The working world is changing in a never before seen scale. Globalisation, demographic change and technological Progress are creating massive
changes, so that companies will have to find suitable solutions in the future to be able to sustain themselves permanently in the market. The growth of
complexity and the dealing with imponderables is placing companies before great challenges. Flexibilisation and adaptation are core elements for the
internal and external success and activity of a business. The productivity of the employees lie in the focus of action. Besides the “What”, meaning the
actual task, the “How”, namely the parameter of the work of the employee has highest priority. The growing amalgamation of different generations with different knowledge and competence requires a stronger catering for the needs of the working time models of the employees.
It’s about more content and more motivated working with each other and for each individual self.




Most companies have only 1 working time model available for their employees. These models generally got extended and modified over the
years. In the future it will be near impossible to satisfy the requirements of the market and the needs of the employees through one rigid working time model. Without attractive working time models where place and time are adjustable companies will be unable to tie the right employees and attract new competent employees. The interaction of these different interests for the working conditions places businesses in front of difficult tasks. The choice of fitting working time models requires the harmonization with other instruments like for example salary, employee goals, equipment at the work place and last but not least the corporate culture.




We want to support companies in the task of estimating the current and future needs of their employees right and finding actions and measures out of that so that they can adapt their future working time models.
With the modelfinder “360° NEW WORK-BALANCER” we give companies the power to achieve a demand profile for different working time models through surveys of established and furture employees. For that we refer to three fundamental contrasts: The present age compared to the future, the
agreement of private life and everyday work and the span from needs to emotional boundaries. We can categorise the employees out of that into 5
requirement types. Through the accumulation of needs intersections emerge, which show what interests and factors are essential to the employees and that these must be considered to a special extent. As the last step of our product we will make specific guidance advises as well as guidance notes for the implementation of fitting working time models. This includes technical as well as logistical and organisational aspects. This tool gives the opportunity to analyse the needs of the employees in a lapse of time and to evaluate it. So qualifies the “360° New Work-Balancer” as a permanent companion in the digital transition.

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YES! Team 2017 Max-Planck-Schule Kiel

YES! 2017 Topic


Technology has already changed the way we interact at our working place. Smartphones, tablets and other mobile devices let us work independently of place and time. The quality of phone calls and audio conferences has increased significantly and allows us to get in touch with co-workers and consumers in almost any situation. And with online meetings, we have the chance to hold briefings and presentations, share arguments and collaborate on documents.


This development, however, may have both positive and negative effects on both the employees and the employers. On the one hand, working time gets more condensed. By being available through mobile devices, for example, while on the way to a business meeting, people now can do phone calls or check and write emails. On the other hand, there are limits to the human ability to concentrate and perceive information. As a result, the quality of the work decreases or crucial mistakes could be made. So sometimes it could be better to think twice before making a call.


Family life is another important aspect that is affected by this technological development. Because of this new flexibility, it is easier to coordinate work with taking care of children or elderly or past time activities. This optimisation of productivity can lead to an increase of the economy and more wealth of the society. In contrast, this development may also lead to a higher workload for the employees and that they can’t zone out and relax. This could lead to an increase of stress and stress-related diseases.


What are the advantages and disadvantages of new models of work? What should work in the future look like?

Mehr zum YES! 2017 Thema „Neue Arbeitszeitmodelle im Digitalen Zeitalter“ gibt es hier.


The YES! Team This project is supported by the ZBW – Leibniz Information Centre for Economics and the editors Kristin Biesenbender and Cora Wacker.

This topic has been selected by the YES! team of the Max-Planck-Schule Kiel. Get to know the YES! 2017 team of the Max-Planck-Schule Kiel.

Pictures (from top to bottom): (c) shutterstock.com / Jesus Sanz, (c) Max-Planck-Schule Kiel, (c) ZBW / Kai Meinke, (c) shutterstock.com / Jesus Sanz, (c) ZBW