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Extensive Summary SHRL and the Flexible Workforce - MAN-MHR013

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  • Course
  • SHRL and the Flexible Workforce (MANMOR002)
  • Institution
  • Radboud Universiteit Nijmegen (RU)

Extensive Summary SHRL and the Flexible Workforce - MAN-MHR013 - from the year 2023/2024. All mandatory articles and videos from the six lectures of the course!

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Document information

  • December 6, 2023
  • 64
  • 2023/2024
  • Summary

Subjects

  • shrl
  • flexible workforce
  • ageing
  • hrm
  • work ability
  • employer ability
  • flexible working
  • recruitment and selection
  • finding and retaining staff

Written for

  • Radboud Universiteit Nijmegen (RU)
  • Business Administration
  • SHRL and the Flexible Workforce (MANMOR002)
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Summary Articles & Videos –
SHRL and the Flexible Workforce
Radboud University
MAN-MOD013
2023/2024

,Content


Video Ted Talk (2017) - 3 myths about the future of work (and why they're not true).............. 2
De Prins et al. (2014) - Sustainable HRM: Bridging theory and practice through the ‘Respect
Openness Continuity (ROC)’-model .................................................................................................. 3
Ulrich & Dulebohn (2015) - Are we there yet? What's next for HR? ............................................ 7
Video CBC News (2022) - 4-day work weeks and other solutions to keep workers happy ...... 11
Kramer & Kramer (2020) - The potential impact of the Covid-19 pandemic on occupational
status, work from home, and occupational mobility ..................................................................... 11
Williams et al. (2022) - Teacher Recruitment and Retention: Local Strategies, Global
Inspiration ........................................................................................................................................... 13
Mallett et al. (2022) - Addressing recruitment and retention in paediatrics: a pipeline to a
brighter future ..................................................................................................................................... 15
Video Interview Jos Akkermans (2022) .......................................................................................... 17
Gerards et al. (2014) - Employability-miles and worker employability awareness .................. 18
Gascoigne & Kelliher (2017) - The transition to part-time: How professionals negotiate
‘reduced time and workload’ i-deals and craft their jobs .............................................................. 21
Simosi et al. (2021) - Opening the Black Box of I-Deals Negotiation: Integrating I-Deals and
Negotiation Research ......................................................................................................................... 24
Video Financial Times (2019) - High performance: how Porsche is future-proofing its ageing
workforce ............................................................................................................................................. 31
Fleischmann et al. (2015) - Nothing ventured, nothing gained! How and under which
conditions employers provide employability-enhancing practices to their older workers ...... 31
Van Dalen et al. (2010) - How do employers cope with an aging workforce? Views from
employers and employees.................................................................................................................. 34
Video Vice News (2014) - Permanently Temporary: The Truth About Temp Labor ................ 37
Video Interview Aukje Nauta (2022) ............................................................................................... 38
Dekker & Van der Veen (2017) - Modern working life: A blurring of the boundaries between
secondary and primary labour markets?......................................................................................... 38
De Cuyper et al. (2008) - Literature review of theory and research on the psychological
impact of temporary employment: Towards a conceptual model ............................................... 41
Spreitzer et al. (2017) - Alternative Work Arrangements: Two Images of the New World of
Work ..................................................................................................................................................... 46
Video The Economist (2022) – How are offices changing? .......................................................... 54
Scully-Russ & Torraco (2020) - The Changing Nature and Organization of Work: An
Integrative Review of the Literature ................................................................................................ 55
Koster & Benda (2020) - Innovative human resource management: measurement,
determinants and outcomes .............................................................................................................. 61




1

, Video Ted Talk (2017) - 3 myths about the future of work (and why they're not true)

Fear about how AI and robotics will rule the world. This will happen significantly, but how? The threat
of technological unemployment is real, but good to have.

There are three myths:

1. Terminator-myth: it is about the images we get through the news and the internet about AI
and how they will take over work. Robots replace human beings from particular tasks, they also
complete us in other tasks, making that work more valuable and important. People have an
image of it or are influenced by it in such a way that that only goals is to push people out of work.
But they not only displace people, but also complement people, direct and indirect. People can
be complemented directly by being more productive or efficient. For example a taxi driver with
an navigation system to use with unfamiliar roads. They can also be complemented indirectly,
when looking at the economy as a pie, in which the technology process makes the pie bigger.
People can find tasks to do in the new pie instead. It also changes the ingredients in the pie,
people spend their income in different ways, there are new industries, new tasks have to be done
to fulfil new roles. Economists call this effect complementarities, but it is just a fancy way to
describe how technology processes will help human beings. Resolve this terminator myth shows
us that there are two forces: machines harm workers, complementarians do the opposite.

2. Intelligence myth: for example driving a car, tasks that could not be automated until recently,
also allot of systems that can diagnose medical problems are available in this moment. They fall
for this myth because of the belief that machines have to copy the way of human reasons to
function. You need to think about what machines cannot do, sit down with the human being and
talk about how they performed the tasks which can be input for the machines. Popular in
artificial intelligence. If human beings could explain themselves this way, the tasks would be
called routines. If they can’t explain themselves, it is call non-routines. The distinction is
between those two is very widespread, allot of machines are based on routines f.e. how a doctor
makes his or her diagnose, it is a non-routine tasks because you need creativity and judgement
for example. Today this is looking shaking, and it is going to be the wrong way. For example they
created an system to diagnose a spot on a person’s body, it is using pattern recognition based on
certain cases, looking for similarities. This is actually performing a task in an unhuman way. It
did not matter that the doctor could not explain how to perform the tasks. Resolving this myth
shows understanding of human intelligence. Machines perform tasks differently, no reason to
think of what machines might do in the future in comparison to human.

3. Superiority myth: lump of labour fallacy, the work quantity fallacy, by using a machine you
take away the work of others. The problem is the LOLFF (lump of labour fallacy fallacy).
Workers thought that there was something in dividing the work. Machines can replay human
being to making the lumber work smaller, they can also complement humans an lump of labour
fallacy becomes bigger. This use means that much more can be produced and there is also more
demand, which in turn increases the amount of work. So machines also ensure that the amount
of work increases and changes. The myth then is that we now think that humans will do this
greater amount of work, but machines are also getting smarter and better, so they will probably
take over. So instead of complementing humans, machines complement each other. There is
mistake which says that when it makes it bigger, the tasks are becoming more valuable. Wrong
to think that human beings are best placed to perform those tasks, this is the superiority myth.
Humans complement machines instead. For example driving a car, we have navigating systems,
in the future software is going to replace human beings. Machines make self-driving cars more
sufficient. The economic pie can get larger, any new demand can be better produced by machines
then human. Machines can maybe be better placed to do the new tasks.

The demand for tasks is not the demand for human labour. The only benefit of human being is that they
have the upper hand in the tasks, less likely when working with machines. Resolving the terminator
myth shows that that the future of work depends on the balance of two forces: machine substitution that
harms workers but also the complementarians that does the opposite. Until now this balance has falling
in favour of the human beings. Resolving the intelligence myth shows that the machine substitution is

2

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