100%(3)3 out of 3 people found this document helpful
This preview shows page 25 - 29 out of 35 pages.
Corporations are not evil, conflicting stakeholder needs oPeople may want to do something but feel like their contribution isn’t significant –they do what they can -Why oJean Baudrillard –humans are connected to figurative rather than literal oBaudrillard was concerned that people are more invested in what they are told is to be real, rather than reality itself. ▪Some organisations may be most worried about what looks best for the sustainability report ▪The best part, what we see, is often exaggerated o‘Doing what looks good’ becomes the drive, rather than doing what is good i.e. long-lasting, meaningful, and positive change. ▪People feel good buying something that is good ▪Organisations increase value and then profit -Summary
oSustainability is a key consideration to the contemporary business environment oRules regarding compliance and reporting are slowly being created, but not everyone is convinced. oThis drive for sustainability represents an opportunity for all of you given that its an emerging market. oHow you communicate your strategy, is essential.
WEEK 10 –THE FUTURE OF WORK LECTURE NOTES How did we get here -Proportion of population aged 65 and over –increasing, sharp increase since 09 -Male and female labour force participation rates –men decreasing, women increasing oFemale now less of a drop around 30s, (used to leave work for kids) -Australia’s population born overseasoIncreasing since 1940s, now over 25% -Gender pay gap o2016 –17.3%, has moved between 15 and 19% for last 20 years oAWE –overall position of women, doesn’t show pay gaps for employees in same roles oGender pay gap is influenced by many factors including ▪Stereotypes about type of work men and women should do ▪Men and women working in different industries and jobs ▪A lack of women in senior positions, lack of part-time or flexible senior roles •Women more likely to work part time as still undertake most of society’s unpaid caring workoHence, more precarious attachment to workforce ▪Differences in education, work experience and seniority ▪Discrimination oIssues ▪Glass ceilings ▪Glass walls ▪Glass cliffs -Education levels oYear 12 retention rate, people enrolled in study and people with bachelor degree numbers all increasing -Industry and work oServices employ majority of people, manufacturing and agriculture in decline o2020: Health Care and Social Assistance20.9%Education and Training11.6%Construction11.2%Professional, Scientific and Technical Services11.1%Accommodation and Food Services9.1%Retail Trade9.0%Transport, Postal and Warehousing4.9%Public Administration and Safety4.1%Financial and Insurance Services3.8%Other14.3%
The Future of Work –Robots, AI and gig economy -The future of work o5 million jobs (40%) face a high probability of being replaced in the next decade or two. 18.4% have a medium probability oJobs that involve low levels of mobility, creativity, social interaction, and dexterity and more likely to be replaced by automation -Technology oChanges to technology can be beneficial oTechnology still not at the level of humans –focus on human social skills oOpinions ▪