A MID ECONOMIC UNCERTAINTY, supply chain restructuring, and a new wave of automation, businesses that once engaged in extensive hiring now face significant layoffs. Many companies are rolling back flexible work arrangements prompted by the pandemic.¹ Meanwhile, employees increasingly want to see their own values and priorities represented in how their companies operate.² And since the pandemic, many are redrawing the boundaries between work and their personal lives to protect their own well-being.
These trends have intensified tensions between American workers and corporate leaders, leading to a gradual erosion of trust and an increasing strain in their relationships.³ We can see this both directly, in the rise of workforce controversies, such as strikes and other disputes over wages, working conditions, diversity, equal opportunity, health, and safety; and indirectly, through employee disengagement.⁴
Besides inducing costly operational disruptions and lowering the quality of work, labor controversies and disengagement pose significant challenges for businesses in attracting and retaining talent. Furthermore, such controversies hinder companies’ ability to navigate business challenges like cybersecurity, digitalization, and sustainability, which demand vigilance from and collaboration with employees.
هذه القصة مأخوذة من طبعة Winter 2024 من MIT Sloan Management Review.
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هذه القصة مأخوذة من طبعة Winter 2024 من MIT Sloan Management Review.
ابدأ النسخة التجريبية المجانية من Magzter GOLD لمدة 7 أيام للوصول إلى آلاف القصص المتميزة المنسقة وأكثر من 9,000 مجلة وصحيفة.
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