Английский язык: Аннотирование и реферирование текста

173 Текст 3. Self-Conscious Capital The human capital dilemma confronting businesses involves a conflict between the traditional approach to negotiated remuneration and the new self-consciousness of the transformational worker. The competitive firm, with its lean, flattened organization requires a differ- ent workplace culture than its predecessor. The transformational worker drives this culture. The new organizational structure places a premium on a multi- functional entrepreneur. In exchange for this innovative, adaptive and self-directed thrust, the transformational worker is given considerable autonomy in how he or she constructs h or her work environment. This means that employers must, in some respects, accede to the individual- ized, qualitative demands of their transformational workers and the mo- tivating factors that drive them to succeed. This suggests that radically differs forms of accountability and output measures are necessary if the employer is going determine the value proposition of transformational workers. In addition to an entrepreneurial orientation, the transformational worker must be constantly adapting to changing demands and the ne- cessity to acquire new problem-solving techniques. This means being constantly receptive to investing in personal education or the learning curve associated with lateral movement within the organization. An employer cannot force a worker to be receptive. High- commitment work practices can only take the employer so far. This strategy is insufficient without the willingness of workers to invest their personal human capital. Workers who are both entrepreneurial and want to invest their personal human capital represent the future competitiveness and profit- ability of the firm. It is these same workers who are most likely to un- derstand their worth to the employer. They recognize the asset they rep- resent.