In today's rapidly evolving work environment, the traditional understanding of how companies manage their employees may no longer be applicable. Traditionally, it was believed that workers who are essential to a company's success should be hired as full-time employees and be willing to follow the company's hierarchical structure and rules in exchange for job security. However, with the increasing use of technology in the workplace, this view may no longer be accurate.
As work becomes more digitized, there is a growing distinction between different types of essential workers within a company. Some of these workers may have more bargaining power and autonomy, while others may lose both. This means that the traditional hierarchical structure may not be the best way to manage human capital effectively.
To address this issue, a human-centered design approach to management, which takes into account the rules of social aspects of work rather than just the economic ones, may be more appropriate. This approach recognizes that as work becomes more digitized, the rules of social exchange become more important than the rules of economic exchange.
In practical terms, this means that companies may need to rethink how they manage their workforce. They may need to focus more on creating a positive work environment that fosters collaboration and communication, rather than just enforcing rules and hierarchy. This could involve investing in employee training and development, promoting work-life balance, and creating opportunities for employee feedback and input.
Overall, as the nature of work continues to evolve, companies will need to adapt their management practices to better meet the needs of their employees and remain competitive in the marketplace. A human-centered approach to management may be one way to achieve this goal.