We are always connected

“In such an environment, it’s no wonder that people have begun to adapt techniques and technologies from office life to manage their home life as well . . . [there are] no practical difference between home and work life” (p. 143). This statement has profound implications for knowledge workers and the organizations. While I made mention of this connection in my blog last week, there are additional theoretical facets that need to be explored.

By integrating office functions with personal technological applications, organizations are changing the ways workers function. How has this changed both expectations of employment and employers?

I think there are several pieces of evidence we can see that have changed the way organizations work and deal with employees. In his chapter, “Is Our Network Learning?” Spinuzzi examines the way organizations provide training to employees. I believe there are two major themes that are important to understand how technology has changed the role of the work. First, often the organization must adapt faster than it can provide training to workers in front line positions.

In my corporate work experience, management will quickly discover a new trend or software application and launch it before they fully understand it. A primary example of this is Facebook Groups or Corporate Tweeter feeds. While some organizations have had success with social media marketing, others have not. In a large extent it is dependent on the knowledge of workers and not the knowledge of management.  Employees - especially younger employees are being asked to fill roles they are not trained for but also do not have a background in with technology in organization. While most people have a Facebook account few understand the principles needed to make it a valid marketing tool.

Second, corporations are experiencing high turnover rates among knowledgeable workers.  Just last week NPR did a story about tech companies in the Silicon Valley and the turnover rates they experience. I believe they reported the average time with a single employer is roughly 6 to 8 months.  For young knowledge workers who are always looking for a better situation this is not uncommon.  Many corporations understand frontline workers tend to quickly move on and spending money on sophisticated training will not benefit their organization but the next employer. 

However these kinds of corporate practices lead to poorly prepared employees and can also harm the organization.  The story of Rex is a prime example of how overworked and poor trained employees can make mistakes that cost the organization time, money, and reputation. 

For example, after launching a new branding campaign Domino’s Pizza had to correct a web video showing an employee defacing a pizza that received several hundred thousand hits.  Their corporate spokesman responded by saying the responsible employees would be fired and a more stringent employee training would occur in the future.  This simple example shows the broader effects of poor corporate training. As our interconnected society continues to grow, technology will continue to be a means to control and report. However, technology could also provide the means to better training and support employees and not only control them.