Changing Nature of Work: A Case Study

This case study examines the changing nature of work in the modern industrial age, including globalization, technology, job satisfaction, and lifestyle disorders. It also discusses the challenges faced by organizations in retaining employees.

Running head: CASE STUDY: CHANGING NATURE OF WORK
CASE STUDY: CHANGING NATURE OF WORK
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Author Note

1CASE STUDY: CHANGING NATURE OF WORK
There has been immense transition from traditional communication when people believed
in one-to-one communication and being committed to one particular job was a quintessential
element of their occupation that could make them self-sustainable to the modern industrial age
where people are keen to explore newer opportunities all across the globe (Jones, 2013).
Globalization can turned the whole world into one single global village which is overtaken by
modern, advanced and technological means of communication. Due to rapid change in the
pattern the business operates, the digital age has to cater to the tech-savvy professionals and
skills to adapt to multicultural aspects of the organization. With greater mobilization of the
people and increasing migration for newer opportunities professional now a days are less
inclined to confine their experience within four wall and look for both academic and non-
academic pursuits along with their jobs. Newer technology have also led to a decline in job
opportunities as manual work are now being done at faster pace and speed. This has adversely
affected to the low skilled people who were earlier hired for the jobs as digital technologies have
replaced human resource required for such jobs. Earlier, the element of job satisfaction was
lesser recognized concept as people were content of having a livelihood which help to take care
of their families as their utmost priority (Hurn & Tomalin, 2013). In the eve of globalization, the
individuals move from to corner of the world to another forming an international networking of
community which was earlier confined within four walls. The opportunities have also increased
as people often switch their jobs to break their monotony or better career prospects was not as
simple for the people of yester years. Ever-increasing creative opportunities in innovative
business model allow people to develop their own start-up business models which goes on to
simplify the complex modern issues, easing real life activities thereby becoming icons of
innovation. People earlier were contend with limited exposure to their job profiles as many of

2CASE STUDY: CHANGING NATURE OF WORK
them spent half of their lifespan with one organization. People today look to move across the
geographical borders and learn to hone their skills, develop versatility and travel for better work
environment and culture. Previously, people believed in commitment one organization as it offer
them better retirement benefits like pension and other perks because of their prolonged
association with one organization (Colleoni, 2013). Today, the workforce look for work which
satisfies their spirit and bring more flexibility to pursue other activities. Further, the changing
nature of work have made most of the workforce a victim of lifestyle disorder hence they are
more perceptible to non-communicable diseases due to strained job hours. Recently, Amazon
CEO asked their employees not to respond to emails after their shift hours. Earlier,
organizational communication had enhanced a more mutual trust and confidence among the
workforce which today in a globalized communication models of business people have taken to
modern means of digital communication which though has eased the business operations has less
been able to match the bond which workforce of the earlier generation had with their people
(Christensen & Cornelissen, 2013). Hence, the changing nature of work, most of the
organizations are also facing the problems to retaining their employees.

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References
Christensen, L. T., & Cornelissen, J. (2013). Bridging corporate and organizational
communication: Review, development and a look to the future.
In Organisationskommunikation und Public Relations (pp. 43-72). Springer VS,
Wiesbaden.
Colleoni, E. (2013). CSR communication strategies for organizational legitimacy in social
media. Corporate Communications: an international journal, 18(2), 228-248.
Hurn, B. J., & Tomalin, B. (2013). What is Cross-Cultural Communication?. In Cross-Cultural
Communication (pp. 1-19). Palgrave Macmillan, London.
Jones, G. R. (2013). Organizational theory, design, and change. Upper Saddle River, NJ:
Pearson,.