ChatGPT helps me write a book on a complex topic...Work.
AI-assisted musings on "the relationships between work, workers, and the workplace"
So I’ve been working on a book re-evaluating how we look at work and all associated meta-work surrounding it. I have pages and pages of writing focused on dechiphering the question what is work, looking at the difference between boundaries of work that we all engage in during a lifetime such as personal work (e.g., craft and mastery) vs organizational work vs inner work (e.g., wisdom, resilience, and spirituality) vs culture work vs home-making work and on and on. As I’ve been struggling with bite-sized ways to release content, I thought I’d ask Chat GPT to take some pre-written content and write an essay for me. This is a little creepier than that kids show from the 90’s called Ghostwriter.
Ghostwriter (Wikipedia) was part of the crazy 90s TV era that gave birth to the modern forms of media and content we love today.
Image source: https://web.archive.org/web/20100510014936/http://fort-greene.thelocal.nytimes.com/2010/05/06/%E2%80%9Cghostwriter%E2%80%9D-revisits-fort-greene-past/
Anyways, in order to test this AI Ghost writer I took some notes from my book on the present of work and gave it the jumbled feeder text below:
Title: Understanding the relationships between Work, the worker, and the workplace to create better futures of work
Topics
- Our Work evolves with us - views of work in the past - magic, study,
- 4 current forms of a workers identity - the 5WH of work identity (how - meaning and sense making, why - purpose, what and where
- identity - static self, who and when - belonging - collective self)
- Tree Rings of Work Rings What do we seek out of a thing called work? In the world of work, how we view and relate to work is the primary challenge of our times. Our relationship to work mirrors our relationship to how we live and how we conduct our societies and seek out change within them.
Work itself cannot exist separately from societal concepts and rather is interrelated to health, community, government, science and research, war, politics, etc.
It is through these larger seen and unseen relationships that we enter the present of work but have you wondered what work actually is and what do people mean when they say about the future of work? And what about work isn’t working?
When the future passes the present In English, it is easy to reflect on time as something linear and always moving forward yet those human notions come with limits of our perception and knowing.
Oftentimes, when the FoW is invoked it points at a working world that is eerily without what we might call jobs. As Graber put it in his seminal text “bullshit jobs”. Work in its reduced form has become a vehicle for … In looking at the problems with work, there happens to be a text by Kathi Weeks of that very name. It behooves us to look at some of the harm caused by our current working models and how they impact women, marginalized communities as well as give us reflections of ourselves, values and societies.
I would argue that futures tend to never arrive or perhaps should be seen as something that is always arrive rather than a destination to be reached. Futurism is not a journey that can be taken rather it is a reconditioning of the present…”
I gave it a prompt to write against:
“take the text above and reformat it into a 3-5 page Pulitzer winning opinion article for the NYT. Put a strong question and thesis upfront. Ensure it incorporates detailed data, research and references. Make sure there is a personal tone throughout the article with practical things for the reader to explore. Conclude recommendations to the reader and a list of potential cutting-edge organizations that offer better present futures of work.”
After many repeats and promptings, I was able to get it to spit out enough longform text to put online, mixing my own original ideas with made up ones..even made up references. I found that part odd, that it could just make up stuff, sometimes accurate other times, baffling. I even asked if it had lied to me, only to be met with silence. In the end, I ended up with two different essays that I had to piece together manually.
I wonder how those folks at OpenAI might provide more transparency around how much we should trust these LLM algorithms, especially as they become more embedded and enmeshed in our daily operations.
A final thought, I would recommend ChatGPT to anyone seeking to get the same feeling you get when you google something and find an interesting post but also to remember, don’t believe everything your read online.
Let me know what you think in the comments below.
Note: ChatGPT transcription is below, I made minor formatting edits. Terminology use such as present of work, convenient myth of work and relationship between workers, work, and the workplace, tree rings of work etc. are original and are reflected in the prompt above to ChatGPT.
Creating Better Futures Of Work: Understanding The Relationships Between Work, The Worker, And The Workplace
The future of work is a topic of much discussion, with some speculating that automation will lead to the end of jobs and others proposing the idea of universal basic income. But what do we mean by "the future of work," and how do our current relationships with work impact where we are heading? Our relationship to work reflects our relationship to how we live and how we run our societies, seeking change within them. Work cannot exist independently from societal concepts, social relationships, and the interrelationships between different domains such as health, community, government, science, politics, and more. It is through these larger, seen and unseen relationships that we enter the present of work.
But what is work, and what do people mean when they talk about the future of work? And what about work is not working?
This article will delve into the evolution of work and how it relates to our identities. We will explore the evolutionary dimensions of self in relation to work, including inherited identity, sense-making, self-study, and meaning-making, and mastery. We will also consider the role of power and privilege in shaping our experiences and opportunities in the world of work, examining issues such as the gender pay gap, work-life balance, and the impact of the workplace on well-being. Finally, we will look at the role of education and training and the impact of government policies on the future of work, as well as examine the harm caused by current working models and consider ways to reframe our understanding of work to create a better future.
What do we seek out of a thing called work?
In the world of work, how we view and relate to work is the primary challenge of our times. Our relationship to work mirrors our relationship to how we live and how we conduct our societies and seek out change within them. Work itself cannot exist separately from societal concepts, social relationships, and interrelationships between different domains such as health, community, government, science and research, war, politics, etc.
It is through these larger seen and unseen relationships that we enter the present of work but have you wondered what work actually is and what do people mean when they say about the future of work? And what is it about work that isn’t working?
In this article, we'll delve into the evolution of work and how it relates to our identities. As we explore the evolutionary dimensions of self in relation to work, including inherited identity, sense-making, self-study and meaning-making, and mastery. We also consider the role of power and privilege in shaping our experiences and opportunities in the world of work, and examine issues such as the gender pay gap, work-life balance, and the impact of the workplace on our well-being. Finally, we look at the role of education and training, and the impact of government policies, in shaping the future of work as well as explore the harm caused by current working models, and consider how we might reframe our understanding of work to create a better future.
The Convenient Myth of the Future of Work
The "convenient myth of work" refers to the idea that work is a necessary and inevitable part of life, and that it is a source of fulfillment and meaning. This myth has played a significant role in shaping our modern notions of work and has been used to justify the current organization of work and deflect criticism of issues such as low wages, poor working conditions, and overwork. However, as we will explore in this paper, a historical analysis of the concept of work reveals a more complex and nuanced picture, one that calls into question the validity of the convenient myth of work and raises important questions about the future of work.
From a historical perspective, the convenient myth of work can be seen as a relatively recent development. Prior to the Industrial Revolution, work was often seen as a means of survival rather than a source of fulfillment and meaning. It was only with the rise of capitalist economies and the development of the Protestant work ethic that work came to be seen as a virtue in and of itself.
The History of Work and the Protestant Work Ethic
The modern notion of work can be traced back to the Protestant Reformation of the 16th century, which emphasized the importance of hard work as a way of demonstrating one's devotion to God. This idea, known as the Protestant work ethic, was later embraced by capitalist economies as a way of promoting productivity and economic growth. However, the Protestant work ethic also had negative consequences, as it often served to justify exploitation and the unequal distribution of wealth.
Toying With The Future of Work
As we approach the future of work, it is important to consider how we can make work more fair, equitable, and just. It is important to address the intersectionality of race, gender, and class in the world of work. This could involve policies such as affirmative action and targeted efforts to increase access to education and job training for marginalized groups. It is also crucial to build networks and communities of support for marginalized individuals, as these can provide vital resources and assistance in navigating the often-difficult world of work.
Kathi Weeks, a feminist scholar and professor, has written extensively on the negative impacts of capitalist systems on both work and leisure. In her book "The Problem with Work," Weeks argues that the current organization of work is fundamentally flawed, as it is based on a profit-driven model that prioritizes efficiency and productivity over human needs and desires.
Bayo Akomolafe, an African philosopher and thinker, has also raised concerns about the future of work in the age of automation and technological advancement. In his writings, Akomolafe warns of the dangers of a society that is too focused on efficiency and productivity, arguing that this focus risks creating a world that is dehumanizing and alienating.
Patricia Hill Collins, a prominent African American feminist scholar, has also written about the intersection of race, gender, and class in the world of work. In her book "Black Feminist Thought," Collins argues that the capitalist system has historically disadvantaged marginalized groups, such as women and people of color, by denying them equal access to education, training, and job opportunities.
They argue that the current organization of work is deeply flawed and that any attempts to reshape the future of work must address these underlying issues in order to create a more just and equitable society.
In conclusion, the convenient myth of work conceals a number of problems and inequalities within the current organization of work. By critically examining this myth and considering alternatives to the future of work, we can begin to imagine a more just and equitable society. As we approach the future of work, it is important to consider how we can make work more fair, equitable, and just for all people.
Four Current Forms of a Worker's Identity
There are four current identities relevant to work: the "how" of work, or the meaning and sense-making involved; the "why" of work, or the purpose behind it; the "what and where" of work, or the static identity it provides; and the "who and when" of work, or the collective identity and belonging it offers. These identities overlap and serve different purposes for different people. However, the current model of work has problems, as explored in Kathi Weeks' book "The Problems with Work," particularly for marginalized communities and women. Work can also be a source of stress and conflict, with the concept of a "bullshit job" described by David Graeber as work that serves no real purpose and only occupies time.
To create a better future of work, we must consider how work fits into the larger picture of our lives and societies. This means reframing our understanding of work as a present rather than a future destination and exploring how work can serve as a transpersonal force for manifestation and discovery while dismantling oppressive identities. It also means examining the values and systems that underlie our current models of work and considering alternatives that prioritize meaningful participation in the economy and society. When thinking about work and our relationship with it, it is helpful to consider the different dimensions of our identity involved.
These dimensions can be thought of as the "5WH" of work identity: how, why, what and where, who and when, and power and privilege. The "how" dimension refers to the meaning and sense-making aspects of work, including how we make sense of our work and its place in the world. The "why" dimension concerns the purpose behind our work, including our motivations and goals. The "what and where" dimension refers to the static identity that work provides, including the specific tasks and responsibilities we have and the location in which we do our work. The "who and when" dimension relates to the collective identity and belonging that work offers, including the people we work with and the time we spend working. The final dimension, power and privilege, refers to the ways in which our experiences and opportunities in the world of work are shaped by societal structures of power and privilege.
In order to create a better future of work, we must consider the ways in which these dimensions intersect and how they are impacted by societal values and systems. For example, the gender pay gap reflects the ways in which power and privilege shape the experiences and opportunities of women in the workplace. Work-life balance is another issue that highlights the intersection of the "who and when" and "why" dimensions, as well as the impact of societal values on work. The workplace itself can also have a significant impact on our well-being, reflecting the intersection of the "what and where" and "how" dimensions, as well as the influence of power and privilege.
Work has not always been seen as a necessary part of life. In the past, work was often viewed as a magical or spiritual endeavor, with apprenticeships serving as a means of sense-making and self-study. As work has evolved, it has taken on different forms, with four current identities being particularly relevant: the "how" of work, or the meaning and sense-making involved; the "why" of work, or the purpose behind it; the "what and where" of work, or the static identity it provides; and the "who and when" of work, or the collective identity and belonging it offers.
These identities are not mutually exclusive and often overlap, with work serving different purposes for different people. However, the current model of work is not without its problems. Kathi Weeks' book "The Problems with Work" explores the harm caused by our current working models, particularly for marginalized communities and women. Work can also be a source of stress and conflict, with the concept of a "bullshit job" described by David Graeber as work that serves no real purpose and serves only to occupy time.
To create a better future of work, we must consider how work fits into the larger picture of our lives and societies. This means reframing our understanding of work as a present rather than a future destination, and exploring how work might serve as a transpersonal force for manifestation and discovery while dismantling oppressive identities. It also means looking at the values and systems that underpin our current models of work and considering alternatives that prioritize meaningful participation in the economy and society.
When we think about work and our relationship with it, it's helpful to consider the different dimensions of our identity that are involved. These dimensions can be thought of as the "5WH" of work identity: how, why, what and where, who and when.
How: This dimension refers to the meaning and sense-making aspects of work, including how we make sense of our work and its purpose.
Why: This dimension refers to the purpose and motivation behind our work, including our values and goals.
What and where: This dimension refers to our identity as a worker, including our role and the context in which we work.
Who and when: This dimension refers to our sense of belonging and connection to others, including our relationships with coworkers and the broader community.
There are organizations out there already working towards better futures of work. The Institute for the Future, for example, focuses on researching and forecasting future trends and technologies, while the World Economic Forum's Centre for the Fourth Industrial Revolution works on developing new technologies and policies to shape a more inclusive and sustainable future. Other organizations to consider include the Future of Work Institute, the New Work Institute, and the Center for the Future of Work.
By reframing our understanding of work as a present force for change and exploration, and considering alternative models that prioritize inclusivity and sustainability, we can begin to move towards a future that works for everyone.
Tree Rings of Work Rings
To further understand the complexities of work and how it impacts the individual, it's helpful to consider the concept of "tree rings of work rings." or the various influences and experiences that shape our relationships with work. Just as tree rings represent the history and growth of a tree, our work rings represent the different phases and experiences we have with work throughout our lives. These tree rings can include our family, education, culture, and other life experiences, as well as the broader societal and economic forces that shape the world of work. These rings can also include inherited identities, such as inherited skills or roles passed down through families; apprenticing, or learning through hands-on experience; self-study, or actively seeking out learning opportunities; and mastery, or achieving a level of expertise in a specific area.
Each of these phases offers the opportunity for personal growth and development, but they can also be shaped by external factors such as societal expectations and biases. By understanding and acknowledging the tree rings of our own work rings, we can gain insight into the various influences that have shaped our relationship with work and consider how we might navigate and grow in the future.
In addition to exploring our own work rings, it's important to consider the larger systems and structures that shape work as a whole. This includes looking at the values and ideologies that drive our current models of work, as well as the systems of power and privilege that shape opportunities and experiences. By examining these systems and considering alternatives that prioritize inclusivity and sustainability, we can work towards creating a future of work that is fair and just for all.
What Happens When We Look at the Right Here and Right Now?
Ultimately, the future of work is something that we shape and create through our actions and choices in the present. By understanding the relationships between work, the worker, and the workplace, we can make informed decisions about how we want to contribute to the world of work and create a better future for all.
When we focus on the present and ask ourselves questions such as "What gifts can I give?", "What are you practicing in your work?", and "How does your work support society as a whole?", it allows us to consider how we can make work a more transpersonal force for manifestation and change. By reimagining work as a tool of discovery and a means of dismantling oppressive identities, we can create more meaningful and fulfilling work experiences and contribute to positive societal change.
Challenges of the Future of Work
As we look to the future of work, there are a number of challenges and opportunities to consider. One challenge is the increasing prevalence of gig work, or work that is characterized by short-term, project-based contracts. Gig work can offer flexibility and independence, but it can also be precarious and lack the benefits and protections of traditional employment.
As we continue to delve into the relationships between work, the worker, and the workplace, it's important to consider the various influences that shape our understanding of work and its value. One such influence is the concept of "bullshit jobs," described by anthropologist David Graeber as work that serves no real purpose and serves only to occupy time. These types of jobs not only contribute to a sense of meaninglessness and frustration for workers, but they also have broader societal consequences, such as a lack of productivity and economic inequality due to significant job displacement caused by automation and other technological changes . It's important to consider the impact of these changes on workers and to ensure that policies are in place to support those who may be affected.
One example of a bullshit job is that of a corporate lawyer working on mergers and acquisitions. While this type of work may provide financial stability and status, it may not necessarily contribute to the greater good or serve a meaningful purpose. In contrast, jobs that are more closely tied to human needs and values, such as care work or teaching, may be undervalued and underpaid despite their crucial role in society.
This points to a need for a shift in our understanding of work and what we value as a society. Rather than valuing work solely based on its financial return, we should consider the social and cultural value it brings. This could involve rethinking our societal priorities and redistributing resources to support and value care work and other roles that contribute to the well-being and flourishing of individuals and communities.
Diversity, Equity, and Inclusion in the Workplace
Another important aspect of the future of work is the need for diversity, equity, and inclusion in the workplace. This includes addressing issues such as the gender pay gap, which continues to persist despite progress in other areas. It also means creating workplaces that are welcoming and inclusive for people from all backgrounds and identities, and addressing power imbalances and systemic barriers that prevent some individuals from achieving their full potential.
Another factor that shapes our relationships with work is the increasing prevalence of gig work and the gig economy. Gig work, which refers to temporary or project-based work, can offer flexibility and freedom for some workers, but it can also be precarious and lack the benefits and protections of traditional employment. The gig economy also contributes to a shift away from stable, long-term employment, with workers taking on multiple gigs or contracting with multiple clients to make ends meet.
This shift has consequences for workers and society as a whole. Gig workers may lack access to benefits such as healthcare, retirement plans, and paid time off, leading to financial insecurity and a lack of long-term planning. The gig economy also undermines traditional employment models and worker protections, such as minimum wage and overtime pay.
To address these challenges, it's important to consider alternative models of work that prioritize stability and security for gig workers. This could involve the establishment of portable benefits, or benefits that follow the worker rather than being tied to a specific employer, as well as the creation of worker-owned cooperatives or platforms that allow for collective bargaining and shared ownership.
In addition to addressing the challenges of gig work and bullshit jobs, it's important to consider the role of technology and automation in shaping the future of work. While automation has the potential to free up time and resources for more meaningful pursuits, it can also lead to job displacement and the concentration of wealth and power in the hands of a few. To mitigate these negative impacts, it's important to consider the implementation of policies such as universal basic income or a shorter workweek, as well as the development of retraining and education programs to support workers affected by automation.
As we consider the future of work and how to create a more equitable and sustainable world of work, it's important to recognize that this is a collective effort that requires the participation and voices of workers, employers, and policymakers. By coming together and actively shaping the direction of work, we can create a future that works for everyone.
Organizations such as the Institute for the Future, the World Economic Forum's Centre for the Fourth Industrial Revolution, the Future of Work Institute, the New Work Institute, and the Center for the Future of Work are all working towards better futures of work and are worth exploring for ideas and resources. By supporting and engaging with these organizations, as well as actively considering the values and systems that shape work, we can continue to explore the relationships between work, the worker, and the workplace. It's important to consider the role that power and privilege play in shaping our experiences and opportunities.
For example, the gender pay gap is a significant issue in the world of work, with women on average earning less than men for the same work. This gap is often attributed to discrimination and bias, as well as a lack of women in leadership and high-paying roles. The pay gap disproportionately impacts women of color, who often face additional barriers to advancement and fair pay.
In addition to the gender pay gap, there are also significant disparities in pay and opportunities based on race, ethnicity, and other factors. These disparities are often compounded by the intersections of different identities, such as being a Black woman or a Latinx immigrant. By acknowledging and addressing these power dynamics, we can work towards creating a more equitable and inclusive world of work.
One way to address these disparities is through policies and practices that promote diversity, equity, and inclusion in the workplace. This could include initiatives such as diversity training, unconscious bias training, and targeted recruitment and retention efforts. It's also important to consider the broader systems and structures that perpetuate these disparities, such as the lack of access to quality education and job training for marginalized communities.
The Workplace and Well-Being
The design and culture of the workplace can also have a significant impact on the well-being and satisfaction of workers. Factors such as ergonomics, lighting, and air quality can all contribute to the comfort and productivity of workers. In addition, the social and psychological aspects of the workplace, such as the level of support and autonomy, can also have an impact on well-being.
Another aspect of power and privilege in the world of work is the concept of work-life balance. While the idea of a "work-life balance" often assumes that work and life are separate and distinct domains, in reality, work and life are often intertwined and influence each other. For some individuals, particularly those with care-giving responsibilities or those in lower-paying or precarious jobs, the idea of a "work-life balance" may be unattainable.
To address the challenges of work-life balance, it's important to consider policies and practices that support the well-being of workers, such as paid time off, flexible work arrangements, and access to healthcare and other benefits. It's also important to acknowledge that work-life balance looks different for everyone and to allow for individualized approaches that meet the needs of each worker.
One potential alternative to the current model of work is the concept of a universal basic income (UBI). UBI is a form of social security that provides a guaranteed income to all citizens, regardless of employment status. Proponents of UBI argue that it could provide a safety net for those affected by automation and other technological advancements, as well as reduce poverty and increase economic security. However, critics argue that UBI could discourage work and lead to a decrease in productivity. It is important to carefully consider the potential benefits and drawbacks of UBI and other alternatives to the current model of work.
Another potential solution is to prioritize the well-being of workers and the quality of work. This could include efforts to reduce work-related stress and improve work-life balance, as well as ensuring fair pay and working conditions. It may also involve exploring alternative models of work, such as cooperatives or social enterprises, that prioritize social and environmental impact.
In addition to considering policies and practices that support the well-being and equity of workers, it's important to consider the role of the workplace itself in shaping our relationships with work. This includes not only the physical layout and design of the workplace, but also the culture and values of the organization.
For example, research has shown that open office layouts, while popular, can actually decrease productivity and increase distractions. In contrast, office designs that allow for individualized workspaces and privacy can improve focus and productivity. Similarly, a toxic or unhealthy work culture can lead to burnout and turnover, while a supportive and inclusive culture can foster engagement and retention.
By considering the various factors that shape our relationships with work, we can work towards creating better futures of work that are equitable, sustainable, and supportive of the well-being of workers. This requires the participation and efforts of individuals, organizations, and policymakers, and requires a willingness to challenge and reimagine the values and systems that shape our current models of work. By actively shaping the direction of work, we can create a future that works for everyone.
As we've explored in this article, the relationships between work, the worker, and the workplace are complex and multifaceted, and understanding these relationships is crucial for creating better futures of work.
In addition to considering the factors we've already discussed, such as gig work, automation, diversity and inclusion, and the design and culture of the workplace, it's also important to consider the role of education and training in shaping the future of work.
Education and Training
In a rapidly changing economy, it's important for workers to have access to ongoing learning and development opportunities to stay competitive and adapt to new technologies and trends. This can include traditional forms of education, such as degrees and certifications, as well as more informal learning opportunities, such as workshops and online courses.
It's also important to consider the role of education in preparing individuals for the world of work. This includes not only technical skills, but also skills such as communication, teamwork, and problem-solving that are crucial for success in a variety of careers. By investing in education and training, we can create a more skilled and adaptable workforce that is better equipped to navigate the challenges and opportunities of the future.
Government Policies and the Future of Work
Finally, it's worth considering the role of government and policy in shaping the future of work. Government policies can have a significant impact on the direction of work and the well-being of workers, and it's important for individuals to be informed and engaged in the policy-making process. This can involve advocating for policies that support the needs and interests of workers, such as fair wages, benefits, and protections, as well as policies that address larger societal challenges, such as climate change and economic inequality.
By considering these various factors and engaging in ongoing dialogue and action, we can work towards creating better futures of work that are equitable, sustainable, and supportive of the well-being and flourishing of individuals and communities.
Creating Better Futures of Work
In conclusion, the relationships between work, the worker, and the workplace are complex and multifaceted, and understanding these relationships is crucial for creating better futures of work. This requires considering the various influences that shape our relationships with work, such as gig work, automation, diversity and inclusion, and the design and culture of the workplace, as well as the role of education and training and the impact of government policies.
By considering these various factors and engaging in ongoing dialogue and action, we can work towards creating better futures of work that are equitable, sustainable, and supportive of the well-being and flourishing of individuals and communities.
It is also important to recognize that the future of work is not solely determined by individual and societal choices. External factors such as technological advancements, economic shifts, and natural disasters can also play a significant role in shaping the future of work. It is important to be adaptable and open to change, while also considering the potential consequences and impacts of these external factors on workers and society.
One way to prepare for and respond to these external factors is through ongoing education and training. By staying up-to-date on new technologies and developments in our fields, we can ensure that we have the skills and knowledge necessary to adapt and succeed in an ever-changing job market.
It is also important to consider the role of government in supporting education and training programs, as well as in providing social support for individuals and communities affected by changes in the job market.
Overall, the future of work is a complex and multifaceted issue that requires ongoing attention and engagement from individuals and society. By actively participating in shaping the future of work, staying adaptable and open to change, and considering the impact of external factors, we can work towards creating a future of work that is fulfilling, equitable, and sustainable for all.
To stay informed and engage with these issues, you may want to consider exploring the following resources and organizations:
By staying engaged with these issues and organizations, you can play an active role in shaping the future of work and creating better futures for all workers.
As we continue to face new challenges and opportunities in the world of work, it's important to remain curious and open to new ideas and approaches. This may involve questioning long-held assumptions about work and considering alternative models, such as universal basic income or the sharing economy. It may also involve exploring new technologies and practices, such as virtual and remote work, that can increase flexibility and enable people to work in new ways.
Ultimately, creating better futures of work requires a commitment to collaboration and dialogue, and a willingness to take risks and try new approaches. By working together and seeking out new opportunities, we can create a future of work that is more equitable, sustainable, and fulfilling for all.
Further Readings
To reflect on the ideas discussed in this article and consider how they apply to your own experiences and contexts, you may want to ask yourself the following questions:
How do the different identities of work (how, why, what and where, and who and when) apply to my own relationship with work?
How have the tree rings of my own work rings influenced my understanding of work and my opportunities and experiences?
In what ways do the challenges of gig work and bullshit jobs apply to my own experiences or the experiences of those around me?
How do issues of diversity, equity, and inclusion play out in my own workplace or in the broader world of work?
How do the design and culture of my workplace impact my experiences and well-being?
What role does education and training play in my own career development and the development of the workforce as a whole?
How do government policies and broader societal values shape my experiences and opportunities in the world of work?
To further explore these topics, you may want to refer to the following bibliography:
Weeks, Kathi The Problems with Work: Feminism, Marxism, Antiwork Politics, and Postwork Imaginaries. Duke University Press, 2011.
Graeber, D. Bullshit Jobs: A Theory. Simon & Schuster, 2018.
Schor, J. The Overworked American: The Unexpected Decline of Leisure. Basic Books, 1992.
Hochschild, A. The Time Bind: When Work Becomes Home and Home Becomes Work. Metropolitan Books, 1997.
de Peuter, G., and Dyer-Witheford, N. "Immaterial Labour, Precariousness and the Cultural Economy." In Digital Labour and Karl Marx, edited by J. Fuchs and M. Sandoval, 107-130. Routledge, 2014.
Institute for the Future. https://www.iftf.org/
World Economic Forum's Centre for the Fourth Industrial Revolution. https://www.weforum.org/centres/fourth-industrial-revolution/.
Future of Work Institute. https://futureofwork.institute/
New Work Institute. https://www.newworkinstitute.com/
Center for the Future of Work. https://www.centerforthefutureofwork.com/
The Ford Foundation: https://www.fordfoundation.org.
In addition to the resources and organizations mentioned above, there are many other resources and organizations focused on the future of work and creating better futures for workers. Some additional resources and organizations to consider include:
The Future of Work Project, a research initiative exploring the impact of automation and other technological changes on work and society: https://futureofwork.org/
The World Employment and Social Outlook, a report published by the International Labor Organization that provides analysis and forecasts on trends in the world of work: https://www.ilo.org/global/research/global-reports/weso/lang--en/index.htm.
The Center on Education and the Workforce, a research center focused on education and workforce issues: https://cew.georgetown.edu/
The Economic Policy Institute, a think tank that conducts research on economic policy issues, including work and labor markets: https://www.epi.org/
The Center for Global Policy Solutions, a think tank focused on promoting policies that address economic and social inequities: https://www.globalpolicysolutions.org/
The Ford Foundation, a philanthropic organization that supports efforts to promote economic and social justice:
https://www.fordfoundation.org/
By engaging with these and other resources and organizations, you can stay informed and actively participate in shaping the future of work and creating better futures for all workers. So, these are some additional resources and organizations that offer insights and ideas on the future of work and how to create more equitable and sustainable working environments. It's important to continue learning and staying engaged with these issues in order to create meaningful change and better futures for all workers.