The business world is constantly changing—and changing very quickly. Everything about work has shifted. Things looked completely different a decade ago, whether in how work was done, where it was done,

الأمر بآلية إنجاز الأعمال، أو مكان إنجازها، وحتى طبيعة العمل نفسه. فلسفة العمل كلها تبدلت وإدراك الشركات لهذه التغييرات والتأقلم معها هام

جداً لأنها إن كانت ما تزال «عالقة» في تعريفات the philosophy of work فهي لن تتمكن من اللحاق بالركب ولا حتى التطور أو جذب المواهب

التي تحتاج إليها. 

تطور الشركات في بعض المجالات بطبيعة الحال تم بشكل تلقائي، ولكن هناك مجالات أخرى يجب تبنيها في حال لم يكن قد تم القيام بذلك بعد. 

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From employee engagement to employee experience 

A very important point in The new work philosophy تتعلق بالموظف. سابقاً كانت الشركات تؤمن بأنه إن تم منح الموظف بعض المحفزات فإن ذلك من شأنه

strengthen their loyalty to the company and improve performance. But it turned out that this approach was ineffective, and the results were temporary. As a result, the focus has shifted to

the “experience” employees have at the company—that is, their journey with the company throughout their careers. Today, the focus is entirely on making that experience better through

الاهتمام باحتياجات الموظف من خلال اعتماد المرونة والشفافية والمحفزات وتعزيز ثقافة الشركة. 

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From hard skills to soft skills 

Hard skills are no longer as important as they once were, and today, in The new work philosophy تم استبدالها بالمهارات الناعمة. المهارات الصلبة هي

skills with fixed rules that do not change, regardless of external factors. Soft skills are the opposite: they are flexible and vary depending on the setting.

…and the time, surrounding circumstances, experience, and age group. Hard skills, especially in an era dominated by technology, have become an obstacle, making it necessary to

replace them with soft skills that enable people to keep up with and adapt to whatever is new. In the past, the idea was to hire people with hard skills, but today

فالشركات تقوم بتوظيف أصحاب المهارات الناعمة لأن المهارات الصلبة يمكن تعلمها لاحقاً. 

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From the office and fixed hours to complete flexibility 

Today’s employees seek flexibility in every aspect of their work. They want to choose their working hours and where they work, especially if that location helps them

double their productivity. Companies have realized they no longer need employees in the office every day, because technology has made communication so easy that they can

Working from anywhere doubles productivity. Of course, this doesn’t mean the office-based philosophy is over, but accounting for working hours and the place where work is produced

is no longer the same. In the past, companies didn’t care about productivity levels; all they wanted was for employees to spend their entire working day in the office. Today,

فما يهمها هو الإنتاجية بغض النظر عن الوقت الذي يمضيه في المكتب. 

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From manager to “mentor” and supervisor 

The new philosophy of work تتمحور حول تبدل صفة المدير ومقاربته للعمل. سابقاً كان المدير هو الشخص الذي يحرص على إنجاز المهام، ولكن

In The new philosophy of work The manager is a mentor and coach who helps employees build their careers and, in turn, helps the company grow. Today, managers

حالياً يساعد الموظف على اختيار الاتجاهات التي يريد اعتمادها من أجل إنجاز المهمة عوضاً عن إرغامه على اعتماد هذه المقاربة أو تلك. 

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From people working like machines to people working with machines

Employees in any company have long felt like machines: the tasks, working hours, and work cycles are always the same, making it possible to complete tasks

“automatically.” But routine tasks are now handled by machines, which take care of the boring parts of the job. This gives people the time and space

to focus on the bigger picture and grow.

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 Strategic and creative tasks 

The old work philosophy كانت تتمحور وبشكل كلي حول التزام الموظفين بالنهج المتبع في الشركة لإنجاز الأعمال وذلك لأنه المقاربة التي تضمن إنجاز

work was done correctly. This idea has not merely changed—it has been completely abandoned. Today, the tasks assigned to employees are considered and evaluated

from different perspectives, allowing each employee to develop the best strategy for tackling them. This approach makes employees more creative and encourages them to

التفكير خارج الصندوق وبالتالي تحصل الشركة على أفضل الحلول التي تساهم في تفوقها على المنافسين. 

From hierarchy to flat organizational structures

All organizations relied on a hierarchical model, with employees at the bottom and managers at the top. Information and instructions came from the top of the hierarchy, then

were passed down to employees, telling them what to do. Organizations no longer rely on this approach; instead, they use flat organizational structures in which

managers are on the same “level” as employees. Rather than information flowing from the top down, it now moves along the “same line” in both directions. And sometimes

الأحيان الخطوط تتقاطع وبالتالي المعلومات تسير بكل الاتجاهات خلال وقت قصير.. وكل شخص يتم منحه فرصة قول ما يريد قوله. 

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From intuition-based decisions to decisions based on facts and data

In The old work philosophy Managers often relied on their intuition when making decisions, which meant those decisions were based on emotions. But

In The new work philosophy القرارات تبنى على الحقائق والمعلومات. كل ما يحتاج إليه المدير من بيانات ومعلومات يمكنه الحصول عليها، وعليه

الشركات باتت تستخدم المعلومات وتحللها ثم تبني عليها قراراتها الداخلية والخارجية. 

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From “knowledge is power” to “lifelong learning is power”

In The old work philosophy كانت الشهادة الجامعية تكفي من أجل حصول الشخص على وظيفة، فالشركات كانت تبحث عن أصحاب الشهادات لأنهم

«يعرفون» كل ما يجب معرفته.  فلسفة العمل الحديثة Built on the principle that continuous learning is a source of strength, anyone who fails to embrace it falls dozens of steps behind

عن غيره بعشرات الخطوات وبالتالي هو لا يقوم بتطوير معرفته ولا مهاراته ما يجعله عائقاً في مسيرة النجاح.