Technology, Globalization & Change Assignment Example | Topics and Well Written Essays - 1250 words

Technology, Globalization & Change - Assignment Example In response to technological revolution, new approaches and tools are developed to counter the emerging challenges. For instance, new concepts of manufacturing are being implored to enable multi production in industries which in turn translates to high productivity.Additional, computer technology and microprocessor integrated into several products enables software differentiation. Computer systems and networks also greatly alter management approach to issues. Business is increasingly getting globalized courtesy of latest communication technologies which overhaul equipment and logistical technology.Morover, technological factors and trends have contributed to a number of factors. Notable among these factors are aspects such as, rapid increase in rates of technology diffusion and change, age of information, intensity in terms of knowledge increase and lastly the sprouting of positive feed back in industries. In summary, development of new mindsets, tools, organizations and concepts hav e now become a prerequisite for every manager. In order to navigate through the new competitive landscape, further research is required to enable managers be at a better position to handle and respond to the new emerging trends. For a company to withstand the various challenges that emanate from the new competitive landscape, the management can put in place a variety of measures to be at par in terms of responding to these challenges. As a manager, I would recommend to the board of directors to adopt the following measures. Firstly and as recommended by Bettis and Michael, the staff should be able to develop a new mindset on how to approach business. This can be made possible when the company initiate extensive programs and also through invitation of resource persons. Extensive programs enable staff members to learn more about the emerging challenges and the likely remedies that can be adopted to counter the various challenges. On the other hand, Invitation of resource persons that are professionals in respective fields of technology such as software and e-marketing may also enlighten staff members about contemporary trends. New tools should also be developed to enable the company counter the challenges brought about by technology. This can be done through introduction and embracing technological systems such as within a company’s communication department and logistical departments. New concepts should also be embraced to replace the old ones. For example, slower methods of communication can be replaced with more effective and efficient ones. New technological aspects such as tele- conferencing should be adopted by a company if possible. This is because such a concept is not only convenient but also saves time too. As suggested by Grubler, Bettis and Michael, I would recommend to the Board of Directors to embrace research as an essential component of the companies objectives. For example, how technology can be used to meet customers satisfaction and inc rease efficiency in terms of timely and effective service delivery. Research would also enable the company to establish what is still relevant and what has been by passed by season in terms of technology brought about by the new competitive landscape. For instance, a telecommunication company should inject more funds on mobile phone research other than land line because it is contemporary and convenient to

The Efffects Of Louis 16th On :: essays research papers fc

The French Revolution was a significant milestone in European history, remembered by many in historical and literary works. The situation in France, mostly under the leadership of Louis XVI, had a negative influence in France, thus creating a perfect climate for the French Revolution. France was plagued by both debt, and poor decision making. prior to 1789. France was poverty-stricken and burdened with some of the highest debts. On the financial side, Louis XVI was aided by: Finance Minister Anne Robert Jauques Turgot, and Interior Minister Chretien Guillaume de Lamoignon de Malesherbes (*The economic origins of the French revolution, pg. 4). Louis introduced some of the most oppressive taxes and instituted financial reforms. Greater reforms were prevented by the opposition of the upper classes and court. This opposition was so strong that Turgot was forced to resign and was replaced by Jauques Necker. Lengthy wars, the support to the American Revolution and the gross amount of taxes paid and the lavish spending of the court contributed to the huge national debt. The government’s financial problems were made worse after 1740 by the renewal of costly wars (the French revolution, pg. 9). The war of the Austrian Succession (1740-1748) and the Seven Year’s War (1756-1763) were European wars over the domination of central Europe and colonial and commercial wars between France and Great Britain (*Aspects of the French Revolution pg. ). At their end, in 1763 France had lost almost all of it’s colonial empire in America and India. In 1778 the French launched an attack against Britain in the American Revolution. They were hoping to weaken old rivalries and regain lost colonies. The hopes of the French were not realized and their participation in the war increased an already heavy national debt. After Louis XVI granted financial aid (1778-81) to the American colonies revolting against Great Britain, Necker proposed drastic taxes on the nobility. Neck er was forced to resign in 1781 (Louis XVI and M. Antoinette ..pg 37) because of the discontentment of the people. Charles Alexandre deCalonne replaced him in 1783 and borrowed money for the court until the borrowing limit was reached (* Canadian Encyclopedia ref: france, revolution ). The anger of the French people against taxes, debt and lavish spending on the Court resulted in the recall of Necker in 1788, who still could not prevent bankruptcy of the government. During the next couple of years the financial crisis steadily worsened, because the government was bankrupt.

Evolution of Hrm

History and Evolution of HRM Personnel Management Personnel departments were once called Health and Happiness departments. The people assigned to deal with personnel issues were often individuals, who were not able to do other jobs efficiently. Personnel Management’s as a corporate field developed in the early 1900s. It was seen as activity, necessary, but unimportant, part of the organization. Over the years personnel management came to focus on efficient procedures and rules for administering large numbers of employees in various firms.Its aim was to manage difficulties, introduce fair systems and reduce costs. It also tended to focus on groups rather than individuals and, incidentally, reinforced labour-management divisions. The History of Human Resource Management The field of HRM as it currently exists has got through lot of transition. Following are the phases in the transition of HRM:- (a) The Individual Revolution: During this phase machines were introduced into variou s organizations and technology made rapid progress.Due to fragmentation and specialization of work, many workers lost their jobs and many workers felt their work to be dull, boring and monotonous. Workers were treated like tools, and moreover employees were keen to increase the production targets rather than satisfy workers’ demands. (b) Scientific Management: With the introduction of Scientific Management given by F. W. Taylor, efficiency in organizations was increased . Work was rearranged according to systematic analysis into smallest mechanical elements which was mot effective combination.Taylor emphasized on the fact that the individuals selected to perform the task should be perfectly matched, physically as well as mentally. Proper training should be given to the employees so that they can do their job more efficiently. (c) Trade Unionism: As the employees become more exploitive, the workers working in the organizations joined hands to fight against injustice done to th em in the shape of Trade Unions tried to improve the problems faced by the workers through collective bargaining.They helped in resolving the grievances of the workers relating to working conditions, pay and benefits, disciplinary actions, etc. (d) Human Relations Movement: The famous Hawthorne experiments conducted by Elton Mayo during 1930s and 1940s demonstrated that employee productivity was affected not only by the way job was designed, and the monetary aspects, but by certain social and psychological factors as well. The human relations movement led to various behavioral science techniques in industry for the very first time.This movement included support for training programs, support and concern for workers, counseling programs for workers, etc. (e) Human Resource Approach: However, but during early 60s the â€Å"pet milk theory†Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. that happy workers are more productive workers as happy cow gives more milk †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Of human relations was la rgely rejected. In human resource approach it was recognized that workers are unique in their own way – having individual needs. It was recognized that each employee is a unique and highly complex individual with different wants, needs and values.Slowly but steadily, the trend moved towards treating employees as resources or assets. Evolution of the Concept of HRM The various stages or phases in the transition or evolution of Personnel Management into Human Resource Management are shown below: (a)The Commodity Concept:Labor was regarded as a commodity to a tool to be bought or sold (b) The Factor of Production Concept: labor is like any other factor of production, viz. money, materials, land etc. (c) The Goodwill Concept: Welfare measures like safety, first aid, lunch room, rest room will have a positive impact on workers’ productivity. d) The Paternalistic Concept: Management must assume a fatherly or protective attitude towards employee. It means satisfying the vario us needs of employees as parents meet the requirements of their child. (e) The Humanitarian Concept: To improve productivity, physical, social and psychological needs of workers must be fulfilled and met. (f) The Human Resource Concept: Employees are the most valuable assets in the organization. (g) The Emerging Concept: Employees should be accepted as partners of the organization.They should belong to the organization as they are running their own organization. Scope of HRM The main aim of HRM is Competitive advantage through people. It involves the following points:- (a) Change in Thinking Process: Achieving competitive success through people involves fundamentally changing the thinking of the concerns, that how they think about the workforce consisting of people an the management-employment relationship. (b) Co-operation with Employees: It means achieving success by working with people, not by replacing them or limiting the scope of their activities. c) Strategic Viewpoint: It in volves seeing the workforce as a source of strategic advantage, not just a cost to be minimized. Distinction – Personnel Management/HRM/HRD The sole purpose of personnel management was to attain advantage and best results for the organization. The individual’s interests, desires and aspirations were submerged into the organization objectives and goals. Where as, HRM projects the development of individual in accordance with his interests, desires & aspirations. So that the individuals would be motivated to make their best contribution towards the accomplishment of goals.While personnel function was designed to respond to the organization objectives like profit of maximization, HRM visualized human elements of enterprise as important resources. The term human resources at the macro level spell the total sum of all the components (like skill & creative ability) possessed by all the people, where as the term personnel even at the macro level is limited to only employees of all organization. One must not be under impression that HRM has replaced traditional personnel management rather we can say that HRM has absorbed the personnel function in its refined form.HRD is an integral part of Human Resource Management. Due to the amalgation of Personnel function in its refined way with HRM, it became necessary for every organization to develop skills, talents, potentialities, capabilities and attitude of company work to meet the emerging challenges. Hence HRD policies have been adopted. HRD strategies are supposed to bring forth necessary changes in skills capabilities and attitudes of people who are required to cope with the emerging changes. Thus HRD has become an integral part of Human Resource Management.Personnel Management Human Resource Management Personnel Management | Human Resource Management| | | Labor is treated as a tool which is replaceable| Treats people as a resource or as an asset to be issued for the benefit of an organization | Interests o f organization are upper most | A distinct philosophy aiming at mutuality of interests| A not so important function meant only to hire employees and maintain their records | Integrated into overall straight management | Precedes human resources management | Latest in the evolution of subject|

The Perfect American Lifestyleof The 1950S. What Is The

The Perfect American lifestyle of The 1950s What is the perfect American lifestyle, was there ever a perfect American lifestyle. This paper will analyze Stephanie Coontz’s â€Å"What We Really Miss About The 1950s† and the idea of the ideal America Lifestyle. The perfect American lifestyle of the 1950s started with the ability to earn money as Coontz notes â€Å"it’s easy to see why people might look back fondly to a decade when real wages grew more in any single year than in the entire ten years of the 1980s combined† (Coontz). Growing wages allowed for more spending and more spending created for a better economy. However, Coontz says that the feeling for the 1950s was more than just money. As according to Coontz â€Å"it’s more than just a†¦show more content†¦Coontz once again shows skepticism as she says â€Å"Even people who do pick the 1950s as the best decade generally end up saying, once they start discussing their feelings in depth, that it’s not the family arrangements in and of themselves that they want to revive† (Coontz). Coontz finally shows the reason for her skepticism of the 1950s family. As Coontz says that â€Å"They don’t miss the way women used to be treated, they s ure wouldn’t want to live with most of the fathers they knew in their neighborhoods† (Coontz). Coontz starts to paint an ugly picture of the 1950s American family. And Coontz backs up her statement about women with an article from Judith Wallerstein â€Å"The Good Marriage: How and Why Love Lasts† says that â€Å"100 spouses in â€Å"happy† marriages, she found that only five â€Å"wanted a marriage like their parents’.† The husbands â€Å"consciously rejected the role models provided by their fathers. The women said they could never be happy living as their mothers did† (Wallerstein) Coontz goes on to say that really â€Å"What most people really feel nostalgic about has little to do with the internal structure of 1950s families† (Coontz). So maybe it was not all it was cracked up to be maybe it was more a â€Å"belief that the 1950s provided a more family-friendly economic and social environment, an easier climate in which t o keep kids on the straight