Multi-task Learning and the Reorganization of Work
分析企业工作组织从泰勒制（按任务专业化）向整体制（岗位轮换、任务整合与跨任务学习）转变的四个驱动力：技术进步、信息技术、工人偏好变化和人力资本提升，并解释工资差距扩大和就业机会不均等。
The paper analyzes an important aspect of the contemporary reorganization of work within firms: the shift from “Tayloristic” organization (characterized by specialization by tasks) to “holistic” organization (featuring job rotation, integration of tasks and learning across tasks). We examine four driving forces behind this restructuring process: advances in production technologies promoting technological task complementarities, advances in information technologies promoting informational task complementarities, changes in worker preferences in favor of versatile work, and advances in human capital that make workers more versatile. Our analysis can also help explain the recent widening of wage differentials and disparities in job opportunities, not only between occupational, educational, and industry groups, but also within these groups. We are indebted to Michael Orszag for his insightful comments, and have benefited from the suggestions of Ruth Klinov, Reuben Gronau, Eric Mellander, Torsten Persson, Jorgen Weibull, and seminar participants at the Hebrew University of Jerusalem, the Industrial Institute for Economic and Social Research (Stockholm), the Institute for International Economic Studies (Stockholm), and an anonymous referee. We have profited from discussions with Solveig Wikstrom on the reorganization of firms, and are grateful to Jorgen Nilsson for drawing the figures. MULTI-TASK LEARNING AND THE REORGANIZATION OF WORK 1