I. Introduction
Over the last few decades technology brought us a lot of changes, affecting all aspect of our lives. As a developing country, the impact of technology on the work environment is particularly significant in China. This is not to say that China is a special case, and maybe it is a very long process but be shortened to few decades in china, so that I chose China as an example to study. This article focuses on what are the positive impacts that work environment changed by technology. We will discuss it from three parts, the nature of work, motivation, and innovation.
II. Changes in the nature of work
The view of the post-industrial work which emerged in the 1980s thought that the information revolution is another fundamental transformation …show more content…
First of all, in order to enhance communications between company and employee, and to attract employee still work for company, mostly companies will increase sharing and collaboration. E.g. Huawei makes all their employees are shareholders. Secondly, when HR review and manage employees’ performance, they should gain a better view of individual performance. Its primary purpose is to help managers gain a broader perspective on employees, since they can only see so much firsthand. While we discuss the source of ineffective performance, they come from four ways, organizational policies and practices, (e.g. permissiveness with enforcing policies or job standards, lack of attention to employee needs or concerns, etc.) personal problem, (e.g. conflict between work demands and family demands, emotional disorders including depression, guilt, anxiety, fear, etc.) job concerns, (e.g. lack of job growth or advancement opportunities, unavailable or inadequate equipment or materials, etc.) and external factors. (e.g. industry decline or extreme competition, conflict between ethical standards and job demands, etc.) (Nankervis, Compton, and Baird, 2010) Thirdly, the performance review tends to come around on an annual or quarterly basis, but feedback should be ongoing. Rather than waiting for performance review season to dish out criticism and offer praise, automating the performance review process with HR …show more content…
“Since 1998, the cost of video conferencing has decreased dramatically, close to 10 times less expensive than before. This opens doors for virtual training sessions.
Communication happens through email and message systems. As a result, the average worker spends 28% of their day on email, glued to their computer. With work happening mostly on computers, training has also made the logical shift.
Schedules are becoming flexible with 51% of companies offering shift flexibility. This makes it possible companies to offer learning opportunities knowing that their employees will be able to make one of the sessions.
In 2013, 88% of organizations offered telework, which results in people working longer. It also means that they have access to training in the form of e-learning. In fact, given the shift to remote working, in 2013, 77% of American companies reported using online learning in some
Over the last few decades technology brought us a lot of changes, affecting all aspect of our lives. As a developing country, the impact of technology on the work environment is particularly significant in China. This is not to say that China is a special case, and maybe it is a very long process but be shortened to few decades in china, so that I chose China as an example to study. This article focuses on what are the positive impacts that work environment changed by technology. We will discuss it from three parts, the nature of work, motivation, and innovation.
II. Changes in the nature of work
The view of the post-industrial work which emerged in the 1980s thought that the information revolution is another fundamental transformation …show more content…
First of all, in order to enhance communications between company and employee, and to attract employee still work for company, mostly companies will increase sharing and collaboration. E.g. Huawei makes all their employees are shareholders. Secondly, when HR review and manage employees’ performance, they should gain a better view of individual performance. Its primary purpose is to help managers gain a broader perspective on employees, since they can only see so much firsthand. While we discuss the source of ineffective performance, they come from four ways, organizational policies and practices, (e.g. permissiveness with enforcing policies or job standards, lack of attention to employee needs or concerns, etc.) personal problem, (e.g. conflict between work demands and family demands, emotional disorders including depression, guilt, anxiety, fear, etc.) job concerns, (e.g. lack of job growth or advancement opportunities, unavailable or inadequate equipment or materials, etc.) and external factors. (e.g. industry decline or extreme competition, conflict between ethical standards and job demands, etc.) (Nankervis, Compton, and Baird, 2010) Thirdly, the performance review tends to come around on an annual or quarterly basis, but feedback should be ongoing. Rather than waiting for performance review season to dish out criticism and offer praise, automating the performance review process with HR …show more content…
“Since 1998, the cost of video conferencing has decreased dramatically, close to 10 times less expensive than before. This opens doors for virtual training sessions.
Communication happens through email and message systems. As a result, the average worker spends 28% of their day on email, glued to their computer. With work happening mostly on computers, training has also made the logical shift.
Schedules are becoming flexible with 51% of companies offering shift flexibility. This makes it possible companies to offer learning opportunities knowing that their employees will be able to make one of the sessions.
In 2013, 88% of organizations offered telework, which results in people working longer. It also means that they have access to training in the form of e-learning. In fact, given the shift to remote working, in 2013, 77% of American companies reported using online learning in some