At TEDxBedminster, May 19th 2015:
Even The Economist is in on the issues of multiployment:
“The on-demand economy is already provoking political debate…
Society gains because idle resources are put to use.
The truth is more nuanced. Consumers are clear winners; so are Western workers who value flexibility over security, such as women who want to combine work with child-rearing. Taxpayers stand to gain if on-demand labour is used to improve efficiency in the provision of public services.
This sense of nuance should inform policymaking. Governments that outlaw on-demand firms are simply handicapping the rest of their economies. But that does not mean they should sit on their hands. The ways governments measure employment and wages will have to change. Many European tax systems treat freelances as second-class citizens, while American states have different rules for “contract workers” that could be tidied up.
Workers on tap
“IN THE early 20th century Henry Ford combined moving assembly lines with mass labour to make building cars much cheaper and quicker—thus turning the automobile…”
Cross-posted from Facebook on January 06, 2015 at 01:08PM
Trebor Scholz, Associate Professor for Culture & Media at The New School and chair of The Politics of Digital Culture conference series writes
“There isn’t just one, inevitable future of work. Let us apply the power of our technological imagination to practice forms of cooperation and collaboration. Worker–owned cooperatives could design their own apps-based platforms, fostering truly peer-to-peer ways of providing services and things, and speak truth to the new platform capitalists.
I have been part of cooperatives all my life; I lived in communes, I experienced first hand how they can put people at the center of the equation. But you’d be mistaken if you think that I have an idealized view of everything cooperative. To start with, millennials might stress their individual careers over an allegiance to any given co-op, and then the problem of competition with global corporations that are rolling in money is a key challenge. And while Silicon Valley’s turbo capitalists are zipping ahead, social movements as well as regulators can be slow. For hackers, “long tail workers,” and labor activists, now is the time to step up their efforts before the network effect chisels brands like Uber into stone.
He talks about Platform Cooperativism, which I would describe as the organization’s viewpoint of how work is being done under their banner. Crowdsourcing models fit under this concept I think. Some of the models of Tapscott’s Multi-Stakeholder Networks (MSNs) also seem to fit here.
I look at it from the opposite end, the individual’s viewpoint, and their ability to do work where they want for different entities or organizations, in a state of multiployment.
Whichever view, he is correct in that there are many pitfalls that favor and heavily the organization over the people who do the work.
cc: Jeremiah Owyang, Lance J Richards, Bill Jensen, Don Tapscott
Platform Cooperativism vs. the Sharing Economy
“The backlash against unethical labor practices in the “collaborative sharing economy” has been overplayed. Recently, The…“
To add to Rainer Strack’s TED presentation that I shared on Friday, here is more info on the coming $10Trillion global talent shortage crisis.
Here is the chart of projections of labor shortages in 2030 in 25 advanced economies, with two models of projections based on 10 year and 20 year trends.
If you look to the right column of the image, that is all labor shortages, and it happens pretty much everywhere in these countries.
What can we do to reduce the impact in 15 years? Per his paper,
– Boost productivity through capital investment in infrastructure, innovation, technology, and social and training programs
– Increase labor participation rate (increase retirement age, encourage more women to participate, jobs for the elderly, increasing working hours)
– Increase immigration and mobility, and cross-border talent
– Encourage higher birth rates (although that is unlikely to impact by this time)
While the paper indicates — “By 2030, most of the 25 economies in our study will face shortfalls. Thus, increasing talent mobility can be regarded as only a limited solution. ” — I think this limits thinking that only these countries can contribute talent to the global economy.
I think there’s a big underestimation of sources of talent, as well as new ways people can work across borders. Consider the new ways that we are outsourcing or crowdsourcing work over the Net. Also consider how we are time-slicing more work, and adding more context to the skills and expertise needed (and available). It is the state of multi-employment coming to be.
Global Workforce Crisis — by BCG (Pinterest – Work Ethos)
“bcg.perspectives – The Global Workforce Crisis: $10 Trillion at Risk“
Rainer Strack of Boston Consulting Group has an interesting TED@BCG talk that looks at workforce needs in 2030. It looks not only at the labor supply at the time (shortfalls in 15 of the top economies).
Per their modeling, by 2030 there will be Labor Shortfalls in:
-26% S. Korea
-24% Russian Fed.
USA will have stagnant low growth around 4% surplus, and India at 1%
He also shares the results of their global survey of migration and 200,000 job seekers world wide.
>60% willing to work abroad.
If you look at ages 21-30, it is over 70%
The workforce crisis of 2030 — and how to start solving it now
“It sounds counterintuitive, but by 2030, many of the world’s largest economies will have more jobs than adult citizens to do those jobs. In this data-filled — and quite charming — talk, human resources expert Rainer Strack suggests that countries ought to look across borders for mobile and willing…”
To add to my continuing research on Multi-employment and how the Employment Relationship is changing, it is good to take a look at what is currently considered innovative reward mechanisms. This is a list of award types or models, or ways how to deliver alternative or non-cash rewards.
“Where end-of-year bonuses once stood as the gold standard, today’s reward programs are more varied and reflect an organization’s unique culture and creativity. From peer-to-peer …”