Thomas K Hamann recently published two chapters in the book Managing Work in the Digital Economy.
by Thomas K. Hamann & Stefan Güldenberg
This chapter explains the origins and development of the so-called gig economy and it provides a typology for the platform-enabled gig economy, including all types of gig work reaching from location-independent microtasking towards location-bound and interaction-intensive knowledge work. In addition, the importance of the platform-enabled gig economy for households as well as for the labor market and the various industrial sectors is examined. Both the positive aspects and opportunities associated with the platform-enabled gig economy and its disadvantages and risks are presented in the form of short propositions. Finally, an outlook is ventured on the probable further development of the platform-enabled gig economy up to the year 2030.
by Thomas K. Hamann
This chapter explores the two key drivers of change in our world of work: First, a change in the values prevailing in society as younger generations gradually replace their predecessors and, second, the spread of digital technologies. These two key drivers make the actual organization of work, and people’s needs drift further and further apart. Based on a discussion of this incompatibility, a possible development of a new way of living and working is laid out with respect to all three relevant levels: the general sociopolitical conditions, the inter-individual organization of work, and the individual with their needs. Furthermore, a likely scenario for the year 2030 is developed.
In addition to the book, he has produced several webinars on this topic.
The first webinar on “The Jobs of the Future” took place on April 28, 2021, and can be found here: https://www.youtube.com/watch?v=YK_OXPrkRTI
Access webinars based on the book on the following YouTube channel: https://www.youtube.com/channel/UCCnbtAynH4nHIxT9Vw1bYwA/videos
Paul Millerd shares insights from multiple sources on the future of work in these five conversations.
The future of work can mean anything. I’ve had many conversations and discussions around the idea of “future of work” where people talk past each other, often focused on different fundamental issues. In an effort to make sense of this complexity and create some common ground for the many people having these conversations, I propose differentiating between five future of work conversations:
Conversation #1: Macro Trends (consultancies, journalists, politicians)
This conversation is typified by looking at trends and then working backward to see what the implications are for people. Terms like “fourth industrial revolution,” “the end of work,” “post-work,” “artificial intelligence,” and “robots” are used prolifically. McKinsey writes in a report on the future of work:
‘Automation, digital platforms, and other innovations are changing the fundamental nature of work.’
‘Automation, advanced manufacturing, AI, and the shift to e-commerce are dramatically changing the number and nature of work.’
…and finally, The Brookings Institute:
‘Robots, artificial intelligence, and driverless cars are no longer things of the distant future.’
Key points include:
- One of the top three skills workers will need
- The Gig Economy
- Evolving Organizational Ecosystems
Read the full article, The Future Of Work Is Five Different Conversations, on LinkedIn.
Diane Mulcahy was recently interviewed on the Ideas X People podcast where she discusses the gig economy and how to use it to your advantage.
I actually created the MBA class on the gig economy at Babson College about seven years ago, and at the time, the gig economy was not even a thing that people talked about or even were aware of. When people I used to tell people the name of the course, they would ask me if I was teaching in computer science, because they thought it was related to gigabytes. So that shows you how nascent the ideas were at the time. But as I taught the class and as the class evolved, in terms of topics, with my students, I decided to pull it all together into a book, and write the book.
‘Was that something that you were specifically interested in, or was it something that you saw there was a demand for and thought, ‘why not exploit it?’
‘I think it was both. Ever since I started working, from my first job out of college, I had a sense and a desire that I wanted to work differently, and that people in general should be able to work differently. So that was part of it. And then, part of it was, just noticing that even among my students, you know, there was a demand for these ideas and for this alternative to traditional employment.’
Key points discussed include:
- What exactly the gig economy is and why it has come to be
- Why the gig economy could actually be better than our current structure of work
- The 3 Big takeaways from Diane’s book
Listen to the full podcast, The Gig Economy. A Concise Overview On What It Is & How To Thrive In It, on Ideas X People.
Diane Mulcahy interviews Krystal Hicks to find out why some companies don’t hire remote employees, and how the Gig Economy has shifted the power balance between employers and employees.
Krystal Hicks is the founder of JOBTALK, a company that grew out of her side gig providing talent, recruiting, and job-hunting advice to companies and individuals. Before going out on her own, she managed U.S. Talent Acquisition for the Swiss chocolate maker Lindt, and was the former Director of Career Services at the University of New Hampshire.
Points they discuss include:
- Leaders lacking trust
- Managerial Darwinism
- The power balance between employers and employees
- Understanding what employees want
Read the full article, Women In The Gig Economy: Krystal Hicks On Why Companies Don’t Trust Their Employees, on the Forbes Inc. website.