The Changing World of Work
The Changing World of Work
changes in the world of work and the impact on the individuals stress,
satisfaction and productivity.
In the 1980s organizations focused on quality. It was about doing the
best for customers and providing quality products and services. The
1990s moved to the era of speed. We are asking to do more, faster.
Faster would be possible if organizations were not in constant change,
and change will be a fact of life in the 21st century. We see very
conservative industries like banking and phone companies merging and
changing, often leaving employees struggling to remember the name of
their employer.
Research shows us that the secret for individuals to deal with constant
speed and change is knowing who you are, your natural talents, what you
desire and how to connect with the new changes.
The changes in the world of work were not just observed by
my work; these changes have also been written about in the leadership
and management publications.
Peter Drucker has been the organizational and leadership expert since
the 1950’s. His early works indicated that the success for organizations
was in establishing an efficient organizational structure and then hiring
individuals to meet the needs of the structure. This made life much s
impler for employees as they were clear on job expectations and how they
operated in the organizational structure.
In Drucker’s current book Management Challenges for the 21st Century
(HarperCollins, May 1999) he acknowledges that the old paradigm no longer works.
Due to the realities of the marketplace, organizations need to be fluid in
their structure and ready to reorganize to meet the economic needs of the
organization. Instead, he indicates that success for future organizations
is to have flexible employees, ready to change as the needs of the organization
changes. Drucker states, “Success in the knowledge economy comes to those
who know themselves – their strengths, their values, and how they best perform.”
The “old” paradigm no longer works.
A new paradigm is critical to the success of organizations in the 21st century.
This paradigm requires that all workers are aware of their vision, the best
role that they play in achieving productivity and success. And, that each
organization understands the talents of their players and assigns them to the
most effective role possible.
Organizations who have moved to this new paradigm are also seeing the economic
results of making this shift. In Fortune magazines article “Happy Workers, High
Returns” (Jan. 12, 1998, p. 81), the magazine looked at the 100 Best Companies
to work for in America. They focused on the question “ Do happy workers improve
corporate performance?” The Gallup organization surveyed 55,000 workers in an
attempt to match employee attitudes with company results. The survey found that
four attitudes, taken together, correlate strongly with higher company profits.
The four attitudes are:
1. Workers feel they are given the opportunity to do what they do best every day.
2. They believe their opinion counts
3. They sense that their fellow workers are committed to quality.
They have made a direct connection between their work and the company’s mission.
A New Paradigm – A New Dilemma
This new paradigm creates an interesting dilemma. Most individual employees have
not been taught how to create a vision for their career. Most employees cannot
clearly identify the best role they play in the work world using your talents and
abilities. In my speaking and training, I will ask the group if they learned how
to create a career vision or focus in high school. Few, if any, hands come up.
College? Maybe a couple of more hands go up. The only response comes when I ask
how many have taken the time to search the answers to these questions themselves.
Most of us have never learned how to create a vision for ourselves, how to operate
from a sense of our strengths and bring our strengths to our work world at every
endeavor. It’s not difficult, but it does take time and an understanding of the
factors necessary to create a clear and complete vision.
The Changing World of Work - To learn more about this author, visit Cheryl Leitschuh's Website.
Like this article? Share it with your friends
In my work as coach, trainer and consultant, I have observed the
changes in the world of work and the impact on the individuals stress,
satisfaction and productivity.
In the 1980s organizations focused on quality. It was about doing the
best for customers and providing quality products and services. The
1990s moved to the era of speed. We are asking to do more, faster.
Faster would be possible if organizations were not in constant change,
and change will be a fact of life in the 21st century. We see very
conservative industries like banking and phone companies merging and
changing, often leaving employees struggling to remember the name of
their employer.
Research shows us that the secret for individuals to deal with constant
speed and change is knowing who you are, your natural talents, what you
desire and how to connect with the new changes.
The changes in the world of work were not just observed by
my work; these changes have also been written about in the leadership
and management publications.
Peter Drucker has been the organizational and leadership expert since
the 1950’s. His early works indicated that the success for organizations
was in establishing an efficient organizational structure and then hiring
individuals to meet the needs of the structure. This made life much s
impler for employees as they were clear on job expectations and how they
operated in the organizational structure.
In Drucker’s current book Management Challenges for the 21st Century
(HarperCollins, May 1999) he acknowledges that the old paradigm no longer works.
Due to the realities of the marketplace, organizations need to be fluid in
their structure and ready to reorganize to meet the economic needs of the
organization. Instead, he indicates that success for future organizations
is to have flexible employees, ready to change as the needs of the organization
changes. Drucker states, “Success in the knowledge economy comes to those
who know themselves – their strengths, their values, and how they best perform.”
The “old” paradigm no longer works.
A new paradigm is critical to the success of organizations in the 21st century.
This paradigm requires that all workers are aware of their vision, the best
role that they play in achieving productivity and success. And, that each
organization understands the talents of their players and assigns them to the
most effective role possible.
Organizations who have moved to this new paradigm are also seeing the economic
results of making this shift. In Fortune magazines article “Happy Workers, High
Returns” (Jan. 12, 1998, p. 81), the magazine looked at the 100 Best Companies
to work for in America. They focused on the question “ Do happy workers improve
corporate performance?” The Gallup organization surveyed 55,000 workers in an
attempt to match employee attitudes with company results. The survey found that
four attitudes, taken together, correlate strongly with higher company profits.
The four attitudes are:
1. Workers feel they are given the opportunity to do what they do best every day.
2. They believe their opinion counts
3. They sense that their fellow workers are committed to quality.
They have made a direct connection between their work and the company’s mission.
A New Paradigm – A New Dilemma
This new paradigm creates an interesting dilemma. Most individual employees have
not been taught how to create a vision for their career. Most employees cannot
clearly identify the best role they play in the work world using your talents and
abilities. In my speaking and training, I will ask the group if they learned how
to create a career vision or focus in high school. Few, if any, hands come up.
College? Maybe a couple of more hands go up. The only response comes when I ask
how many have taken the time to search the answers to these questions themselves.
Most of us have never learned how to create a vision for ourselves, how to operate
from a sense of our strengths and bring our strengths to our work world at every
endeavor. It’s not difficult, but it does take time and an understanding of the
factors necessary to create a clear and complete vision.
The Changing World of Work - To learn more about this author, visit Cheryl Leitschuh's Website.
Like this article? Share it with your friends
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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John AlexanderJohn has taught keyword research and SEO skills to small groups of business owners and Webmasters from over 80 different countries world wide since 2002. John is also the Director of Search Engine Academy ; Co-director of Training at Search Engine Workshops offering live, SEO Workshops with his partner SEO educator Robin Nobles, author of the very first comprehensive online search engine marketing courses at SEO Training Online and the SEO Workshop Resource Center. I look forward to hearing from you! - Visit John Alexander's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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Joe DagerJoe Dager is President of Business901, a progressive coaching company providing no-nonsense direction in areas such as Lean Six Sigma Marketing and organized referral marketing. What others say: In the past 20 years, Joe and I have collaborated on many difficult issues. Joe’s ability to combine his expertise with “out of the box” thinking is unsurpassed. He has always delivered quickly, cost effectively and with ingenuity. A brilliant mind that is always a pleasure to work with.” - James R. If you want to learn more about Business901, start a conversation with us. We can be found @ Web/Blog: Business901.com Web/Blog: FundingYourNonprofit.com LinkedIn Profile Follow me on Twitter - Visit Joe Dager's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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