The Employment Commons Work Token

What Is The Employment Commons Work Token(WORK)? Complete Guide Review AboutThe Employment Commons Work Token.

What Is The Employment Commons Work Token(WORK)?

The Employment Commons Work Token Due to the acceleration of the Industrial Revolution and following the Great Depression and World War II, employment dynamics were commonly engineered to retain workers for long periods, oftentimes for the span of an entire career. Pensions (and other perks) were used as incentives for employees to stay working for, and ultimately retire with, a company. For decades, it was common, almost standard, to see individuals sell their skills, time and attention to a single employer for 20-30+ years. Loyalty was perceived to be of the utmost mutual value. Workers in these generations who were impacted by a societal scarcity mindset highly valued safety and security; corporations were happy to oblige.

The Employment Commons Work Token the organizing framework that has supported this social contract between employer and employee has been left relatively unchanged since the early 1900s. In modern times, the social contract itself, however, has shifted away from loyalty as a core belief almost entirely. For younger labor generations (X,Y,Z), loyalty is much less significant as a core value. They’ve witnessed their parents and grandparents be laid off from jobs which had held loyalty as a core feature. They’ve also seen companies fail, causing families and friends to lose their pensions or other vital benefits.

This has brought a significant amount of distrust to the relationship between employers and employees. In fact, at this point in time, loyalty seems to be perceived as a nice-to-have, but not expected/required, benefit by these cohorts. These labor pools also place more value on perceived social good than profit seeking motives of corporations. Today, corporations seek optimization of labor costs while younger employees value freedom and flexibility.

The Employment Commons Work Token Storage Key Points

Coin BasicInformation
Coin NameThe Employment Commons Work Token
Short NameWORK
Circulating Supply340,000,000.00 WORK
Total Supply340,000,000
Source CodeClick Here To View Source Code
Explorers Click Here To View Explorers
Twitter PageClick Here To Visit Twitter Group
WhitepaperClick Here To View
Support24/7
Official Project WebsiteClick Here To Visit Project Website

Challenges of the Current Industry Architecture

The Employment Commons Work Token Corporation-based employment is based on centralized, or top-down decision making. This model suffers from a paradigm termed in political science and economics as the principal-agent problem, which occurs when an agent makes decisions on behalf of, or impacting a principal. This dilemma presents issues of moral hazard, conflicts of interest and asymmetric information, with decisions being made on behalf of the company, rather than what is best for an employee.

In most cases, decisions around employee benefits are made by HR, procurement and/or finance executives. Many factors are taken into consideration when provisioning (if any) benefits (i.e. healthcare, time off, retirement plans, insurance(s), etc.), however, the input of the employees is almost never taken into consideration. This dynamic creates a highly paternalistic relationship between employers and employees. With a shift to freedom and flexibility as worker core values, this dynamic is seen as less desirable, if not unacceptable, by younger workers.

Market & Technology Fragmentation

The Employment Commons Work Token Along with the aforementioned obsolete services solutions, thousands of technology and services companies of all sizes are competing for markets worth up to $30 billion in software and technology spending. These opportunities combined with low barriers to entry have caused massive market fragmentation. While HR and software procurement executives can expect a steady inflow of inquiries attempting to sell software solutions that claim to increase efficiency of hiring or employment management functions, they find it is virtually impossible to evaluate and integrate these systems seamlessly with thousands of point solutions inundating the conversation.

Technology/services firms attempting to collaborate with other companies up/down stream in the life cycle who have traditional profit maximization revenue models eventually see the revenue made by collaborators as “lost revenue” for themselves which drives them to move vertically as software providers have more success in gaining revenue share from existing customers than they do finding new ones. This practice has not proven to be successful in solving market fragmentation and is death to collaboration among-st firms.

Data Storage & Oracles

The Employment Commons Work Token In the corporate-centric employment ecosystem, there are restrictions on how sensitive data is stored and what/how employee information can be shared. In the Employment Commons, sensitive employee information will not be stored on-chain but should also remain sovereign to the member. This will occur with the assistance of the Opolis Trustee acting as a custodian of member data with total restrictions on sharing any member data with outside parties.

The Employment Commons Work Token will eventually allow the employee to choose when to share employment information and with whom, allowing the employee to have sovereign ownership and control of their information. In time, employees will have a portable employment profile (or sovereign employee file) which may consist of data including but not limited to: education, certifications, employment reputation, work history, skills competency, pay history, tax forms, and other various data points.

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