The article What will work look like in 2030? offers a look at the job market and its functionality from the perspective of the benefit of corporations. The paper looks at four potential development paths or worlds – red, yellow, green, and blue. Each has its own positive and negative traits and contains key organizational management strategies. The article reveals what the potentialities of the workplace are now and what the role of representatives of corporations and businesses is.
Organizational management is an area of management that involves the development of the organization as a holistic system that is designed to implement critical objectives effectively. The primary role is given to the organizer, who determines how to build an effective system in which different elements will be integrated. The article draws attention to the fact that the potential ways to develop the job market allow the organizers to choose behavior tactics. It is essential to organizational management because it offers specific conditions that managers must prepare for to create a highly effective company.
There will be a different human resource strategy for each world, and it is necessary to prepare for it. For example, the prevalence of global corporations will force the manager to focus on the struggle to attract talented employees – blue world; a strong social consciousness in the workplace allows for company culture – green world (Hesse, & Olsen, 2017). The article focuses specifically on changes in managing people who will act as a significant resource in any case. In addition, the formation of solid companies requires combining the ideas of all possible worlds. The article proposes to analyze the criteria of each world – employees and management strategy – to synthesize a new solution and put it into practice.
Among the concepts worth taking out of the article are several. First is the yellow idea of fair pay, which is still lacking at present (Hesse, & Olsen, 2017). This idea would significantly improve the welfare of society and reveal its humanity and individuality. Second is the green concept of ethical behavior, which will work with the past. This strategy is the formation of corporate responsibility and the ability of personnel to represent their interests without harming others with their opinions. Third, it is a blue concept about the individuality of each employee who has strong skills and abilities that will benefit the business (Hesse, & Olsen, 2017). On the manager’s or HR side, it is essential to look at the potential and determine if the employee can add value to the company and improve performance. Fourth, it’s a red-hot concept about the need to integrate technology into recruiting and hiring processes. While it seems tricky because it focuses entirely on individualism, it can nevertheless truly help people in their rights.
Implementation of Concepts
The concepts of fair pay and ethical behavior are now in place. Fair and equal pay appears in law and primarily prohibits gender discrimination. It obliges employers to pay equal wages for similar work and pay according to the position. The European Commission, for example, obliges member states of the European Union to comply with the principles of pay equality. The EU implemented programs to reduce the gender gap started in 2015, and in 2019, it was reduced by 1.5% (“The gender pay gap situation in the EU”, 2021). Subsequent results are expected to show additional reductions through market review programs.
The concept of ethical behavior works in many companies because it is closely tied to the greening of products and services. For example, Aflac is a significant provider of supplemental insurance in the United States. Not only does the company budget for urban greening, but it also participates in philanthropy (Gemes, 2022). In addition, the organization also cares about equality – more than half of its employees are women and ethnic minorities. Starbucks is a consumer of 3% of coffee beans from around the world, and almost all of them are ethically sourced (Gemes, 2022). It means that the company makes sure that its suppliers transport products without harming the working population.
High Performance Actions
Particular attention needs to be paid to actions for employees who are already working for the company. It is necessary to determine the relevance of knowledge to the latest technology and identify if there are gaps in knowledge. It will allow the company to prepare for a rapidly changing labor market where more talented professionals are likely to emerge. It is a high performance action that will solve the problem of companies’ unprepared staff for the transition to a more competitive environment. In addition, companies should reconsider their corporate culture and identify its weaknesses. Lack of dialogue and violation of feedback chains may not allow organizations to maintain their advantage in the market.
Thus, the analyzed article broadly highlights the labor policy concepts that the world may come to in the next decade. It offers an examination of the benefits of organizational management and defines them in the ability to meet the beginning changes of society. The article also highlights several essential concepts necessary for companies to maintain high productivity. These include fair pay, ethical behavior, individual employee achievement, and integrating technology into employee selection. Among these, payment and ethical behavior are already increasingly integrated into the business. However, more effort is also required in developing talent and reviewing the corporate culture to align with current market trends.
Gemes, N. (2022). 44 of the world’s most ethical companies (updated 2022). Green Citizen. Web.
Hesse, J., & Olsen, S. (2017). What will work look like in 2030? Strategy + Business. Web.
The gender pay gap situation in the EU. (2021). European Comission. Web.