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Changing landscape of work

Job Loss.Economic, political, cultural and

social, technological changes are having

profound effects on the world of work.

Millions of jobs have been lost.

Reduction in work force.

Prospect of a secure and life time careerwith one employer is fading rapidly.

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Internationalization. Global economy reflects another major changes in the

world of work and organizations will need to adopt a globalperspective to survive and flourish.

Career developments within the global organizations (

MNCs) are also changing.

Companies are adopting global strategies. Managers must have a significant exposure to

international operations.

Most manger must learn to understand foreign politics,

markets, cultures, employees, and new managementstyles if they are to be effective in MNCs.

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Technology.

Technological advances have affected every

phases of business. Computer technology hasupgraded skills and made existing skills

obsolete.

It creates new career paths fro employees anddisplace many existing and old jobs.

Technology create new occupation like

artificial intelligences technician, divorcemediator, issues manager, robot

salespersons.

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Changing structure of organization. Many organizations are making dramatic changes in their

structure to meet the challenges of a highly competitive,global marketplace.

Customer-driven horizontal organization structure containsfew levels of management and uses cross-functional

autonomous work teams to manage virtually every processof management.

Organizations are becoming decentralized and flat.

Flat hierarchy

Small permanent core employees Use outsourcing,

More reliance on temporary or contingent workers.

Many partnership or network with other organizations.

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Network organizations link a variety of firms together to

provide the expertise and resources needed to complete

a given projects or manufacture specific products.

These changes result in psychological contractsbetween employer and employees.

A psychological contract is an implicit and unwritten

understanding that specifies the contribution an

employee is expected to make to the organization andthe rewards employee receives from the organization in

exchange for his contributions. Here job security is less.

Focus is on employability, not employment.

Organizations are becoming leaner, flatter and flexible.

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Changing nature of work. The organizational changes discussed earlier have

significant implications for the type of work performed by

managers and workers.

Fewer managers in the organization to supervise

employees.

Managers will derive power from expertise, not from

position they hold in the organizational hierarchy.

Employees need to become skilled in self-management.

Managers and employees will be required to become

effective members and leaders of cross-functional and

cross-organizational teams and will attain power and

influence as they gain greater information and visibility

through their participation in these groups.

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Culturally diverse work force.

Work force will become culturally diversified.

Future work force will be older, more female,more disadvantaged.

Employees and managers must understand

different cultures and to work cooperatively with

others who may hold different values and

perspectives.

Career success in many organizations may well

depend on an employees ability to work in amulti-cultural environment.

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Work and family. Management of work and family will pose a big

challenge to employer and employee.

More married women with children in the employmentmarket.

They have more family commitments. Increasing divorcerate.

More single-parent. Women are in conflict with work life and family.

Dual-career couples and single parents must learn tobalance their careers with extensive familyresponsibilities.

Work and family roles have also been altered bytechnological advances. Personal computers havemoved work activities from office to the dining and studyrooms.