With an increase in alternative forms of work, people are no longer limited to traditional office spaces. The aim for a healthier integration of private and work comes with the advantages of experimenting with new technologies. As a result, coworking spaces are spreading through the urban centers. But our way of dealing with work is still marked by our corporate-focused past. This project aims to explore how can co-working spaces occupy a more meaningful role by connecting people with their interests. My interest is to unveil the social rules of the space and turn interactions between coworkers more pleasant and easy. The result is a reflection about the future of collaborative workplaces. The success of the experiments reflect the openness of most co-workers and hosts. On a higher level the project gave me a better understanding of how AI could help to improve the social aspect of our workplaces.

abstract: The 21st century will be the site of numerous changes in education systems in response to a rapidly evolving technological environment where existing skill sets and career structures may cease to exist or, at the very least, change dramatically. Likewise, the nature of work will also change to become more automated and more technologically intensive across all sectors, from food service to scientific research. Simply having technical expertise or the ability to process and retain facts will in no way guarantee success in higher education or a satisfying career. Instead, the future will value those educated in a way that encourages collaboration with technology, critical thinking, creativity, clear communication skills, and strong lifelong learning strategies. These changes pose a challenge for higher education’s promise of employability and success post-graduation. Addressing how to prepare students for a technologically uncertain future is challenging. One possible model for education to prepare students for the future of work can be found within the Maker Movement. However, it is not fully understood what parts of this movement are most meaningful to implement in education more broadly, and higher education in particular. Through the qualitative analysis of nearly 160 interviews of adult makers, young makers and young makers’ parents, this dissertation unpacks how makers are learning, what they are learning, and how these qualities are applicable to education goals and the future of work in the 21st century. This research demonstrates that makers are learning valuable skills to prepare them for the future of work in the 21st century. Makers are learning communication skills, technical skills in fabrication and design, and developing lifelong learning strategies that will help prepare them for life in an increasingly technologically integrated future. This work discusses what aspects of the Maker Movement are most important for integration into higher education. / Dissertation/Thesis / Doctoral Dissertation Human and Social Dimensions of Science and Technology 2017

In my diploma work I am dealing with topic of work in one of the world's largest global retailer on the internet - Amazon. In 2015 Amazon opened a new fullfilment centre in Dobrovíz near Prague. Through the statement of one of ex-employee I discovered what it means to work for one of the richest man in the world (2019) - Jeff Bezos. These working conditions I've decided to demonstrate on platform AmazonExperience which consists from e-shop that contains artworks - that apeears as products. They are mostly inspired by company's slogans, stereotypes of work, experiences of Amazon's system and strict or unwritten rules.

Immersive technologies, including augmented reality (AR) and virtual reality (VR), are envisioned to become ubiquitous in future work environments. The implementation of both technologies is associated with versatile benefits, such as decreased costs, reduced physical risks, increased employee self-satisfaction, and lower resource consumption. Despite these potential benefits, the organizational diffusion of immersive technologies faces myriad challenges. For instance, usability problems along with privacy concerns have introduced technology acceptance issues. Addressing these challenges, this cumulative dissertation explores the design, application, and implications of AR and VR systems in the workplace by employing a mixed-methods approach. The contribution of this research is threefold. First, this dissertation provides descriptive insights into user preferences for immersive technologies to inform user-centered design considerations. Second, this dissertation presents design principles to guide the development of four information technology artifacts. Two of these artifacts enable VR-based collaboration in the fields of design thinking and process modeling, while the remaining two artifacts leverage AR to facilitate the crowdsourcing of human intelligence tasks and to support students in distance learning settings. Third, this dissertation develops an e³-value model for the AR and VR business ecosystem to illustrate how technology providers can transform such artifacts into economic value. Taken together, these insights improve understanding the sociotechnical interplay between humans, tasks, and immersive technologies, as well as its economic implications.

Recent public artificial intelligence (AI) advancements, particularly ChatGPT, are predicted to transform whole industries, work roles and organisational structures, leading to some jobs becoming obsolete while also creating new opportunities. This qualitative research explores the effects of ChatGPT on work roles and organisations in the information technology (IT) industry, more specifically, the effects on skills, competence, and organisational processes such as the automation of routine and non-routine tasks. The aim is to fill the gap in how ChatGPT affects the IT industry and to provide recommendations for policy makers, companies, and workers to address these challenges. Two research questions were formulated: “How does the increasing adoption of ChatGPT in internal work processes of businesses in the IT industry change work roles” and “impact the organisation and what are the potential implications for changes in work roles due to ChatGPT?”. To explore and answer these questions two data collection methods were used such as semi-structured interviews and qualitative questionnaires, with a combined sample size of 14 participants. The data was analysed using thematic as well as content analysis and the theoretical framework. The findings suggest that adopting ChatGPT is indeed transforming work roles and organisations by automating routine and non-routine tasks, leading to efficiency and cost savings. While some roles and skills change, others become entirely obsolete. The impact varies based on organisational factors, the nature of work and adaptability to new technologies, leading to the emergence of new opportunities in AI management and big data. Smaller companies in particular benefit from implementing ChatGPT, allowing focus on other tasks such as for example strategic development. Organisational challenges include training employees and adapting to new technology as well as concerns for job loss.

The remarkable economic success of the Cayman Islands is primarily driven by its large expatriate population. Expatriates make up over one-third of the total population of the Islands and half of the labor force. This has led some Caymanians to demand more opportunities for local individuals. However in April 2014, one of the two local newspapers commented that the problem was that the quality of local graduates was below the standard required by the private sector. This suggests that there is a serious dislocation between the Caymanian education system and the labor market. This also suggests that there may be increasing tension in the future between expatriates and locals with regard to job opportunities, hiring policies, the role of the educational system and the quality of its outputs. This case study examined how local higher education is perceived by the key stakeholders within the Cayman Islands, with a specific focus on its efficacy in preparing students for the labor force. The study also examined what the higher education institutions are doing to help students develop the skills that are required by employers and desired by the labor force; and where there might be opportunities to improve the quality and efficiency of higher education systems and ensure a closer match to the needs of employers in the future. The study examined perceptions primarily through the viewpoint of employers, using human capital development theory, with additional perspectives from social theory and systems thinking. The primary sources of data were semi-structured interviews with employers in major industries in the islands, university faculty in higher education institutions, and recent graduates from these institutions. / Educational Leadership

The present project provides a survey of contemporary work relations in the context of the so-called gig economy (also known as the sharing, collaborative, platform, and on-demand economy). Against the background of recent concerns over automation replacing work at a large scale, the project argues instead that the displacement of work warrants more critical attention. The project examines how the gig economy presents their services as automating technologies while downplaying the ways that workers' employment, not to mention lives, are made increasingly precarious by these alleged improvements. Specifically, the project surveys three gig-economies, the ride-hailing service Uber, the home-sharing service Airbnb, and the online labor marketplace Amazon Mechanical Turk (AMT). Methodologically, the project employs an interdisciplinary approach, integrating insights from political economy, critical theory, discourse analysis, and ethnographic research. A qualitative assessment of the respective work environments shifts a relatively apolitical discourse on the future of work not only toward a more pronounced critique of the gig economy, but also toward a renewed discussion on the kinds of jobs that earn the labels of freelance and entrepreneurship. Professionals and scholars concerned with the future of work stand to benefit from the findings of the research, particularly as it challenges some commonplace assumptions in the discourse of what has been termed postcapitalism. / Ph. D. / The present project provides a survey of contemporary work relations in the context of the so-called gig economy (also known as the sharing, collaborative, platform, and ondemand economy). Against the background of recent concerns over automation replacing work at a large scale, the project argues instead that the displacement of work warrants more critical attention. The project examines how the gig economy presents their services as automating technologies while downplaying the ways that workers’ employment, not to mention lives, are made increasingly precarious by these alleged improvements. Specifically, the project surveys three gig economies, the ride-hailing service Uber, the home-sharing service Airbnb, and the online labor marketplace Amazon Mechanical Turk (AMT). Methodologically, the project employs an interdisciplinary approach, integrating insights from political economy, critical theory, discourse analysis, and ethnographic research. A qualitative assessment of the respective work environments shifts a relatively apolitical discourse on the future of work not only toward a more pronounced critique of the gig economy, but also toward a renewed discussion on the kinds of jobs that earn the labels of freelance and entrepreneurship. Professionals and scholars concerned with the future of work stand to benefit from the findings of the research, particularly as it challenges some commonplace assumptions in the discourse of what has been termed postcapitalism.

Devido à evolução acelerada da tecnologia e à mudança das práticas de gestão, uma série de teorias e análises sobre o futuro do trabalho têm surgido. No entanto, o foco tem se mantido em questões tecnológicas e comerciais, com pouco aprofundamento na área de relações humanas e na compreensão do homem sobre sua própria realização. O aumento do nível de complexidade da discussão do papel do trabalho com temas como propósito e significado nas atividades profissionais desperta a busca por conhecimento sobre os mecanismos da satisfação das necessidades humanas por meio da ação produtiva. Novas formas de trabalho, têm demandado o aumento da autonomia e da individualidade na execução das tarefas. Portanto, este estudo aprofunda-se no conceito de Autorrealização e das pessoas autorrealizadas, segundo Maslow (1954), para identificar sua relação com variáveis de perfil do indivíduo e de sua relação com o trabalho e se há correlação de variáveis de perfil pessoal, histórico profissional e preferências/visão de trabalho, com o índice SISA, que classifica autorrealização nos indivíduos. A pesquisa foi elaborada por método de abordagem quantitativa e aplicada por meio de questionário online composto pelo índice de identificação de autorrealização (SISA) e por questões de identificação de perfil e preferências no trabalho, no 1º semestre de 2018, durante o período de 7 dias, com uma amostra total de 4.048 pessoas. Foram identificados 394 (9,7%) indivíduos autorrealizados. O percentual de pessoas autorrealizadas foi mais acentuado no grupo mais maduro e com mais experiência profissional. A chance de um indivíduo ser autorrealizado mostrou-se correlacionada com o nível educacional. Em relação a pessoas que cursaram apenas o Ensino Médio, indivíduos com nível Superior, Pós-Graduação ou Mestrado/Doutorado têm, respectivamente, mais chance de serem autorrealizados em 1,23, 1,87, 2,48 vezes. Profissionais que atuam em organizações flexíveis, com gestão modernizada, apresentaram o perfil autorrealizado 1,39 vez mais do que os sujeitos que atuam em empresas hierárquicas. A maior parte da amostra (50,7% ou 2.053) trabalha sob o vínculo tradicional (CLT) e apresentou percentual de pessoas autorrealizadas inferior à média da amostra (7,4%). Indivíduos com vínculo de empresário, empreendedor ou autônomo somados apresentaram índice de autorrealização superior (21,3%). 90% das pessoas informaram ter sofrido impactos emocionais negativos no trabalho. Deste modo, verificou-se que profissionais com mais experiência e nível escolar mais elevado, bem como indivíduos que atuam de forma mais autônoma ou trabalham em empresas flexíveis e com modelos de gestão modernos e objetivos negociados tendem a ser mais autorrealizados / Due to fast advances in technology and changes in managerial practices, several theories and studies on the future of work have emerged. However, the focus has been on technological and commercial issues, with little interest for human relations and man\'s understanding of his own actualization. Discussions about the role of work, its meaning and purpose have awakened the search for knowledge about mechanisms of satisfaction of human needs through productive action. New ways of working have demanded an increase in autonomy and individuality in the execution of task. This study relies on Maslows (1954) concept of Self-actualization and aims to identify personal information and historical professional profile and work preferences that will connect and correlate with on statistical basis with the SISA Short Index of Self Actualization. Quantitative data was gathered through online questionnaire applied in the first half of 2018, for a 7-day period, presenting questions about personal and professional profile identification and preferences at work + SISA. Total research sample = 4,048. SISA index of the exercise has identified 394 (9,7%) self-actualizing subjects. Higher self-actualization percentages were identified in the older and more experienced group. The odds of being a self-actualizing person has shown to be correlated with educational level and age. The higher the formal education level of a subject, stronger the probability of being a self-actualizing individual. Subjects working on flexible organizations and contemporary management models show 1,39 times more chance of being self-actualized, than workers on hierarchical organizations. 50,7% of the total sample is composed by individuals working under traditional employment strict rules (CLT). Subjects in this group presents lower probability (7,4%) of being self-actualized. Individuals whose jobs and employment agreements are more flexible and autonomous have superior index for self-actualization. 90% of the sample have mentioned negative emotional impact from previous jobs. Conclusions are that self-actualization potential will be higher as the subject is older, more experienced and has higher educational level. Flexible and autonomous working conditions will also have a positive impact on self-actualization index

Forms of work and working conditions are constantly changing within organizations, due to inter alia the Fourth Industrial Revolution and the boom of digitization and computerization. Labour market in developed countries is characterized by a higher representation of Generation Y and Generation Z employees whose job preferences differ from the previous generations' ones. These factors then result in transformation of forms and ways of work, working conditions, employee expectations and HR activities. The aim of this Master's thesis is to analyse the development and transformation of Work from a historical perspective, based on analysis and comparison of political documents, current scientific research and theoretically oriented scientific sources; and more importantly, to determine the main future trends in the world of work in connection with the Fourth Industrial Revolution and its impacts on the field of work. Based on these trends, changes in selected HR activities and working conditions are outlined in this Master's thesis. A deeper examination of the subject is provided by a conducted empirical qualitative survey which is reflecting the theoretical basis and mapping the above- mentioned trends that are changing the concept of work and personnel activities in selected organizations. Key words:...

Devido à evolução acelerada da tecnologia e à mudança das práticas de gestão, uma série de teorias e análises sobre o futuro do trabalho têm surgido. No entanto, o foco tem se mantido em questões tecnológicas e comerciais, com pouco aprofundamento na área de relações humanas e na compreensão do homem sobre sua própria realização. O aumento do nível de complexidade da discussão do papel do trabalho com temas como propósito e significado nas atividades profissionais desperta a busca por conhecimento sobre os mecanismos da satisfação das necessidades humanas por meio da ação produtiva. Novas formas de trabalho, têm demandado o aumento da autonomia e da individualidade na execução das tarefas. Portanto, este estudo aprofunda-se no conceito de Autorrealização e das pessoas autorrealizadas, segundo Maslow (1954), para identificar sua relação com variáveis de perfil do indivíduo e de sua relação com o trabalho e se há correlação de variáveis de perfil pessoal, histórico profissional e preferências/visão de trabalho, com o índice SISA, que classifica autorrealização nos indivíduos. A pesquisa foi elaborada por método de abordagem quantitativa e aplicada por meio de questionário online composto pelo índice de identificação de autorrealização (SISA) e por questões de identificação de perfil e preferências no trabalho, no 1º semestre de 2018, durante o período de 7 dias, com uma amostra total de 4.048 pessoas. Foram identificados 394 (9,7%) indivíduos autorrealizados. O percentual de pessoas autorrealizadas foi mais acentuado no grupo mais maduro e com mais experiência profissional. A chance de um indivíduo ser autorrealizado mostrou-se correlacionada com o nível educacional. Em relação a pessoas que cursaram apenas o Ensino Médio, indivíduos com nível Superior, Pós-Graduação ou Mestrado/Doutorado têm, respectivamente, mais chance de serem autorrealizados em 1,23, 1,87, 2,48 vezes. Profissionais que atuam em organizações flexíveis, com gestão modernizada, apresentaram o perfil autorrealizado 1,39 vez mais do que os sujeitos que atuam em empresas hierárquicas. A maior parte da amostra (50,7% ou 2.053) trabalha sob o vínculo tradicional (CLT) e apresentou percentual de pessoas autorrealizadas inferior à média da amostra (7,4%). Indivíduos com vínculo de empresário, empreendedor ou autônomo somados apresentaram índice de autorrealização superior (21,3%). 90% das pessoas informaram ter sofrido impactos emocionais negativos no trabalho. Deste modo, verificou-se que profissionais com mais experiência e nível escolar mais elevado, bem como indivíduos que atuam de forma mais autônoma ou trabalham em empresas flexíveis e com modelos de gestão modernos e objetivos negociados tendem a ser mais autorrealizados / Due to fast advances in technology and changes in managerial practices, several theories and studies on the future of work have emerged. However, the focus has been on technological and commercial issues, with little interest for human relations and man\'s understanding of his own actualization. Discussions about the role of work, its meaning and purpose have awakened the search for knowledge about mechanisms of satisfaction of human needs through productive action. New ways of working have demanded an increase in autonomy and individuality in the execution of task. This study relies on Maslows (1954) concept of Self-actualization and aims to identify personal information and historical professional profile and work preferences that will connect and correlate with on statistical basis with the SISA Short Index of Self Actualization. Quantitative data was gathered through online questionnaire applied in the first half of 2018, for a 7-day period, presenting questions about personal and professional profile identification and preferences at work + SISA. Total research sample = 4,048. SISA index of the exercise has identified 394 (9,7%) self-actualizing subjects. Higher self-actualization percentages were identified in the older and more experienced group. The odds of being a self-actualizing person has shown to be correlated with educational level and age. The higher the formal education level of a subject, stronger the probability of being a self-actualizing individual. Subjects working on flexible organizations and contemporary management models show 1,39 times more chance of being self-actualized, than workers on hierarchical organizations. 50,7% of the total sample is composed by individuals working under traditional employment strict rules (CLT). Subjects in this group presents lower probability (7,4%) of being self-actualized. Individuals whose jobs and employment agreements are more flexible and autonomous have superior index for self-actualization. 90% of the sample have mentioned negative emotional impact from previous jobs. Conclusions are that self-actualization potential will be higher as the subject is older, more experienced and has higher educational level. Flexible and autonomous working conditions will also have a positive impact on self-actualization index