These encompass of organisational structure such as the system of communication, authority, workflow, planning, controlling, directing, motivating, leading, and so forth. Moreover, alteration and modification of the structure of an organisation including the appointment of a new director, the election of the new board, and new management, are all structural changes.
Published in Chapter:
Future of Work, Globalisation, Technology, and Work-Family Satisfaction in the Fourth Industrial Revolution (4IR)
Ayansola Olatunji Ayandibu (University of Zululand, South Africa), Bhasela Bhaso Yalezo (University of KwaZulu-Natal, South Africa), Irrshad Kaseeram (University of Zuluand, South Africa), and Makhosazana Faith Vezi-Magigaba (University of Zululand, South Africa)
Copyright: © 2021
|Pages: 14
DOI: 10.4018/978-1-7998-3347-5.ch012
Abstract
The uncertainties around the future of work has engendered and continue to provoke stimulating discussions amongst scholars interested in the dynamics of the world of work, and other allied researchers. While the construction of these uncertainties is not far-fetched, scholars have somewhat reached a consensus, that the emergence of globalization spanning over four decades ago, has further exacerbated the magnitude of these uncertainties. To be sure, the apologists of globalization have argued that the emergence of globalization, rather than prospering the future of work, has provoked several threats to the continued relevance of work, rather than progression.