Case Study:

WORKING SMARTER

The economic data churned out by the government every month doesnt identify whether workers are working harder or smarter. But some part of productivity gains may be attributed to technology and working smarter. When a Raleigh, North Carolina, Internet start-up downsized Forsyths job, she was not too upset. She had developed an aversion to the 50- and 60-hour workweeks, the chaotic working conditions, and the lack of a job description. The mother of two now works in publishing, finds her current employer more family friendly, and enjoys keeping to a 40-hour workweek. Jeff, an early member of the Netscape management team, left his position thanks to a nice nest egg generated from the sale of Netscape to America Online. Today, he works part-time as an investor and advisor to small Internet start-ups. He is able to play with his three children, make them lunch, and even tag along on school field trips. After his 18-hour days at Netscape, Jeffs time with his children seems like mundane stuff, but when you finally get a chance to do it, you appreciate it. Despite the fact that Americans have always placed great stock in hard work, there is growing evidence that working hard may not mean working long. According to the U.S. Bureau of Labor Statistics, the proportion of Americans working 49 hours or more a week has remained steady in recent years, after rising in the late 1980s and early 1990s to approximately 29.5 percent. But in the past several years, the percentage of managers and professionals working 49 hours or more a week has begun to fall, reaching 27.9 percent. It appears that Americas work ethic is changing from working hard to working smart. It is more than simply a work/life balance issue, however, in that a basic American social value of more hard work is being transformed into work smart but dont forget your other life obligations. How will this change the workplace? Will hourly workers decline overtime opportunities more consistently? Will they move to ensure (through their union) that their workweek remains consistent and does not include continual overtime requests?

Will the 40-hour workweek be challenged (as it has in some European countries)? How will this change the pace of productivity? Will face-time at the office continue to be important? Will HR professionals promote the firms use of flextime and telecommuting to attract and retain workers?

Sources: Adapted from R. Burke, Working to Live or Living to Work: Should Individuals and Organizations Care? Journal of Business Ethics 84 (2009), pp. 16772; Jason Desena, While America Is Sleeping, Europe Is Catching Up, Financial Times , July 17, 2007, p. 36; Eric Clarke, Working Smarter, Not Harder, Accounting Technology , April 2006, pp. 2022; John W. Schoen, Are We Working Smarter or Harder? MSNBC, August 28, 2003, www.msnbc.com/news/954222.asp; and Shel Leonard, Is

Americas Work Ethic Changing? HR Magazine , April 2000, p. 224.

Questions:

1. Brief case background

2. Main Problem

3. Sub-problems

4. Alternative Courses of Action

5. Pros and Cons of each Alternative Course of Action, if selected

6. Recommendations

7. Final Conclusion