Tag: employment

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Productive organizational energy

Productive organizational energy is more than the sum of individual efforts. Only if you manage to align the productivity of all employees and managers towards the same objectives, you are likely to reap the full benefits of productive organizational energy. The scientific literature is quite clear in this regard. The authors Vogel, Raes and Bruch (2026) highlighted the need to investigate current as well as anticipated Productive organizational energy using a tool called the “energy pattern explorer”. Through the repeated measurement it is possible to learn about trajectories which can be related to leadership styles, external and internal influences as well as to evaluate detailed leadership activities in more detail. Once in office, many leaders no longer deem it necessary to check or evaluate their decision-making processes, although the baseline measures should be taken at that time or before departure of the previous chief executive. About time to take productive organizational energy seriously to mobilize the energy of the many rather than the usual one man show.

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China Job Quality

In a small study of 771 Chinese adults, Dong, Wu, Ni & Lu (2021) have reported on the impact of long working hours on job satisfaction. If you work few hours, job satisfaction increases as you work more hours. However, working many hours already, additional work, 40+ per week, does no longer increase work satisfaction in China. In order to preserve the recommended or communist work ethos of a “996 work schedule” (from 9 a.m to 9 p.m, 6 days a week) the authors recommend that managers support more autonomy for workers to fix their schedules as this could increase their job satisfaction. Autonomy to schedule your work and more autonomy in decision-making moderate the impact of long work hours on job satisfaction. Eventually the Chinese comrades might get satisfaction in other areas but work as well.
(Book Exhibits on Karl Marx, Museum Trier Germany Books 2023)

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Job Quality Insights

In the U.S. the Upjohn Institute for Employment Research conducts a major empirical study on job quality (Houseman et al. 2025 1st wave 18.000 respondents). The documentation and the full set of questions (Link) cover 5 dimensions of job quality: compensation and job security; work structure and autonomy; work environment; worker agency and voice; growth and development. The special merit of the survey is that it makes great efforts to cover also new forms of (precarious) self-employment (Abraham et al. 2026). The degree to which can you make autonomous decisions is of relevance to the self-employed as well as it is a part of the job quality of dependent employees in small, large or big firms.
Related to the use of AI for work purposes question 31 asks for the influence on the decision to use new technologies in your job. This is the modern version of a question, whether you have influence on how you do your job. Bullying in a job may come from supervisors, colleagues or customers and respondents report on this. Beyond the answers given for “your main job”, it is noteworthy that the inclusion of questions on a secondary job allow to identify with more precision the precarious forms of how people try to manage to make a decent living in the U.S.A.
(Image: Exhibition Fashion Council Berlin at New National Gallery 2026)

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Autonomy as Job Quality

As many labour markets have been confronted with employment and skill shortages in OECD countries, the interest in what constitutes a good job has increased. After the “decent jobs” campaigns by the ILO, it became crucial to be able to better measure what constitutes a decent job and job quality more generally. The COVID-19 crisis had pushed remote work, but the impact on job quality has been mixed.
A larger empirical effort set out to measure job satisfaction and job quality more precisely. The study funded by the Luxembourg Chamber of Labour (Steffgen, Sischka et al. 2020) puts autonomy at work in the category of “job design”. The findings suggest that autonomy has substantial correlations with almost all other measures of job quality, but in a multivariate setting work-life conflicts, job security, atypical working time, mobbing, time pressure or social demands overwrite the issue of autonomy as a statistically significant impact on general well-being. Social support, however, has the strongest positive impact on overall satisfaction. Solidarity at work drives overall well-being.
The more narrow concept of satisfaction with one’s job find autonomy just as important as career advancement on the 5% significance level. Participation in decision making, income and again social support have somewhat stronger impacts. Autonomy concerns time and tasks. Can you decide what to do, how to do, where to do and when to do your tasks?
Depending on how you answer these questions on a 1-5 scale, the more or less satisfied you are with your job. Of course, leadership styles might interfere additionally. (Image: May 1st 2026 Berlin)

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Taking a break

The time a researcher spends reading is still above average, I suppose. Even in times of AI doing astonishing summaries of documents and texts in general, we still need to check the output by reading as well. Taking a break from data compilation and writing, it’s time to do other reading. The Staatsbibliothek tries to lure people studying and researching there into their „Reading Lounge“. In 2026-5 the proposed reading is poetry. Based on the recommendations by an expert group 10 titles of German and 10 translations of poetry are available with direct access for onsite reading. The shift from on screen reading to paper based reading gives your eyesight a break. Your mind wonders off to something else. Much better concentration and new synapses afterwards. Why is still so difficult to take a break this way? We are working on it. 

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Jobs First

The Berlin demonstration of the 1st of May has chosen to put „Jobs First“. Jobs before profits is a widely accepted claim by trade unions to highlight the importance of work in our societies. Particularly in times of robots and AI taking jobs away, this motto is well chosen as a principal risk in 2026. The current technological innovations seem to aim primarily at the maximization of profits for companies rather than the benefits for society as a whole.  The Berlin parade on the 1st of May managed to achieve a great mobilization, which is a great success for the labor movement and a demonstration of power and solidarity when in many countries basic employment rights and even the 1st of May as a social tradition is attacked.

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Artificial flowers

The craft to imitate the beauty of flowers is in fact at least 200 years old. The skill linked to the production has been documented in a manual which seems to be forgotten by today. Real as well as artificial flowers have been an accessory in fashion for centuries. In 2025-26 they return again in high fashion in all shapes and colors. The technique has also been documented in textbooks that explain the “how to…” the craft and professionalism (see image below). The time consuming activity has been outsourced from Europe long ago, but the basic techniques still were refined and mass production prepared for the sharing of the pleasures. It is an interesting case study of the sociology of technology or the rise and fall of an industry which occasionally has a surprising comeback. To follow parts of the trajectory just visit the Musée de la Mode in Paris, Palais Galliera.

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Bob the AI-enhanced builder

Most kids today and GenZ youth have come across the TV-series “Bob the builder”. Baby boomer parents have been worried about the work ethos which might be the hidden agenda of the videos. In 2026 we can now draft a new episode called “Bob the AI-builder”. Many episodes could be re-written when Bob and his team have access and get training with AI toolboxes. The study published by ActivTrak (2026-3-11) reports that companies make on average use of 7+ different AI-tools, up from 2 in 2023. This constitutes a hint that complexity at work is increasing as each tool has to be managed and the boundaries of its use need to be respected. As most search engines offer an AI-short cut to search it is not surprising that now 80% of the workforce use some form of AI in 2026. The productivity increases in quantitative terms as more output can be achieved in the same time or slightly shorter work days. However, workload is moved even more to weekends now.
The upcoming challenge through AI-tools is the reduced “the AI users’ focus time”, which suffered 9% compared to non-users. For Bob the AI-enhanced builder this means “AI is being used as an additional productivity layer, not a substitute for existing work”. The overall workload is not reduced by AI. The intensity of work increased between 2023-2025.
There is still a puzzle in the data. Multitasking (+12%) and collaboration (+34%) both increased, but the duration of an average focused session and focus efficiency dropped. The challenges for employees increase. Handling simultaneous processes and keeping an open mind to collaboration are key competences for Bob the AI-enhanced builder.
(Image: LEGO-shop in Paris 2026-2)

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Short circuit electrification

The electrification of the automotive industries is well under way. However, there is still the resistance of a few warriors from a village called “Gaulle” that fight the imperial forces that dominate these markets. The abundance of cars with batteries and electricity-based traction keeps growing, More utility vehicles shift over to this technology as well. With India and China making significant shifts in this direction, the market has made a significant technological shift until the beginning of 2026. The share of hybrid or solely electric power in cars has risen sharply, but a small segment (10% of diesel engines seems to survive or is only slowly petering out in the coming decade. The publication by Béla Galgóczi (editor) demonstrates the challenges this poses to the companies, their employees and the automotive sector as a whole, as it comprises a large amount of employment and technologies in the traditional supply chain as well. The need for a substantial and costly shift has started, but the downsizing of companies, as electric cars need far fewer pieces than conventional ones, could offer an opportunity, if the skilled employees can be converted to other productive use.
A single sector study offers a lot of “deep” insights into a sector, but the opportunities and openings in other not to distant sectors tend to be overlooked. The European sovereignty in the area of military, standardised technology, which is also still based on many precision and metal components might come as a rescue not only to Ukraine, but to Europe as a whole.

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Time and power

Who commands our time? Who commands your time? Both macro- and micro-level analyses of power relationships related to time need to be investigated. Time policies are most obvious when it comes to regulations of working time, permissions of business hours or so-called bank holidays. On the micro or individual level, it is often the question of who spends more time on work, care and repair. Hourly wage rates have been claimed by economists to guide or decide societal time spent on one or the other activity. An extension of this rationale with an overriding objective of happiness might considerably change the impact of power relationships on time. Longer time perspectives on health shall also shift the view of how power impacts the time spent on various activities. Time sovereignty is a precious value in its own right.
The power play between employers and employees keeps shifting the balance, albeit the overall trend over the last 100 years has been towards a reduction of working time and increased time sovereignty of employees as a form of democratization of working life. This constitutes one form to share the benefits of productivity gains over decades as well. (Image clock on Berlin City Council building on labor day 2025).