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			<a href="/blog/103-blog?showall=&amp;limitstart=" class="toclink">Engagement</a>

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					<a href="/blog/103-blog?showall=&amp;start=1" class="toclink">Work freedom</a>

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					<a href="/blog/103-blog?showall=&amp;start=2" class="toclink active">The future of work</a>

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					<a href="/blog/103-blog?showall=&amp;start=3" class="toclink">Organisations</a>

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					<a href="/blog/103-blog?showall=&amp;start=4" class="toclink">De-city-ising</a>

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					<a href="/blog/103-blog?showall=&amp;start=5" class="toclink">Talent Fluidity</a>

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					<a href="/blog/103-blog?showall=&amp;start=7" class="toclink">Be Inspired</a>

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<div class="pagenavcounter">Page 3 of 8</div>
<h1><strong><a name="future"></a>The future of work</strong></h1>
<hr />
<p>Author: Matt Chipper, 8 March 2012</p>
<p>Link to sources: <a href="http://hbr.org/search/Michael%20E.%20Porter/0/author">Michael E. Porter</a> <a class="author" href="http://hbr.org/search/Mark%20R.%20Kramer/0/author">&amp; Mark R. Kramer</a> <a href="http://hbr.org/2011/01/the-big-idea-creating-shared-value" title="Rethinking Capitalism">(2011) Rethinking Capitalism, Harvard Business Review</a></p>
<p>                       <a href="http://www.amazon.co.uk/Empty-Raincoat-Making-Sense-Future/dp/0099301253" title="Empty Raincoat">Handy, C. (1994)<em>The Empty Raincoat</em>: Making Sense of the Future, Hutchinson, London.</a></p>
<hr />
<p>Organisation's and society are already shifting focus from minority ownership to co-operative shared resourcing models; from traditional work patterns and control structures to releasing their people from the bricks and mortar that have contained them in the past. It seems obvious to me that a shared resourcing model (Porter, 2011) based on outcomes, not hours (Handy, 1994) are at the heart of this change.</p>
<p>Returning to thoughts on engagement and personal freedom, our workplaces over the last 100 years (modelled on post-industrial and military workforce design) have struggled to enable this. To this end, I do not question the importance of engagement and finding meaning in what we do at work, but I do question the capacity of organisations as we know them to meet the needs of an engaged and productive society in the future.</p>
<p>The following are the key differences I see in the global workforce of the future:</p>
<p> </p>
<table border="1" cellspacing="0" cellpadding="0">
<tbody>
<tr>
<td valign="top" width="283">
<h3> The Current State</h3>
<h3> The Job led Economy</h3>
</td>
<td valign="top" width="41">
<p> </p>
</td>
<td valign="top" width="283">
<h3> The Future State</h3>
<h3> Global Project led economy</h3>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Work based on hours, (typically 9-5, 5 days per week).  </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Work based on outcomes (not hours)  </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Uniform work patterns. </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Diverse / flexible work patterns. </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>The workforce is organised and led by one single owner or a minority of the total workforce. </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Community led labour force / shared ownership.  </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>A geographically centralised workforce (typically in city centres). </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Decentralised work hubs (outside of city centres).  </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Access Local workforce (for the most part) </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Access to global workforce. </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Life based on workforce design. </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Work based on lifestyle design<strong>. </strong></li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Job security (through someone / something else (e.g. owner / entity). </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Security through self and community.  </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Forced retirement at 65. </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Opt out or in in later life (mentoring or working as a guru). </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Education before working. </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Education throughout life. </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Work completed through hierarchy / organisational structures </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Can be used within and outside of existing organisational structures. </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Career typically linear and based on organisational progression / promotion.  </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Career based on skill development / expertise ratings for projects completed. Careers not linear. </li>
</ul>
</td>
</tr>
<tr>
<td valign="top" width="283">
<ul>
<li>Performance / success is derived from Manager performance ratings. </li>
</ul>
</td>
<td valign="top" width="41"> </td>
<td valign="top" width="283">
<ul>
<li>Performance ratings through online community ratings (linked to completed projects / contributions) and referral. </li>
</ul>
</td>
</tr>
</tbody>
</table>
<p> </p>
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