LARM 111 Leereenheid 9 / Study Unit 9 Toekoms van werk / Future of work Do not study for exam

Werksneigings / Pivotal work trends Aan die begin van die 21ste eeu kom daar baie veranderinge voor by die aard van werk. 3 neigings wat veral NB is: / the beginning decades of the 21st century are witnessing many important changes in the nature of work. 3 trends are particularly important: Uitbreiding van tegnologie in die werkplek / spread of technology throughout the workplace Verhoogde kompetisie in die wêreld ekonomie / increased competition in the work economy Vermeerderde toetrede van vrouens in betaalde arbeid / increased movement of women into paid labour

Rekenaartegnologie / Computer technology Voordele van tegnologie in die werkplek / advantages of technology in the workplace: Verhoogde produktiwiteit in vervaardiging/ increased productivity in manufacturing Tyd benodig om nuwe produkte te onwikkel verminder / shortear time needed to develop new products The pas van verandering vermeerder / pace of change has increased Vinniger ekonomiese groei / faster economic growth Skep werk waar meer vaardighede benodig word / created skilled jobs

Arbeidsmag diversiteit / Labour force diversity Toename van vrouens in die arbeidsmag / rapid increase of female workers in the labour force Geleenthede vir vrouens en minderheidsgroepe het drasties vermeerder / opportunities for female and minority workers have increased significantly Ten spyte van verbeterde omstandighede, skep blatante en subtiele vorms van vooroordele en diskriminasie nogsteeds struikelblokke vir vrouens en minderheidsgroepe / in spite of improved conditions, blatant and subtle forms of prejudice and discrimination continue to create barriers for both females and minority groups

Werk in die 21ste eeu / work in the 21st century Hoe sal werk lyk in die 21ste eeu? / What will work be like in the 21st century? Die ekonomie gaan gekenmerk word deur twee baie verskillende indiensnemingssektore / the economy will be characterised by two very different employment sectors: Innoverende sektor / innovative sector Marginale sektor / marginal sector

Werk in die 21ste eeu / Work in the 21st century Kenmerke van innoverende sektor / characteristics of innoverende sektor: Tegnologiese en organisatoriese innovasie sal voortdurend wees / Technological and organisational innovation will be continuous Werke sal redelike sekuriteit bied / Jobs will be reasonably secure Betaling sal aanvaarbaar wees / Pay will be adequate Werkskondisies sal aangenaam wees / Job conditions will be more or less pleasant Werkers sal ‘n groter sê he wanneer dit kom by die vasstelling van hul werkskondisies / Workers will have an increased say in determining the conditions of their work

Werk in die 21ste eeu / Work in the 21st century Kenmerke van die marginale sektor / characteristics of marginal sector: Innovasie sal stadig wees / Innovation will be slow Werk sal min sekuriteit bied / Jobs will be insecure Betaling sal laag wees / Pay will be low Werkskondisies sal onaangenaam en selfs onveilig wees / Conditions will be unpleasant and even hazardous Werkers sal min sê hê in die bepaling van hul werkskondisies en beleide van die organisasie / Workers will have little say in determining the conditions of their employment or the policies of their organisation Proporsie vrouens en minderheidsgroepe wat aangestel word gaan oneweredig wees / Female and minority workers will likely be disproportionately employed

Hoe kan werk herontwerp word? / How can jobs be redesigned? Sentralisasie van deelname / The centrality of participation: Werkers is die sleutel tot suksesvolle tegnologiese en organisatoriese herontwerp / Workers hold the key to the success of programs of technological and organisational redesign Werkers moet deel gemaak word van die aksie deur hul ‘n deel van die wins te gee en hul deel te maak van die besluitneming / workers need to have a piece of the action – not just a share of profits but a share in decision making

Hoe kan werk herontwerp word? / How can jobs be redesigned? 2. Werkgroepe / work groups: Groep werkers van tussen 8 en 12 werkers, wat ‘n kollektiewe verantwoordelikheid gegee word vir ‘n taak / eight to twelve workers, who are given collective responsibility for a task Werkgroepe skep ‘n geleentheid vir werknemers om saam te werk / work groups provide an opportunity for workers ato work together Werksgroepe verbeter the kwaliteit van werkslewe / workgroups improve the quality of work life Werkgroepe vermeerder innovasie, kreatiwiteit en produktiwiteit / workgroups improve creativity, innovation and productivity

Hoe kan werk herontwerp word? / How can jobs be redesigned? Gesamentlike unie-bestuursprogramme / Joint union-management programs: Gesamentlike unie-bestuursprogramme is gebaseer op kollektiewe ooreenkomstes tussen unies en bestuur om gesamentlik programme te borg wat werknemerbetrokkenheid insluit / Joint union-management programs are based on explicit collectively negotiated agreements between unions and management to jointly sponsor programs that include employee involvement Dit verskaf geleenthede aan werknemers om verhoudinge met hulle medekollegas te verbeter / provide employees with the opportunity to better their relationships with coworkers Bied aan werknemers die geleentheid om hul organisatoriese rolle meer aktief op te stel / provide opportunity for employees to construct their organisational roles more actively Hierdie programme sien om na die regte en belange van werknemers / these programs considers the rights and interests of the employees

Hoe kan werk herontwerp word? / How can jobs be redesigned? Werknemerseienaarskap / employee ownership: Werknemereienaarskap lei tot verbeterde produktiwiteit en verhoogde werkstevredenheid / Employee ownership results in improved productivity and improved employee satisfaction Maatskappye wat deur die werknemers besit word kyk meer na die welstand van hulle werkers as maatskappye wat deur aandeelhouers van buite besit word / worker-owned enterprises are simply more concerned with the well-being of their employees than organisations woned by outside shareholders Hierdie organisasies kry meer werknemerbetrokkenheid en deelname omdat daar doelwitte van werknemers en organisasie oorvleuel / These organisations are able to solicit high levels of workers involvement and participation because of the genuine overlap between the goals of the enterprise and those of the employees

Hoe kan werk herontwerp word? / How can jobs be redesigned? Werksekuriteit / work security: Sonder werkswaarborge, beide op papier en in ‘n geskiedenis van goegewydheid, is werkers huiwerig om hulle beste te gee vir die organisasie om prouktiwiteit te verhoog / without job guarantees, both on paper and in a history of commitment, workers are reluctant to give their best efforts to increasing productivity Lojaliteit van organisasie aan werknemers is dus baie belangrik / loyalty by the company to its employees is thus very important

Hoe kan werk herontwerp word? / How can jobs be redesigned? Opleiding / training: Opleidingsprogramme vir werknemers is noodsaaklik as hul die nodige kennis wil opdoen om n leiding gewende rol in die werkplek vol te staan / training programs for employees are essential if they are to have the knowledge necessary to take a leading role in a more innovative workplace Voorbeelde van programme is internskappe, vakmanskappe en binne-huise opleiding / examples of programs are apprenticeships, internships and in-house training Sulke programme skep ‘n omgewing van voortdurende leer vir ‘n organisasie se werksmag / Such programs create an environment for continuous learning for an organisation’s workforce

Hoe kan werk herontwerp word? / How can jobs be redesigned? Verspreiding van wins / Distributing profits: Die verspreiding van wins is belangrik om werkers se entoesiasme en toegewydheid te behou / The redistribution of profits is important for maintaining worker enthusiasm and commitment Verskillende maniere om dit te doen soos bv. Hoër betaling, produksiebonusse en deel van wins / various ways to do this for example higher pay, production bonuses and profit sharing