 est.
93 | Austria | 4,707,000 | 2022[2]
94 | Benin | 3,662,000 | 2007 est.
95 | Honduras | 3,507,000 | 2013 est.
96 | Israel | 3,493,000 | 2013 est.
97 | Somalia | 3,447,000 | 2007
98 | Singapore | 3,444,000 | 2013 est.
99 | Laos | 3,337,000 | 2013 est.
100 | Mali | 3,241,000 | 2007 est.
101 | Paraguay | 3,190,000 | 2013 est.
102 | Nicaragua | 3,039,000 | 2013 est.
103 | Eritrea | 2,955,000 | 2012 est.
104 | Republic of the Congo | 2,890,000 | 2011 est.
105 | Denmark | 2,795,000 | 2013 est.
106 | El Salvador | 2,738,000 | 2013 est.
107 | Slovakia | 2,727,000 | 2013 est.
108 | Norway | 2,707,000 | 2014 est.
109 | Finland | 2,685,000 | 2013 est.
110 | Togo | 2,595,000 | 2007
111 | Bulgaria | 2,551,000 | 2013 est.
112 | New Zealand | 2,413,000 | 2013 est.
113 | Kuwait | 2,380,000 | 2013 est.
114 | Kyrgyzstan | 2,344,000 | 2007
115 | Turkmenistan | 2,300,000 | 2008 est.
116 | Costa Rica | 2,222,000 | 2013 est.
117 | Tajikistan | 2,209,000 | 2013 est.
118 | Sierra Leone | 2,207,000 | 2007 est.
119 | Ireland | 2,161,000 | 2013 est.
120 | Central African Republic | 2,082,000 | 2011 est.
121 | Georgia | 1,959,000 | 2011 est.
122 | Jordan | 1,898,000 | 2013 est.
123 | Croatia | 1,715,000 | 2013 est.
107 | Serbia | 2,920,000 | 2017 est.
125 | Uruguay | 1,700,000 | 2013 est.
126 | Libya | 1,644,000 | 2013 est.
127 | Panama | 1,540,000 | 2013 est.
128 | Lebanon | 1,481,000 | 2007 est.
129 | Lithuania | 1,452,000 | 2013 est.
130 | Qatar | 1,424,000 | 2013 est.
131 | Armenia | 1,394,000 | 2013 est.
132 | Liberia | 1,372,000 | 2007
133 | Mauritania | 1,318,000 | 2007
134 | Botswana | 1,308,000 | 2013 est.
135 | Puerto Rico | 1,300,000 | 2012
136 | Jamaica | 1,261,000 | 2013 est.
137 | Moldova | 1,327,000 | 2013 est.
138 | Albania | 1,090,000 | 2013 est.
139 | Mongolia | 1,068,000 | 2011 est.
140 | Bosnia and Herzegovina | 1,026,337 | 2017[3]
— | West Bank | 1,025,000 | 2013 est.
141 | Latvia | 1,022,000 | 2013 est.
142 | Oman | 968,800 | 2007
143 | Macedonia | 960,700 | 2013 est.
144 | Slovenia | 913,400 | 2013 est.
145 | Namibia | 880,400 | 2013 est.
146 | Lesotho | 874,200 | 2013 est.
147 | Kosovo | 800,000 | 2011 est.
148 | Gambia | 777,100 | 2007
149 | Bahrain | 716,500 | 2013 est.
150 | Estonia | 692,900 | 2013 est.
151 | Mauritius | 637,600 | 2013 est.
152 | Guinea-Bissau | 632,700 | 2007
153 | Gabon | 629,100 | 2013 est.
154 | Trinidad and Tobago | 621,000 | 2013 est.
155 | Cyprus | 443,500 | 2013 est.
156 | Swaziland | 424,100 | 2011 est.
157 | Timor-Leste | 418,200 | 2009
— | Macau | 367,800 | 2013 est.
— | Gaza Strip | 348,200 | 2010 est.
158 | Bhutan | 336,400 | 2012
159 | Fiji | 335,000 | 2007 est.
160 | Guyana | 313,100 | 2009 est.
161 | Djibouti | 294,600 | 2012
162 | Montenegro | 251,300 | 2011 est.
163 | Comoros | 233,500 | 2011 est.
164 | Luxembourg | 208,800 | 2013 est.
165 | Brunei | 205,800 | 2011 est.
166 | Solomon Islands | 202,500 | 2007
167 | Bahamas | 196,900 | 2013 est.
168 | Cape Verde | 196,100 | 2007
169 | Equatorial Guinea | 195,200 | 2007
170 | Malta | 190,400 | 2013 est.
171 | Iceland | 181,100 | 2013 est.
172 | Suriname | 165,600 | 2007
173 | Maldives | 159,700 | 2012
— | Western Sahara | 144,000 | 2010 est.
174 | Barbados | 141,800 | 2013 est.
175 | Belize | 120,500 | 2008 est.
— | French Polynesia | 116,000 | 2007
176 | Vanuatu | 115,900 | 2007
— | New Caledonia | 106,400 | 2010
177 | Saint Lucia | 79,700 | 2012
— | Curaçao | 73,100 | 2013
178 | Guam | 69,390 | 2010 est.
179 | Grenada | 59,900 | 2013 est.
180 | Saint Vincent and the Grenadines | 57,520 | 2007 est.
— | Jersey | 53,380 | 2012
181 | Sao Tome and Principe | 52,490 | 2007
182 | Monaco | 52,490 | 2012 est.
183 | Aruba | 51,610 | 2007 est.
— | U.S. Virgin Islands | 49,820 | 2007 est.
184 | Samoa | 47,930 | 2011 est.
— | Isle of Man | 41,790 | 2006
185 | Tonga | 39,960 | 2007
186 | Seychelles | 39,560 | 2006
— | Cayman Islands | 39,000 | 2007
— | Northern Mariana Islands | 38,450 | 2005 est.
187 | Bermuda | 37,400 | 2011
188 | Andorra | 36,060 | 2012
189 | Liechtenstein | 35,830 | 2012
— | Faroe Islands | 34,710 | 2010
— | Guernsey | 31,470 | 2006
190 | Antigua and Barbuda | 30,000 | 1991
191 | Greenland | 28,600 | 2011
192 | Dominica | 25,000 | 2000 est.
— | Sint Maarten | 23,200 | 2008 est.
193 | San Marino | 21,960 | 2013
194 | Saint Kitts and Nevis | 18,170 | 1995
— | American Samoa | 17,630 | 2005
— | Saint Martin | 17,300 | N/A
195 | Federated States of Micronesia | 15,920 | 2022
— | British Virgin Islands | 12,770 | 2004
196 | Gibraltar | 12,690 | 2001
197 | Marshall Islands | 10,480 | 2011 est.
198 | Palau | 9,777 | 2005
199 | Kiribati | 7,870 | 2001
— | Cook Islands | 6,820 | 2001
— | Anguilla | 6,049 | 2001
— | Falkland Islands | 5,246 | 2006
— | Turks and Caicos Islands | 4,848 | 1990 est.
— | Montserrat | 4,521 | 2012
200 | Tuvalu | 3,615 | 2004 est.
— | Saint Pierre and Miquelon | 3,450 | 2006
— | Wallis and Futuna | 3,104 | 2003
201 | Vatican City | 2,832 | 2011
— | Saint Helena | 2,486 | 1998 est.
— | Svalbard | 1,234 | 2003
— | Norfolk Island | 978 | 2006
202 | Niue | 663 | 2001
— | Tokelau | 440 | 2001
— | Pitcairn Islands | 15 | 2004
This is a list of countries by size of the labour force mostly based on The World Factbook.
[{2024-01-06 retrieved} https://en.wikipedia.org/wiki/List_of_countries_by_labour_force]

name::
* McsEngl.global-workforce!⇒wrkrAggtGlobal,
* McsEngl.wrkrAggt.global!⇒wrkrAggtGlobal,
* McsEngl.wrkrAggtGlobal!=global-workforce,

wrkrAggt.economy

description::
· every economy has a-number of workers.

name::
* McsEngl.Socecon'worker,
* McsEngl.human-capital--of-economy,
* McsEngl.sectorHshd'worker,
* McsEngl.wrkrAggt.economy,

wrkrAggt.sector

description::
">workers per global industry:
According to the International Labour Organization (ILO), the distribution of workers by major industry group in 2021 was as follows:
| Industry Group | Number of Workers (Millions) | Share of Total Employment |
| Agriculture, forestry and fishing | 866.3 | 29.5% |
| Manufacturing | 256.1 | 8.2% |
| Construction | 96.6 | 3.1% |
| Wholesale and retail trade; repair of motor vehicles and motorcycles | 167.2 | 5.4% |
| Transportation and storage | 127.1 | 4.1% |
| Accommodation and food service activities | 138.0 | 4.5% |
| Information and communication | 108.6 | 3.5% |
| Financial and insurance activities | 77.3 | 2.5% |
| Real estate and professional, scientific and technical activities | 117.6 | 3.9% |
| Administration and support service activities | 126.6 | 4.2% |
| Public administration and defense; compulsory social security | 61.8 | 1.9% |
| Education | 241.4 | 7.8% |
| Human health and social work activities | 149.1 | 5.0% |
| Arts, entertainment and recreation | 37.1 | 1.2% |
| Other service activities | 108.6 | 3.5% |
It is important to note that these figures are estimates and may vary depending on the source. Additionally, the distribution of workers by industry can vary significantly from country to country."
[{2024-01-01 retrieved} https://bard.google.com/chat/a668f4b1cc9da3c4]

name::
* McsEngl.wrkrAggt.sector,

wrkrArtist.SPECIFIC

description::
·

name::
* McsEngl.wrkrArtist.specific,

wrkrArtist.role-player

description::
"(n) actor, histrion, player, thespian, role player (a theatrical performer)"
[{2021-12-14 retrieved} http://wordnetweb.princeton.edu/perl/webwn?s=actor]

name::
* McsEngl.actor!⇒wrkrRoleplayer,
* McsEngl.wrkr.024-actor!⇒wrkrRoleplayer,
* McsEngl.wrkr.actor!⇒wrkrRoleplayer,
* McsEngl.wrkrActor!⇒wrkrRoleplayer,
* McsEngl.wrkrArtist.actor!⇒wrkrRoleplayer,
* McsEngl.wrkrRoleplayer,
====== langoChinese:
* McsZhon.yǎnyuán-演员!=wrkrRoleplayer,
* McsZhon.演员-yǎnyuán!=wrkrRoleplayer,
====== langoGreek:
* McsElln.ηθοποιός!=wrkrRoleplayer,

wrkrArtist.singer

description::
·

name::
* McsEngl.wrkr.025-singer,
* McsEngl.wrkr.singer,
* McsEngl.wrkrArtist.singer,