Global Journal of Human Social Science, E: Economics, Volume 21 Issue 4

employment" is not to be forgotten, but the real interest should be on right-employment , the idea of holistic best fit characterised by deeper professional compatibility when it comes to hiring and other workplace practices. Contrary to popular belief that the economic downturn of 2008 was where the shift in our employment and work environments all began, emphasis should be placed on the dot-com crash of 2000 when a new Darwinian job market began to appear. It impacted the tech sector first, and its effects seemed to ripple into other industries where this new exploitative mindset brought about practices. Characterised by the disappearance of work-life balance, this era in business brought out the worst in such a highly educated and intellectual community. As tech companies rapidly downsized to reduce costs, those left lucky enough with their jobs had to take on the workload of the many empty chairs left behind by displaced co-workers. Companies maintained labour on lower pay scales that included the young, hollowing out organisations from the higher paid mature and valuable experiences. The new young workforce was expected to hit the ground running from day one with minimum to no mentorship. Many companies started to experience rapid "brain-drain" perceivably due to retiring ageing boomers, but in actuality due to premature and often forced exits. It became a new widespread practice to hire "passive job seekers" based on an unspoken practice that automatically labelled "active job seekers" as damaged and undesirable commodities. This new cherry-picking model was painted under meritocracy colours. The mass exhaustion can be felt today as its ongoing shift fostered unhealthy employment practices that trickled into other major industries. As a result, an inhumane supply and demand mutation escalated job market anxiety and forced a new "survival of the fittest" hiring practices and culture. This major beginning point is reflective of what we have been experiencing in the employment landscape. This transition set the foundation for a decade or so of mass underemployment and the underreported over the employment of a smaller workforce percentage. Protecting one's livelihood in such a fearful environment brought in micro protectionism, or the idea of protecting your job security or "turf" in professional white-collar communities. This behaviour affected recruitment practices raising hiring sensitivity towards overqualified candidates that could threaten the tenderness in job security felt by those inside corporate firewalls. False credit is given during this period of productivity rise to automation, where it was due to fewer people doing the job of displaced workers for the same stagnate pay. GDP continued to rise, while automation's pace was not super-fast than profit gains due to leaner headcount. These left people were grappling for work, often in industries or jobs that are not aligned with their innate professional compatibility. With the middle class continuing to vanish as multiple forces push to widen the gap between, this fight or flight mentality has continued to seep into our business practices and workplace cultures. When people enter and exit the workforce, the gap only widens between those falling into one of two economic extremes. Those who end up in the wrong fit or with no career are where all the untapped potential truly lies. b) General Recommendations Based on our findings, we draw appropriate recommendations given insight into how the output growth can perform its role without necessarily leading to low productivity due to unemployment. i. The study revealed a causal relationship between unemployment and output growth in Nigeria, and the government should ensure that available human resources are used as effective agents of growth and modernisation through general mobilisation and purposeful motivation. Special attention should be given to promoting gender equality in human resource development and all employment practices. ii. There must also be a need for direct policy to increase the domestic output to stimulate employment. Since more people will be employed as domestic output increases, an increase in government public expenditure will also stimulate aggregate demand, thus producing the consequent effect of stimulating employment and enhancing human capital formation and optimum human resources utilisation. iii. From this study, the economy's aggregate demand side could not be motivated without causing inflation in an economy. Hence, the government has to employ a policy mix to put inflation under control if its economic growth is not to be battered. The government should provide enabling grounds for the productive minority to operate freely through subsidies, flexible credit facilities, and stable, sustainable electricity. If these pieces of machinery are put in place, the Nigerian economy will spring up and move along the production possibility curve (frontier). iv. The government’s debt plan should also be sloped towards asset procurement and capacity building both in the public and private sectors that will serve as inducements to productivity through foreign direct investment. v. The government must safeguard that FDI profits are re-invested in the economy to increase manufactured goods and create more room for engagement of workers. The government at all levels must wage persistent wars counter to sleaze since it hinders economic growth because it decreases investment by increasing the cost of doing business. It is also important that more distinct and urgent care be paid to internal security to give investors’ Volume XXI Issue IV Version I 73 ( E ) Global Journal of Human Social Science - Year 2021 © 2021 Global Journals Which of these Economics Jargons - Underemployment, Overemployment, Unemployment, Rightemployment, Overqualification and Overeducation is Appropriate for an Economy?