The centrality of traditional “jobs,” or stable tasks bundled into administrative job titles, is waning in modern workplaces. Amid post-pandemic labor shifts, global uncertainties, and rapid technological advancements, organizations are pivoting toward more flexible work structures. This shift is epitomized by “job deconstruction,” a new way of organizing where employees’ skills are dynamically matched with specific tasks or projects rather than through fixed roles.
Job deconstruction represents a broad range of approaches to redesigning work and manifests along a continuum. More radical approaches seen in companies like Zappos are structured based solely on temporary functional roles, completely eliminating traditional job titles and hierarchies. This bold approach represents a complete reimagining of organizational structure.
In the middle of the spectrum, organizations like Unilever are piloting hybrid models. Their U-Work program enables select employees to work flexibly across projects without fixed roles, while retaining the benefits associated with permanent positions. This approach provides Unilever with agile, in-house talent socialized into the organization and familiar with internal processes, mitigating the costs and integration challenges of external freelancers.
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