Future of work Flashcards
1
Q
8 shifts in psychological contract
A
Casio (2003)
- stability –> uncertainty
- permanence –> temporary
- standard pattern –> flexibility
- value loyalty –> skill
- paternalism –> self reliance
- job security –> employment security
- Linear –> multiple careers
- one time learning –> life long learning
2
Q
Henley Centre (1998)
A
made forecasting predictions about the world of work:
- shorter working days e.g. 5 hours per day
- privatising roads - solar powered, self driving, no congestion
- communication - personal computers
- home working - many people working from home
- careers - lots of people self employed
greater push for human rights in the workplace
3
Q
Problems with forecasting
A
- hard to predict the future
- for example, it was thought that telephones had no place in the workplace
HOWEVER - now there are more technological advances, and it is easier to predict where technology may go, although difficult to predict direction of economy… no one could have predicted recession
4
Q
Frese (2000)
A
changing nature of work - speed/ rate of change is incorrect
- dissolution of unit of work in time and space
- faster rate of innovation
- increased complexity - a need for greater intelligence - particularly in the virtual world
- global competition - competing for jobs. Stimulate self reliance and international cooperation
- develop larger and smaller units - more flexible and efficient
- changing job and career prospects - more committed to long term jobs than short term
- more teamwork - group work is common - job complexity increases
- reduced supervision - reduction in supervisory roles. Personal responsibility
- increased cultural diversity - more migration, greater diversity. Therefore, more learning, teamwork, communication, self determination and professionalism
5
Q
Arnold (1995)
A
Six consequences for the introduction of new technology at work:
- simplify jobs
- management strategies unknown
- worker resistance
- need for employees with abstract thinking
- more simplifying than enrichment
greater need to be employable
6
Q
Armstrong-Sassen (1998)
A
alternative work arrangements
- part timers ( less work = less stress). One quarter of jobs in Canada fell into this category of working less than 30 hours per week
- contingent employment - working for an organisation but is not a regular employee
- flextime - employees vary starting and quitting times but are required to work a standard number of hours within a specific time period
- compressed work weeks
- teleworking
- greater work-life balance - females 15% have children
- offering work-life balance increases motivation and loyalty
7
Q
Taylor (2009)
A
- survey results for GB
- world of work is less satisfying than 10 years ago
- decline of job satisfaction
- needs fresh reassessment
8
Q
Optimism and pessimism
A
- naive and enthusiastic optimists
- cautious and considered optimists
- sceptical and cynical optimists
- cautious and considered pessimists
- challenge for the individual - no more jobs for life, and job security will be based on performance
- challenge facing organisations - greater global competition, and greater speed of reaction
9
Q
Warr (2000)
A
Demographic work changes
- more women in white collared jobs
- West - decline in birth rate, so more older people between 40-50 in work
- older workers = more careful, reliable and knowledgeable
- older ops less well on measurement of fluid intelligence
- older have more experience - positively correlated to crystallised intelligence
- younger > older in complex mental activities, no environmental support
- age differences in learning - older= lower educational qualifications and less confidence in ability
- older people are slower and have more difficulty remembering
10
Q
Yankelovian (1979)
A
- more women working
- men have bad jobs for economic security
- currently a lot of loyalty for organisations
- less material incentives and more psychological in the future
11
Q
Etzioni (1979)
A
- more cultural and recreational than material
- BUT most research has been done in western workplaces
- more awareness of mental and physical health
- reduced concern over economics, less material and more psychological
- equal sex role, entitlement to good life, less emphasis on growth, increased concern with welfare, greater acceptance of ethnic minority
12
Q
Naisbitt (1984)
A
- road map to 21st century
- ageing population, age of intelligence, education out of sync with job market, doctoral regimes and elusive work life balance
13
Q
Handy (1995)
A
- said future work needs to be planned
- important changes
- many not working for an organisation
- smaller businesses
14
Q
Parker (1971)
A
- future of work depends on personal values, individual personality and social structure
- either integration of work and leisure or polarity of work and leisure
- predictions - occupational lifetime change
15
Q
Katzell (1979)
A
- intrinsic job satisfaction most important quality of life
- psychological importance, stranger voice, less routine, multiple careers, wider diversity of attitudes towards work
