By Michael Allvin, Gunnar Aronsson, Tom Hagström, Gunn Johansson, Ulf Lundberg
Drawing on greater than a decade of inter-disciplinary learn, this booklet presents a entire review of the on hand theories, suggestions, info and examine on new paintings corporations and the concept that of ‘work with no boundaries’.Explores an idea of labor that's not constrained by means of conventional organizational ideas like typical workplace hours, a unmarried office, mounted methods and restricted responsibilityProvides a accomplished evaluation of the to be had theories, ideas, information and learn on new paintings organizationsExamines the shift of energy clear of businesses to make contributors liable for their very own employability and workDraws on over a decade of unique learn into ‘work without boundary lines’ during which the authors are key authoritiesBrings jointly association thought and paintings psychology with scholarship from comparable fields together with sociology, social psychology, cognition and psychobiology
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Extra info for Work Without Boundaries: Psychological Perspectives on the New Working Life
Sample text
In a long-term perspective this may of course involve the disappearance of old rules and norms. But a surprising amount of “old” rules and norms still remain in working life, although often in a modified form. A substantial part of the rules concerning work were developed in and through the first factories. There were a vast number of rules for the behavior of workers, consolidated into coherent sets of rules concerning, above all, time and space. As explained by Shoshana Zuboff (1988), the purpose of this was to get the workers to stay in one place and The New Work 21 perform consistently within a given period of time.
The introduction of telework does not mean the deregulation of activities in order to let people work as they please. Instead, the very establishment of telework means that a range of new instruments directing work are gradually adopted. It was noted in a study of professionals with the opportunity to work from home or a nearby office that various instruments were employed to govern the work (Allvin, 2001), for instance, administrative resources in the form of common travel and remuneration conditions, issued office and computer equipment conformed to company standards, work environment conditions, and insurance policies in compliance with the rest of the industry.
Flexibility Through Empowerment By flexibility through empowerment we mean the kind of flexibility resulting from workers being allowed to manage their own work. The concept of empowerment established itself through management rhetoric in the early 1980s. The concept offers increased self-determination for workers in exchange for organizational commitment and job involvement. When removed from its rhetorical context, however, it becomes clear that the self-determination referred to is restricted to the individual or, at most, the work group level and does not involve any influence beyond that (Wilkinson, 1997).