Essays on Communication Technologies & Change Coursework

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The paper "Communication Technologies & Change" is a perfect example of marketing coursework. An ever-changing workplace landscape is one of the major causes of all manner of tension, including personal and family, face by today’ s workers. One of these changes in the workplace is communication technologies (Farias and Bender 2010). Communication technology has thus, over the past few decades, been sold as a tool promising freedom to workers on flexibilities regarding decisions on where to work, when to work and arrangements that go with contemporary workplace premises. The outcome of such freedom has been the conversion of different areas of the workers’ environment into workplaces such as in cafes, streets and even into the house (Hochschild 2001).

This has consequently brought noteworthy problems to ordinary workers’ lives. Changes in communication platforms have literally allowed work to occupy spaces that were not even remotely considered work environments, leading to the fading of personal and professional identity boundaries, a process that may explain the presence bleed of modern office culture. People use of blogs and other communication technologies to broaden their work-life environment taking into consideration their goals and needs at given stages in their lives (Hortulanus & Michielse 2006). Decisions on where and when to work are no longer the primary questions; they have become less important in present-day workers’ list of things to do.

Presence bleed thus goes beyond explaining the extent of responsibilities felt by workers as they prepare to work beyond their normal paid hours and captures anxieties that are experienced as a result of the ever continuous to-do-list of tasks that are to be accomplished- more so because most workplaces lack enough workers to undertake the load (Hortulanus & Michielse 2006).

Presence bleed also takes into account the dimensions in which behaviors change and the expectations of professions that are communication heavy. With this in mind, workers are now being taught how they can take advantage of online networks in order to continue with unfinished office work wherever they are. The rise in the use of digital technology has consequently forced acceptable workloads to build up work tasks and expectations that, more often than not, go unnoticed.

The supposed expediencies that come with technology, unfortunately, blur the quantity of extra work such technologies demand. Before the recession, the degree to which middle-class professionals were encouraged to view the jobs as a major revelation of their successes was not appreciated or recognized. Matters of the workplace were left to members of unions and their organizers whereas the rest, feminists, for instance, spent their time measuring their political successes by indulging in popular culture. As workers toiled in the factories, firms continued to collect profits and did not show any apologies for it (Ross 2004).

Flexible arrangements in the workplace suited women, who were appreciative of it as well, as firm owners failed to give any substantive reasons for the long hours they pinned on their workers. Women were thus allowed to continue with their traditional home responsibilities such as childcare and only took up work if it was paid. Directives were put in place to persuade workers to pursue “ work-life balance” as a key concept of correcting the demands that come with high-performance workplace cultures. This work-balance concept proved to be the primary concern because a large number of women continued to seek employment during this period.

It, however, did not acknowledge the fact that the problem might not be work and that a lot of people enjoyed their work and did not want to balance work accomplishments and satisfactions with external things. Arlie Hochschild (1997) showed that leisure pursuits might offer different degrees of satisfaction for different people and that the consolations offered in the workplace might prove worthwhile if the demands of the worker’ s private life are high and less rewarding.

The work-life balance concept is thus not adequate because it downplays gender customs fundamental to Fordist economy (Mitropoulos 2006) in addition to taking a Marxian approach to understand work as isolating.

References

Farias, I., and Bender, T. 2010. How Actor Urban Network Changes Urban Studies. London: Routledge.

Alan, I., and Mike, M. 2003. Science, Social Theory and Public Knowledge. Maidenhead: Open University Press.

Boje, D. 2012. Narrative Methods for Organizational and Communication Research. New York, NY: Sage

Burgoon, M. 2012. Communication Yearbook 6. London: Routledge.

Parker, J., and Wiley, S. 2013. Communication Matters: Materialist Approaches to Media Mobility and Networks. London: Routledge.

Ross, A. 2004. No-Collar: The Humane Workplace and its Hidden Costs. Philadelphia: Temple University Press.

Hochschild, A. 1997. The Time Bind: When Work Becomes Home and Home Becomes Work. New York, NY: Henry Holt and Company.

Hochschild, A. 2003. The Communication of Intimate Life: Notes from Home and Work. Carlifonia: University of Carlifonia Press.

Liu, A. 2004. The Laws of Cool: Knowledge, Work and the Culture of Information. Chicago: University of Chicago Press.

Hortulanus, R., Machielse, A., and Meeuwesen, L. 2006. Social Isolation in Modern Society. London: Routledge.

Trinca, H., and Fox, C. 2004. Better than Sex: How a Whole Generation Got Hooked on Work. Sydney: Random House Australia.

Berlant, L. 2008. The Female Complaint: The Unfinished Business of Sentimentality in American Culture. Durham: Duke University Press.

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