The world has been on a transition and abnormal is the new normal. As the world tries to keep abreast with new discoveries and ways of life, new dynamics are created. Today, there are two major group of people in the new world order: One those who take control of the happenings and those who are completely unaware of the happenings. Much is profound that for the first time in her 241 years of independence, America elected a president who had no political background. Yes, Americans too voted to legalize the use of recreational marijuana in some states, a drug which is banned in most countries. Surely, things are changing.
From the video, Andres Tapia tries to look at some of the cultural changes that the world has undergone. From the geopolitical formation, healthcare provision, our consumptive patterns, communication, women and gender issues, as well as reproductive health pattern, is a show that changes have occurred in our societies. The talk appreciates the changes and calls for a psychological and mental shift in the view of the happenings. He further affirms that no culture in the modern world is inferior and people can work around it to create a better cooperation and understanding. Andres’ video motivates me to look at some of the things that happen at my workplace that can be improved in a way that enhances productivity. This paper will, therefore, seek to demonstrate why most of my colleagues prefer to work from home and how this move may be beneficial to the company.
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Our organization is a young company that does consultancy services. The company has majority workers between the age of 23 and 30. All employees are required to report to work and clock in at the biometric detector by 9 am to 5 pm. Depending on the work volume, in some cases, employees are required to stretch past the time.
Most employees feel that they should be allowed to work from home and occasionally come to the office as may be required by the company management. In their argument, they aver that this will ensure that the work is delivered timely with minimal supervision. There is a widespread feeling that micromanagement is affecting their productivity. Another solid argument is on the basis of concentration; some concentrate late into the night, some during the day and other in the morning hours. As such, making the employees a rigid time at work cannot do much to help their productivity.
As a young organization, the company must realize that times are changing, and people no longer appreciate the norms. Companies are already giving their employees the avenues to do the work from home. 24% of part-time or full-time workers perform some parts of their duties from home (Deal et al., 2010). With Baby Boomers stretching towards retirement, millennial is likely to take over workplace and will actualize their dreams to work from homes as the studies reveal. It is notable that established organizations are already allowing their employees to work from home. Key among them include Dell, Aetna, Wells Fargo this, however, has not shown interference with the output.
Managing self-driven and proactive people is less expensive (Cunliffe, 2014). The company must realize that sooner or late people will be demanding to work from home. Some of the overriding factors in job recruitment among millennial lies in the flexibility of place of work. Our organization is likely to lose grip on highly qualified people on this ground. As such, the company can create a virtual workspace that allows employees to perform their duties from their houses. In essence, it will save the company colossal amounts of money that it parts with for rent space.
In summary, diversity upside down is practical in all spheres of life. We all must learn to find a solace within the changing world and use it to create better communities. Organizations must start growing cognizance of the needs of employees and environment. Much of the happenings and demands are those who are minutes away from occurrence.
References
Cunliffe, A. L. (2014). A very short, fairly interesting and reasonably cheap book about management . Sage.
Deal, J. J., Altman, D. G., & Rogelberg, S. G. (2010). Millennials at work: What we know and what we need to do (if anything). Journal of Business and Psychology , 25 (2), 191-199.
