Open Access is an initiative that aims to make scientific research freely available to all. To date our community has made over 100 million downloads. It’s based on principles of collaboration, unobstructed discovery, and, most importantly, scientific progression. As PhD students, we found it difficult to access the research we needed, so we decided to create a new Open Access publisher that levels the playing field for scientists across the world.
By making research easy to access, and puts the academic needs of the researchers before the business interests of publishers. Digital technologies are integrated in many aspects of life and work and present benefits and challenge for organizations, employers, and employees. In order to have advantages from digital transformation, organizations should be creative for new working environments and their culture around digital developments in the workplace in order not to lose clients, productivity, and employees.
Some keys of success of digital workplaces are an effective implementation of a digital workplace strategy with a changed learning and culture as an incentive for staff behavior. This should suit to technological solutions and support its adoption and use it for work, communication, and cooperation. Entrepreneurship education should be also adapted to digital transformation in order to prepare employees and employers for digital workplaces. IntroductionThe increasing integration of digital technologies in all aspects of our lives is both a benefit and a challenge for organizations, employers, and employees.Organizations are benefiting from such digital transformation including also digitization of the workplace, i.e., through increased productivity, cost savings, a more mobile and agile workforce, increased flexibility, and adaptability in marketplace. Enterprises are collaborating more globally and with more diverse and global staff. Employees could work from anywhere and stay connected through smartphones, collaborate with peers, and stay on top of digital trends.
Organizations should be proactive in creating new systems and policies and rethinking their culture around digital developments in the workplace in order not to lose clients, productivity, and employees.The keys of success of digital workplaces are an effective implementation of a digital workplace strategy with a changed learning and culture. Culture is an incentive for behavior; organizations and managers should assure that staff behavior suits to technological solutions, supports its adoption, and uses it for work, communication, and cooperation. Entrepreneurship education should be also adapted to digital transformation in order to prepare employees and employers for digital workplaces.This chapter presents besides some aspects like a digital European workplace initiative and a framework, which could be the basis of a digital workplace strategy, some proposals for improving entrepreneurship skills.
Digital workplace strategyThe key of success of digital workplaces lies in an effective implementation of a digital workplace strategy, and the first step in this transformation strategy is a cultural change supported by learning measures.Digital workplace strategy can be understood as the dynamic alignment of an organization’s work patterns within the digital work environment to enable peak performance and reduce costs. As each workplace strategy, a digital one supports to fulfill business objectives such as reducing property costs, improving business performance, merging two or more organizations/cultures, and relocating or consolidating occupied buildings. 4.2 Technology: the digital toolboxEach organization already has a digital workplace toolbox with different tools to support digital workplace in different ways. It is necessary to adopt the right tools for employees to do their jobs. The digital workplace toolbox can be defined in categories to support the ways in which you communicate, collaborate, connect, and deliver day-to-day services. Often the development of digital tools does not follow a digital workplace strategy where the business focus is clearly defined.
Organization culture should be also considered. Cultural change and behavior supporting digital transformationOne of the first steps in the digital transformation is a cultural change in organizations.
Culture is an incentive for behavior; organizations and managers should assure overcoming a culture of learned helplessness and spoon-fed training to encourage ongoing personal learning so that staff behavior suits to technological solutions, supports its adoption, and uses it for work, communication, and cooperation. One important issue of the digital workplace strategy is a clear understanding between organizational culture and technology, and this can be achieved within an adequate learning strategy. It ensures that tools, processes, and systems realize their full potential and will not be a failed initiative.Organization’s culture influences the way employees behave and work within digital transformation and so organizational performance, success, and failure. This means employee’s culture ultimately determines how and to what extent employees connect, communicate, and collaborate within digital workplaces.It is important to develop a change management plan and that the digital workplace strategy aligns to organization working culture. 5.1 Encourage people to ask questionsDetermining possible employees to ask questions enables them to move away from “the way we always do” to discussions what is better to do in digital working places.That is, operations team wants to explore using automation to eliminate repetitive discussions. Someone asks, “How can we learn to be product owners in its agile development process?”Sure, there are some people in the organization wishing to do things in the old way. Asking questions is an approach, which can open a dialog about new solutions.
5.2 Get out of the office and meet customers and prospectsCustomers expect to select products and services intelligent and valuable. Start-ups and market leaders in other categories can steal market share from slow competitors not being in contact with customers but have also opportunities to develop new services into new areas by identifying optimal customer segments to deliver services digitally.Leaders/representatives from organization should go out of the office, learn from customers, take into consideration their needs, and develop a perspective on how to deliver new experiences. Marketing specialists should learn how to best message and target prospects. Sales should be learning whom their new competitors are and how to defend against sales objections. Technologists should learn about the underlying technical capabilities required to fulfill value propositions.
5.3 Ask for data, then insights, then opinionsA data-driven organization offers practices and tools for people to present a thesis—first presenting data that backs it, then insights they have inferred, and lastly their opinions and conclusions. Behaviors drive organizational change.Employees’ roles in the organization, their jobs, and how they deliver business value are all subject to be changed in digital transformation, in order to convince more employees to support the digital strategy by challenging the status quo, to learn what customers need today, and to use data efficiently to drive bottom-up and top-down decisions. 5.5 Open dialogueIt is known that employees are sometimes resistant to change when the transformation comes only from up, so it is important to create a dialog with employees to discuss which and how they see improvements in digital transformation. If it is possible, the open dialog should start from the top and involve all employee’s transformation. One leader in organizing digital transformation should bridge the gap between the actual implementation of technology and the workplace culture and demands. 5.9 Involve employeesEmbracing digital transformation is more easily achieved through increased employee engagement.
Using digital technologies employees can reach consumers easily and directly.Often, older employees are not enthusiastic about digital transformations, but their insight, wisdom, and experience are invaluable. By improving internal employee engagement, employees can feel more valued and are more open to change. Engagement drives adoption, but digital transformation too can drive engagement. Flexible work has positive effects on employee engagement. In the digital age, flexibility is easier than ever to implement.
Employees can work remotely, use their own devices, and utilize digital tools to interact impactful with consumers and each other. Tangible benefits of digital transformations are easier to be evaluated.
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