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Searching for paid tasks via digital labour platforms, such as
Uber, Deliveroo and Fiverr, has become a global phenomenon and the
regular source of income for millions of people. In the advent of
digital labour platforms, this insightful book sheds new light on
familiar questions about tensions between competition and
cooperation, short-term gains and long-term success, and private
benefits and public costs. Drawing on a wealth of knowledge from a
range of disciplines, including law, management, psychology,
economics, sociology and geography, it pieces together a nuanced
picture of the societal challenges posed by the platform economy.
Chapters present a comprehensive, multidisciplinary overview of the
rise of gig work, reflecting on long-term developments in the gig
economy and incorporating contemporary developments into the rich
theoretical and empirical literature on the topic. Charting new
research territory, the book addresses key academic and policy
challenges, arming readers with relevant analytical tools and
practical solutions to face common problems. This book comprises a
key reference for future research on the topic as well as critical
policy measures for addressing challenges relating to gig work.
Offering an integrated outline of the latest insights, this book is
crucial reading for scholars and researchers of the platform
economy and gig work, outlining academic insights and empirical
research, and illustrating a research agenda for future
scholarship. The book's comprehensive approach will also benefit
policy-makers, managers and workers as they confront the platform
economy's wide variety of legal, economic and management
challenges.
This volume explores and presents challenges that "traditional"
organisations experience once they take off towards self-managing
organisations (or Teal Organisations). The concept of Teal
Organisations is not surprising nowadays, but strangely enough it
remains a dream concept: the majority of modern organisations
represent hierarchical managerial constructions, with little to no
evidence of self-management. The main characteristics of
self-management are well-known: whole tasks; organisational actors
equipped with a certain skill portfolio that is required to
accomplish these tasks; work organised in teams that have autonomy
for decision-making and performance management. Self-management is
often accompanied by greater flexibility, better use of employees'
creative capacities, increased quality of work life, and decreased
employee absenteeism and turnover, eventually resulting in
increased job satisfaction and organizational commitment. In this
volume, we suggest that self-managing teams require a new way
forward in modern organisations. Particularly, we offer a new
roadmap for leaders who are responsible for the implementation of
self-managing teams.
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