1. Our field covers all areas of the world of work, from practical decisions about staffing
organizations and managing people, to measurement issues related to high quality assessment
and prediction, to theoretical issues related to the meaning of work for people and underlying
work motivation, to social issues such as the balance between work and personal lives and
fairness in employment decisions. Our progress in all of these domains will be affected by the
changes occurring in the structure of jobs and organizations and in the nature of employment
relationships.
One sentiment expressed by our membership is that we need to take a leadership role in
anticipating, understanding, and responding to the changes that are occurring. To the extent that
that sentiment is shared widely, our work should focus on helping organizations prepare for and
respond to new organizational structures, new forms of jobs, and new expectations and
requirements of workers.
The evolution of organizations and work has significant implications for both research and
practice. In terms of research, the time is ripe for pursuing programs of research designed to meet
the challenges of the new world of work. What forms will work take? How will jobs be
designed? What are the skill requirements associated with these new forms of jobs? How can
organizations motivate employees in an atmosphere of fear? What will a remote-office
workplace do to employee loyalty and commitment? How can organizations identify and employ
the entry-level talent needed while basic skill levels of new entrants in the workforce are
declining?
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 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.