To be Uploaded
The “future of work” is no longer an esoteric concept that may fructify sometime in the future. It is already here and unless companies want to lose out to the competition and go under, they have to sit up and take action to tackle the new business environment.
Organizational elements that will play a very major role in this are the culture, the structure and the leadership styles that exist in these companies and institutions. The success of companies is as dependent on these as it is on the people and their inherent talent, skill and passion. Thus companies, businesses, entrepreneurs have to get their strategy in place to embrace the future of work, from all angles.
Values, beliefs, behavior patterns, norms
Organizational culture encompasses the values, beliefs, behavior patterns, norms, rules, and philosophy of an organization which govern how people conduct themselves in the organization and how they perform their jobs. The unique social and psychological environment of an organization is defined by its culture.
When everything around is changing at an ever increasing speed, it is culture that keeps the company rooted, provides an overall perspective, guides employees on what needs to be done and safeguards the organization from the onslaught of competition. While products, strategies, marketing elements can be copied by the competition, culture cannot – it remains unique to the organization.
Thus, companies take definite steps to manage their culture and to adapt it to the changing business environment without compromising on its innate characteristics. In order to be successful in the new business world, organizations plan and implement action in keeping with their corporate objectives and the organizational culture.
More collaborative models
As technology and markets and workers change, so does the structure of the organization. Traditional top-down hierarchies are giving way to more collaborative models. The new age companies are opting for a flat organizational structure with minimal or no hierarchy. There is collaboration and engagement with one another, not people sitting in supervisory positions while subordinates follow their instructions. In the future of work, power and control is not vested in team leaders, rather it is distributed across team members.
Decisions are taken by team members, enabling autonomy of execution. Bureaucracy takes a back seat thus allowing for greater individual accountability as also creativity and innovativeness. The new flat organization promotes involvement, engagement, collaboration and overall well-being of each worker and increases productivity and efficiency .
Evolution of leadership styles
The changing workplace has also led to an evolution of leadership styles. The demographics of employees are changing, as are employee expectations, values, beliefs, attitudes, future outlook and style of working. Leadership styles in the future of work have to adapt to the changing work-force. Millennials and new age workers have different expectations from their leaders vis-à-vis the older generation. They want to be part of the entire process. They want to be involved in decision making and strategizing.
The old autocratic style of leadership has no place in the future of work. Leaders no longer instruct and order – they lead by being inclusive, by being empathetic towards their people and by encouraging and motivating their teams with positive strokes. The new age leaders embrace technology and are transparent in whatever they do; they are nurturing and caring and promote the well-being of their people. In the future of work, it is not employees adapting to the organization – rather it is the organization and the leaders who have to change and adapt themselves to their employees in order to thrive in the new business environment.