1. The Changing Nature of Work Chapter 14

2. Overview The workforce of tomorrow The workforce of tomorrow Individual dimensions of change: Individual dimensions of change: Emotions, Adaptability, Genetic influences Emotions, Adaptability, Genetic influences Work dimensions of change: Work dimensions of change: Technology, Temporary workforce, Lifelong learning Technology, Temporary workforce, Lifelong learning Societal dimensions of change: Societal dimensions of change: Economic competition, Values, Time Economic competition, Values, Time

3. The Workforce of Tomorrow Fastest growing occupations: Fastest growing occupations: Registered nurses Registered nurses Postsecondary teachers Postsecondary teachers Retail salespersons Retail salespersons Medical assistants Medical assistants Network systems and data communications analysts Network systems and data communications analysts Physician assistants Physician assistants Between 2002 and 2012, based on the Bureau Labor Statistics

4. The Workforce of Tomorrow Civilian labor force will grow by 12% Civilian labor force will grow by 12% Fastest growing group will be seniors Fastest growing group will be seniors Number of workers 55 and older is projected to increase by 49.3%. They will account for 19.1% of the workforce, up from 14.3% Number of workers 55 and older is projected to increase by 49.3%. They will account for 19.1% of the workforce, up from 14.3% Women will also account for a larger share of the working population, up 1% to 47.5% by 2012. Women will also account for a larger share of the working population, up 1% to 47.5% by 2012. Men’s share of the workforce is expected to decline by 1% to 52.5% Men’s share of the workforce is expected to decline by 1% to 52.5% Between 2002 and 2012, based on the Bureau Labor Statistics

5. Individual Dimensions: Emotions Emotional Labor: how employees behave when they are required to feel, or at least appear to feel, certain emotions that facilitate their job performance Emotional Labor: how employees behave when they are required to feel, or at least appear to feel, certain emotions that facilitate their job performance “…..those who work in customer service may encourage repeat business by showing smiles and good humor, whereas those who work as bill collectors or in law enforcement may find that an angry demeanor results in the best “customer” response (Hochschild, 1983; Sutton, 1991; VanMaanen & Kunda, 1989). For therapists or judges, a lack of emotional responding may be needed when listening to clients. In each case, the emotional expression (or suppression) results in more effective workplace interaction. “ (Grandey, 2000)

6. Individual Dimensions: Emotions Emotions vs. moods Emotions vs. moods Characteristics of emotions in the workplace Characteristics of emotions in the workplace Common at work Common at work Produce positive and negative work outcomes Produce positive and negative work outcomes Individual differences affect emotions Individual differences affect emotions

7. Individual Dimensions: Adaptability Adaptability: willingness to embrace new situations. Adaptability: willingness to embrace new situations. Relational skills: Relational skills: Communication Communication Interpersonal relating Conflict resolution Influencing capabilities Important with shift to work teams Important with shift to work teams

8. Individual Dimensions: Adaptability Adaptable employees must: Adaptable employees must: Handle emergencies or crises Handle emergencies or crises Handle work stress Handle work stress Solve problems creatively Solve problems creatively Deal with uncertain/unpredictable work situations Deal with uncertain/unpredictable work situations Learn work tasks, technologies, and procedures Learn work tasks, technologies, and procedures Demonstrate interpersonal adaptability Demonstrate interpersonal adaptability Demonstrate physically oriented adaptability Demonstrate physically oriented adaptability

9. Individual Dimensions: Genetic Influences Genetic differences are hypothesized to influence job factors such as job choice, performance, how we feel about our work, length of time on a job, and level of income Genetic differences are hypothesized to influence job factors such as job choice, performance, how we feel about our work, length of time on a job, and level of income One main areas of research concerns the heritability of stress One main areas of research concerns the heritability of stress

10. Individual Dimensions: Genetic Influences Genetic assessment/measurement: Genetic assessment/measurement: Krumm (2002) suggests that genetic assessment should be illegal because it could lead to genetic discrimination. Krumm (2002) suggests that genetic assessment should be illegal because it could lead to genetic discrimination. Genetic discrimination can be defined as the discrimination that results "against an individual or a member of an individual's family solely on the basis of that individual's genotype." (Krumm, 2002) Genetic discrimination can be defined as the discrimination that results "against an individual or a member of an individual's family solely on the basis of that individual's genotype." (Krumm, 2002)

11. Individual Dimensions: Genetic Influences—Discrimination “A 24 year old woman excelled at her social work job. She attends a conference on Huntington’s Disease and discloses that she is at risk for developing it. Shortly thereafter, she is fired”. “A 24 year old woman excelled at her social work job. She attends a conference on Huntington’s Disease and discloses that she is at risk for developing it. Shortly thereafter, she is fired”. “During his first job interview, a 53-year old man discloses that he has hemochromatosis, but notes that he is asymptomatic. During his second interview, the employer tells him that he is concerned about his disease. The employer asks if the man would be willing to accept the job without medical insurance. Anxious to procure employment, the man agrees. During his 3 rd interview, the employer informs him that, although the employer would like to hire him, it cannot do so because of his disease”. “During his first job interview, a 53-year old man discloses that he has hemochromatosis, but notes that he is asymptomatic. During his second interview, the employer tells him that he is concerned about his disease. The employer asks if the man would be willing to accept the job without medical insurance. Anxious to procure employment, the man agrees. During his 3 rd interview, the employer informs him that, although the employer would like to hire him, it cannot do so because of his disease”.

12. Individual Dimensions: Genetic Influences—Consequences Krumm (2002) suggests the following consequences of genetic testing: Krumm (2002) suggests the following consequences of genetic testing: Creation of a genetic underclass Creation of a genetic underclass The violation of individual privacy rights The violation of individual privacy rights Use of genetic discrimination as a pretext for other forms of discrimination Use of genetic discrimination as a pretext for other forms of discrimination

13. Work Dimensions: Technology Advances in information technology are the driving forces behind major changes in how we work (Van der Spiegel, 1995) Advances in information technology are the driving forces behind major changes in how we work (Van der Spiegel, 1995) Issues: Issues: More complex jobs More complex jobs Different types of training Different types of training Enhancing the sharing of information Enhancing the sharing of information Creating “virtual offices” for workers on the go Creating “virtual offices” for workers on the go

14. Work Dimensions: Temporary Workforce In 1990, there were approximately 100 temporary employment agencies and 470,000 temporary employees in US. In 2000, there were approximately 1,500 agencies and 1.6 million employees. These numbers are likely to increase. In 1990, there were approximately 100 temporary employment agencies and 470,000 temporary employees in US. In 2000, there were approximately 1,500 agencies and 1.6 million employees. These numbers are likely to increase. Why use temporary workers? Why use temporary workers? Less cost for employer Less cost for employer

15. Work Dimensions: Temporary Workforce Sources of temporary workers: Sources of temporary workers: Women with children Women with children Downsized workers Downsized workers Retired workers Retired workers Recent college graduates Recent college graduates Temporary work pays less, has little or no job security, offers few opportunities for growth. So, many temporary workers are unsatisfied Temporary work pays less, has little or no job security, offers few opportunities for growth. So, many temporary workers are unsatisfied

16. Work Dimensions: Temporary Workforce Outcomes of temporary workers depend on the situation: Outcomes of temporary workers depend on the situation: Employees who held temporary jobs voluntarily, with jobs consistent with their prior education, had more positive attitudes toward their jobs Employees who held temporary jobs voluntarily, with jobs consistent with their prior education, had more positive attitudes toward their jobs Employees looking for permanent jobs were less satisfied with their pay and their agencies Employees looking for permanent jobs were less satisfied with their pay and their agencies Employees using their temporary agencies to obtain full-time jobs and those who were temporary-to- permanent had more positive job attitudes Employees using their temporary agencies to obtain full-time jobs and those who were temporary-to- permanent had more positive job attitudes

17. Work Dimensions: Lifelong Learning New idea is that workers will learn throughout their lifetime and career. New idea is that workers will learn throughout their lifetime and career. Rise of certificate programs Rise of certificate programs Organizations as “vendors of employment” Organizations as “vendors of employment”

18. Societal Dimensions: Economic Competition Global competition is the single most powerful economic fact of life in the 1990s Global competition is the single most powerful economic fact of life in the 1990s In the 1960s, only 7% of the U.S. economy was exposed to international competition. In the 1980s 70% was exposed In the 1960s, only 7% of the U.S. economy was exposed to international competition. In the 1980s 70% was exposed Today, one in five American jobs are tied directly or indirectly to international trade Today, one in five American jobs are tied directly or indirectly to international trade Merchandise exports are up more than 40% since 1986, and every $1 billion in U.S. merchandise exports generates approximately 20,000 new jobs Merchandise exports are up more than 40% since 1986, and every $1 billion in U.S. merchandise exports generates approximately 20,000 new jobs

19. Societal Dimensions: Values Fairness Fairness Equity vs. equality Equity vs. equality Impact on group differences Impact on group differences Gender Gender Physical strength Physical strength

20. Societal Dimensions: Time The Bureau of Labor Statistics data indicate: The Bureau of Labor Statistics data indicate: 10.8 million U.S. managers work 49 or more hours per week 10.8 million U.S. managers work 49 or more hours per week Top executives work 50–70 hours per week Top executives work 50–70 hours per week An early 1990s poll of 1,344 middle managers reported that: An early 1990s poll of 1,344 middle managers reported that: 33% of managers work 40–49 hours per week, 33% of managers work 40–49 hours per week, 57% work 51–60 hours per week 57% work 51–60 hours per week 6% work more than 60 hours per week 6% work more than 60 hours per week

21. Societal Dimensions: Time “American workers work 137 hours more per year than do Japanese workers, 260 hours per year more than do British workers, and 499 hours per year more than do French workers.” “American workers work 137 hours more per year than do Japanese workers, 260 hours per year more than do British workers, and 499 hours per year more than do French workers.” Why do American workers do this? Why do American workers do this? Economists suggested that American work hours have a lot to do “with the American psyche, with American culture” Economists suggested that American work hours have a lot to do “with the American psyche, with American culture”

22. Societal Dimensions: Time Cultural differences: Cultural differences: Past-oriented cultures focus on tradition Past-oriented cultures focus on tradition Future-oriented cultures emphasize goals, aspirations, future risks Future-oriented cultures emphasize goals, aspirations, future risks Time as a personality construct: Time as a personality construct: Serial monochronicity: doing one task at a time, start to finish Serial monochronicity: doing one task at a time, start to finish Polychronicity: doing multiple tasks at once. Polychronicity: doing multiple tasks at once. Time-based issues are leading cause of stress Time-based issues are leading cause of stress

23. Conclusion The future may look very different from the past The future may look very different from the past Old axiom “the past is the best predictor of the future” may have to be modified Old axiom “the past is the best predictor of the future” may have to be modified