{"id":3733,"date":"2020-09-03T02:26:59","date_gmt":"2020-09-03T02:26:59","guid":{"rendered":"https:\/\/desis.osu.edu\/seniorthesis\/?p=3733"},"modified":"2020-09-08T17:19:22","modified_gmt":"2020-09-08T17:19:22","slug":"the-new-future-of-work-is-asynchronous","status":"publish","type":"post","link":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/2020\/09\/03\/the-new-future-of-work-is-asynchronous\/","title":{"rendered":"The New Future of Work is Asynchronous"},"content":{"rendered":"\n<p>(<a href=\"https:\/\/samharris.org\/podcasts\/194-new-future-work\/\">Link to the podcast<\/a>)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Overview<\/h2>\n\n\n\n<p>Though in many ways it\u2019s unclear what the future of work holds, Matt Mullenweg, the founder of WordPress, offers a fairly informed vision of where it ought to go. Mullenweg outlines nontraditional work in five levels of autonomy, ranging from normal 9-5 office work to a fully asynchronous, global workforce. The standard workforce, he mentions, derives from industrial-era factory work, and simply hasn\u2019t been updated to reflect the changing nature of work. Remote work, pushed to widespread adoption by the COVID-19 pandemic, has created the opportunity to reframe the way work gets done.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Takeaways<\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li>How <em>should<\/em> we approach new possibilities afforded by developing and widely-adopted technology?<\/li><li>Fully &#8220;autonomous&#8221; asynchronous work means that companies can easily begin utilizing global talent pools and thinking more globally.<\/li><li>The user experience of work, it turns out, is quite liable to change. <\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Excerpts<\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li>(6 min) You could probably get a lot more done in less time in the future<\/li><li>(6 min) I consider this a moral imperative<\/li><li>(8 min)Freedom and agency are critically important to the workforce<\/li><li>(10 min) Writing is becoming the most important form of communication and alignment<\/li><li>(13 min) The future of work is asynchronous &#8211; the judgement is in what people produce, not necessarily how they produce it.&nbsp;<\/li><li>(13 min) The 9-to-5 workday model is a direct result of factory work and the industrial era.<\/li><li>(16 min) Increasing a remote talent pool in an asynchronous, global workforce affords a 24-hour cycle&nbsp;<\/li><li>(20 min) More equitable communicating process &#8211; asynchronous work means that more people will share insights (as opposed to <em>react<\/em> during a meeting) since they have more time to think about it.&nbsp;<\/li><li>(23 min) Health, wellness, and well-being has the opportunity to increase. People can work at their highest level due to this, access better creativity, and so on.&nbsp;<\/li><li>You no longer focus on input stuff &#8211; time at desk &#8211; but instead purely on output.<\/li><li>We inherit this focus on desk time, etc., from factory work.&nbsp;<\/li><li>Organizational transparency is important to make this happen.<\/li><li>(35 min) Managers are the biggest barriers for distributed work. \u201cManagement by walking around\u201d &#8211; ambient info gathering &#8211; means a lot less pulse on the team. Managers have to keep a better eye.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Stakeholders<\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li>Decision-makers: managers, executives<\/li><\/ul>\n\n\n\n<p>Harris, Sam, and Matt Mullenweg. \u201cMaking Sense Podcast #194 &#8211; The New Future of Work.\u201d <em>Sam Harris<\/em>, 24 Mar. 2020, samharris.org\/podcasts\/194-new-future-work\/.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>(Link to the podcast) Overview Though in many ways it\u2019s unclear what the future of work holds, Matt Mullenweg, the founder of WordPress, offers a fairly informed vision of where it ought to go. Mullenweg outlines nontraditional work in five levels of autonomy, ranging from normal 9-5 office work to a fully asynchronous, global workforce. [&hellip;]<\/p>\n","protected":false},"author":28,"featured_media":4248,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[26],"tags":[],"class_list":{"0":"post-3733","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-focus"},"_links":{"self":[{"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/posts\/3733","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/users\/28"}],"replies":[{"embeddable":true,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/comments?post=3733"}],"version-history":[{"count":3,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/posts\/3733\/revisions"}],"predecessor-version":[{"id":4249,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/posts\/3733\/revisions\/4249"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/media\/4248"}],"wp:attachment":[{"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/media?parent=3733"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/categories?post=3733"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/desis.osu.edu\/seniorthesis\/index.php\/wp-json\/wp\/v2\/tags?post=3733"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}