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Guest editorial

Guest editorial JGOSS 12,2 Engaging liquid knowledge workers: causes, concerns and consequences Introduction To survive in today’s highly dynamic marketplace, knowledge-intensive organizations expect their workforce to adapt to ever-changing customer needs (Gupta et al., 2018). For this, organizations are relying on liquid workforce comprising part-timers, freelancers and casual knowledge workers (Naik, 2016). To outperform, some companies – including Accenture, Google and General Electric – have taken a lead to align their existing human resource practices as per the requirements of liquid knowledge workers (Petac and Petac, 2016). A liquid knowledge worker could be a nurse, an accountant, a teacher, a lawyer, an engineer or any other professional whose job description involves acquiring and applying information as a part-timer, a freelancer or a casual worker (DeCenzo et al.,2010; Gupta, 2017). The “liquid” component connotes at least one of the following two things: (1) absence of job demarcations; or (2) working as part-timers, freelancers or casual workers. The main challenge for the managers of liquid knowledge workers is to keep them engaged in their job. They need to have workplace mobility, flexible work times, colleagues with an accommodating nature, a keen attitude to learning and the ability to multitask (Klewes et al., 2017). http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Global Operations and Strategic Sourcing Emerald Publishing

Guest editorial

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
2398-5364
DOI
10.1108/JGOSS-06-2019-058
Publisher site
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Abstract

JGOSS 12,2 Engaging liquid knowledge workers: causes, concerns and consequences Introduction To survive in today’s highly dynamic marketplace, knowledge-intensive organizations expect their workforce to adapt to ever-changing customer needs (Gupta et al., 2018). For this, organizations are relying on liquid workforce comprising part-timers, freelancers and casual knowledge workers (Naik, 2016). To outperform, some companies – including Accenture, Google and General Electric – have taken a lead to align their existing human resource practices as per the requirements of liquid knowledge workers (Petac and Petac, 2016). A liquid knowledge worker could be a nurse, an accountant, a teacher, a lawyer, an engineer or any other professional whose job description involves acquiring and applying information as a part-timer, a freelancer or a casual worker (DeCenzo et al.,2010; Gupta, 2017). The “liquid” component connotes at least one of the following two things: (1) absence of job demarcations; or (2) working as part-timers, freelancers or casual workers. The main challenge for the managers of liquid knowledge workers is to keep them engaged in their job. They need to have workplace mobility, flexible work times, colleagues with an accommodating nature, a keen attitude to learning and the ability to multitask (Klewes et al., 2017).

Journal

Journal of Global Operations and Strategic Sourcing – Emerald Publishing

Published: Jun 17, 2019

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