“Office work in German corporations is now organized like factory work. Monotony in the service of efficiency “, according to Brand Eins in the issue” New job “. The “Lean Office” has found its way into Germany, the magazine continues. I did extensive research about this new #office factory, looked at what is hidden behind this term and wondered whether these really are the dangers of the “digitization of the world of work”. Digitization of the world of work – the #office factory In addition to many opportunities, the digitization of the world of work also harbors risks. In the following, I would like to present a few examples that show that the office can become a small factory with the highest level of efficiency. The Lean Office … Already the IG metal says: The new wave is taking hold of the office world. Lean office is the magic word…
The future of work in the context of the digitization of many areas of life is summarized under the term “Work 4.0”. Sounds simple, but in practice it is highly complicated: The buzzword “Work 4.0” conceals a plethora of unresolved labor law issues for employers, managers and employees Manager magazine . This article should therefore summarize the idea and selected concepts behind the term work 4.0. The basic question of the article is therefore: What is work 4.0 and is there a definition? Overview of the terms First I would like to give an overview of the many terms. I define work 4.0 as an umbrella term for the influence of digitization on work. In my opinion, other terms describe certain aspects of this new digital work. The table is from the source (Lindner 2019). WHAT IS WORK 4.0 As a term, “Work 4.0” deals with the future of work…
The Working world is going digital and changing! But what significance will human work performance still have in the future? Does knowledge work abolish knowledge work? asks herself FAZ in an article . Also BPB notes the following: Are we witnessing a digital revolution that will soon turn our working world upside down? We cannot say for sure what our working world of tomorrow will look like, but the change is here. No one can currently say whether this change is good or bad. The world sums up the negative consequences: Digitization forces many people to work faster and brings them to the edge of exhaustion. Concern about the job is also increasing. Paradox: Nonetheless, most people think change is good. Because it also has a lot of positives like the thinkers determine: The flexibility in terms of location and time makes it easier for employees in general: commuters can,…
“We live in a VUCA world” has been heard and read more and more recently. However, the term VUCA is by no means new and dates back to the Cold War era. There it was used by the US Army to describe the complex and “illogical” situation. Now, in the course of the digital transformation, this term seems to be finding its way back into literature. But what does it mean? VUCA world What does the term “VUCA World” actually mean and how is it to be interpreted? I have one approach in the blog of Complement found. VUCA (volatility, uncertainty, complexity, ambiguity) stands for the following: V (volatility) – prepare for wild times. The challenges will be unexpected and unstable, keeping you busy for an indefinite period of time. U (uncertainty) – hardly predictability, hardly predictability, potential for surprises C (complexity) – no trivial “recipes”, environment cannot be simplified,…
Longing for the end of the day on the way to work in the morning can be an indication that you are in love – or that you have already left your job behind you ( LaborABC ). After reading an article about Boredom at work wrote and he had really found a broad readership within a short time, I thought about what the consequence of boredom in the job can be. One approach could be as follows: Employees have internally quit after a period of boredom. But what exactly does that mean and what are the signs? What does it mean to have quit internally? “The internal termination As a concept of the world of work is a newer word formation with which the phenomena of lack of work motivation and minimization of the work effort are attempted to conceptually to a just acceptable extent. It is not the…
“Many have forgotten how to work independently” Human Resources Manager magazine . The magazine sees reasons in the fact that many employees have forgotten how to work independently due to classic management practice or hardly have the chance to learn it. Every decision, for example when to take vacation, was made for them by the manager, so that at first it was difficult for them to actually work in a self-organized manner, to take on responsibility and to show commitment. They also underline the thesis of my article on agile HR management – more than Scrum that more and more companies are now starting to transfer agile methods such as Scrum from IT to other areas of the company. Personnel development is not spared either. Personnel development in an agile context Provides an approach Dr. Ralf Graesslerwho states the following: “What we are currently doing is not moving a battleship…
“Employers shouldn’t like this news at all: More than every third German millennial wants to change their employer within the next two years at the latest” (source Horizont.de ). Studies on this topic are also currently being discussed in the well-known TV stations. Depending on the study, every 3rd or 5th employee has already quit internally and would like to change soon. I found these numbers alarming and took a closer look at the background to the studies. The leading career magazines and blogs also seem to have picked up on this trend and I have noticed for some time that I find more and more articles in my newsfeeds such as: Should you quit, how do I prepare a resignation, resignation, how do I tell the boss and much more. The diagnosis: boredom at work The studies point to boredom at work as the cause. So there is no…
Digital transformation , Agility , Work 4.0 , NewWork , Futurework , … If you look at current HR magazines, you will quickly notice that the field of HR is currently anything but boring. Managing flat hierarchies, meaningful work, horizontal careers and agile teams are the daily tasks of a modern HR manager. So there seems to be a change and the vision of human resource management seems to be changing? We want to revolutionize management in order to build extraordinary companies of the future with self-reliant employees and executives who can adapt extremely quickly in times of (digital) change (Andre Häusling – HR Pioneers ) Paradigm shift in HR Currently leading HR experts define a change in personnel management from hierarchy and silo thinking to network and interdisciplinarity. Profit maximization to benefit maximization, external control and top-down decisions on personal responsibility and human expertise. HR is also required to…