Unit 6 - Remote Work, AI & Modern Trends Flashcards
(10 cards)
Over-Optimization Challenges
What is the major risk of over-optimizing HR processes?
Optimization problems in HR
It treats people like machines, reducing thriving and engagement.
➔ Over-focus on metrics and efficiency can dehumanize employees.
➔ Humans need meaning, connection, flexibility — not just KPIs and checklists.
➔ Key Tip: Sustainable success balances efficiency with employee well-being.
AI Tools and Human Work
Q: How should AI be used in modern workplaces?
AI tools facilitating performance
To augment human abilities, not replace humans.
➔ AI should support decision-making, creativity, and productivity — not eliminate human judgment.
➔ Clear training and thoughtful integration are critical for AI success.
➔ Key Tip: AI + Human collaboration → best performance and thriving.
Hybrid Work Benefits
Q: What is the best workplace model for thriving?
Remote/Hybrid work basics
Hybrid work — combining flexibility and collaboration.
➔ Hybrid work offers the benefits of in-person collaboration and remote flexibility.
➔ Employees gain autonomy, reduce burnout, and maintain strong team connections.
➔ Key Tip: Hybrid work maximizes vitality and learning — the core of thriving.
Management Styles – Theory X View
Q: How does Theory X management view employees?
Relationship with Theory X and Theory Y
As needing control and micromanagement.
➔ Theory X assumes employees are lazy and need strict supervision.
➔ This approach leads to distrust, low engagement, and resistance.
➔ Key Tip: Theory X thinking damages psychological safety and thriving.
Management Styles – Theory Y View
Q: How does Theory Y management view employees?
Relationship with Theory X and Theory Y
As trustworthy and capable of self-direction.
➔ Theory Y assumes employees are naturally motivated, responsible, and creative.
➔ Encouraging autonomy and trust leads to higher innovation and engagement.
➔ Key Tip: Modern thriving workplaces are built on Theory Y assumptions.
Quiet Quitting and Disengagement
Q: What is a root cause of disengagement (quiet quitting)?
Work attitudes – disengagement and quiet quitting
Poor management and broken psychological contracts, not laziness.
➔ Disengagement often stems from feeling undervalued, overworked, or mistrusted by leadership.
➔ Broken promises and lack of meaningful work lead to “quiet quitting” behaviors.
➔ Key Tip: Strong leadership and meaningful work restore engagement and vitality.
Leadership Impact on Work Attitudes
Q: What are the two key elements of thriving at work?
Thriving concepts in modern workplaces
Vitality and Learning.
➔ Thriving happens when employees experience energy, growth, belonging, and trust.
➔ Organizations must support flexibility, inclusion, and holistic well-being to promote thriving.
➔ Key Tip: Thriving is an ecosystem — no single factor is enough alone.
Myth – “Nobody Wants to Work Anymore”
What is the leader’s role in shaping work attitudes?
Role of leaders
Leaders build trust, create meaning, and foster psychological safety.
➔ Leaders directly impact employee motivation, thriving, and commitment.
➔ Trust-building, clear vision, and support systems shape positive work attitudes.
➔ Key Tip: Leadership failures often trigger disengagement and turnover.
Thriving Factors in Modern Workplaces
Why is the idea that “nobody wants to work anymore” a myth?
“Nobody wants to work anymore” myth
The real issue is poor leadership and broken trust, not employee laziness.
➔ Workers today value flexibility, meaningful work, and respect — not just wages.
➔ Poor management and outdated workplace cultures cause dissatisfaction, not laziness.
➔ Key Tip: Modern employees are willing to work — but under fair, empowering conditions.
Onboarding in Remote and Hybrid Workplaces
What are key onboarding needs for remote and hybrid workers?
Implications for onboarding in hybrid/remote work
Remote and hybrid onboarding must emphasize structured connection, mentorship, clear communication of expectations, and early inclusion into the team culture.
➔ Remote workers may feel isolated without intentional onboarding processes.
➔ Key elements include: scheduled check-ins, assigned mentors or buddies, clear communication about roles, and opportunities to build informal relationships.
➔ Key Tip: Early connection and clarity prevent disengagement and foster belonging and thriving in hybrid environments.
