The Executive The business community has declared the 8 hours workday obsolete. It was also a point of controversy for the Jamaican coalition. But even employees want increasingly flexible working hours and for employers this is an employer branding topic.
- Mobile work on the rise?
- Controversial point in politics
- Hopes, fears and misconceptions in the presentee culture
- Paradigm shift necessary
- Loss of control and legislation
- Employer Branding: Employees Bind Through Mobile Work
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Mobile work on the rise?
Home office and more flexible working time conditions are on everyone's lips, both positively and positively negative. Christoph Schmidt, the chairman of the Economic Wise Men, explained to WELT AM SONNTAG:
“Companies in our new digitized Welt want to survive, have to be agile and fast get their teams together. The idea that in the morning you Office begins the working day and upon leaving the Company ended is obsolete.”
Controversial point in politics
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The topic was also a point of contention at various coalition negotiations: So far, employees are legally not allowed to work more than eight hours a day and have to observe rest periods. Many employers, CDU and FDP have wanted to change this for some time.
Do it at the same time Company like Microsoft or Coca Cola headlines because you work hours and work location for their Employees make it completely flexible. Others like IBM or Yahoo order their employees from the home office back to the permanent office. How are you supposed to know how the trend for that Future looks?
Hopes, fears and misconceptions in the presentee culture
Topics such as mobile working, digitization or changes in Working world trigger hopes and fears in managers and employees. At the same time, they are an important employer branding argument for many employers. In Germany in particular, the topic is still viewed quite critically. In many companies, especially medium-sized ones, there are still quite traditional structures: the boss wants to see and checkthat his employees do something too.
In my opinion, with this presenteeism, many employers make the mistake that they Success of an employee to the time required, attendance and work performance. I wrote in my bestseller 10 years ago that more performance does not necessarily mean more success The 110% lie written. My conclusion: the topic must be thought further than is done in many cases.
Paradigm shift necessary
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Because time and performance are paradigms that were justified in the industrial age with its highly structured production methods, but are becoming increasingly obsolete in the digital age: In the new world of work, creative thinking is much more important. And that doesn't work at the push of a button, but often in unusual places. Who has not experienced it before, that him the Solution for a Problem in the shower, in bed in the evening or while hiking? LinkedIn co-founder Konstantin Guericke even holds his for this purpose Meetings while hiking.
Such experiences should be used in order to target the Motivation and creativity to be used by employees. Instead, many employers in Germany are approaching the issue in small steps: if there is a demand for flexible working, for example when there are children, companies offer more family-friendly working hours, but the employees have to be in the office three days a week or you open one company kindergarten. This is certainly a question of corporate culture, which is only changing slowly.
Loss of control and legislation
But dealing with the issue is more complex. For example, the topic of loss of control: According to a survey conducted by the market and opinion research institute YouGov on behalf of Samsung among 1.039 employees and 301 managers, only six percent see the Executives the lack of employee control as a disadvantage of mobile working. For the vast majority (85 percent) of executives, working from home doesn’t make it harder to evaluate employees’ work.
The concern for data security is significantly greater: Asked about the biggest challenges of mobile work concepts, executives most often call security concerns. The discussion about the topic Bring Your Own Device (BYOD) should also be a long-runner in the future. This is just one example that shows how much the topic of mobile working will still pose many challenges for society as a whole. Just think about the fact that statutory working time requirements in the home office are regularly exceeded, about health protection or the psychological endangerment of employees - all issues that a company that wants to introduce more flexible working time solutions also has to deal with legally.
Employer Branding: Employees Bind Through Mobile Work
Nevertheless, it is evident that the topic of mobile working is also particularly attractive for employers. One from the Center of Human Resources Information Systems (CHRIS) at the University The study published in Bamberg together with the job exchange Monster proves: Of the 7.040 participants, a good 40 percent of those looking for a job and those interested in a career would refrain from changing jobs if flexible working time models or home office were offered. Overall, the respondents rated flexible working as a very important criterion in the selection an employer.
Now when I look at how many companies are complaining that they don't have the right ones IT- Find skilled workers or have difficulties finding employees at all due to their rural location, then mobile working models are for sure a necessary tool. And especially when it comes to recruiting employees abroad who do not have to move to Germany, remote working still offers many undiscovered opportunities. The fact that the question of social security, collective agreements and employee representation then arises here is another matter and would lead too far at this point.
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