Add to ORKGStructure and flexibility together might seem like an oxymoron. But they are not. Alana Baker and Stephanie Chan-Ahuja write that as organisations around the world continue to manage virtual or hybrid teams, leaders can provide structured flexibility to help employees stay both engaged and productive
With the unprecedented workplace disruption brought on by the pandemic, many companies introduced po...
In a world of ageing populations, extending working lives is widely viewed as an economic necessity....
Organisational inclusion often goes hand in hand with diversity management. However, inclusion and d...
By the time the pandemic is over, firms can have laid the groundwork for an engaged and connected wo...
When people think about “traditional arts,” people don't tend to think “technology.” Some would eve...
Explorations into today's labour context reveal a wide schism between those workers who live under c...
IT-driven stress spills over from work to home and can not only impair but also improve employees’ p...
Managers worked longer hours during the pandemic and changed how they used their time, find Thomaz T...
Organisational change doesn’t always have to bring distress and ill health to employees. Anniken Grø...
Ingroup bias can be a big problem in the workplace, hurting both employees and organisations’ bottom...
In a brief Q&A, Adam Parr says that instead of focusing only on content, they should think about pro...
Peacebuilding is traditionally done face-to-face, but COVID made this much harder. Donors also redir...
For over a year, people’s lives were disrupted on an unprecedented scale by COVID-19. Now, as govern...
Joe Atkinson considers some of the legal questions surrounding employers who require their staff to ...
The things and objects that help to enact and animate everyday work and learning practices are often...
With the unprecedented workplace disruption brought on by the pandemic, many companies introduced po...
In a world of ageing populations, extending working lives is widely viewed as an economic necessity....
Organisational inclusion often goes hand in hand with diversity management. However, inclusion and d...
By the time the pandemic is over, firms can have laid the groundwork for an engaged and connected wo...
When people think about “traditional arts,” people don't tend to think “technology.” Some would eve...
Explorations into today's labour context reveal a wide schism between those workers who live under c...
IT-driven stress spills over from work to home and can not only impair but also improve employees’ p...
Managers worked longer hours during the pandemic and changed how they used their time, find Thomaz T...
Organisational change doesn’t always have to bring distress and ill health to employees. Anniken Grø...
Ingroup bias can be a big problem in the workplace, hurting both employees and organisations’ bottom...
In a brief Q&A, Adam Parr says that instead of focusing only on content, they should think about pro...
Peacebuilding is traditionally done face-to-face, but COVID made this much harder. Donors also redir...
For over a year, people’s lives were disrupted on an unprecedented scale by COVID-19. Now, as govern...
Joe Atkinson considers some of the legal questions surrounding employers who require their staff to ...
The things and objects that help to enact and animate everyday work and learning practices are often...
With the unprecedented workplace disruption brought on by the pandemic, many companies introduced po...
In a world of ageing populations, extending working lives is widely viewed as an economic necessity....
Organisational inclusion often goes hand in hand with diversity management. However, inclusion and d...