Changing nature of workplace

Changing nature of workplace assignment 2020

Introduction

This paper discusses the changing nature of work from 1990 to 2017. In addition to this, this study largely depends upon the secondary data analysis method.

At the same time, the study also referenced the journal with the aim to critically analyze the given topics (Wood et al., 2014).

Thus, the study gives the brief understanding about the reasons of changing nature of work in the workplace from the past to the current scenario.

Discuss the changing nature of work in today’s organization

“Nothing is a stable accept change.” In the contemporary organization environment, it is identified that there is huge change has taken place in the workplace.

In the previous time, there is rigidity however at present firms offer huge flexibility to the employees which is supporting the employees to use their skills and ability (J. Cole et al., 2014).

Changing organizational environment is focused towards smart work rather than hard work.

In the past time, there was the trend of full-time employees however at present scenario has completely changed as there are less number full-time employees and the number of part time of flexible hours working employees have increased.

Flexibility at the workplace is regularly increasing, and it is also enhancing the skilled employees.

Moreover, the advancing technology, increasing innovations is also considered as a cause of changing scenario of working in the organization. Likewise, previously organization prefers to hire the hard working employee as at that time all work was related to the manual.

But currently emerging technology, information revolution maximizes the trends of the high-tech skilled employees.

It is because organization requires the smart or skilled employees who have the capability to handle the systems and technology and they can able to fulfil the frequently changing needs of the customers and allows the business to stand in the competitive market (Saundry et al., 2014).

Furthermore, it is also identified that previously organization is more followed the conventional practices like existing theories and models and only on that basis they develop their future strategies.

But now, with the changing business environment, organizational believes to create its theory or model for brining something new to the market (Lambert et al., 2012).

Thus, these changing scenarios will consider as a cause of changing nature of work in today’s organization.

Identification of strains, dilemmas, and contradictions that are facing management

In the views of Putnam et al., (2014), management in the 1990 scenario faced the problem more related to unstable nature of labor management relation.

It is because of existences of rigidity in the work that creates the conflicts among the management.

Besides that, management also faced problems related to high stress as traditionally firms didn’t provide that much freedom and authority to employees.

At the same time, the resting time was also less that makes the people less efficient. Värlander  (2012), also find that due to rigidity in the organization, employee’s ability to develop new skills was also less and that creates the less opportunity for the employees to grow.

It leads to high labor turnover. In contrary to this Shultz & Wang (2011), stated that in the current scenario, management is more satisfied as they get more exposure and opportunity to grow.

Likewise, in today’s business, the organisation has given the management sufficient authority regarding take the decision and or involve in the implementation of any strategy.

These all techniques encourage the employees to increase the productivity. Thus, it can be stated that currently, organisation achieving high productivity as compare to past firms.

In addition to this, Wood et al., (2014), determined that organization has also faced various problems even in the current scenario.

As due to given an extremely flexibility to the management, the employees become ruined, and this hamper the productivity of the organization, and it creates the negative environment of the organization.

Therefore, today’s firm also gets positive response from the current working practices, but at the same time, they also faced various issues with it.

Evaluative Conclusion

From this discussion, it can be concluded that organization in the past scenario set high rigidity for the employees/ management. So this did not allow to them to develop proficiency/ skills in them.

While currently with the changing business environment, the organisation creates various development programs for the employees that are’ encourage them to perform the task efficiently.

At the same time, it is also recommended that organization to survive in the uncertain situation in future, there is need to develop such strategy that helps the company to sustain.

Likewise, the company should not give that much flexibility to the employees that could affect the productivity.

For that, they do not need to delegate all the authority to the employees but need to hold higher authority by themselves.

The organisation should develop the work task schedule for the employees in such a way that allows the employees to work effectively without hampering the productivity.

Changing nature of workplace

References

  1. Cole, R., Oliver, A., & Blaviesciunaite, A. (2014) The changing nature of workplace culture. Facilities, 32(13/14), pp. 786-800.

Lambert, S. J., Haley-Lock, A., & Henly, J. R. (2012) Schedule flexibility in hourly jobs: Unanticipated consequences and promising directions. Community, Work & Family, 15(3), pp. 293-315.

Putnam, L. L., Myers, K. K., & Gailliard, B. M. (2014) Examining the tensions in workplace flexibility and exploring options for new directions. Human Relations, 67(4), pp. 413-440.

Saundry, R. A., Latreille, P., Dickens, L., Irvine, C., Teague, P., Urwin, P., & Wibberley, G. (2014) Reframing Resolution-Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace. Acas Policy Discussion Papers, pp. 1-21.

Shultz, K. S., & Wang, M. (2011) Psychological perspectives on the changing nature of retirement. American Psychologist, 66(3), pp. 170.

Värlander, S. (2012) Individual flexibility in the workplace: A spatial perspective. The Journal of Applied Behavioral Science, 48(1), pp. 33-61.

Wood, S., Saundry, R., & Latreille, P. (2014)  Analysis of the nature, extent and impact of grievance and disciplinary procedures and workplace mediation using WERS2011. Acas Research Papers, 10, pp. 14.

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