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管理思想 Ideologies of Management

时间:2018-01-26 15:19来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
组织管理过程中的复杂性程度需要在管理人力资源管理和员工关系的有效战略中提出许多问题。对管理者来说,重要的是诀窍、为什么以及如何做出正确的决策以及如何向员工发布这些决定。对他们来说,挑战是如何利用收集的信息,也知道如何忽视它。同时,他们面临的挑战是如何将竞争和进化,如何面对这一复杂的非线性动态的商业环境和保持精益和敏捷。困境在于保持员工与员工的良好关系,激励和满足是现状,同时企业的共同利益得以实现。这就是为什么有形和无形混合在一起,这就是为什么许多人呼吁人类因素和意识发挥作用。这是困难的,但不是不可能的.
劳资关系与贸易和工人工会的历史有着密切的联系。上个世纪初,人们倾向于大规模劳动和工会。工会由于许多不值得的策略和不受欢迎的罢工而变得强大起来,直到它开始瓦解。包括英国政府在内的各国政府开始攻击工会的好战性。产业关系开始有新形式。如今,劳资关系发生了许多变化。
 
The extent of complexity in the organisational management processes requires many questions to be raised in the pursuit of effective strategy for management HRM and employees' relation. For managers, what important is the know-how, what, why and how to take the right decisions and how to release these decisions to employees. For them, the challenge is how to use the information gathered and also know how to ignore it. Also, their challenge focuses on how to mix being competitors and being evolver, how to face this complex and non-linear dynamics of the business environment and stay lean and agile. The dilemma is to keep the relation to employees in a good state such that motivation and satisfaction are the status quo, meanwhile the common good for the business is realised. This is why, tangible and intangible have been mixed, and this is why many call for human factor and conscious to play a role. This is difficult, but not impossible, the evidence is produced by Brown and Eisenhardt (1998) quoting companies such as Nike, Microsoft, Virgin and others.
 
Industrial relations are very much connected to the trade and workers unions' history. At the beginning of the last century there was a leaning towards mass labour and their unions. Trade Unions moved from strength to strength until it started to collapse due to many unworthy tactics and unwelcome strikes which brought many industries to standstill situations. Governments, including the British government, started to attack militancy in trade unions. Industrial relation started to take new forms. Nowadays, many changes have occurred in industrial relations. Silva (1998) stated 'changes in industrial relations practices (rather than in institutions and systems) such as increased collective bargaining at enterprise level, flexibility in relation to forms of employment as well as in relation to working time and job functions have occurred as a result of such factors as heightened competition, rapid changes in products and processes and the increasing importance of skills, quality and productivity'. Management of today's organisations have the conviction that taking unilateral decision is in their own rights, and that it should not be challenged by employees, or even stakeholders. They consider that this is their duty to manage. The conviction follows the ideology of Unitarism. In this work, this notion of management will be discussed in the light of three ideologies which are Unitarism, Pluralism, and Marxism. However, I will start by looking at the concept of job regulation, which some see as the core of industrial relation. Then, the other parts of the question will be discussed within this context.(责任编辑:cinq)


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