The following report is a sample of what you can get if you request a report to be written by one of our writers.
This was a rather interesting topic and we believe it will be great to be shared with you, readers of ReportStation.
It also shows that we follow the style of the student, as well as any specific instructions from them.
|The future of work is unknowable, but trends, disruptions, and scenarios provide clues to help us start to develop a plausible picture of what the world of work could look like in 2030|
|Critically evaluate the above statement in relation to the issues senior managers and business owners will play in preparing organizations and employees for the world of work in 2030|
Table of Contents
Situational analysis – what is the situation right now.
The future of work.
Golden age scenario.
Implications for the Golden age scenario.
Back to basics scenario.
Implications for the Back to basics scenario.
Disruptions that could shift drastically the future of work.
Interrupted internet development
Employees changing values.
Climate change or resource conflicts.
Robots and artificial intelligence.
The world of work is changing and will be changing. The evolution is inevitable for the human kind. In the last 25 years the world has seen an enormous development in various technologies. This has made the world and the people to live in a fast paced environment but also presented a whole new area and issues to worry about. It is interesting in the quest that the human kind has tried to ease life and the daily round exactly the opposite happened – the life got busier and exhausted with information that inhabitants are put in a constant situation to choose and to decide quickly and on the top of that efficiently. In this matter the world of work is actually affected directly. It is seen in the last 40 years an enormous change of work position change and also the occurrence of new positions that no one ever thought about. The ergonomics of work has come to such development that it has determined that the work conditions in general need to conformed with the employee needs so that employee can provide an efficient work for companies. Bad working conditions lead to less efficiency and concentration. In this essay it will be discussed what has inspired organizations in the last 25 years to change working conditions and how that has affected the entire human kind to shape future jobs.
In this time and age the world is at a stage and on the verge to reevaluate its sources and find improved ways to invest in the future in terms of work, capital, feedstock, commodities, material, etc. This would be and is a great challenge for senior leaders and managers to help reshape the new economy and subsequently companies/industries in a positive, promising and sustainable direction. At the same time the organizational change that senior leaders should and need to overtake will need to find ways to change the inward perception of these leaders – i.e. the leader’s perception and own beliefs how an organization can change. And if these beliefs are cornered in the old thinking of doing business then the change can take place but most probably inefficiently. Consider this quotation from the Great Russian novelist Leo Tolstoy – “Everyone thinks of changing the world, but no one thinks of changing himself” (Boaz & Fox, 2014). Thus the meaning input here is that many managers when attempting to reshape their organizations they forget to look inward as a result creating hard time for employees to adapt and for the entire organization. Basically said the organizations itself do not change but the employees’ mind set does (Boaz & Fox, 2014). Most of the times when trying to change organizations the issues that arise are related to that manager do not act as role models and employees are protecting the status quo (Boaz & Fox, 2014). As stated earlier change is inevitable and like or not organizations will have to undertake ways and measures to adapt. This has to do with the constant emergence of new job positions that many did not consider.
The future of work is also closely related to what extent some countries will be able to adapt to the new paradigm. It is not just that entire world is moving into the same direction with the similar speed as to western countries in which the future of now is approaching faster compared to eastern countries or the emerging markets where technology advances and other means of work is advancing much slower. This means that the development of jobs will be not equally divided among countries worldwide. As for instance can be mentioned the economy of one country such as Ukraine where households still depend on the informal and formal economy (Williams & Round, 2007). The informal economy has to do with labor that is not formal i.e. work not bounded by state taxes, labor laws, social security, etc. The formal economy has to do with the opposite – work bounded to labor laws, social security and state taxes (Williams & Round, 2007). This is where (Ukraine) change happens redundantly because of various reasons. Briefly stated here after the collapse of the Soviet Union many former Soviet states were on a verge of poverty because many of its industries simply put were dependent on the Soviet Union. After the collapse these countries were not prepared to face new challenges which influenced citizens not to be trustful in the government so that citizens were left and they found ways to survive. So to speak the residents saw the government inability to satisfy the essential needs of the poor masses (Williams & Round, 2007). In this way they (residents) found and continued to utilize the informal economy because they need ways to survive. There were also other motives for the Ukrainian to look towards the informal economy – such as green initiatives which strives to reach sustainable growth (Williams & Round, 2007). As survey conducted in Ukraine is that 73% of the population does not receive enough funds to live a normal and healthy live (Williams & Round, 2007). This was an illustration how the world of work is not equally apportioned and some countries of the world will witness such change of jobs but for some of them will not be proficient to adapt or implement these new jobs simply for the reason that the world is not developing with equal pace.
Looking into the future the technology will dominate people’s lives. This will have an impact on the families as well. According to OECD future progress in medical technology will increase the life expectancy. The ICT’s (information and communication technologies) will improve the life of old, infirm and the sick. This group of people will gain more independence in their life which will give them more opportunities to be carers or educators. The remote education will prevail even significantly in the years to come including the work (day-to-day activities) done by companies which benefits them in many ways. This will have a positive impact for families to organize their life and line up their needs in a flexible way which suit better their necessities (OECD 2011). Over the next years in the OECD countries domain there will be a mixed views of people’s employment – most of the countries will get more elderly population and speeding up of the retirement. Giving credit to this fact the countries in this domain will face higher expenditures towards retirement funds, wellbeing and long-term care. This will definitely put employers in position to reason what employees will work for their entities. According to the US Bureau of Labor Statistics and their 10 year employment projections the economic growth will be somewhat slower over the subsequent 10 years. Most of the jobs that will be employed will be in education, services, leisure-time activities, social assistance, and health care (OECD 2011). Speaking in this direction there can be developed a couple probable situations which can give picture of the options in the future. The subsequent scenarios were developed:
As this research was made the only two scenarios that were picked were – the Golden Age and the Back to Basics scenarios. These scenarios were discussed with various key points such as – economy, society, public sector, labor market and families (OECD 2011). Both scenarios will be discussed. This stage is being exemplified with a strong comeback economical performance taking into consideration the recent financial crisis failures. Huge investments in technology and science will lead to higher growth in various technological industries. Many of the management stuff have advanced their life but also for many other workers life is tougher and under pressure (ibid).
The public sector has established a new linear model at developing the human potential and moving technology and science forward. Simultaneously high employment rates have been achieved which has given opportunities for low-skill workers to have jobs. The formalized care has been developed although not many people can afford it and informal care entities are being utilized still and predominantly for the less wealthy (OECD 2011).
In the labor market the women will be beneficiaries while the requirement for employees will increase. Many women are coming into the workforce and so are sealing the wage gap. The demand volume is being met by elderly members of the society and by the immigrants. They are having the opportunity for flexible working hours (OECD 2011). The education has seen development and many young people enter the workforce with older people. There will be an upward tendency for healthy living. The elderly are being obliged to work longer past the retirement age (OECD 2011).
This scenario would have to deal with two essentials – addressing the inequality problems and guarantying sufficient labor supply. As for every scenario there will be part of the society that will be left behind. There will be a large increase in “dual earners” and the pay is low. The skills of some of the labor market would need to be improved and heightened (OECD 2011).
This scenario is exactly on the opposite site – slow growth, little economical stability and slow acceptance of human centric technologies.
The public funding is in poor shape and the grounds for that are related to ageing population, health anxiety and no economical strength. The public segment has a huge budget cuts – trying to reinstate the fiscal balance and manage the tax revenue decrease. In this situation the government has withdrawn from many areas for service provisions – for instance formal care. The public/municipal investments are small excluding throughout “high” years and in this case money is spent for infrastructure and novel technologies (OECD 2011).
In 2030 not so many women have penetrated the labor market – less then what was expected. As part of this females are not occupating so much the formal economy but the informal economy. The educational structure has seen declining and also inadequate computer literacy has brought down the prospective for “upward mobility”. At the same time the demand for quality educated workers has increased. The competition for low-skilled force is severe hence decreasing the salaries (OECD 2011).
Implications in the back to basics scenario would be related to reducing unemployment rates, supporting young people by trying to improve their situation, prevailing over progress deficiency. Because of the high unemployment rates on the labor market (plenty of job seekers) the employers would be less inclined to offer any flexible working hours. Interesting to point out in the Back to basics scenario is the return of the women home where they will be taking again on the traditional responsibilities (OECD 2011).
All of the examples stated above are just imaginative based on data from OECD but carefully researched. These are just probable situations. Now it will be gazing into disruptions that could shift drastically the future of work and the prospects for the jobs and skills.
There are interferences that could fundamentally change the future of work. Some of them that can be pointed out – interrupted internet development, de-globalization, reverse migration, employees changing values, climate change or resource conflicts, robots and artificial intelligence, etc. (Stoermer et al., 2014). Some of them will be mentioned here.
In the last years there is an increasing trend in cyber crimes with privacy issues. These crimes are aiming at organizations, people or internet organizations. In the future cyber crime and spying over the internet will increase especially on networked transport infrastructure (NIC). In 2020 the bandwith usage is supposed to be growing since there will be numerous users using mobile smart phones. All of the development described will raise the need for IT security specialists but at the same time will lead to job losses in other IT job areas. There will be an increasing need for cyber security for businesses and organizations (Stoermer et al., 2014).
The increase in national protection which is due to economical crisis often may offset the intercontinental collaboration and the businesses. There is evidence that many governments are taking protective measure of their national companies – more than 400 protective measures taken since 2012. More and more businesses that were once sent abroad are being re-shored. In this case re-shoring would involve a high up training so that skills can be regained (Stoermer et al., 2014).
The continued low economical growth in the west it could lead that many immigrants would return home in search of prosperity. The emerging markets in the last years have seen revival compared to western countries. One example is India which is offering their diaspora to return home by letting them keep their other passports. In this case many immigrants leaving the west that may lead to a major of vacancies mixed with skills-shortage and possible skills mismatch (Stoermer et al., 2014).
Increasingly people want to live up to their personal values and grasp them in a significant way. People may start to choose employers based on their personal values and understandings of the world. This will definitely disrupt the conventional employer market view. Consequently organizations will be forced to adapt their views and values. There is a report by Net Impact performed in 2012 where individuals had pointed out that they are looking for employers who is socially and environmentally responsible. In this study it was shown that Generation Y are focusing on the “work-life balance” and not so much looking for career sacrifices – basically said they are looking for more than just financial return. Generation Y are likely to be more mobile which should warn companies to recognize that (Stoermer et al., 2014).
The supply for resources might turn into a strategic focus for the countries and businesses. There are many resources on the planet earth which are getting closer to exhaustion. The world population increases as also the projection is that it will grow in the next years. This also puts limitation on supplies and the admittance to some resources may be limited. This may cause clashes. One good example is the oil. Oil is being one of the main ruling resources of many economies of the world which is nearing exhaustion. Right now there are many alternatives of oil which are being implemented such as natural gas, synthetic fuels, renewable energies, etc. As the cost of these resources is going up some replacements may turn to be attractive. In this matter managers and employers would need to consider how to adjust to the production so that the accessible materials can be exploited. For that the employers would extremely need developed team with very efficient managerial capabilities (Stoermer et al., 2014).
With the progress of robotics and artificial intelligence might happen that some processes could be fully computerized which by now are done by highly paid specialists. It is expected that robots will start to enter the labor market and will perform work that was before believed that only people can do – for instance caring for ageing citizens and transportation of commuters and production by using self-directed automobiles. Another instance is the stock market where many of the projections are performed by artificial intelligence tools/applications. It could be supposed that the work now done by humans will be replaced fully from these financial and stock market applications. This in turn would bring deskilling of some jobs practiced until now. This will support to shift the focus on the interpersonal skills within jobs where such skills are scarce – for instance technical jobs. As the artificial intelligence develops i.e. this will reduce the time for obtaining skills and the employees will be able to put on some supplementary qualification s which consecutively will bring high skilled staff (Stoermer et al., 2014).
According to a research performed by OECD called “Future Skills Future Work” the “Ten Work Skills for the Future” are shown below in the figure adapted from Wilen-Daugenti:
The skills presented in figure 2 above will prevail for the future work and employees would need to acquire those so that they can stay competitive on the labor market. The employees would need critical thinking to verify the significance of data. The Cross-cultural competency will be crucial as the world globalizes so that employees can thrive in various cultural settings and differences. Virtual collaboration will become part of many firms. Creative thinking will be part of employees in resolving complicated issues so that solutions can be found and implemented. Basically said by the year 2020 some 75% of the jobs would require technical training (Wilen-Daugenti, 2014).
The world of work will evolve and there will be no stopping in that direction. As stated in this paper there are numerous things that employer would need to deal with. The new employees would need to acquire numerous skills so that they can stay competitive. As it is seen the world of work will move more into more social impact which might turn to be conducted online. The world will progress into moral agent. In the next years women will be taking active roles and there will become beneficiaries in many ways for instance – alignment in wages. In the upcoming future the web will develop and is developing into mobile apps and email platforms (moving away from traditional email usage). These new platforms will be the driving force for creating the new jobs of the future (Tweney, 2015).
Boaz, N., & Fox, E. A. (2014, March). Change leader, change thyself | McKinsey & Company. Retrieved from http://www.mckinsey.com/insights/leading_in_the_21st_century/change_leader_change_thyself
OECD 2011. (2011). The Future of Families to 2030 A SYNTHESIS REPORT. Retrieved from ORGANISATION FOR ECONOMIC CO-OPERATION AND DEVELOPMENT website: http://www.oecd.org/futures/49093502.pdf
Stoermer, E., Patscha, C., Prendergast, J., Daheim, C., Rhisiart, M., Glover, P., & Beck, H. (2014). The future of work: Jobs and skills in 2030 (12.12). Retrieved from UK Commission for Employment and Skills website: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/303334/er84-the-future-of-work-evidence-report.pdf
Tweney, D. (2015, May 18). Linkedin. Retrieved from https://www.linkedin.com/pulse/welcome-beautifully-designed-corporate-controlled-future-dylan-tweney
Wilen-Daugenti, T. (2014). OECD Better Policies for Better Lives. Retrieved from http://www.oecd.org/site/eduimhe12/Tracey%20Wilen-Daugenti.pdf
Williams, C., & Round, J. (2007). Beyond formalization: rethinking the future of work. Foresight, 9(3), 30-41. doi:10.1108/14636680710754156s