The Major Changes to How We Work Now to The Previous Decades Essay

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I. Introduction: The Major Changes to How We Work Now to the Previous Decades

In the dynamic business era, the working pattern has been changed with a significant transformation with the adoption of new practices, process and technological advancements (Dahlström and Lapuente, 2022). This is considered as important as it enhances productivity, efficiency and competitiveness of the organisations. Moreover, changes in working process encourages better opportunities for the organisation with innovation, creativity and development of skills. This essay, prepared with the guidance of an Assignment Helper, intends to discuss about the changes in the work pattern by comparing the pervious decade with the present one that is after 2020s. In addition, the major cause due to which the changes are required and their pros and cons are discussed in this essay.

The Major Changes to How We Work Now to The Previous Decades Essay

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II. Working Pattern in Previous Decades

The past decades were marked by rigid structures like Taylorism and bureaucracy, where employees followed strict rules with limited creativity.

Work performance of employees

In the past decades, employees performed the business operations as per the Taylorism approach which guides the employees to work in best possible manner with the use of tools and resources to enhance efficiency and productivity (Bishu and Kennedy, 2020). In addition, organisations in the past decade further emphasised on the bureaucracy approach of working in which employees work in a rigid organisational structure with complex hierarchy, governed with strict regulations and rules. These approaches insist the employees to work in a specific manner as per the regulations and rules to accomplish the organisational objectives. For example: Amazon, a retail sector organisation was initially operating with the implementation of bureaucracy working approach to guide employees towards work performance (Toole and Grimsley, 2023).

Work Purpose

In past decades, the primary purpose of work was to accomplish the target and objectives of work as per the organisational structure, regulations and policies of working (Nurbaeti, 2022). Employees were obliged to work as per the guidance and regulations to maintain the effectiveness in work performance.

Management and behaviour of employees

In the previous organisational era, employees are managed with rigid organisational structure and obliged to comply with the strict regulations and organisational polices. They behaved in less motivated manner with low morale as it is mandatory for them to perform their work as per the guidance and rule, without implementation of their own ideas and thoughts (Abdelwahed et al, 2023).

III. Major Changes in Work After 2020s

Modern organisations have embraced flexibility, remote working, advanced technologies, and employee-centric practices for improved productivity and satisfaction

Major Work Changes

In the current organisational era, there is a crucial change in the working pattern adopted by organisations to ensure the achievement of organisational goals along with the welfare of employees (Van der Lippe and Lippényi, 2020). After 2020s, organisations adopted the flatter structure within organisation to minimize the hierarchy level to ensure smooth communication within management and employees. Furthermore, organisations adopted the managerial skills of effective communication, leadership, creative thinking, problem solving, collaboration and communication within work culture to ensure the increased organisational performance (Sudjono, 2022).

Companies’ concern towards employees

In the current business environment, organisations are care concerned about its employees as it directly affects its performance and employees (Javaid et al, 2021). Companies focuses in the positive work culture and mental health of its employees with the implementation of effective leadership skills to encourage, influence and motivate employees for better performance and makes them satisfied and committed.

Remote working with advanced technologies

In the rapid-paced era of digitalization, technologies are increasingly used by organisations to foster efficiency and effectiveness of working (Vrontis et al, 2023). With the adoption of advanced technologies in working, organisations promotes the independent working by offering the facility of remote working or providing opportunities to work from home, leads to promote job satisfaction and productivity.

Tasks performed by robots and computers

With the leverage of advanced technologies of automation, organisations performed its tasks and business operations through robots and computers without any human interference. This leads to promote operational efficiency with minimizing the chances of error and mistakes. For example: Walmart has adopted the robotic technology to ensure timely performance with an aim to increase productivity of its supply chain (Musani, 2023).

IV. Major Reasons Behind Changes

In The Major Changes to How We Work Now to the Previous Decades Essay Showcase Evolving market demands, competition, technological progress, and internal as well as external business factors drive these work pattern changes.

Causes behind work changes

Dynamic business environment required changes in work process to ensure the enhancement in competitiveness, brand image, productivity and efficiency. Increased competition is one of the major causes behind changes in work as it forces the organisation to adopt new technologies and process of working to maintain its competitiveness in the business market (Dahlström and Lapuente, 2022). In addition, market demand becomes another reason due to which organisation adopted changes in process and method of working to fulfil the market demand on time.

External and internal factors of organisation

There are external and internal factors due to which organisation change its working method or process. Organisational internal factors comprises of employees, structure, resources allocation and management policy are responsible for change (Bishu and Kennedy, 2020). Changes in the internal management of organisations lead to promote creativity and innovations, results in increased brand image and profitability. On the other hand, external factors comprises of economic factors such as inflation, resources access, interest rate, etc. Technological factor consist of leveraging new technologies and work methods and political factors comprises of changes in the regulations and rules of the government policies are the reasons behind change of organisational working (Nurbaeti, 2022).

V. Pros and Cons of Changes

While changes bring efficiency, innovation, and better work-life balance, they also pose challenges such as employee resistance and increased costs.

For employees

Changes in working provide the advantage of improved time management and enhance productivity and job satisfaction of the employees with the adoption of new procedures and methods of working (Abdelwahed et al, 2023). However, it comprises the risk related to reduced morale and increased absenteeism among employees, emerges as a risk.

For employers

As per the context of employer, it offers the benefit of increased competitive advantage by ensuring smooth working process and improves the quality of working, results in increased efficiency (Van der Lippe and Lippényi, 2020). However, it possesses certain disadvantage related to the employee resistance towards change and increased expenses due to working change.

For organisation

From organisational perspective, change in working process improves the efficiency and productivity of the organisation with increased quality and sales. In addition, changes facilitate innovation and creativity within the work culture, emerges as benefit (Sudjono, 2022). On the other hand, it comprises of certain risks such as uncertainty of future business operations, internal resistance and reduction of profitability due to increased expanses.

VI. CONCLUSION

From the above essay, it was summarized that changes in the working method were crucial for the organisational growth and competitiveness. Past organisational decade focuses on the bureaucracy and Taylors approach for management of employees. However, as per the requirement of dynamic business environment, organisations changes its work attends and structure by emphasising on the employees’ welfare along with profit maximization and efficiency. In near future, organisations will seek more flexibility and autonomy provided to their employees to improve their job satisfaction and work performance which will positively impact the growth and sustainability of the organisation in long term.

References

Books and Journals

• Abdelwahed, N.A.A., Soomro, B.A. and Shah, N., 2023. Predicting employee performance through transactional leadership and entrepreneur's passion among the employees of Pakistan. Asia Pacific Management Review, 28(1), pp.60-68.
• Bishu, S. G., & Kennedy, A. R. (2020). Trends and gaps: A meta-review of representative bureaucracy. Review of Public Personnel Administration, 40(4), 559-588.
• Dahlström, C. and Lapuente, V., 2022. Comparative bureaucratic politics. Annual Review of Political Science, 25(1), pp.43-63.
• Javaid, M., Haleem, A., Singh, R.P. and Suman, R., 2021. Substantial capabilities of robotics in enhancing industry 4.0 implementation. Cognitive Robotics, 1, pp.58-75.
• Nurbaeti, S., 2022. Significance of the influence of leadership model, morale, and satisfaction on performance consistency. PRODUKTIF: Jurnal Kepegawaian dan Organisasi, 1(1), pp.10-18.
• Sudjono, S., 2022. Work Stress Mediates Motivation and Discipline on Teacher Performance: Evidence Work from Home Policy. Journal of Educational and Social Research, 12(3), pp.80-89.
• Van der Lippe, T. and Lippényi, Z., 2020. Co‐workers working from home and individual and team performance. New technology, work and employment, 35(1), pp.60-79.
• Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A. and Trichina, E., 2023. Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review. Artificial Intelligence and International HRM, pp.172-201.

Online

• Musani, P., (2023). Walmart Sets the Standard with Supply Chain Automation. Online. Available through: <https://www.captechu.edu/blog/walmart-sets-standard-supply-chain-automation#:~:text=To%20prepare%20orders%2C%20Walmart%20uses,%2C%20storing%2C%20and%20retrieving%20products>.
• Toole, K., and Grimsley, S., (2023). Bureaucratic Management: Overview and examples. Online. Available through: <https://study.com/academy/lesson/bureaucratic-management-theory-definition-lesson-quiz.html#:~:text=The%20public%20sector%2C%20such%20as,structured%20under%20bureaucratic%20management%20theory>.