We hear more and more that organizations must have a compelling “purpose” — but what does that mean? Aren’t there already a host of labels out there that describe organizational direction? Do we need yet another?
This is episode #3 of The Future Show (TFS) with Gerd Leonhard, season 1. Topics: In the future, most repetitive or machine-like tasks and jobs will be largely offloaded to ultra-smart software and intelligent machines, wether in the manufacturing, financial services, government, transportation or technology sectors. By 2025, up to 45% of jobs might be automated-away in many sectors making a redefinition of 'work' and jobs an urgent priority for governments, industry and educators alike. Gerd believes that the trend away from the jobs-that-robots-can-and-will-do will also free us up to re-focus on those tasks that only us humans can do. Skills or character traits such as creativity, pattern recognition, imagination and storytelling will once again become increasingly important as machines are not yet suited to tackle them, at least in the foreseeable future. As an example, whereas travel agents used to spent the majority of their time searching databases for hotels and flights in the past, they are now focusing on putting highly-tailored travel packages together and offering personalised advice -- the basic database of flights and hotels is available to everyone, now. This trend towards the right brain will of course pose significant challenges to those who were used to doing pure 'human computing' tasks such as statistics and data analysis, or that were employed in mostly repetitive manufacturing environments. In the future, we are very likely to see what Gerd calls 'workupation' and quite possibly a lot more debate on the concept of the guaranteed minimum income in response to rampant 'technological unemployment'.... See more at: http://thefutureshow.tv/episode-3/#st...
Citrix: 3 predictions for the future of work South Florida Business Journal (blog) Citrix predicts that in the next five years, employees will use digital tools to work faster and more creatively than ever before — but they'll want to do it from...
In his talk at TEDxKoeln Heiko Fischer builds a strong case for turning Human Resources on its head by enabling employees to become resourceful humans instead (▶ The future of #work: (TEDxKoeln) - - #innovation #innovate #idea #HR #business #HRtech...
There’s a lot of talk about the future of work…Technology is indeed connecting us in ways that improve communication, discovery and connectivity. The world is becoming a much smaller place as a result.
Many executives are well aware of the onslaught of new technology. Many however, are unsure of how to solve the problem or even address what the problem really is for that matter.
Believe it or not, your office furniture plays an enormous role in your productivity in the office. The human body is not meant to sit in front of a computer screen eight to ten hours a day, and whether you have the right office furniture for your body or not can make a huge difference in the amount of comfort you will have throughout the day. Although many corporate offices must adhere to a certain formality in the way their offices and cubicles must be structured, it is always best to have a customized office that suits your needs and is optimized to assist you perform at your best.
When thinking about the future of work many themes come to mind. However, if I had to describe what the future of work is all about in two words, I’d say, “challenge convention.” But what does that actually mean?
Challenging convention is the practice of going against and challenging the common assumptions that our organizations have been built on. For the better part of a hundred years our organizations have remained relatively unchanged. Employees commute an hour each way to get to their cubicles while feeling disengaged at work, managers act like stoic creatures that delegate tasks and control information, and our organizations are rigid hierarchies which stagnate communication and collaboration all the while assuming that the only time it makes sense to change is when tragedy strikes. This is no way to operate a company in today’s dynamic and rapidly changing world. In fact it’s why my team and I launched the FOW Community, to help organizations adapt and explore what the future of work and collaboration looks like.
It’s no wonder that synonyms for employee, manager, and work include words like cog, slave driver, and drudgery. We have literally built our organizations from the ground up with the notion that work has to be unpleasant. That is, until now… Today there five trends shaping the future of work which are forcing organizations to challenge convention around how employees work, how managers lead, and how organizations are structured.
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There is a lingering notion in the world of business and beyond that organizations are things with four walls, that employees are people who report to work inside them every day for years on end, that work is a matter of executing on defined “KPIs,” and that success is a product of climbing ladders and exerting an ever-greater span of control. But the fact is, we’re in the midst of a great reshuffling of the talent deck.
Our long-enduring resistance to bringing the heart into workplace management dates as far back as the industrial revolution.
Traditional leadership theory espouses that workers should be treated like any other input: squeeze as much out of them as possible and pay them as little as possible.
This idea originated at a time when work was far less complex and people were more easily replaceable. Under a scenario like this, managers were taught to ignore the human aspect of employees--or heart--and to be indifferent to their needs. Companies motivated performance with pay, often the only reward workers received.
But today’s workers have greatly evolved in what they need and want in exchange for their work. It’s simply a stunning fact that pay now ranks fifth in importance to people as a driver of their engagement, loyalty, and productivity all around the world.
While pay, of course, will always be an important component of one’s employment, 21st-century employees have a deep desire to thrive in their jobs. They have a hunger to do meaningful work, to feel connected to an organization they respect, to grow, contribute, and to know at the end of every week that their efforts were appreciated and valued.
A few weeks ago I flew to NYC to film a video on the future of work with the folks over at Success Factors. The video was recently debuted at SAP’s Sapphire conference in Orlando. It explores a lot of the themes and ideas that I care about such as employee engagement, workplace flexibility, the internet of things, and the importance of shifting from focusing on profits to prosperity. It was actually quite a production with full film crew, actors, and lot of cool editing and special effects. It was a very fun project and I was quite happy with the final video, check it out and let me know what you think. It does a great job of helping paint a picture of the future of work.
Entrepreneur Why I Left My High-Paying Job at LinkedIn For a Startup Entrepreneur Beyond the comfort that comes from working with a marquee company, she knew I loved my work at LinkedIn and the deep pride I felt with all that my colleagues and I...
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