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Introducing NeWork -

Introducing NeWork -. New Ways of Working for these uncertain times Paul Wildman 06-09-2006 V7 Brisbane NeWork Group paul@kalgrove.com. What are some of the indicators of this change?.

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Introducing NeWork -

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  1. Introducing NeWork - New Ways of Working for these uncertain times Paul Wildman 06-09-2006 V7 Brisbane NeWork Group paul@kalgrove.com

  2. What are some of the indicators of this change? 1 First lets look at the Australian job market & growth in creativity jobs- Now keep a close look at the early 1990’s 2 Of late we’ve hear much about work|life conflict 3 Impact of Technological change 4 We also have an age quake on our hands + 5 Global dislocation producing millions of refugees, high levels of unemployment all linked with globalsiation - the UN view - then mix in the 6 Baby boomers who want to commit to more than a just another boring old job - they want life long learning and to make a difference

  3. Growth in Creativity Employment

  4. 2 Work | Life conflicts . .Costs.. • It is estimated that in 1997, work-life conflict in Canada cost organisations roughly $2.7 billion in lost time due to work absences”. • – Duxbury, Higgins & Johnson, An examination of the implications and costs of work-life conflict in Canada, 1999. • “57% (of respondents) considered achieving a balanced lifestyle and having a rewarding life outside work as their top priority in their future career”. • – PricewaterhouseCoopers International Student Survey, May 1999, which surveyed 2500 students in 11 countries.

  5. 2 Work | Life conflicts - matter.. • 72% of employers believe that work-life balance practices fostered good employment relations. Many agreed that work-life balance practices improved staff motivation / commitment (58%) and helped lower labour turnover (52%), reduce absenteeism (53%) and retain female employees (51%)”. Source: Work-Life Balance 2000: Results from the Baseline Study, DfEE Research Report

  6. 3 Impact of Technological change? • Even the basic calculations of Rifkin (1995) and Gorz (1980) shows a global loss of 2/3rds of existing shop floor and associated ‘blue collar’ jobs by 2025 • This job loss is now extending into middle management and touching professionals such as doctors and pilots • This argument maintains that on average for every 10 jobs made redundant by technology, globalization or changing consumer preferences 1 is created and usually the highly skilled information sector.

  7. 4 AgeQuake - baby boomers on a roll • With declining birth rates and longer life expectancy Governments and Businesses are having to take the mature aged worker more seriously

  8. 4 AgeQuake? StayaWake! • While many of these changes will be positive—longer life (by mid-century there will be over two million centenarians compared with 150,000 today), healthier life styles, less childhood deaths, and falling numbers of young people (which means falling crime rates)—others are not so positive. Who will pay for the retirement benefits of the elderly? Over the next thirty years the ratio of workers to pensioners in industrialised nations will fall from the current 3 to 1 to 1.5 to 1.

  9. 4 AgeQuake? StayaWake! • How will societies stay rejuvenated with new ideas? Would we have had a personal computer revolution if youngsters like Steve Jobs were not there to challenge authority and create new products? And what will happen when those purchasing stocks in the 1980’s and 1990’s begin to sell them 20 years later to pay for their retirement? There will be no age-cohort to purchase them as the baby boomers currently have. Will we enter a long term bear market and thus possibly a long term economic depression?

  10. 5 What the UN has to say.. . The Director-General of the ILO, Juan Somavia points out that European countries have been clamping down on illegal immigration that is fuelled by this failure as economic migrants from poorer countries seek a positive economic tomorrow for themselves and their families. The ILO estimates that about 500 million new jobs will need to be created mainly in developing countries over the next decade just to cope with the young people and women entering the labour market. • Source: Tehran Times 5 August 2002 “Globalisation’s inability to create jobs fuels mass migration: ILO chief” Quoted in The Jobs Letter http://www.jobsletter.org.nz/index.htm no 170 12-8-02 (adapted)

  11. 5 Somavia: “No one is producing a scenario for the next decade based on the need to fill this yawning deficit.” Somavia: "Employment continuity and creation is an increasingly fragile yet important foundation for the social (fabric and its underpinning social) protection system”. He is calling on public authorities to try to harness the potential of informal workers, community economies and small businesses to provide a better social safety net through job creation and minimum income schemes. He also calls for greater localized development initiatives as well as new ways of guaranteeing social protection and support for the informal economy as well as those with multiple jobs.

  12. 6 NeWork, Babyboomers & job commitment • Today in Nework terms organisational commitment is no longer about conformity, compliance and dedicated hard work, rather it is about organisational justice, responsible individually agency and lifestream mutualism. • . Lifestream refers to collective ways we manage life and work • No longer is 'work' the locus of authenticity with other social and even family concerns taking second or third place rather life, home and work are now loosely defined, negotiable and coexistent.

  13. Where does NeWork come from? • NeWork as a concept originated in the 50’s in the US as part of a reaction to the devastation of Europe during WW2 • Bergmann as an Austrian youth saw this devastation, gained a US Army corps scholarship and has since become an academic - philosopher - publishing on the topic. His classic On Being Free links NeWork to the self directed, ethical individual and thus freedom through experiential learning. He set up the first American New Work (as it is called there) Centre in Flynt Michigan in the late 50’s • Since then the concept has moved to New Zealand as Nework in 2000 and Australia NeWork today

  14. What are some other pointers to the changes in our world of work? • So far we have at the past ie our job market • Next we looked at the present i.e. The UN and the global refugee crisis • Then we looked at the coming age quake • Finally we looked at what commitment means to employees today • Now we look to the future and the predictions about employment made over the past 20 years • Now as we look to the future lets start from the past - two hundred years ago…

  15. The jobs future as an automated crankAs far back as 1819 the famous British economist David Ricardo wrote that the amount of employment in an economy was of no consequence, as long as rent and profits, out of which flowed its new investment were undiminished. Indeed? Replied Simonde de Sismondi a well-known Swiss critic of the times, ‘Wealth is everything? men are absolutely nothing? What? In truth then, there is nothing more needed than that the king, remaining alone on your island, by constantly turning a crank, might produce, through automata, all the output of England.

  16. What then is NeWork about? • Workstyle of worker (following slide) • Flexibility of employment/work by employer • Commitment (work, work organisation, work context, workplace, work position, worker)between the two through the design of the worker interface with the employer) • Proactive (cp.reactive) adaptation to a low job future • Applicable to boomers and generation X

  17. Components of a NeWork Workstyle

  18. How do we make sense of all this? • What we find today is that especially for mature aged workers this all adds up to what we call NeWork • NeWork is related, but different from, portfolio work, contingency work, free lancing and so forth. • NeWork means managing your work style to include: working for some-one, working for yourself, consultancy, gift work, service work, family and friends and hobbies. • NeWork means having this accepted by us as a category of social value and meaning as well as being recognised by Employers, Government, Community & Academics

  19. !NeWork = Work with Attitude! • NeWorkers also have a different attitude to work. We advocate extending the Work-Life Balance notion to include: • Commitment nowadays is about flexibility & workstyle freedom • Participation, Accountability and Organisational transparency • Organisational ethics and personal integrity • Service to the broader community • Learning oriented • Blending responsibility, fexibility and autonomy

  20. NeWork an EEO issue!! • In short we have found that many well meaning recruitment policies and job adverts discriminate against older workers such that the do not even bother to apply. • The NZ EEO commission got 13 age discrimination complaints last year so they don’t consider it an issue • NeWork discrimination is much broader than Age only

  21. NeWork an EEO issue!! • There could be a statement that relates to differing patterns of work - and the quite different employer /employee relationships ( just as reflects different sexual preferences etc) and the need to harmonise supa/taxation processes between them

  22. NeWork -NewAttitude from employers and government please! • The conventional attitude by Government and Employers to the mature aged is that we are Mature Obliging Dependable Employees (MODE) however this approach ill suites the new paradigm of - NeWorker expectations and Low Job Futures. • As NeWorkers we work towards acceptance of NeWork and more • Babyboomers hope for this and more • Some Generation Xers - BB’s children - do too!!

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