Improving productivity and job quality of low-skilled workers in the United Kingdom

Zwart, Sanne; Baker, Mark

doi:10.1787/14dfd584-en

Cited by 5 publications

(4 citation statements)

References 20 publications

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“…Thus, the essence of a career lies in the lessons learnt from one's experiences -in the information, knowledge and views that one acquires and revises in the activities performed throughout one's life (Evans, 2005, p. 29). Such perception of career seems more typical for Generation Z, for whom rigid hierarchical organisational frameworks seem outdated, ossified and stifling to their own development (Dolot 2018;Duffy 2018;Hijzen and Menyhert, 2016;Lazanyi and Bilan 2017;O'Boyle et al, 2017;OECD 2014;Singh and Dangmei 2016;Zwart and Baker 2018).…”

Section: Learning As Part Of Knowledge Managementmentioning

confidence: 99%

Learning Problems in a Remote Working Situation: A Generation Z Perspective

Albrychiewicz-Słocińska

2023

ECKM

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The transformations on the labour market related to the work modes, but also to the fact of new pension arrangements allowing early retirement, as well as the massive entry of the youngest generation of workers, known as generation Z, into the labour market, create numerous risks related to the irreversible loss of organisational knowledge, which cannot be replaced by external knowledge. New challenges that appear in modern companies are also connected with the massive implementation of remote work as a result of COVID pandemic. In these circumstances knowledge management and particularly knowledge transfer from employee to employee faced with new obstacles. In the context of the outlined econo-socio-demographic changes, the author of this paper focuses her analysis on answering the question of how remote working influences selected aspects of learning processes in organisations as experienced by Generation Z. The research was conducted in December 2022 on a sample of the Generation Z representatives with the aim to identify their experiences and opinions about the remote type of work. For the research purposes, the Likert scale-based questionnaire technique was applied. The data was analysed in the STATISTICA program using Kruskal-Wallis ANOVA on ranks test, Mann-Whitney test, and the Pearson's chi-square test. The results of the research reveal interesting dependencies between the respondents’ opinions and variables such as gender, the industry in which the remote work was conducted, size of the organisation, experience in remote working and the preferred form of work in the future.

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Section: Learning As Part Of Knowledge Managementmentioning

confidence: 99%

Learning Problems in a Remote Working Situation: A Generation Z Perspective

Albrychiewicz-Słocińska

2023

ECKM

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“…To understand the recent shift that has led governments the world over to promote 'lowskill' jobs to the status of 'essential,' it is necessary to acknowledge how the figure of the 'low-skilled worker' has been socially constructed. The OECD defines low-skilled workers on the basis of their educational attainment rather than in relation to the job they perform (Zwart and Baker 2018). Organizations such as the OECD, the European Union's Eurostat or the Office for National Statistics (ONS) in Britain use these definitions to calculate the so-called 'skills mismatches', 1 which they consider as market inefficiencies.…”

Section: The Skills Hierarchymentioning

confidence: 99%

Low-skill no more! essential workers, social reproduction and the legitimacy-crisis of the division of labour

Farris¹,

Bergfeld²

2023

Viral Critique

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Workers in the realm of social reproductione.g. nurses, carers, cleaners, food preparation workers etc.are considered low-skill and are poorly remunerated. During the Covid-19 crisis they have been recast as 'essential', leading to unprecedented praise and attention in public discourse. Nonetheless, public praise for these 'essential' workers so far has not translated into a commitment for higher wages and improved working conditions. In this article, we argue that skills hierarchies continue to determine labour market outcomes and social inequalities. We pinpoint that these are embedded into the logic of capitalist social relations, rather than being an expression of the features of jobs themselves. We also show how some socially reproductive sectors resist the tendency to automation precisely because of the prevalence therein of a workforce which is portrayed as un-skilled. By focussing on low-skilled workers' engagement in various forms of labour unrest and their demands for long overdue recognition and wage rises. the article puts into question the inherited skillslexicon according to which low-wage jobs are unproductive and lacking in skills and competence. The authors conclude that these workers' fights for the recognition of the dignity and importance of their jobs and professions can facilitate a rethinking of the division of labour in our societies.

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“…Analysis of reports and studies (Dolot 2018;Duffy 2018;Hijzen and Menyhert, 2016;Lazanyi and Bilan 2017;Lyons et al, 2017;O'Boyle et al, 2017;OECD, 2014;Robak 2017;Singh and Dangmei 2016;Tulgan 2013;Zwart and Baker 2018) that focus on the organisational behavior (including sharing of knowledge) among the youngest employees representing Generations Y and Z, allows us to summarize the observations made by the authors. What connects both generations is a great commitment to or even dependence on modern information technologies and tools used to support them.…”

Section: Attitudes Of Generation Z In Relation To the Knowledge Excha...mentioning

confidence: 99%

Remote work and Knowledge Exchange Strategies in the Opinions of Generation Z

Albrychiewicz-Słocińska

2022

ECKM

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The situation of the Covid-19 pandemic has forced many companies to switch to a remote work system. This phenomenon took a massive form in the first stage of the pandemic mainly due to the lockdown. However, in the following months, many employees found this professional arrangement convenient and conducive to the organisation of work and personal life. Remote work seems to be particularly attractive for employees of the young generation. At the same time, employers have noticed that this form of work definitely has benefits, but also brings disadvantages. Today, management practitioners are increasingly pointing to the hybrid work model as the preferred one. In order to learn about the preferences of the Generation Z employees in terms of the forms of work and their impact on various aspects of work, a survey was designed. The research was conducted in December 2021 on a sample of the Generation Z representatives with the aim to identify their attitudes and opinions about the remote type of work based on their experiences and expectations. For the research purposes, the Likert scale-based questionnaire technique was applied. The data was analysed in the STATISTICA program using Kruskal-Wallis ANOVA on ranks test, Mann-Whitney test, and the Pearson's chi-square test. The strength of the correlation between the variables was assessed using the Spearman's rank correlation coefficient. The results of the research reveal interesting dependencies between the reasons for knowledge exchange in the remote work.

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Improving productivity and job quality of low-skilled workers in the United Kingdom

Cited by 5 publications

References 20 publications

Learning Problems in a Remote Working Situation: A Generation Z Perspective

Learning Problems in a Remote Working Situation: A Generation Z Perspective

Low-skill no more! essential workers, social reproduction and the legitimacy-crisis of the division of labour

Remote work and Knowledge Exchange Strategies in the Opinions of Generation Z

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