MODULE 2
THE CHANGING NATURE OF THE NEW WORKPLACE
OBJECTIVES
Define the following terminologies at the end of the module:
-Change -Cognitive Overload
-Organizational change Syndrome (COS)
-Technology -Kaleidoscope Thinking
-Technological Competence -Cross Functional Team
-Competitive advantage -Cross Boundary Team
-Cognitive Competence - Time famine
-Social Interactive -Psychological contract
Competence
Know what brought about the changes in nature of work
Identify the interventions that could be done by government in the
changing nature of the new workplace
Enumerate and describe the seven biggest changes coming to the
workplace
Explain how technology changed our lives
Explain how work in changing for individuals and groups
-Cognitive Competence
-Social or Interactive Competence
Learn about the new psychological contract
INTRODUCTION
If we make a comparison during the 80s and the 90s, work life is very different
as compared to now, the digital age. The new normal brought about by the
global crisis we have today is greatly affecting the way we work. Nowadays,
people work through the use of laptops, mobile phones, basically from any
gadget with a Wi-Fi connection anywhere even if not physically present in the
office. As the world advances all kinds of technology, a more demanding
workforce and shifts in priorities are combining to change the shape of
traditional business and create evolution in the workplace, thus access to
technology is the name of the game to create a better working environment.
KEY FACTS
Change- refers to an alteration in a system whether physical, biological or
social.
Organizational change- is the alteration of work environment in an
organization.
Technology-knowledge put into practical use to solve problems or invent useful
tools.
Technological Competence- ability to create and use a particular field of
technology effectively which is gained through extensive experimentation and
learning in its research, development and employment in production. (e.g.
programming languages, communication operating systems, software
proficiency, data analysis etc.)
Competitive Advantage- a condition that puts a company in a favourable or
superior business position. Refers to factors that allow a company to produce
goods or serve better than its rivals.
Cognitive Competence- refers to the cognitive processes that comprise
Creative thinking, which includes reasoning, making inferences, self-reflection
and coordination skills.
Social interactive competence- consists of social, emotional, cognitive and
behavioural skills needed for successful social adaptation. It is the ability to
handle social interactions effectively, getting along well with others, being
able to maintain close relationships.
Cognitive Overload Syndrome (COS)-include stress, inability to concentrate,
multi-tasking, task switching, and a tendency to focus on what is easy to do
rather than what is important.
Kaleidoscope Thinking- ability to see alternative angles and perspective and
to create new patterns of thinking that propel innovation.
Cross functional team- is a group of people with different functional expertise
working toward a common goal. (e.g. people for finance, marketing,
operations and HR/all levels of organization)
Cross boundary team- group of people within and across organizations for
innovation; boundaries associated with differences in expertise and
organization in novel settings.
Time famine- the feeling of having too much to do and too little time to do it.
Psychological contract- a written contract agreed between workers and
employers-what each expects of the other.
DISCUSSION
What is the changing nature of work?
Technology is changing the skills that employers seek. Workers need to be
good at complex problem solving teamwork and adaptability. Technology is
changing how people work and the terms on which they work.
The nature of work is changing:
Firms can grow rapidly thanks to digital transformation, which blurs their
boundaries and challenges traditional production patterns.
The rise of the digital platform firm means that technological effects
reach more people tastes than ever before.
Technology is changing the skills that employers seek. Workers need to
be good at complex problem-solving; teamwork and capability.
Technology is changing how people work on which they work. Even
advanced economies; short-term work, often found through online
platforms, is posing similar challenges to those faced by the world’s
informal workers.
What can governments do?
1. Invest in human capital and what is in demand in the labor market is a
high-order cognitive and socio behavioural skills.
2. Enhance social protection to ensure universal coverage and protection
that does not fully depend on having formal wage employment.
3. Increase revenue mobilization by upgrading taxation systems where
needed to provide fiscal space to finance human capital development
and social protection.
How technology changed our lives?
Modern technology has paved the way for multi-functional devices like the
smartphone. Computers are increasingly faster, more portable and higher
powered than even before. With all of these evolutions, technology has also
made our lives easier, faster, better and more fun.
Disadvantages and risks of technology, for example, man no longer needs to
think, some heavily rely on technology that they don’t know how to work
without the convenience of this modernity. Finally, as most technological
discoveries aim to reduce human effort, it would imply that more work is done
by machines making people in the long run, not that needed anymore in
operations.
Seven Biggest Changes Coming to the Workplace
1. Work management without borders- the blended workforce is on
the rise. Examples: Full time permanent employees working side by
side with freelancers, many freelancers working at remote offices.
2. The line between work and personal life will continue to blur-we
have a lot more technology at our fingertips allowing us to be far
more contactable than we’ve ever been before and we need to
see this as a positive, not a negative.
3. Collaboration will only become more important, there is increased
emphasis on teamwork over individual brilliance.
4. Automation will go big- The jobs that will be most affected by
automation are routine jobs that need to be done the same way
and that don’t require much flexibility or much creative judgment.
5. Companies will have to get better at recognition. Companies
need to make this more of a strategic priority than they are.
6. Leaders will focus on happiness through performance- Leaders
need to know how to coach their team to be smarter, not harder
and that largely comes from leading by example.
7. Performance will get more data-driven. Technology will enable
organization to look more closely into the workface data like
business decisions that solve challenges related to turnover,
retention, engagement, customer and patient satisfaction and
productivity.
How Work is changing for Individuals and Groups?
Cognitive Competence- workers are more functionally and cognitively fluid
and able to work across many kinds of tasks and situations. The broader span
of works, brought about by changes in the organizational structure, creates
new demands including:
1. Increased Complexity of Work- workers need to know more not
only to do their jobs and tasks, but also to work effectively with others on
teams. Even administrative tasks require more independent decision
making and operational decision making.
2. Continuous Competency Development- not only need to keep
their technology skills up to date, they need to be continuous learners in
their fields to be conversant with business strategy. Training is a must for
all workers.
Different Ways of Thinking
Rosabeth Moss Kanter- argues that cross functional and cross boundary teams
require kaleidoscope thinking.
Cognitive Overload: The Cost of Complexity- vastly increased access to
information has made work both easier and more difficult. Information
overload, coupled with time pressures and increased work complexity, lead to
what psychologists call “cognitive overload syndrome (COS).” Symptoms of
COS include stress, inability to concentrate, multi-tasking, tendency to do easy
jobs rather than focus what is important.
Social and Interactive Competence
As collaboration and collective activity become more prevalent, workers
need well-developed social skills which is called “emotional labor.”
Good social skills are necessary for:
- Teamwork and collaboration
- Relationship development and networking
- Leaning and growth
The New Psychological Contract
As work changes, so does the nature of the relationships between employees
and employers. In the new work context, the informal, “psychological
contract” between workers and employers- what each expects of the other
focuses on competency development, continuous training, and work/life
balance. In contrast, the old psychological contract was all about job security
and steady advancement within the firm.
Corporate indifference- Shoshana Zuboff and James Maxmin, in The Support
Economy, describe a new individualism among U.S. workers. These new
individuals are invested in “psychological self-determination.” They desire
participation, expression, identity, and quality of life-all values which are
espoused by organizations, but largely ignored in practice as organizations
continue to focus on reducing fixed labor costs.
Reduced loyalty and commitment- with little expectation for advancement,
workers feel less committed to organizational goals and more committed to
their own learning and development. The knowledge and technological skills
that employees bring with them to the workplace are transportable and are
not lost when a new job is taken.
Increased time burdens- years of downsizing and outsourcing have produced
what Lesie Perlow calls a “time famine”– the feeling of having too much to do
and too little time to do it. In order to keep up with workloads, many workers
are spending longer hours at work, according to reports by the Bureau of Labor
Statistics and the Center for Workforce Development.
Flexible work arrangements do not keep up with employee preferences- The
Work Trends 2000 report found that 74% of workers were not allowed flexible
hours and work arrangements (such as telecommuting). Those with flex hours
have limited freedom regarding when and where to work. The vast majority of
workers have to commit to a specific day to work at home or a specific fay to
take off if they work four 10-hour days.
The Changing Workplace
The changing workplace is driven by the organizational issues described
above and enabled by technologies that support mobility and easy access to
information. These pressures and opportunities, however have not resulted in a
specific new workplace model. Many models and ideas exist concurrently,
with designs depending upon the organization, its work practices, culture, and
customers. (Office Management Systems Theory and Practices in the
Corporate World)
References:
Saidali, Nabor, & Guimary. (n.d.). Office Management Systems Theory and
Practices. The Changing Nature of the New Workplace, Mod. 2 (pp. 31-
33).
World Bank Group. (2019). World Development Report 2019. Retrieved from
https://www.worldbank.org/en/publication/wdr2019#:~:text=The%20na
ture%20of%20work%20is%20changing.,people%20faster%20than%20eve
r%20before.
Technology In Our Life Today and How It has Changed. (2020). Retrieved from
https://aginginplace.org/technology-in-our-life-today-and-how-it-has-
changed/
Varner, M. (2018). 2017 Trends: 7 Biggest Changes Coming to the Workplace.
Retrieved from https://www.workfront.com/blog/2017-trends-7-biggest-
changes-coming-to-the-workplace
THE CHANGING NATURE OF THE NEW WORKPLACE
ACTIVITY 2
Name: __________________________________________ Percentage: ___________________
Yr/Section: ___________________________________ Score: ________________________
Answer the following questions based on your own understanding.
1. Differentiate the changes that you have noticed from the world of work
today as compared to the 90’s. (10 pts)
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2. Further explain how the concept of Competitive Advantage works in the
real world by giving at least 5 specific examples. (15 pts)
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Rubrics:
5- Fully discussed and well-organized 4- Partially discussed but organized
3- Failed to present vital components 2- Lacks concrete thought
1- No understanding/Poor
