A growing amount of information through modern media on the one hand, and limited processing of information on the other hand, often lead to an information overload. According to Jacoby (1977), an information overload is the overloading of the communication process participants with partly irrelevant information. This overload is based on the fact that a person can only process a certain amount of information during a specified period of time (Jacoby, 1977). Once these limits are exceeded, information overload will affect the information’s recipient. As a result, the perception decreases and the decision-making becomes inaccurate (Rinne, 2006). Kroeber-Riel found out that an excessive amount of information influences negatively the behavior during decision-making because the selection process is more difficult (Kroeber-Riel, 1987). This phenomenon does not only occur in mobile communication, but also in television, advertising leaflets, and of course the internet. Due to the fact that mobile phones have become personal assistants, the influence of messenger services like WhatsApp might be very high. According to Kroeber-Riel and Weinberg (2003), the increasing information overload is favored by the development of the information offered. Thus, the media supply and hence also the amount of information presented has increased much more than the demand for information for decades (Kroeber-Riel & Weinberg, Konsumentenverhalten, 2003). Workers need to learn how to handle the daily amount of information. (Rinne, 2006). Otherwise, the information overload leads to a reduction of work efficiency. Not only the media and the way of communication has changed a lot in the last years, but also the working environment has changed.Working in the 21st century is different than working some years before. The traditional workspace is slowly dying out. Companies in the DACH region assume a steady decline in rigid workplace concepts. Mobile and innovative workplace concepts like, for example, co-working places, are on the rise. The modern workplace adapts itself to the employee; not the other way around (Hartmann, Hille, & Velten, 2015). However, this is a global trend that is accelerated by various changes in society, environment, and work.One of the significant trends of the 21st century is the digitization, which shapes the “new” world of work. Modern technologies, agile forms of work, mobile-flexible workplaces and other developments influence how and where people work today, and will work in the future. The internet is changing our notions of work as well as the role of humans in the economy (Genner, et al., 2017). This, in turn, leads to a fast processing or execution of orders, which increases the work efficiency. According to Malik (2004) efficiency means doing things right, whereas effectiveness means doing the right things (Malik, 2014). Numerous trend reports are already available, which focus on the world of work in the 21st century. Most of them have a closer look at digitization and its implications in the value chain. Various consulting companies give advice on new business models, economic growth and efficiency enhancement, which should be possible thanks to the digital transformation. Work processes will be optimized so that the focus can be on the primary task. Previous studies on digital transformation usually rely on technological investments to promote innovation and dare to make great forecasts for the future (Genner, et al., 2017).Since 2011, as mentioned in the previous section, the accelerated change in the world of work has been termed “4.0”. Work 4.0 stands for working during the current fourth industrial revolution. This implies that the mobile internet can be used to record, network, evaluate, and optimize a new part of our living and working worlds. New work processes, business models, organizational structures, new job descriptions, and new requirements for employees are created (Genner, et al., 2017). This is accompanied by a change in the workplace, which in turn improves efficiency and effectiveness. Working flexibly regarding time and place is one of the most positive aspects of the world of work in the 21st century (Godehardt, 1994). This is made possible by, among other things, home office or mobile work, and flexible working hours inside or outsidethe organization. Time and location independent work lead to additional autonomy for many workers.A large number of jobs will fall victims to digitization. The researchers Frey and Osborne (2013) have used several existing models to calculate in their study, “The Future of Employment,” that round about 47 percent of the jobs in the US are at risk of being “digitized. They also calculated that the low level of education correlates strongly with the risk of being “digitized”: those who are well educated are significantly less affected by job losses resulting from the digital transformation (Frey & Osborne, 2013). Regarding the Great Transformation 21, Malik (2007) wrote in his book “Cooperate policy” about the key drivers for the effectiveness and the efficiency in the 21st Century. According to him, knowledge will become more important than money, and information will become much more important than authority (Malik, 2008). The Great Transformation 21 is the fundamental process of global change in the 21st century which affects businesses as well as societies. In addition to globalization and increasing complexity in the economy, the ever-faster exchange of information is one of the primary drivers (Malik, 2011). The modern communication accelerates this process. In order to operate efficiently in the future companies, but also the individuals, have to bring in these new resources. If they do not do that, it can end up in an information overload.In summary, it can be said that thanks to increasing digitization the work efficiency has increased in recent years. This trend is expected to continue in the upcoming years. In addition to the variety of positive aspects, this trend also brings some negative aspects, like Frey and Osborne (2013) showed.