A Course on the Future of Work: Building the Scaffold While Standing on It

2021 ◽  
pp. 105256292098383
Author(s):  
Douglas B. Allen ◽  
Cynthia V. Fukami ◽  
Dennis P. Wittmer
Keyword(s):  
Business School ◽  
Industrial Revolution ◽  
School Curriculum ◽  
Approaches To Teaching ◽  
Future Of Work ◽  
Fourth Industrial Revolution ◽  
Management Perspective ◽  
The Future ◽  
Collaborative Discussion ◽  
Significant Change

We have entered the Fourth Industrial Revolution (4IR). Disruption is coming—in fact, it is here. New paradigms are forming, which will bring significant change to the workplace. It is unclear what changes will come to pass and what will be their ultimate impact on the workplace. But our discipline of management bears a deep responsibility to prepare our students for this future workplace in their role as employees and their roles as leaders and managers. In this article, we share our journey in addressing this rapidly emerging issue so that others may benefit from what we learned. First, we argue that the topic of the 4IR and the future of work should be a required part of the business school curriculum. Second, we detail the process we followed in developing a management elective on the 4IR, including our insights into developing a course in a relatively unfamiliar territory. Third, we end with a call for an ongoing collaborative discussion on approaches to teaching this new area from a management perspective.

Corporate Governance and the Future of Work, Work-Family Satisfaction, and Employee Well-Being

2021 ◽  
pp. 1-11
Author(s):  
Alfred Kent Van Cleave
Keyword(s):  
Corporate Governance ◽  
Industrial Revolution ◽  
Work Satisfaction ◽  
Well Being ◽  
Family Satisfaction ◽  
Future Of Work ◽  
Fourth Industrial Revolution ◽  
The Future ◽  
Work Family

This chapter examines the issues of work satisfaction, employee well-being, and the future of work from the perspective of and as impacted by two prominent and contemporary models of corporate governance. It begins with an examination of work satisfaction and leadership, informed by motivation, leadership, and workplace attachment theories, then discusses how these theories have been impacted by changes in corporate governance. Present-day implications of corporate governance on work satisfaction and well-being are examined, followed by the implications of these considerations for the future of work in the fourth industrial revolution.

scholarly journals Fourth Industrial Revolution and Future of Work in Asia

2021 ◽  
pp. 98-111
Author(s):  
Falendra Kumar Sudan
Keyword(s):  
Labour Market ◽  
Industrial Revolution ◽  
New Technologies ◽  
Skill Development ◽  
Economic Transformation ◽  
Vocational Education And Training ◽  
Future Of Work ◽  
Fourth Industrial Revolution ◽  
The Future ◽  
Challenges And Opportunities

The Fourth Industrial Revolution (4IR) has significant implications on the future of work and skills required in the gig economy. In the recent past, a large supply of young workers had led to rapid economic transformation in many Asian countries through well-suited education systems to create skills needed for employment. However, the old model of education and production will no longer sustain rapid growth in the decades ahead due to the rapidly changing demand for skills. Against the above backdrop, the paper has analyzed Asian experiences in technological transition, skills mismatches and labour market outcomes in the context of existing technical and vocational education and training (TVET) systems. What are the challenges and opportunities of the 4IR for skill development through TVET in Asia? The paper has suggested a model for 4IR compatible skill development for the future of the work and draws the implications for the future. 4IR induced massive job losses calls for adequate skills development or retraining of displaced workforce and new entrants in foundational skills to enable them to tap the opportunities of new technologies. This requires robust TVET systems to equip workers with new skills for emerging jobs, which can be possible by increasing the quality of program structure to meet the needs of labour market. The technical training should be integrated into with the secondary education through education reforms to impart skills to thrive in the knowledge economy. The system of quality apprenticeships should be evolved with the active collaboration of potential employers in the curriculum development of TVET programs.

Corporate Governance and the Future of Work, Work-Family Satisfaction, and Employee Well-Being

2022 ◽  
pp. 1626-1636
Author(s):  
Alfred Kent Van Cleave
Keyword(s):  
Corporate Governance ◽  
Industrial Revolution ◽  
Work Satisfaction ◽  
Well Being ◽  
Family Satisfaction ◽  
Future Of Work ◽  
Fourth Industrial Revolution ◽  
The Future ◽  
Work Family

This chapter examines the issues of work satisfaction, employee well-being, and the future of work from the perspective of and as impacted by two prominent and contemporary models of corporate governance. It begins with an examination of work satisfaction and leadership, informed by motivation, leadership, and workplace attachment theories, then discusses how these theories have been impacted by changes in corporate governance. Present-day implications of corporate governance on work satisfaction and well-being are examined, followed by the implications of these considerations for the future of work in the fourth industrial revolution.

Future of Work, Globalisation, Technology, and Work-Family Satisfaction in the Fourth Industrial Revolution (4IR)

2021 ◽  
pp. 175-188
Author(s):  
Ayansola Olatunji Ayandibu ◽  
Bhasela Bhaso Yalezo ◽  
Irrshad Kaseeram ◽  
Makhosazana Faith Vezi-Magigaba
Keyword(s):  
Industrial Revolution ◽  
Family Satisfaction ◽  
Future Of Work ◽  
Fourth Industrial Revolution ◽  
The World ◽  
The Future ◽  
Work Family

The uncertainties around the future of work has engendered and continue to provoke stimulating discussions amongst scholars interested in the dynamics of the world of work, and other allied researchers. While the construction of these uncertainties is not far-fetched, scholars have somewhat reached a consensus, that the emergence of globalization spanning over four decades ago, has further exacerbated the magnitude of these uncertainties. To be sure, the apologists of globalization have argued that the emergence of globalization, rather than prospering the future of work, has provoked several threats to the continued relevance of work, rather than progression.

scholarly journals The Future of Work in Africa

2021 ◽  
pp. 195-219
Author(s):  
Jakkie Cilliers
Keyword(s):  
Labour Market ◽  
Industrial Revolution ◽  
Financial Inclusion ◽  
Formal Sector ◽  
Future Of Work ◽  
Developed Economies ◽  
Fourth Industrial Revolution ◽  
Revenue Collection ◽  
Gig Economy ◽  
The Future

AbstractIn this chapter, Cilliers addresses the challenge of widespread unemployment in Africa, and how trends collectively labelled as the ‘future of work’ could unfold on the continent. It describes the differences between the ways in which Africa will likely experience the effects of automation and digitisation on the labour market, and argues that the fourth industrial revolution is less a threat to jobs in Africa than in developed economies. Nevertheless, clear action is needed. Using Ghana as an example, the chapter explores innovative approaches to expanding inclusion in the formal sector, including enabling policies for financial inclusion and increased revenue collection. In addition, it speaks to Africa’s readiness to benefit from the emergent ‘gig economy’, and other forms of labour flexibilisation.

scholarly journals HUMAN CAPITAL AND ITS ROLE IN THE FOURTH INDUSTRIAL REVOLUTION

2021 ◽  
Author(s):  
Yelyzaveta Snitko ◽  
Yevheniia Zavhorodnia
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Labor Market ◽  
Technological Change ◽  
Industrial Revolution ◽  
Skilled Workers ◽  
Fourth Industrial Revolution ◽  
Modern Economy ◽  
The Future ◽  
The Impact

The development of a modern economy, in the context of the fourth industrial revolution, is impossible without the accumulation and development of human capital, since the foundation of the transformation of the economic system in an innovative economy is human capital. In this regard, the level of development and the efficiency of using human capital are of paramount importance. This article attempts to assess the role of human capital in the fourth industrial revolution. In the future, human talent will play a much more important role in the production process than capital. However, it will also lead to a greater division of the labor market with a growing gap between low-paid and high-paid jobs, and will contribute to an increase in social tensions. Already today, there is an increase in demand for highly skilled workers, especially in high-income countries, with a decrease in demand for workers with lower skills and lower levels of education. Analysis of labor market trends suggests that the future labor market is a market where there is simultaneously a certain demand for both higher and lower skills and abilities, combined with the devastation of the middle tier. The fourth industrial revolution relies heavily on the concept of human capital and the importance of finding complementarity between human and technology. In assessing the impact of the fourth industrial revolution, the relationship between technology, economic growth and human resources was examined. The analysis was carried out in terms of three concepts of economic growth, technological change and human capital. Human capital contributes to the advancement of new technologies, which makes the concept of human capital an essential factor in technological change. The authors emphasize that the modern economy makes new demands on workers; therefore it is necessary to constantly accumulate human capital, develop it through continuous learning, which will allow the domestic economy to enter the trajectory of sustainable economic growth. The need to create conditions for a comprehensive increase in the level of human capital development is noted.

HR’s new role: rethinking and enabling digital engagement

2017 ◽  
Vol 16 (2) ◽  
pp. 60-65 ◽  
Author(s):  
Ravin Jesuthasan
Keyword(s):  
Best Practices ◽  
Digital Technology ◽  
Design Methodology ◽  
Industrial Revolution ◽  
Digital Technologies ◽  
Content Type ◽  
Future Of Work ◽  
The Future ◽  
Digital Engagement ◽  
Practical Implications

Purpose This paper aims to explore how a new industrial revolution with digital technology at its core is disrupting the workplace. It shares how HR has an opportunity to use data and digital technologies to reinvent how organizations engage with their workforce. It answers the question of how HR pivots from its legacy focus on compliance and being a steward of employment to the work and helping the organization strengthen its connection with its workers through improved digital engagement. Design/methodology/approach The paper is based on Willis Towers Watson thought leadership and references recent findings from their research. Findings The paper explores how digital technologies have changed how workers connect with their co-workers and the organization. In addition, it examines how digital technologies are changing how work gets done. Research limitations/implications The paper is not exclusively based on research. Practical implications The paper explores how digital technologies drive engagement, HR’s role as steward of the work and enabler of digital engagement and best practices for enabling digital engagement in the modern workplace. Originality/value This paper fulfills a need to assist HR leaders in thinking through the implications of the future of work and how digital technologies will shape that future.

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