The Changing Nature of Work and Organizational System

This article analyzes the changing nature of work, the implications of the changing workplace for the employees and the managers and predicts the future possibilities of the changing work situations. It also provides knowledge and skills required to survive uncertain future.

Running head: WORK AND ORGANZIATIONAL SYSTEM
WORK AND ORGANZIATIONAL SYSTEM
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WORK AND ORGANZIATIONAL SYSTEM
Introduction
It is believed by many people that the work and the nature of work are changing at a rapid
rate and the idea f job has become more antiquated. The job security in the organizations has
become illusory in the rapid changing working environment. It has been argued that many of the
works and job in the changing scenario are disappearing altogether for some part of the
population at least (Young 2017). It is believed that United States has numerous numbers of
highly skilled professionals, technicians and telecommuters. Yet there have been arguments that
the claims states are overstatements or unnecessarily alarmist. It is believed by many analysts
that the changes in the work environment are a slow process and it is considered to be more
gradual and a revolutionary process. The purpose of this assignment is to analyze the changing
nature of work, the implications of the changing workplace for the employees and the mangers
and predicts the future possibilities of the changing work situations. Lastly, it concludes with the
things that needed to know for surviving in the uncertain future situations.
2. The changing nature of work
The nature of work comprises of the ways in which the regular flow of work is affected
and it relates with the other daily aspects. The advancements in technology directly affect
employment, income inequality and productivity (Blanpain and Bisom-Rapp 2014). Changes in
the technology also create new opportunities in the work itself, further it alters the ways and
techniques in which the job is performed, and it changes the job roles of the workers in the
organization. The changes in technology also change the structure of the organizations. Increased
utilization of technology in different job roles and the increase in complexities of task have given
rise of the interdisciplinary and virtual teams (Lyons, Ng and Schweitzer 2014). The rise in

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transformational and traditions firms might have various social issues. Presently, the
organizations are offering a more secure ad short term employment for the employees and the
workers. Hence the workers might face financial constraints to withstand long term
unemployment situations. In the current scenario the organization are losing the communication
channels which were used traditionally (Noe, Clarke and Klein 2014). It implies that the
organization would require new pathways to ensure that the employees have a voice bout the
work conditions along with the boarder societal issues. The traditional ways of trade unions are
not adequate for the modern companies (Noe, Clarke and Klein 2014). The other organizational
issues require more fundamental modifications in a decentralized fashion.
Predictable changes in the future workplace
Various research and analysis, shows that the ways in which the employees work will
complete change in the next 5-10 years. The workforce will be even more diverse. The
organizations will be focusing more on temporary employment and virtual teams as the
technology develops. It is predicted that 35% of the skills that are considered important today
will change in the future. The cognitive abilities, analytical and creativity abilities will be more
desirable in the future (Scase and Goffee 2017). The office designs will include multi-functional
spaces, open space, hot desks for stimulating creativity and inspiration. Use of AI and internet of
things will be given more importance.
3. Implications of changing workforce
The changing workforce poses to be challenge for the workers as well as for the
organizations. It is believed by Barley, Bechky and Milliken (2017), that the organization faces
increase in the rate of younger and older employees. It implies that the organization will be
having more diverse workforce which can result in conflicts and disagreements. The mangers of

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the organization need to provide additional training and development to the employees for
handling advanced technology and machinery. According to Blanpain and Bisom-Rapp (2014),
It can affect the profitability of the organizations. The employees will be offers low benefits; it
can create strain on the workers and reduce the morale and productivity of the workers. The
workers and new employees require more additional training for performing the jobs effectively
and as per the expectations of the organizations. As per Young (2017), there are many job roles
which are critical for the organization and the new employees might not be competent enough.
There is shortage of labor; the local labor market might lack younger replaced employees for the
older employees. The other implications for changing workforce are communication barriers; the
diverse work environment might cause cultural differences and give rise to conflicts.
4. Knowledge and skills required to survive uncertain future
As research, there is a rapid change in workplace environment and technological
developments. In order to survive and thrive in the uncertain business environment, the workers
are required to upgrade the knowledge and skills (Scase and Goffee 2017). The organizations are
highly focusing on the analytical, conceptual and creativity. Therefore, the employees must
increasingly seek for verbal math and improve the interpersonal skills. The employees must
improve their career planning accordingly. They can invest in reputation building, socializing,
and be committed towards long term learning. They must update the skills and potential in order
to increase the employability (Barak 2016).
As per the changing trends in the business organization, it is the responsibility of the
employees to create an environment for the workers and the employees which support
continuous learning and overall development through workshops and professional training. This
training and development opportunities must be supported with proper reward systems (Noe,

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Clarke and Klein 2014). The organizations should consider outsourcing and provide opportunity
to enhance their knowledge and skills. They must assist the employees to keep a balance between
the work and non work life in order to have a better productivity in the workplace (Scase and
Goffee 2017).
5. Conclusion
Therefore, from the above analysis, it can be concluded that there are rapid changes in the
workplace mainly because of the advancement in technology and improvements in the ways of
work. With the advancements of technology and machinery, the work efforts of the employees
and workers have decreased. However, with the increase in emerging workplace trends, majority
of the knowledge and skills of the workers are needed to be upgraded. Due of the diverse
workforce in the organization, there are cultural differences and this leads to conflicts and
disagreements. The assignment has provided the knowledge and skills required in order
surviving in the uncertain future of workplace.

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References
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
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Barley, S.R., Bechky, B.A. and Milliken, F.J., 2017. The changing nature of work: Careers,
identities, and work lives in the 21st century.
Blanpain, R. and Bisom-Rapp, S., 2014. Global Workplace: International and Comparative
Employment Law Cases and Materials. Wolters Kluwer Law & Business.
Lyons, S.T., Ng, E.S. and Schweitzer, L., 2014. Changing demographics and the shifting nature
of careers: Implications for research and human resource development. Human Resource
Development Review, 13(2), pp.181-206.
Noe, R.A., Clarke, A.D. and Klein, H.J., 2014. Learning in the twenty-first-century
workplace. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), pp.245-275.
Robertson, S., 2017. A class act: Changing teachers work, the state, and globalisation.
Routledge.
Scase, R. and Goffee, R., 2017. Reluctant Managers (Routledge Revivals): Their Work and
Lifestyles. Routledge.
Young, P.R., 2017. Librarianship: a changing profession. In Books, Bricks and Bytes (pp. 103-
126). Routledge.