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THE FUTURE OF WORK In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001) With the rise of mobile working whereby companies employ from different regions without necessarily having employees enclosed in one building, they end up employing more skilled and qualified workers regardless of their location. This has been made possible by companies embracing virtual meetings and video conferencing where managers and …show more content…
This can greatly impact the atmosphere and environment within which employees work. According to Barbara Annisi, a personnel consultant from the US, he argues that the appropriate way to bring about the energetic atmosphere within a workplace is by appreciating and understanding different cultures by employing individuals from different walks of life. This inspires innovation within workplaces as individual’s tackles problems using different approaches. The energetic atmospheres within workplaces also make individuals to become more productive hence increasing the benefit of the whole company in terms of profits. The future of workplaces is therefore rich since most managers in the modern global economy are starting to appreciate different cultures throughout the world. (Fritz,
What job re-design opportunities are available to foster a healthier and more productive workplace? In order to answer this question we adopt job and work design theory that will analyze her role and provide tangible solutions. The following three ¡®Job Design Approaches¡¯ will be explored: 1) Job rotation 2) Job enrichment 3) Teamworking.
A Capital One Financial Corporation has established such workplace by providing mobility and flexibility to their employees in business units. They implemented a concept “virtual workplace” which is based on reconfiguring office space and use of up to date mobile technology. It gives employees opportunity to be more productive since they are able to work from any place they would choose. According to the Benefits Survey Report from the Society for Human Resource Management published i...
The main themes addressed in this article are the generational changes within the workforce, the advancements in the economy that are affecting the workplaces and the changes in the work ethic of employees.
Work reform, as interpreted by the employer, is a modern concept that has at its core increases in efficiency and effectiveness and a content and stable workforce. Work reforms are a means to an end; the end being increases in efficiency, production, and profits in a volatile global market. Depending on which method is used, the goals are to motivate their workers to gain their compliance. By paying more attention to a workers values, attitudes, and psychological needs, etc. a company can set the foundation for a more militant workforce and perhaps circumvent unionization. A company can try to create a “corporate family”, for example, via a corporate culture to try to facilitate this type of reform. The implementation of a corporate culture is an attempt to get workers to “buy in” to the firm’s overall goals (Krahn, Lowe, Hughes, 2011 p. 244-248). Key themes include workers as human beings, organizational cultures, constant adaptation, co-operation, creativity, flexibility, work teams, doing more with less, continuous learning, flatter organizational structures, customer-service, and participative management, etc. The goals and motivations for work reform as it pertains to a workforce differ from those of firms. Workers see changes such as enhanced on the job decision-making, increased autonomy, a decrease in monotonous and arduous tasks, and more input into large company decisions(that will ultimately affect them) as positive. Other changes that workers would embrace are pay increases and the addition of family friendly work policies such as more free time, and on-site daycare. Since a number of large manufacturing and service firms are unionized, a motivation and goal for work reform, in this respect, would be for a co...
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.
To achieve equilibrium, H&M encourages open communication and employee engagement within the company to satisfy both goal and needs. They came up with an “open book principle” granting every employee the right to express their thoughts on work related issues directly with management. They, too, reinforce the Human Resource Management system by having performance appraisal, a method to evaluate job performance. H&M has done it by using the method of providing feedback as they believe in learning through their own mistakes. Besides, to ensure workers’ work-life balance, the company strongly discourage overtime work and endorse flexible working hours. Everyone in the company is given the opportunity to schedule around their personal and working responsibility. The company also provide comprehensive fringe benefits for their worker which includes staff discounts, incentive bonuses, maternity leave and many more. This is because the Human Resources in H&M emphasise more on job satisfaction rather than title or pay structure. Analysis indicates that H&M has incorporated job enlargement into their business whereby they increase task variety by combining two or more task for more experience working. However, the volume of task to be done is too gruelling for employees causing their company to be listed as one of the highest employee turnover and lowest labour morale in 2008. This shows they have poor job
When carried out thoroughly, it permeates through the whole organisation and affects the members’ behaviour so that they are supposed to take up brand new roles (Blumenthal and Haspeslagh, 1994; Strachan, 1996; Sofo, 1999; Walton, 1999; Torrington et al., 2014). It encourages considerable innovation, so individuals enact new behaviours to adapt to changing environment and radically develop different ways of perceiving, understanding and behaving at work (Torrington et al.,
The culture of an organization along with the diversity within the organization can speak volumes as to how a company operates, not to mention the level of satisfaction that employees of the company possess. As stated by Schermerhorn, Hunt, & Osborn (2005, p. 9), "Organi...
With the modern corporate world, work enables employees to recognize contemporary economic process as well as individuals to sense responsibility as individual achievements. (McGann, et al 2016) However, this to encourage individuals risk taking and taking autonomy over their lives. Although the employment and working condition are significant in the modern corporate work as individual well-being and quality of life is
The idea of this proposal is mainly beneficial to the employees and their outside work which is not part of their job. The problem of this proposal leading to making a change in convincing the place of employment can come in many different ways. There are three problems; I want to discuss which leads to employees not having control over their workplace. It includes the idea of job affecting their health, their morale and their ability to handle their workload.
One of the main driving factors for any company is economics and how will telecommuting allow the corporation to be profitable. The primary saving for companies embarking upon the telecommuting concept is the reduction in the amount of office space required to conduct business. Telecommuting benefits the employer because they have an expanded pool of employees. The skills of employees with commuting difficulties, childcare conflict, disabilities, geographical barriers are made available to a telecommuting employer. Companies are now starting to expanding oversees where the labor price is cheaper for telecommuting. This however can be looked at as both an advantage to the employer, and as a disadvantage to the employee.
The workplace today goes beyond just the walls and ceilings that surround an office environment or office building. According to the International Telework Association and Council, 44.4 million Americans worked from home at least part of the time in 2004, up 7.5% from just on year earlier (Earthweb, 2005). Though it may be very convenient to work from home, the choice can bring its own set of problems. There are financial reasons, efficiencies, and even managing time are just a few to name that bring about many challenges and issues that any remote employee would face in that type of work environment.
Employees today are bombarded with so many tasks that they become inefficient. When given so many projects to finish, people are compelled to multitask because of their workload that keeps piling up. Companies should remind the managers to only give employees a manageable workload or only one project at a time. If they did this, they would find their employees to be more productive. Also, employees should be encouraged to take breaks away from their workspace. If they take their break say at their desk, then they will be more tempted to use the phone or send emails, when they should be relaxing. Managers should also provide their employees with the correct time management skills. When employees lack the skill of time managements, they often make up their lost time with multitasking, which leads in low quality work. Overall, have a more organized and relaxed employee will create a more productive
As the world today is changing, the dynamics of the workplace is also changing. Trends that was once seen 50 years ago are now dying down as millennials are entering the workplace. The idea of cubicles in the workplace are changing to include collaboration space for employees to focus more on teamwork over individual performance. The use of technology at work has changed the idea of how work gets done by using many automated services, but also giving employees the opportunity to telecommute or work from home. Many companies are doing away with formal business attire and relying more on business casual or just casual appropriate dress for the workplace (Davis, 2017). Organizations are becoming more aware of health and wellness initiatives
Industries are constantly changing with the times. In health information services (HIS), the professionals are encouraged to work harder because of the changes in the health care delivery system. This isn’t the best solution, however, since working too hard is the biggest contributor to stress for these employees. An overload of work can occasionally be tolerated in severe circumstances, but overall it cannot be a part of their daily working lives. Instead, working smarter appears to be the more ideal solution. Management can redesign jobs in order to assist in implementing smarter work habits. (Layman, 2011).