University Report: BMO6506 Analysis of Changing Work and Organizations

This report analyzes the rapidly changing nature of the workplace, driven by technological advancements and automation. It examines how these changes impact the structure of organizations, the roles of workers and managers, and the skills required for future success. The report highlights the shift from traditional career arrangements to more flexible and temporary employment models, leading to potential social issues such as seasonal unemployment. It predicts the importance of cognitive, creative, and analytical abilities, along with soft skills and continuous learning. The implications for both workers and managers are discussed, including the challenges of managing a diverse workforce and the need for ongoing training and development. The report concludes by emphasizing the necessity of adapting to technological changes, focusing on long-term learning, and acquiring skills to remain employable in an uncertain future. The report covers the implications of these changes and suggests strategies for workers and organizations to adapt and thrive in the evolving landscape.

Running head: WORK AND ORGANZIATIONS
WORK AND ORGANZIATIONS
Student’s Name
University Name
Author note

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1. Introduction
Previously, the environment of working and the workplace was stable and predictable,
however, in the recent years it has been observed that the types of works the changing at a
rapid rate, the ways of performing the job are also changing from the ways it previously used
in the organization. The traditionally career arrangements are challenged in the present
scenario. There are very few full time and permanent employees in the organization and the
needs for the workers or the employees are demanded as per the needs and requirements of
the organization. It is predicted that in the future, many of the jobs will be nonexistent in the
future. The purpose of this assignment is to analyze and understand the changing nature of
work in today’s scenario and in the next 5-10 years (Harris 2015). It determines the future
possibilities of the changing nature of work and identifies the skills, talents and knowledge
required for surviving in the uncertain changing workplace.
2. The changing nature of workplace
It has been observed and identified that the business workplace are rapidly changing
with the pace of time with the advancement of technology and arability of automation and
machine learning. The advanced machinery and technology requires very less human effort in
performing the job(Harris 2015). This has highly affected the regular flow of performing the
job; it has also led to unemployment problems and unequal income. Advancement of
technology and implementation of robotics and other machines in the organization has open
doors to new opportunities in the job. This has highly changed the ways in which a particular
job was performed in the past. Implementing technology in the organization has increased
complexities in the work environment and has also change the structure of the companies.
The predicted trends in the workplace are virtual teams, temporary employees and contractual

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jobs. However, these changes have also led to social issues (Burke and Ng 2016).
Organizations are more associated in offering short term employment to the workers. This
has led to seasonal unemployment which is a social issue. The trade unions which were
traditionally present in almost every organization are no longer adequate for the present
organizations. The changes that are predicted in the organizations and in the workplace in the
next 5-10 years include temporary employment, diverse workforce and virtual teams in the
organizations(Gibbs 2013). The skills, talents and knowledge which are considered important
today will lose its importance in the future years to come. The organizations in the future will
be offering jobs to individuals having strong cognitive abilities, creative abilities and
analytical abilities. The structure of the organization will be changed from the traditional
ways, it is predicted that there will be more spaces in the office floor. Creativity and
innovation will gain more important and the abilities to handle modern equipments and use of
artificial intelligence will be desirable in the future (Tichy 2016).
3. Implication of changing workplace for workers and managers
There are various implications and challenges due to the changing workforce for the
organization’s managers and employees. As mentioned by Tichy (2016), there are increased
rate of diversified workplace in the organization. It implies that there are varied types of
people with different cultural backgrounds and differences in age group working in the same
workplace. This can be highly challenges for the managers as well as the employees as it can
lead to increased number of conflicts and disagreements. Hence it is believed by Offermann
and Gowing 2015), that there will be an additional burden for the managers to manage the
workforce. For the efficiency of the organization, effective utilization of the existing
resources and advanced technologies are highly essential. Therefore, the managers are needed
to provide the workforce with additional training and development to the employees.

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According to Terborgh and Estes (2013), this requires sufficient amount of time and effort
from both the management and the employees. This can also reduce the profitability of the
organizations. Further, there are varieties of job roles which are highly crucial for the
organization; hence reliance on the new employees might be risky for the managers. It is also
believed that there will be shortage of employees and workers with the adequate skills and
knowledge required for performing the job efficiently Myerson and Bichard 2016) .
Communication barriers, contradictions are also predicted due to the presence of diversified
workplace.
4. Things needed to know to survive the uncertain future
As mentioned above, the predicted change in the workforce is majorly because of the
advancement in technology and utilization of machinery in the organization. In order to
survive the fast changing nature of work, an employee needs to focus on long term learning
and focus on continuous learning and development. The soft skills of an employee will be
given more importance in the future Gibbs 2013). The changing nature of work demands for
analytical and conceptual skills of an individual along with creativity. Therefore, one needs to
improve their soft skills such as verbal math and work on their interpersonal skills. One needs
to continually focus on upgrading the skills and knowledge as per the demands in order to
increase employability (Burke and Ng 2016). The organization, in order to thrive the changing
business scenario and face increased competition in the market, must initiate various training
for the employees and organize workshops to support their career planning and increase their
efficiency. Professional training and development opportunity might enhance the existing
skills as well as the knowledge required for performing the job. Proper and timely reward
systems will also increase productivity and efficiency in the organization (Brown 2016).

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5. Conclusion
Hence, from the discussions and the analysis, it can be concluded that advancements
and improvements in the technology have reduced the work efforts of the employees and had
changes the nature of work. The changing nature of work has led to changes in the structure
and increased demand for technical and analytical skills of the employees. The changes
business scenarios have various implications and challenges that can be faced by the mangers
and the employees. Further, this has led to social issues such as seasonal unemployment and
the uncertain future.

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References
\ Harris, R., 2015. The changing nature of the workplace and the future of office
space. Journal of Property Investment & Finance, 33(5), pp.424-435.
Brown, R.K. ed., 2016. The changing shape of work. Springer.
Burke, R.J. and Ng, E., 2016. The changing nature of work and organizations: Implications for human
resource management. Human Resource Management Review, 16(2), pp.86-94.
Gibbs, G., 2013. Reflections on the changing nature of educational
development. International journal for academic development, 18(1), pp.4-14.
J. Cole, R., Oliver, A. and Blaviesciunaite, A., 2014. The changing nature of workplace
culture. Facilities, 32(13/14), pp.786-800.
Myerson, J. and Bichard, J.A., 2016. New demographics new workspace: Office design for
the changing workforce. Routledge.
Offermann, L.R. and Gowing, M.K., 2015. Organizations of the future: Changes and
challenges. American psychologist, 45(2), p.95.
Singh, P., 2018. Job analysis for a changing workplace. Human Resource Management
Review, 18(2), pp.87-99.
Terborgh, J. and Estes, J.A. eds., 2013. Trophic cascades: predators, prey, and the changing
dynamics of nature. Island Press.
Tichy, N.M., 2016. Managing change strategically: The technical, political, and cultural
keys. Organizational dynamics, 11(2), pp.59-80.

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