Why is 9 5
Trends in the world of work: Why the 9-to-5 job is dying out
This news caused a sensation: In the summer of 2015, the US investment bank Goldman Sachs warmly recommended its 2,900 interns to go home at midnight and not show up at work before seven the next day. So you shouldn't work more than 17 hours a day. Two years earlier, the bank had banned young employees from entering the offices between Friday evening and Sunday morning. These measures should obviously protect the young bankers from themselves, because at Anglo-Saxon companies from the financial sector, worked nights and 100-hour weeks are not uncommon to recommend themselves for a permanent job or the next step on the career ladder.
When night turns into (work) day
The 17-hour working day of an intern is an extreme exception. On the other hand, the classic 9-to-5 job - i.e. an eight-hour working day always in the same place and at the same time - has long been history in many industries. Whether consultants, IT experts, advertisers, freelancers or the project teams of large corporations: They all no longer work by the time clock, but when the work comes up or how and where they can best set it up. If there is an urgent deadline, night turns into day. And overtime is lost in the breaks between projects.
The fact that the boundaries between work and leisure are blurring is not least due to mobile technology and the digitization of many work processes. Thanks to smartphones, tablets or laptops, work emails can be answered at any time of the day or night. And hardly an employee should write down overtime for a few evening emails. Because actual working hours are no longer recorded in many industries, even scientists do not know exactly how long people work in Germany. For 2014, the Eurostat statisticians determined an average weekly working time of 41.5 hours. So people work more than eight hours a day. According to the German Trade Union Federation (DGB), there was even a billion unpaid overtime in 2016.
There is no compulsory attendance
Many companies no longer only rely on flexitime, where the employees themselves determine relatively flexibly from when to when they are in the office. They build on trust-based working time models, which often no longer even require attendance at the company. This is especially true for so-called knowledge workers who decide for themselves or in teams when, how and where they can best achieve their goals.
But how happy are the employees with the rapid change in the world of work? What do you value? And what can companies do to keep up with the times in terms of technology? According to the international “Future Workforce Study” by the IT company Dell and the chip manufacturer Intel, nine out of ten employees in Germany (89 percent) are satisfied with their work in the company. Mobile workers are even more satisfied (94 percent). For more than two thirds of those surveyed, their job is also a central part of their personal identity.
One recommendation of the study is: Companies should not impose restrictions on their employees on mobile working, but rather enable them to work in the way that they are most productive. But how does it work exactly? What demands will the coming generations place on companies? How can mobile working and security be reconciled? We illuminate the many facets of the profound change in the world of work in a large-scale series. The second part is about the question: What is decisive for job satisfaction?
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