New Work
In the wake of digitalisation, Industry 4.0 and the coronavirus pandemic An analysis of the changes in the workplace (design, organisation), the new roles of employees and managers and the new technologies
8 See Haufe 2019.
9 See Haufe 2019.
Methodology and
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structure
3 Methodology and structure
The research study is based on relevant literature - studies, specialised books, journals and internet publications - both in English and German. This literature was analysed with regard to the research investigation and answered in a literature review.
Firstly, the thesis is presented thematically and in terms of content in an introduction.
The subsequent presentation of the problem leads to the research question at hand.
The theoretical foundations explain the topic of the work situation in the pandemic, in the area of Industry 4.0 and in the New Work work situation. The aim is to highlight the work situations and the correlations between them.
Chapter 5 analyses the New Work changes - in terms of the changes to the new workplace, the flexible work location, the changing work organisation, the new work processes, the new designs of the decentralised workplace and also the changing working hours as a result of the New Work concepts.
Employees and managers will take on a changing role and role in the new work concepts. New technologies will also be necessary to ensure the new work concepts -
these will be analysed in the research study.
The results of these changes are summarised to provide a better overview.
The subsequent discussion on this topic is intended to highlight areas of tension - this allows discrepancies and impairments of the topic to be analysed more intensively.
An evaluation of this work concept topic with regard to the influence of the Corona pandemic, with regard to the priorities of the HR departments, with regard to the demands on managers for New Work implementation, with regard to new corporate cultures to be implemented, should fundamentally illuminate and critically present the New Work movements.
At the end of the research investigation, the other possible influences of the new New Work concepts, e.g. on today's education system, on current society and also on the individual organisation of employees' lives, will also be shown - as this is intended to round off the topic with a comprehensive analysis.
A summary of the topic and a possible outlook for this new world of work will enable a future projection to see how this new world of work with its new possibilities could develop and establish itself.
Theoretical basics
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4 Theoretical basics
The topic of New Work is based on a number of theories and concepts that redefine how work can be organised and carried out. Some of the most important theoretical foundations of New Work are listed below:10
1) Humanism and people-centredness: The theory of humanism emphasises the importance of people as individuals and places them at the centre of attention.
New Work builds on this approach and emphasises the need to focus on the needs, skills and well-being of employees.
2) Psychology of work and motivation: Psychological theories such as Maslow's pyramid of needs and self-determination theory have an impact on new work.
These theories emphasise self-fulfilment and the intrinsic motivation to work.
3) Sociology and organisational development: Theoretical approaches from sociology and organisational development have been instrumental in the development of New Work. The aim is to examine organisational structures, hierarchies, power relations and communication patterns that influence how work is organised.
4) Agility and flexibility: New Work also refers to the principles of agility and flexibility in working life. The need to react quickly to changes and adapt to new requirements is emphasised in these theories.
5) Systems theory: Systems theory, as developed by Niklas Luhmann, has an influence on New Work by highlighting the way in which organisations and working environments function as complex social systems.
6) Technological progress: The theory of technological determinism argues that technology has a strong influence on the world of work. Digitalisation and technological developments play a decisive role in the implementation of New Work concepts.
7) Theories on innovation and creativity: Theories on promoting innovation and creativity in organisations are closely linked to New Work. These theories emphasise the importance of freedom, diversity and creative processes in solving problems and developing new ideas.
8) Learning theories and lifelong learning: New Work promotes the idea of lifelong learning and ties in with learning theories that regard continuous development and adaptation to new requirements in working life as indispensable.
9) Social responsibility and sustainability: The theories of social responsibility and sustainability have an impact on New Labour in that
10 See Haufe 2020b. / Hornung 2021, pp. 30-31 / Hornung/Saller 2021, pp. 22-23 / IFAA 2023.
Theoretical basics
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they emphasise the importance of ethical and sustainable business practices.
10) Futurology and scenario planning: In order to be prepared for changes and trends and to be able to act accordingly, New Work also takes into account theories of futurology and scenario planning. 11
These theoretical foundations serve as a framework for the development and implementation of New Work principles and concepts. They emphasise the importance of humanity, autonomy, creativity and adaptability in the world of work and show how these principles can contribute to the creation of a sustainable and fulfilling working environment.
4.1 Pandemic - work situations
Working conditions and situations around the world have changed significantly during the corona pandemic. Below are some of the general changes that have occurred during this time:12
1. Spread of teleworking / remote working: One of the most noticeable changes was the widespread introduction of teleworking. Many companies were forced to allow their employees to work from home in order to contain the spread of the virus. This led to a massive switch to digital communication and collaboration tools.
2. Flexible working hours: Teleworking has also led to more flexibility in working hours. Employees have often been able to better adapt their work to their personal needs, which has led to a better work-life balance.
3. Accelerated digitalisation: Companies were forced to accelerate their digital transformation. This included the introduction of e-commerce solutions, cloud technologies, tools for digital communication and collaboration and the automation of processes.
4. Job security: The pandemic led to redundancies and uncertainty regarding job security in some industries and sectors, such as the hotel and catering industry and aviation. At the same time, the increased demand for health and care services led to an increase in employment in other sectors.
5. Occupational health and safety measures: Companies had to introduce strict health and safety measures to protect the health of employees. These included face masks, social distancing, increased cleaning protocols and regular check-ups.
6. Changed commuter behaviour: Many people are reducing or completely abandoning their commute to work, which relieves the burden on road traffic and minimises the
11 See Haufe 2020b. / Hornung 2021, pp. 30-31 / Hornung/Saller 2021, pp. 22-23 / IFAA 2023.
12 See Hofmann/Piele/Piele 2022 / IGA 2023 / IMU 2022.
Theoretical basics
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interest in alternative modes of transport such as bicycles and electric vehicles.
7. Shift of conferences and events to the online sector: Large conferences, trade fairs and events are no longer taking place or are shifting to the online sector.
This has led to the increased use of webinars and online events.
8. Workplace culture and social interaction: The social isolation associated with teleworking led to changes in workplace culture. Companies had to find ways to maintain social interaction between employees, be it through virtual happy hours or team-building activities.
9. Increased focus on mental health: Uncertainty and social isolation during the pandemic have led to an increased focus on the mental health of employees.
Companies began to offer resources and support to manage stress and deal with anxiety.
10. Changes to the economic landscape: The pandemic has significantly changed the economic landscape and led to reorganisations, mergers and takeovers in many industries. This has had an impact on the employment situation and the working conditions of employees. 13
The changes in working conditions during the coronavirus pandemic have shown just how flexible and adaptable companies and employees can be. Many of these changes also have a longer-term...
