To achieve profitable growth over the long term, transportation and logistics companies must prepare for six megatrends that are reshaping the. Boston Consulting Group On Global Megatrends. Differentiating Success Factor or Just a Hollow Phrase? The word “megatrend” is a beloved. Megatrend analysis allows companies to build a long-term strategy that on analysis from Boston Consulting Group, a fourfold increase.
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As companies respond to the 12 forces, we expect several key developments in the next few years. The value of simplicity, lean methodologies, the evolution from silos to more holistic organizations, specialization, and organizational complicatedness Agility and Innovation: Part of the evolution of higher education must be a response to the consistent demand for soft-skills training within mrgatrends curriculum.
Meanwhile, Citigroup and others are introducing online gaming apps, either as recruiting tools or to identify hidden skill sets among employees.
Twelve Forces That Will Radically Change How Organizations Work
Disparity in wages and economic growth rates, multiple centers of power, urbanization and megtarends depletion, migration, and the rise of the middle class in developing countries. Independence is becoming the dominant motivator for a large section of the population, particularly for millennials born from the early s to the mids and Gen-Zers born in the mid- to late s and after.
As a result, the migration of workers from the poorest and most rural areas to the richest and most urban areas is accelerating, as is the desire of employees to work virtually. By proactively addressing the opportunities created by these megatrends and avoiding losing ground to new players, incumbents can emerge as winners in the long term.
Getting Ahead of the Megatrends in Transportation and Logistics
What changes will these trends bring? Congestion and scarcity of infrastructure will be especially critical challenges in areas with high population density. Moreover, they will need to begin defining their organizations in terms of a unique purpose and work to ignite a passion for that purpose. In response, many companies will need to adopt an entirely new approach to engaging customers, continuously evolving their value propositions to stay ahead of the competition.
In the future, organizations will be judged not just for the quality and price of their products but for who they are—in relation to their customers, their employees, and society as a whole. As a result of these powerful attitudinal shifts, companies will need to begin making job offers that go far beyond traditional compensation and perks, offering instead a comprehensive set of flexible work and development opportunities that appeal to the personal aspirations and values of their employees.
As these six forces propel a variety of changes in the demand for talent, six social, economic, political, and technological forces are shaping the supply. They will also need to rethink the way they engage with talent and how they get their work done.
For example, Amelia, a cognitive agent developed by IPsoft, can assume a variety of service desk roles, including technology support, customer care, and procurement processing.
Alison Sander: Megatrends — 5 tips on the art and science of trend tracking | TED Talk
Susanne Dyrchs Project Leader Cologne. For many companies, incubating talent internally is more likely to pay off than depending on the marketplace.
Infrastructure is increasingly becoming a bottleneck for business. A BCG survey of business leaders found that three-quarters believed complexity was making it harder to meet business goals.
To cope with them, companies need a well-thought-out strategy that can translate into concrete interventions.
Even as companies encourage megagrends to share information, they must protect the privacy and data of those customers. Trade volumes are shifting away from physical retail outlets to online and mobile platforms. Our yearlong analysis revealed 60 trends, which we consolidated into 12 megatrends in four areas.
Talent is more mobile than ever, with workers willing to cross borders and cultures to improve their megayrends prospects. Big Data and Advanced Analytics: Companies will continually develop and redevelop their people, so that mehatrends are equipped to deal with the tidal wave of change. Regardless of their current talent situation, companies should systematically analyze future supply and demand for various jobs under different scenarios and then plan accordingly.
Changing Workforce Cultures and Values As the skill shortage increases, new attitudes among talented people are also changing the workplace—in particular, the growing preference for independent work instead of dedicated corporate careers. In this report, the first in the New New Way of Working series, megatrehds identify several megatrdnds that are leading the way.
Organizational structures that support more agile and nimble ways of working and allow for open boundaries New ways of developing talent, including leadership talent, that incorporate technology and analytics New models for managing change in an environment of always-on transformation The value and importance of a corporate purpose, not just as a fad but as a differentiator and a source of competitive advantage.
Businesses such as Google, Chevron, and JPMorgan Chase are already implementing such programs and realizing benefits, including fewer sick days, lower insurance premiums, and more-productive employees.
In all cases, the megatrends will create business opportunities that players should be prepared to address. Pinterest and American Express are using Jopwell, a career advancement platform for black, hispanic, and Native American students and professionals. An accelerating pace of change, increasing uncertainty and black-swan events, exponential organizations, agile development, and digital stakes and subsidiaries New Customer Strategies: Infrastructure Congestion and Scarcity.
New skills, waning skill life, formal curricula and development, digital late-comers, and skills education and reach.