Introduction
The structure of career arrangement has been changing in a wide nature in the 21st century which has led to a shift away from a traditional organizational career to new career options. The new career path and organizational needs have been characterized by the increase in the individual agency, the flexibility of career, greater mobility across job formation and organization. Mullan and Wajcman (2019) stated that the recent career researches have shown some evident changes in the modern career arrangement that has outmoded the traditional career pattern and placed new and advanced career pattern in their place. However, these changes are having a huge implication on the workers and the managers.
This management assignment analyzes the shift that has taken place the career path arrangement from traditional to new areas. Further, the management assignment analyzes the implications of the changing workplace on the workers and the managers.
Discussion
In recent times the career arrangement has undergone huge changes with the change in the demand for certain types of workers and time. The notion that has been seen in recent times that has led to the changes in the workplace arrangement is globalization, outsourcing, technological advancement, workforce diversity, increase in demand for knowledge workers and others (Mullan and Wajcman 2019). In addition to this, it is seen that organizations' management assignment in today's world have become much flatter and demand high work flexibility. This has increased the opportunity for the individuals to get long term upwardly gains from increased mobile career from one organization. One of the recent changes seen like work is the types of work hours being offered to the employees. The employees are now getting a chance to work in a flexible schedule where they are expected to work even from home according to the demand of the business. In addition to this, there has also been a change in the type of workers being employed in the organization such as part-time workers, contract workers, casual workers and others (Lewandowski 2017). These workers have replaced the full time working criteria in many organization. Looking at these chances the business is expected to notice more changes in coming 10 years in working criteria and employ more part-time workers and work from home facility for their jobs to reduce their HR costs.
The other changes that the workplace will undergo in the next 5 to 10 years are upskilling of the workforce, excessive burnout of the employees, increase in longer work hours and increase in workplace diversity. Among all workplace diversity is the most recent one and business will face a huge demand for a diverse workforce in the 10 years to come to make use of diverse skillset and innovative ideas (Janssen et al. 2015).
Keeping in mind such changes in the future and its implication certain recommendations needs to be followed by me as a manager. Firstly, I should have a highly supportive and inclusive leadership attitude to adopt diversity and changing work culture effectively. This is because it is my attitude that will have an impact on the attitude of others in the workplace. Further, I should conduct a planned decision-making system for changing skill set needed so that I am able to hire better and appropriate skilled workers in a cost-effective way. Thirdly, I need to plan for employee motivation to survive with changing work condition (Mullan and Wajcman 2019). I need to set up training over time to retrain their existing skilled workers and exploit their capabilities effectively over time and plan for timely rewards for workers that are expected to work for longer hours so that they get that motivation to work.
Conclusion
In conclusion, it can be stated that the workplace will undergo huge changes with increasing globalization that will impact its knowledge skillset requirement, effective decision-making capabilities, proper management assignment , and effective and timely employee motivation. Managers of the business should be highly capable of maintaining these in their workplace.
Culpin, V., Millar, C., Peters, K., Lyons, S.T., Schweitzer, L. and Ng, E.S., 2015. How have careers changed? An investigation of changing career patterns across four generations. Journal of Managerial Psychology.
Mullan, K. and Wajcman, J., 2019. Have mobile devices changed working patterns in the 21st century? A time-diary analysis of work extension in the UK. Work, Employment and Society, 33(1), pp.3-20.
