The world of work our parents entered decades ago is vastly different from what we will experience in the future as graduates trying to break into a new age of employment. With technology, demand for skills and innovation in how we work constantly advancing, who knows what jobs will be born years from now. Different perspectives found different ideas about how the future of work will look.
Jacob Morgan, a contributor for Forbes Magazine writes and explores the future of work and collaboration and has developed three scenarios for the future of work. In summary, they include three “worlds”, that is, the corporate king “Blue World” where big company capitalism rules, organisations grow more and more cut throat with less regard for social responsibility. There is also the idea of the “Orange World” where contrary to the Blue World, companies become smaller and break down into smaller networks that highly value individual specialisation. Thirdly, is the “Green World” where social responsibility dominates the corporate agenda with great concerns of demographics, sustainability and
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In particular, his “The Age of Unreason” relates to the idea that individuals who value and embrace lifetime learning will draw on their personal assets to do well in disruptive occasions, that is the “Orange world”. When Handy was first outlining his idea of flexible, entrepreneurial workers, it was a time where technology was nowhere near advanced as it is today. Now, with the World Wide Web, mobile phones, email and social networking and a quickly altering mindset to functioning practices, his vision is truth. While it may be easy to criticise “The Age of Unreason” as a Utopian vision of how dynamic and adjustable members of society cope with continuous change, driven by technological advancements, the author does make plausible predictions that society and the way we work will become more and more rivalry in the
There are several issues that were both discussed in the book End This Depression Now by Paul Krugman and Changing Contours of Work: Jobs and opportunities in the New Economy by Stephen Sweet and Peter Meiksins. The textbook offered a sociological analysis of the nature of work in the new economy, such as the new opportunities in this economy as well and the challenges many workers now face and ultimately how this change the family lives of many. The book also discussed about the new face of the workplace and work in general, which includes issues on inequality and discrimination. The book discussed job security, policies and why workers work more now than they did before or work in 24/7 economy. Lastly, the book talks about the ways on how to face all the challenges in this new economy and work environment.
In the present work force, a person needs to understand and utilize current technology in order to survive. In the coming decades, acceptance and application of new technology could decide, like in Cyberpunk, if one floats like algae or swims like an Angel Fish. Works Cited Cooper, John. The Milton. Pivotal Decades: The United States, 1900-1920.
Watson, T. (2008) The Meaning of Work. The Sociology of Work and Industry. London: Routledge.
Felstad’s article titled Rapid Change or Slow Evolution looks at the way in which people who want more freedom within their occupation are moving their jobs outside of their offices, in order to create more leisure time for things they enjoy. These changes of location carry a multitude of benefits, but since the increase of technology, work is able to happen anywhere, which is beneficial to some people (and detrimental to others). This relates to the mention of the increase in technology within In Praise of Slow, as well as relates to Hungwe’s article titled Identity, Self-Interpretation and Workplace Change: An Investigation of the Work Activity of Machining. This article examines technology and how it is reducing the amount of physical labour needed within technological jobs, which means decreasing labour time and providing more free time for the workers. Overall, it is clear that all of the articles that have been mentioned offer some sort of insight into the field of slow work, and how it is becoming increasingly more popular as time goes on. This can only mean good things for the future of many societal institutions, including
We change over time, and so does the world around us-including the working world. If you do not learn how to adapt with the world you will be left behind.
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.
Forget about paper, books, and actual work ethic - in today’s tech savvy society, anyone can get just about anything done with the touch of a button or a simple voice command. Smart devices have wiggled their way into every aspect of life, but there’s no denying that these gadgets and gizmos can be used in many conventional ways today. Most would see this intrusion as a fun, creative, and much needed progression in society, but Ray Bradbury depicts a much more sinister reality that these devices create. In Bradbury's future, humans are dull, lifeless slaves to technology, robbed of the very quality that makes humans human: complex, intellectual minds. If humans do not take action, smart devices will become far too trusted and begin to alter
In addition, there are five key trends in the current competitive environment: globalization; organizational structure; new worker profiles; collective advances/communication technology; and knowledge of management (6). Based on these dimensions and trends, Grover and Lynn state that leadership is no longer viewed as top-down practice. There is a need to challenge conventional thinking by elevating the importance of dynamics between people engaged in a collective relationship. Collaboration, according to Grover and Lynn, requires “leaders of organizations who can cut across professional, personal and ideological boundaries and work through networks, partnerships and collaborations” (6). Collaboration stresses representation or direct participation in decision making.
It will give the definition of the phrase and identify some of the global factors that require corporate social responsibility. The importance of companies establishing corporate social responsibility projects and the impact they have on society will be discussed. The two companies that will compared are Amazon and Exxon. These businesses are both very similar in their notoriety as well as their success but much different in the aspect of social responsibility. Study of Exxon
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 comes new demands, expectations, and opportunities for employers.
According to Crary, work (essentially ‘being set to work’) leads to a more docile, controlled form of life because our social reconstruction puts us in a position that could only be described as eager submission to the corporate cycle¬–essentially transforming us into drones. The 21st century now operates 24/7 around the clock, pushing us to constant activity and crumbling the binds of community, essentially damaging the basis of everyday life.
Introduction The benchmark of democratic society is that citizens have a participatory voice and a stake in decision-making, translating to (notional) control over their destiny. However, workers in the generations-old bureaucratic work environment have lost the control of their work and organizational decision-making to management focused on realizing profit over supporting workers’ needs. The resulting power struggles, dehumanization of work, and lack of worker participation have led to dissatisfying conditions in the workplace. To increase worker satisfaction and participation, work needs to be reformed.
For organisations of all types, the last three decades have been crucial in changing the manner in which organisations interact with each other, stakeholders, the government, and themselves. Most of these changes occurred because of the evolution of globalisation, increased cooperation between nations and regions, while, at the same time, increased stakeholder expectations, opened hundreds of new markets, and now requires that organisations operate on a new level (Munshi, S., et al., eds., 2004). Businesses have also undergone a change in its overall philosophy – not just moving toward entrepreneurial thought as a way to change their marketing paradigm, but through consumer and corporate expectations of business in a more ethical and sustainable manner (Smoder, J., et al., 2003).
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)
In an everyday society, work is a thing of a necessity in order to make a living. Work is not always on the basis of receiving an income, but could also be on the basis of doing unpaid work that is required of everyone. In work organisations, what we find is that work comes with its own struggles and control amongst the workforce. Work can be defined as “task-based activities for which people get paid for”, (Watson 2008:2). Giving work such a solid definition is inadequate, work can also be defined as an activity that requires effort or time spent finishing a task. In many workforce, work organisation and the division of labour is often determine by managerial control, throughout this essay the following will be discussed the struggle to control work, the different ways in which work is organised and the way in which managerial control is implemented.