Download Future Work: How Businesses Can Adapt and Thrive in the New by Alison Maitland PDF

By Alison Maitland

The manner we paintings is late for switch. companies are looking to elevate potency and allure the easiest expertise and talents. the recent crew desires a clean deal. Aided by means of know-how, businesses now have the instruments to spice up output and lower expenditures, to provide staff extra freedom over how they paintings, and to give a contribution to a greener economy.

But many enterprises are gradual to achieve this. They hold to a inflexible version of fastened operating time and presence larger suited for the economic age than the electronic age.

This is undesirable for enterprise. there's plentiful proof that trusting humans to control their very own paintings lives, no matter if separately or in groups, can pay off. organisations that degree and gift humans by means of effects, instead of hours, make the most of larger productiveness, extra inspired employees, larger customer support, and decrease costs.

Future Work units out the compelling company case for a transformation in organizational cultures and dealing practices, drawing on a distinct overseas survey and dozens of examples of cutting edge businesses making the transition. It explains:
• Why present versatile paintings preparations fail to accomplish the enterprise merits of a wholesale shift to an self sustaining paintings culture
• Why destiny paintings calls for management kinds that play to lady strengths
• Why places of work of the long run should be assembly locations instead of workplaces
• How managers can assist digital groups to collaborate and confirm that know-how is our servant, no longer our master

It takes daring management and a holiday with outdated conduct. yet destiny paintings won't look forward to those that fail to understand the possibilities now.

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Extra info for Future Work: How Businesses Can Adapt and Thrive in the New World of Work

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It may be that they feel they are just not ready for retirement at 60 or 65. However, it is increasingly likely that the pension fund they hoped would keep them going through their old age is grossly inadequate. We are emerging from the ‘golden era’ of pensions that guaranteed a percentage of final pay. Individuals increasingly have to take responsibility for saving for their retirement. Employers and pension providers are slowly waking up to the fact that the traditional ‘cliff edge’ between full-time work and full-time retirement no longer makes sense.

Their research found that both generations are seeking a ‘remixed’ set of rewards. They prize meaning and choice over money. ’16 27 28 Future Work The baby boomers include many people who no longer want to fully retire. It may be that they feel they are just not ready for retirement at 60 or 65. However, it is increasingly likely that the pension fund they hoped would keep them going through their old age is grossly inadequate. We are emerging from the ‘golden era’ of pensions that guaranteed a percentage of final pay.

Employees can have paid time off for personal needs and can take it in one-hour slots, for example to attend a school event or have a longer lunch. Chair massages are available when peak work demands push up the stress levels. ‘Our employees tell us how grateful they are that we offer these arrangements,’ says the head of HR. Company 2 has invested in laptops, handheld devices and internet-based phone systems so that all employees can access work databases from anywhere. By encouraging remote working, it has retained talented people who have moved to the other side of the world and, in some cases, gained new business through them.

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