How Companies Can Respond to the Growing Changes in Work and life in America

The events of 2020 have ushered in a new norm. The world is shifting in terms of how it works. The "COVID-19" pandemic, "Black Lives Matter Movement" marching for equality and against police brutality and the rise of "White Extremism" in America culminating with the US Capital attack by "Domestic Terrorists" have created new fears, health and security concerns and highlighted economic disparities, which have resulted in tectonic changes that is defining the way companies conduct business. Further this has led to a rise in American individualism and creativity in terms of how they are responding to the structural changes in American society that has largely disadvantaged the poor or working class. 

Years ago Hilary Clinton said that “leadership at the center is softening”, in that there isn’t any prolific dynamic or power that makes all the decisions and control activities and drive success given the realities and anxieties of our century. Moreover, with the rise in social media platforms and online hubs for people to express themselves freely, this new individualism or freedom to express self is transforming into more autonomous and self driven individuals and provides an outlet for catharsis for some. 

Hence, because some employers are having to think about tech tonic changes in the industry and meeting the growing demand of a changing consumer market while positioning their businesses to meet this demand and rise in creative thinking and individualism, they are faced with balancing a multiplicity of issues while focusing on their bottom line and remaining relevant. Successful firms know that changes mean that their workforce is changing and so they are using new models of engagement.

They know that Workers and Customers are at the heart of any business establishment and as such Create a mechanism to be transparent and inclusive understanding that Communication is key. In order to balance and manage the complex demands and needs they are empowering their workforce to demonstrate greater level of control over their jobs and Provide the tools and training to do so thereby limiting the time, effort and resources to micromanage and react to problems and freeing up time for them to focus on what is key. These firms provide Strong executive guidance and policy and presence, financial, legal, quality assurance to workers as they develop greater independence over their work. 

So recently a group of executives from Shleppers and scholars from ivy and top business schools met to discuss this new trend and to work on a plan to achieve greater success by implanting an IBM model. Shleppers is moving in the right direction as it responds to the needs and demands of the new century by empowering its workforce and improving its services to meet customer needs. It means the companies can’t operate in a pyramid structure. It can’t be flat either and workers have more control and less persons to respond to. They are part of decisions making, and information is shared up and down. Workers can plan ahead, make decisions about their jobs and they feel a sense of responsibility and accountability. This is not new as this is good management science where workers focus on and own their jobs and managers provide guidance and support, this is division of labor and specialization. 

The newly empowered workforce plan within a team, set goals and set objectives and have a plan of action with clear roles, Tasks, timeline and alternatives. They set their targets within the team and This is what boost job satisfaction and company bottom lines happy workers who feel that they’re part of the success of the company which translates in meeting and exceeding customer expectations. 

 Two main reasons companies fail:

1. Two of the main reasons why companies fail are because they continue to do the same things and get the same results and because they don’t have the right people working for them. If you have the right kind of people working for you; people who are loyal, ambitious, flexible, committed and confident, who are thinkers, people who can and are allowed to think outside the box! People who are taken care of or in other words compensated properly, have opportunities to rest and work within the context that promotes team work and individual ownership…ownership of one’s work. 
2. Indeed, companies succeed because they have “great” employees (not a best-fit based on race, class or culture) within a context that is not totalitarian that promotes freedom of expression—respects opinion and differences and appreciates everyone. This approach to work is driven by “team” within a structure that is not hierarchical, or resembles a pyramid structure; but one that is more horizontal. Companies fail because they continue to do the same things without success as they blindly follow a continuous Strategy of parochialism and myopia.
3. Employees should be given the tools to manage, develop, and to succeed in realizing their job goals. This requires them to have a team that they can rely on bolstered by training and education and good compensation, one that is not based on contest—that’s not vitriolic, racist and classist and Totaltarian where the leaders “rule with an iron hand” and does not appreciate feedback within a punitive dictatorial management system that is suspicious of opposition and opinions. This only slows the positive atmosphere needed for an amazing work experience where all are tied into the profit and loss of the team and possess a sense of ownership of this. 
   The Article was written by Rev. Renaldo McKenzie, Doctoral Candidate at Germantown University and former Planner at Flatrate Moving and Storage. Renaldo has also written a book entitled Neoliberalism Globalization Income Inequality Poverty and Resistance and is a Lecturer at the Jamaica Theological Seminary and President and Partner at Mckenzie and Mckenzie A Consulting Company based in New York. 
   You May contact Renaldo at renaldomckenzie@theneoliberal.com