The nature of work is constantly changing and becoming more flexible. Jobs are being defined more broadly and changing to meet business needs. Relationships between organizations and employees are also changing, with more flexible and temporary contracts. As the nature of work changes, the demographic makeup of the workforce is changing as well. Industrial-organizational psychologists have an important role in understanding these changes and helping shape the future of work. They can provide guidance to organizations on maintaining performance in new structures, selecting employees for changing jobs, and developing fair compensation systems that are flexible. Understanding how the changing context of work impacts organizational behavior will help apply valid psychological research effectively in organizations.

1. Regina Munoz
A reaction paper on Gray John’s The nature of work, the context of organizational
behavior, and the application of industrial organizational psychology
History has shown that the nature of work is in a constant process of change. It is
changing before our very eyes. As mentioned in the article, managers, employees, unionists, and
IO psychologists all had the same viewpoint about jobs-were static devices, attached to
organizations, clearly demarcated from other jobs, and closely associated with particular
incumbents. Also those jobs are socially constructed and this social construction is changing.
How organizations are being made up are becoming flatter as jobs are being described on
a broader way, jobs also change with changing business needs. Changes are also occurring
between the relationship of the organizations and the people. As mentioned in the article,
managers appear to be expanding the scope of many jobs to include factors such as flexibility,
teamwork, self-management, and so on while, on the other hand many jobs are being broken
away from their former social context via mechanisms such as outsourcing, limited contracts,
and part-time status. Having flexible skills and having a desire and ability to learn are among the
expectations that organizations look forward to their employees. Compared to how it was before,
there is a very much difference in the nature of employment contract nowadays when it comes to
the average length of the relationship, employee expectations of employers, and the basis for
continued employment. Although advanced technological information has a contributed to these
great changes, advances in technology are most important since there will be a higher
competition and this requires new levels of technical sophistication from all employees. As the
nature of work changes rapidly, the demographic profile of the workforce is also changing. I/O
Psychologists have an investment in understanding the changes that are occurring and helping to
shape the workplace, and work life, of the future. An online article also states how IO
psychologists can tackle all areas of the world of work as part of its practices:
In terms of practice, this is a time for I/O experts to provide guidance to organizations on
how to maintain and increase performance effectiveness within new structures of
organizations and work. We can help employers select the right people for new forms of
jobs, set performance expectations that are linked to corporate strategy, evaluate and

2. Regina Munoz
manage performance of employees and contractors working side-by-side, and develop
monetary and non-monetary compensation systems that are flexible and perceived as fair.
Through the various changes in the world of work, dealing and tackling the issues and
changes have to be given attention by research psychologists. Moreover, the changes in the
context of work and how these affects the organizational behavior is to e understood more and be
considered and the application of valid psychological researches be applied in the organizations
for its effectiveness.