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    MENDEZ, Joher, Jr. B. (#2 Assignment)

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    Joher
    This document discusses a case study by PwC and the James Martin Institute that identified three potential scenarios ("worlds") for the future of work: the orange world, blue world, and green world. The orange world involves small, specialized, flexible organizations. The blue world features large, profitable corporations prioritizing growth. The green world focuses on social responsibility and sustainability. Most organizations will likely blend aspects of all three worlds. The document asks what challenges these coexisting scenarios may create and what implications they have for human resource management practices.

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    MENDEZ, Joher, Jr. B. (#2 Assignment)

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    Joher
    47 views3 pages
    This document discusses a case study by PwC and the James Martin Institute that identified three potential scenarios ("worlds") for the future of work: the orange world, blue world, and green world. The orange world involves small, specialized, flexible organizations. The blue world features large, profitable corporations prioritizing growth. The green world focuses on social responsibility and sustainability. Most organizations will likely blend aspects of all three worlds. The document asks what challenges these coexisting scenarios may create and what implications they have for human resource management practices.

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    This document discusses a case study by PwC and the James Martin Institute that identified three potential scenarios ("worlds") for the future of work: the orange world, blue world, and green world. The orange world involves small, specialized, flexible organizations. The blue world features large, profitable corporations prioritizing growth. The green world focuses on social responsibility and sustainability. Most organizations will likely blend aspects of all three worlds. The document asks what challenges these coexisting scenarios may create and what implications they have for human resource management practices.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    47 views3 pages

    MENDEZ, Joher, Jr. B. (#2 Assignment)

    Uploaded by

    Joher
    This document discusses a case study by PwC and the James Martin Institute that identified three potential scenarios ("worlds") for the future of work: the orange world, blue world, and green world. The orange world involves small, specialized, flexible organizations. The blue world features large, profitable corporations prioritizing growth. The green world focuses on social responsibility and sustainability. Most organizations will likely blend aspects of all three worlds. The document asks what challenges these coexisting scenarios may create and what implications they have for human resource management practices.

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    of 3

    Case Study: The Future of Work

    Student Name: MENDEZ, JOHER, JR. B.


    A team from PwC and the James Martin Institute for Science and Civilization at the Said Business
    School in Oxford came together in 2007 to develop a series of scenarios for the future of people
    management. The result was three ‘worlds of work’, which provide a lens through which to examine
    how organizations might operate in the future. The forecasts are based on the results of a specially
    commissioned survey of 10,000 people in China, India, Germany, the UK and the USA and a survey of
    almost 500 HR professionals across the world. The report predicts that competing social, political,
    economic and technological forces are likely to result in three future scenarios or ‘worlds of work’.
    They also suggest that most organizations are likely to be a mix of all three.

    The orange world – Small is beautiful in this scenario, specialization dominates the world economy.
    Companies begin to break down into collaborative networks of smaller organizations. The emphasis
    in the orange world is on maximizing flexibility while minimizing fixed costs. This is likely to take
    advantage of the rise of the portfolio career, hiring a diverse mix of people on an affordable, ad hoc
    basis.

    The blue world – Corporate is king In this scenario, big company capitalism rules. Organizations
    continue to grow bigger and individual organizational preferences trump beliefs about social
    responsibility. Here the emphasis is on profit, growth and market leadership. Scale is the crucial
    differentiator in this world as it allows these mega-corporations to reach out across the globe and
    compete for talent and resources – constantly innovating and keeping pace with customer demands.

    The green world – Companies care in this scenario, social responsibility dominates the corporate
    agenda with concerns about climate change, demographics and sustainability becoming the key
    drivers of business. The driving goals in these organizations are positive social and environmental
    impacts. Ethical values are a key consideration and the employee value proposition in this scenario is
    work–life balance in return for loyalty to the organization. Read the full report at:
    https://www.pwc.com/gx/en/services/people-organisation/publications/workforce-of-the-
    future.html and answer the following questions:

    1. What key challenges are likely to be created by the coexistence of these three scenarios?

    Coming from a global health issue - the COVID19 Pandemic, we saw changes happening left
    and right- in the sector of health, industry and technology. The workplace in general is undergoing fast
    changes and innovations. All facets of our professional environment are being shaped by social,
    technological, economic, environmental, and political forces, and it is but worthy to understand that
    much as in life, various scenarios exist, true in the realm of work as well. Understanding these various
    factors will help us create a sense of harmony towards dealing with the everchanging work
    environment we have.

    Reading through the presented topic above, and taking the quiz, I was personally happy to
    have belong or stratified in the green world. It is also quite interesting to understand the three areas
    or scenarios exist, the green, blue and orange worlds. It is by realizing that differences in one’s view
    would greatly affect the organization, and as such, understanding the Ws and H- the nature of who
    you are, what you do best, where your principles are aligned, and how you go about work is primarily
    pivotal.

    The challenges would depend on the type of industry, size, location, and many other related
    factors. However, the businesses that are best prepared for the future of work have strategies in place
    and know how to adapt to changing conditions no matter what color world they find themselves in.
    Instead than sticking with these preexisting worldviews, these points or areas urge organizations to
    examine situations from a variety of angles. For me, the tension between corporate integration and
    company fragmentation, as well as between individualism and collectivism can occur. The competition
    between these forces is scenarios (‘worlds’) for the future of work.

    2. What are the implications of these different scenarios for the HR function?

    I firmly believe that organizations will have to be prepared to undergo new learning cycles and
    adapt themselves to these new challenges, not only to survive, but to succeed. These three worlds or
    scenarios will definitely present HR with brand-new difficulties. It would a challenge on the side of the
    HR to develop people measurement methods in order to track and manage productivity and
    performance, given the diversity of people working in the organization. Likewise, relationships and
    social capital are becoming more and more important as factors in corporate success. Having said
    such, this an area for the HR to further explore and with the goal of integration or blending given the
    different scenarios.

    But given the needs of the future, HR is at a turning point and will likely to adapt despite the
    challenges and changes. In summary, the implications of these different scenarios for the HR functions
    can viewed through three facets, namely:
    • With a proactive mindset and focused new wider people remit incorporating the business.
    • The function will become the driver of the corporate social responsibility agenda within the
    organization.
    • The function will be seen as transactional and almost entirely outsourced.

    3. What types of HRM practices would you recommend for each scenario?

    Blue World

    The management of people within the Blue World is a hard business discipline, akin to
    finance within this scenario. HRM practices that I would recommend for this world/scenario are
    as follows:
    • The HR function evolves into a people and performance unit, thus there should be an
    assigned People Officer.
    • Marketing and risk management skills to measure the impact of human talent on the
    organization and retain the best people must be emphasized.
    • Developing the right balance between the benefits and productivity gains. It also
    includes building trust through codes of conduct about how data is acquired, used and
    shared.
    Green World

    A distinctive feature of green firms is the practice of co-creation – engaging with customers,
    partners, external agents and the local community. The following HRM practices can be
    employed in this type of scenario:
    • Create the opportunity to participate in decision- making and feels responsibility for the
    organization’s success.
    • HR should foster close collaboration between employer and employee in designing jobs
    around aspirations and lifestyles.
    • The development of environmental best practice is a key objective for employees, who
    are encouraged to create new and interactive ways to share ideas and encourage people
    to take them up. As such the HR can highlight this quality.

    Orange World
    Moves towards the Orange World have been bolstered by the rise of the portfolio career.
    Worthy to mention is that efficient systems and processes are the key to success of orange
    companies. Thus, the following HRM practices can be employed:
    • HR can provide avenue for bidding processes as part of an open market for assignments
    in which people from within and outside the organization apply and compete for postings
    and projects.
    • HR should bare in mind that in this type of scenario, contract-based pay for projects is the
    norm and that results-based or buy-in contracts are also common.
    • HR should focus on sourcing contractors and negotiating the contracts, along with
    performance management and project economics.
    •
    There’s more from the “Future of Work”, TAKE THE QUIZ and screen shot the result of your quiz and
    upload on google drive link provided for you in the bluebook.

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