Defining the Future of Work – SAP M-Prize Finalists Transform the Workplace
We may not know exactly what the future of work looks like, but finalists in the SAP M-Prize “Unlimited Human Potential” Challenge are already making big bets on the outcomes. This is the third in a series of blogs spotlighting the 18 entries under consideration to win. This group of innovators has developed “hacks and stories” designed to reinvent the workplace.
Office Mood Check-In: Imagine being able to instantly understand and manage the emotional mindset of your workforce. The idea from the Zemoga team is to allow employees to share their current mood on their mobile device whenever they feel the need. HR, as well as the entire organization, would get a handle on how people are feeling with dashboards that capture employee sentiment in real-time visualizations.
Horizontal Management: VAGAS is a Brazilian software company structured as a “radically” horizontal organization with no hierarchy and no command structure. Self-managing teams have a high degree of freedom and autonomy, leaders aren’t officially designated but emerge organically, and consensus rules in a culture that builds and strengthens ideas through controversy.
Nomatik Coworking: Millennials are redefining workplace values around the principles of co-creation, purposeful work, portfolio careers, autonomy, and meaningful communities. Nomatik is real-time, place-based network allowing companies in search of bright technologists and creatives to easily connect with these independent, freelance workers via shared interests, passions, and projects.This virtual coworking environment was co-developed by Conjunctured Coworking and Tony Bacigalupo.
Building Collaboration Networks: With over 40,000 employees in over 50 countries, Mexico-based CEMEX created an online network of expert communities that exchange ideas, practices, and knowledge. Geared towards strategic imperatives, functions, and common interests, these communities foster open collaboration among employees cutting across location, function, and level within the organization.
Developing Tomorrow’s Talent: Over 61,000 Accenture employees were impacted when more than 8500 people volunteered for its 30 Day Challenge, committing daily acts of people development. The social experiment used blogging to embed continuous, on-the-job learning into everyday activities, the foundation of Accenture’s corporate culture. The concept is that every interaction, conversation, and piece of work is an opportunity to develop people.
Each of these companies is competing for contest prizes including the chance for their winning entries to be recognized at SAP’s annual SAPPHIRE NOW event June 3-5, USD $50,000 in funding from SAP Ventures, and a design thinking workshop with experts from SAP Labs. Watch for one more blog later this week from my colleague Jackie Prause, summarizing the rest of the SAP M-Prize finalists.
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