COM494 Networked Work
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The document discusses how networked work and teleworking are changing organizations. It notes that networked organizations are less hierarchical, more geographically distributed, and rely on informal and ad-hoc teams connected through information and communication technologies. While dispersed collaboration enabled by teleworking provides flexibility, it can blur the lines between work and personal life if workers feel they must always be connected. There are also legal questions around overtime pay if employees work outside of traditional work hours via technologies. Achieving a proper work-life balance is a challenge with the always-on culture of networked organizations.
COM494 Networked Work
- 1. NETWORKED WORK Bit Work , Networked Organization, and Teleworking
- 2. “Bit” Work • Contrasted to “atom” work • Information economy • “Creative class”
- 5. • Avoiding bureaucracy • Autonomy • People supportive • No formula
- 6. • Less hierarchy • Less Bureaucratic • More informal • Ad-hoc team • More geographically distributed • ICT based
- 8. Would it be as effective as offline collaboration?
- 9. Teleworking 1 • Flexibility 2 • Dispersed collaboration • Integration of work and 3 private life (???)
- 10. “ALWAYS ON”
- 11. Legal Concerns in ICTs environment • Working on computer at home accounts a 1 and half month of overtime work a year. • Agui v. T-mobile
- 12. “ALWAYS ON” “SHOULD THE EMPLOYERS BE PAID OFF FOR THESE EXTRA HOURS OF WORK?” “WHAT ABOUT ALL OTHER EMPLOYEES WHO CHECK WORK EMAILS OFF THE WORK HOURS?”
- 13. Is “Always-on” an Effective Integration? Or, Over-time Working? • Always-on via ICTs • How to balance work-life?
- 14. -BIT WORKERS IN CHANGING CULTURE OF NETWORKED ORGANIZATION -CONNECTION MATTERS (BOUNDARY SPANNER) -BALANCE BETWEEN VIRTUAL AND REAL MEETING -POSITIVE AND NEGATIVE ASPECTS OF TELEWORKING
Editor's Notes
- #3: 43% of the American workforce, ranging from science, engineering, architecture, design, education, arts, music, and entertainment.
- #5: One good example of networked organization is “google” company. Here’s a short video clip talking about the workplace culture in Google. If you paid attention, the interviewees in the clip mentions characterize the culture like ;“avoiding bureaucracy” “autonomy”“people supportive”“no formula”These terms coincides with the characteristics of networked organization.
- #6: One good example of networked organization is “google” company. Here’s a short video clip talking about the workplace culture in Google. If you paid attention, the interviewees in the clip mentions characterize the culture like ;“avoiding bureaucracy” “autonomy”“people supportive”“no formula”These terms coincides with the characteristics of networked organization.
- #7: Geographical distribution: For example, G1’s state health department. A high ranked statistician moved to the Connecticut. What would happen?
- #8: The focus on geographical distributed + ICT based-- > Dispersed collaboration.“Digital Nation”- from full episode, Chapter 7Virtual World (57 mins)
- #9: The focus on geographical distributed + ICT based-- > Dispersed collaboration.“Digital Nation”- from full episode, Chapter 7Virtual World (57 mins)
- #10: -That statistician is an example of teleworker. -Integration helps me use daily time effectively. For example, doing a house chores or dish wash during a break time. -But is it always good thing to have our private and work life integrated?
- #11: Double-edge sword: Good to have ICT because you’re always-on. Bad to have ICT because you’re always on.
- #12: As of Spring 2012, the lawsuit wasn’t finalized.
- #13: Double-edge sword: Good to have ICT because you’re always-on. Bad to have ICT because you’re always on.
- #14: According to CNBC, working on the computer at home (e.g. checking email, etc) accounts for 1 and half month of overtime work a year. http://abcnews.go.com/Business/overtime-pay-mails-lawsuits-continue/story?id=8366893#.UN4-KbTLDlJhttp://www.tbowleslaw.com/blog/?p=243What will the audience be able to do after In the second overtime lawsuit, Agui v. T-Mobile, USA, filed in July 2009 in federal court in the Eastern District of New York, plaintiffs seek to recover wages on behalf of themselves and other similarly situated retail sales associates for unpaid hours worked when reviewing and responding to T-Mobile emails and text messages at random hours of the day. Plaintiffs are T-Mobile sales representatives who receive an hourly wage plus monthly commissions. Plaintiffs allege they were required to review and respond to T-Mobile related emails and texts at all hours of the day, frequently outside their normal forty hour work week and were not compensated for the additional 10-15 hours per week spent on such calls and text messages. Plaintiffs also allege they were required to give their company business cards to customers, which listed their mobile phone numbers and email addresses. Although plaintiffs allegedly received telephone calls from customers throughout the week, including while off the company time clock, their managers supposedly instructed them to resolve customer problems over the phone, even when off the clock, for which they claim they were never compensated. View the complaint here: http://www.tbowleslaw.com/documents/Agui-et-al-v-T-Mobile-Complaint-10-jul-09.PDFtraining is complete?Briefly describe each objective and how the audience will benefit from this presentation.
- #15: Connection: Like Google ads, the best resource is human connections (the colleagues, and opportunities to meet people in new background)