3 elements of flexibility in work contracts 

- job security is being eroded

organisation wants talent, but freedom to decide when and where they have that talent and let it go (agile)

- more permeable boundaries: temp work and boundaries 

- nonstandard jobs capture net employment growth

empowerment levers: 

• decision making discretion — autonomy, freedom, voice is important! 


• when info is shared, that builds trust


• not incivility, positive organisations 




• performance feedback 

thriving: what we do to make changes in our environment that matter to use for our thriving and those we are responsible for co-construction of work environment so that it produces resources in the doing of the work 

- resources: individuals more control over 

- positive emotions (resource!)

- sense of meaning 

- positive relationships

Trends: thriving in the new world of work (annual review on org psych)

- key things changing around alt work arrangements

- fixed schedule, full-time work, at firm's place of business

- changing based on the kind of work 

- if people have control over: when they work, where they work, conditions in which contracts are solidified, can have dif

power relationship: we use management language to stop looking at power, all the language changes going on

- powerful: experience and skill in high demand makes company more willing to work on the individual's terms. have up to date skills

Thriving at work

feel like making progress, positive trajectory, growing not burning out 

**Measurement dimensions**

- vitality: feel energised, aliveness, work is not depleting but creating energy in the doing of the work 

- learning component: growing, getting better, trying new thing