<th id="njfjl"></th>
<span id="njfjl"><noframes id="njfjl">
<th id="njfjl"></th>
<span id="njfjl"><video id="njfjl"></video></span>
<strike id="njfjl"></strike>
<th id="njfjl"></th><th id="njfjl"></th>
<strike id="njfjl"><noframes id="njfjl"><strike id="njfjl"></strike>
<span id="njfjl"><noframes id="njfjl">
指導
網站地圖
英國essay 澳洲essay 美國essay 加拿大essay MBA Essay Essay格式范文
返回首頁
當前位置: 留學生論文網> ESSAY

HRM Essay范文格式:Unilateral Decision Making in Human Resources

論文價格: 免費 時間:2022-10-28 15:18:31 來源:www.europeanvox.com 作者:留學作業網

HRM Essay范文格式-人力資源單邊決策。本文是一篇留學生HRM Essay寫作范文,主要內容是介紹“人力資源管理是一系列活動,首先使工作人員和使用其技能的組織就其工作關系的目標和性質達成一致,其次,確保協議得到履行。關于誰是該組織的決策者一直存在爭議。是管理層負責制定和實施戰略,還是員工是組織的生命線,了解產品。誰最有能力做出決定?本essay討論了各種觀點和決策方式。三種視角的簡要介紹,下面就一起來看一下這篇留學生HRM Essay范文的具體內容。

HRM Essay范文格式‘Human resource management is a series of activities which first enable working people and the organisation which uses their skills to agree about the objectives and nature of their working relationship and secondly, ensure that the agreement is fulfilled’ . There has been an argument about who are the decision makers in the organisation. Is it the Management who are responsible for strategy forming and implementing the strategy or is it the employees who are the life line of the organisation who have the knowledge about the product. Who are best capable of making the decisions? In the essay there is the discussion about the various perspectives and the way decisions are taken. A brief introduction of three types of perspective:
Unitary Perspective: A Unitary perspective has one source of authority and one focus of loyalty, which is why it suggests team analogy. Each accepts his place and his functions gladly, following the leadership of the one so appointed. Fox (1966) ( pg 2).
Pluralistic Perspective: A Pluralist frame of reference recognises that the legitimacy and justification of trade union in our society rests not upon their protective function in labour markets or upon their success, real or supposed, in raising the share enjoyed by their members, but on social values which recognise the right of interest-group to combine and have an effective voice in their own destiny. This means having a voice in decision making.
統一觀點:統一觀點有一個權威來源和一個忠誠焦點,這就是為什么它建議團隊類比。每個人都很高興地接受自己的職位和職能,在這樣任命的人的領導下。             
多元化視角:多元化的參考框架承認,工會在我們社會中的合法性和正當性并不取決于其在勞動力市場中的保護作用,也不取決于其是否在提高其成員所享有的份額方面取得了實實在在的成功,而是基于社會價值觀,這些價值觀承認利益集團有權結合并在自己的命運中擁有有效的發言權。這意味著在決策中有發言權。
Marxist Perspective: the Marxist perspective sees the process and institution of joint regulation as an enhancement rather that reduction in management’s position; at best they provide only limited and temporary accommodation of the inherent and fundamental division within capitalist based work and social structure.
馬克思主義觀點:馬克思主義觀點認為聯合監管的過程和制度是管理層地位的提升,而不是降低;它們充其量只能為資本主義工作和社會結構中固有的和根本的分歧提供有限和暫時的適應。
In the essay we would be concentrating more on unitary perspective and pluralistic perspective as they have closer relevance to the statement/argument. The essay gives the outline of how various perspectives effect the decision making process. The effects of various factors on factors like employee relations, employee contract, job regulations, and perspectives have been discussed representing them with a few examples.
在這篇文章中,我們將更多地關注單一視角和多元視角,因為它們與陳述/論點有更密切的相關性。本文概述了各種觀點如何影響決策過程。討論了各種因素對員工關系、員工合同、工作規定和觀點等因素的影響,并列舉了一些例子。
The corporation is the “master”, the employee is the “servant”. Because the corporation owns the means of production without which the employee could not make a living, the employee needs the corporation more than vice versa.
公司是“主人”,員工是“仆人”。由于公司擁有員工無法謀生的生產資料,因此員工對公司的需求大于反之。
Peter Drucker – Business – Capitalism – Work 彼得·德魯克——商業——資本主義——工作
Management regards its own unilateral decision-making over Human Resource issue as legitimate and rational; any opposition to it, either internal or external to the organisation, is seen as irrational.
管理層認為自己對人力資源問題的單方面決策是合法和合理的;對它的任何反對,無論是在組織內部還是外部,都被視為不合理的。
Managements unilateral decision making over Human Resource issue is legitimate and rational can be accepted only if the employer and employee feel that they are one big family (unitary perspective). As fox has summarised that the unitary perspective can be justified when employees and employers have a common goal and objective i.e., to maximise the success of the organisation and workers willingly accept to obey the decision taken by the management. Armstrong (1999) says that the philosophy of Human Resource Management with its emphasis on commitment and mutuality is based on the unitary perspective.fox also states that in unitary perspective ‘there are no teams. Nor are they any outside it; the team stands alone, the members (employees) have an obligation of loyalty to their leader’ Fox (1966) (p.03).
只有當雇主和雇員認為他們是一個大家庭時(單一的觀點),管理層對人力資源問題的單方面決策才是合法和合理的。正如??怂箍偨Y的那樣,當雇員和雇主有共同的目標和目標,即最大限度地實現組織的成功,并且工人愿意接受服從管理層的決定時,單一觀點是合理的。Armstrong表示,人力資源管理的哲學強調承諾和相互關系,其基礎是統一的觀點。??怂惯€表示,從單一的角度來看,沒有團隊。外面也沒有;如果團隊孤立無援,成員(員工)有義務忠于他們的領導。
Therefore from the above references it is clear that the decision taken by the management is legitimate and rational and it’s the duty of the employees to follow it without opposing it. The employers are responsible for the effective running of the organisation and they would have a long term plans of the organisation and the decisions would be taken according to the company vision and objectives. The employees need to understand that the employers would always think to better the company and maximize the profits, opposing decisions taken by them would not only be disloyalty shown towards the organisation but also unethical practise to go against the people who have provided them with food and shelter which are the basic needs (Maslow’s hierarchy). The above statement is very strong in countries like India where the trade unions have more political view than the welfare of the members of the trade unions. The trade unions go on strikes just to overpower the management. States like West Bengal where the trade unions have the upper hand to the management. That is the main reason why no multinational company wants to set up their base in west Bengal. Whereas states like Karnataka where the unions are discouraged have come up because the IT industry does not encourage trade unions. ‘It may not affect the Industry, but there would be change in the perception and image of the industry if trade unions are introduced. We must seriously consider whether it is the right time to have trade unions in the IT sector. It might hurt the industry’ Kris Gopalakrishnan, CEO & MD, Infosys Technologies (Forbes rated Infosys among the 5 best performing companies in the software and services sector in the world). The success of the organisation has been unitarist approach. Unitary perspective also overcomes the problems of disputes between rivalry unions. In this method the accountability becomes clear because everyone is assigned a responsibility.
因此,從上述參考資料中可以清楚地看出,管理層做出的決定是合法和合理的,員工有義務遵守該決定而不反對該決定。雇主負責組織的有效運行,他們將制定組織的長期計劃,并根據公司愿景和目標做出決定。員工需要明白,雇主總是會想讓公司更好,利潤最大化,反對他們做出的決定不僅是對組織的不忠,而且是不道德的做法,違背了為他們提供食物和住所的人的基本需求(馬斯洛的等級制度)。在像印度這樣的國家,上述聲明非常有力,因為工會的政治觀點比工會成員的福利更為重要。工會罷工只是為了壓倒管理層。像西孟加拉邦這樣的州,工會對管理層占上風。這就是為什么沒有一家跨國公司想在西孟加拉邦建立基地的主要原因。而像卡納塔克邦這樣不鼓勵工會的州卻出現了,因為IT行業不鼓勵工會這可能不會影響行業,但如果引入工會,行業的觀念和形象將發生變化。我們必須認真考慮,現在是否是在信息技術行業成立工會的適當時機。Infosys Technologies首席執行官兼首席執行官Kris Gopalakrishnan(《福布斯》將Infosys評為全球軟件和服務行業表現最好的五家公司之一)可能會受到損害。該組織的成功是一種統一的做法。統一的觀點也克服了競爭性工會之間的糾紛問題。在這種方法中,責任變得清晰,因為每個人都被分配了責任。
Unitary perspective approach towards job regulation is unilateral in internal regulations. A unitary approach manager takes all the decisions without the consultation of the employees as the employer would know best for the employees. If the decision would be put forward to the employees there would be conflicts of interest. For example during the recent recession period, when the companies had to lay off employees it would not be advisable for the organisation to consult its union about whom and how many are to be removed. The union which is formed for the welfare of the employees would not agree to such decisions and hence it would result in strikes (Jet Airways employees calling for a strike because 150 of its employees were given the pink slip. The organisation was going through huge losses and the only way it would reduce its loss would be by reducing its man power which was not accepted by the Union, hence it resulted in strike). Therefore it is necessary for an organisation to limits the powers of trade unions in decision making. When the Theory X and Theory Y- Mc Gregor’s is taken into consideration it proves that employees of Theory X would oppose any decision taken by the management as the employees under theory X dislike work and do not care about the organisation goals. Thereby it becomes necessary for the management to take the decisions and employees opposing it are seen as irrational. But the organisation does not have any control over the external Job Regulations because external job regulation consists of forces which are partially outside the enterprise. Therefore, the organisation does not have complete control over the external job regulation.
在內部法規中,對工作監管采取統一觀點的做法是單方面的。一個單一的方法經理在不征求員工意見的情況下做出所有決定,因為雇主最了解員工。如果將該決定提交給員工,就會產生利益沖突。例如,在最近的經濟衰退時期,當公司不得不解雇員工時,該組織最好咨詢其工會,了解哪些人和多少人將被解雇。為雇員福利而成立的工會不會同意這些決定,因此會導致罷工(Jet Airways的員工要求罷工,因為有150名員工被解雇。該組織正遭受巨大損失,唯一能減少損失的方法是減少人力,而工會不接受這一點,因此導致了罷工)。因此,組織有必要限制工會在決策中的權力。當考慮到X理論和Y理論-麥克格雷戈的理論時,它證明X理論的員工會反對管理層做出的任何決定,因為X理論下的員工不喜歡工作,不關心組織目標。因此,管理層有必要做出決定,而反對的員工則被視為不合理。但該組織對外部工作條例沒有任何控制權,因為外部工作條例由部分在企業外部的力量組成。因此,該組織無法完全控制外部工作規定。
In context with the labour contract, the unitary perspective manager recruits the employees for a particular assignment and when an employee enters into a contract with the employer it’s his/her duty/responsibility to follow instructions given by the employer, as the statement refers anyone opposing it is seen as irrational would be true because when an employee goes against the contract it is irrational or not fulfilling the terms of the contract. The method of negotiations and bargaining is not encouraged in unitary perspective because the organisations face the problem of firstly recognizing the right union (multiple numbers of unions in an organisation has increased). Therefore the only way to solve this problem would be non recognition of unions. If the management needs to make unilateral decisions which has to be accepted by the employees’ the decision makers need to have a few traits in them. Firstly they should have a problem solving ability and how they can fit into the wider scheme. Secondly they should have a strong desire to achieve the goals, they should be self confident and self disciplined, they should have the ability to listen and communicate effectively. Finally they should be analytical and intelligent (not to intelligent). Robert.H. & David Wilson. Managing organisations. (Pg198)
在勞動合同方面,單一視角的經理為特定任務雇用雇員,當雇員與雇主簽訂合同時,他/她有義務/責任遵守雇主的指示,正如該聲明所指,任何反對它的人都被認為是不合理的,這是正確的,因為當一名員工違反合同時,這是不合理或沒有履行合同條款。從單一的角度來看,談判和談判的方法不受鼓勵,因為組織面臨首先承認正確工會的問題(一個組織中的工會數量增加了)。因此,解決這個問題的唯一辦法是不承認工會。如果管理層需要做出單方面的決定,而這些決定必須得到員工的接受,那么決策者需要具備一些特質。首先,他們應該有解決問題的能力,以及如何適應更廣泛的計劃。其次,他們應該有實現目標的強烈愿望,他們應該自信和自律,他們應該具有傾聽和有效溝通的能力。最后,他們應該具有分析能力和智慧(而不是智慧)。羅伯特·H·大衛·威爾遜。管理組織。
When Unitarism is related to the labour process it becomes clear that the management has the whole authority to make all the decisions because in it is perceived that all the raw materials, means of production and the product of labour belongs to the management. Therefore the decisions taken by the management are legitimate and rational as they own everything and anyone opposing would be considered as irrational. The statement holds true in this situation because once a person/organisation is the owner of a particular thing, he/they should have the freedom to do what he/they want to do with it, without anyone’s interference. When there is a problem with the organisation it is the management that is held responsible for it. For example even if an employee has faulted in his work and the customer may have some problem with it is the organisation that has to pay the compensation to the customers not the employee.
當一元論與勞動過程相關時,很明顯,管理層擁有做出所有決定的全部權力,因為人們認為,所有原材料、生產資料和勞動產品都屬于管理層。因此,管理層做出的決定是合法和合理的,因為他們擁有一切,任何反對的人都會被視為不合理的。這種說法在這種情況下是正確的,因為一旦一個人/組織是某件特定事物的所有者,他/他們就應該有自由去做他/他們想做的事情,而不受任何人的干涉。當組織出現問題時,由管理層負責。例如,即使一名員工在工作中犯了錯誤,而客戶可能對此產生了一些問題,但必須向客戶而非員工支付賠償金的是組織。       
The statement is only applicable for a unitary approach organisation but it has its own draw backs which are low employee morale, low productivity and absenteeism, negative attitude towards work/ job, management rivalry, disagreement, incompatibility, incongruence. There may be various reasons for the following. But to avoid the following there has to be a two way communication between the employee and the employer. The above theory can be accepted but to a certain extent as the external factors cannot be controlled by the organisation. Factors like supply, demand, government policies all play a major role in the working of an organisation. Therefore external factors cannot be considered as irrational. The organisation needs to be flexible and change accordingly to the change in external factors. According to Dunlop (1950) industrial relations system consists of three agents – management organizations, workers and formal/informal ways they are organized and government agencies. The Dunlop’s model gives great significance to external or environmental forces. In other words, management, labor, and the government possess a shared ideology that defines their roles within the relationship and provides stability to the system. The Dunlop’s theory projects that all the actors have to a common understanding; they cannot work without each other’s support. The effect of a decision taken will have an effect on the other actors; therefore considering there interference is irrational will not help in the smooth running of the organisation. This is the reason why trade unions were formed which represents the employees. Trade unions have been recognised by all the governments. In a free market unions are encouraged as it is a symbol of democracy which allows the employees the right of expression. In the modern day business there are new techniques like Delphi method; Quality Circles are introduced for the betterment of the organisation. This shows employee participation in the decision making process of the management has become very important; therefore the management considering any opposition from the employees as irrational will be wrong.
該聲明僅適用于單一方法的組織,但它也有自己的缺點,即員工士氣低落、生產力低下和曠工、對工作/工作的消極態度、管理層競爭、分歧、不兼容和不協調。以下可能有各種原因。但為了避免以下情況,雇員和雇主之間必須進行雙向溝通。上述理論可以接受,但在一定程度上,因為外部因素無法由組織控制。供應、需求、政府政策等因素都在組織的工作中發揮著重要作用。因此,外部因素不能被認為是不合理的。組織需要靈活,并根據外部因素的變化進行相應的改變。根據Dunlop的說法,勞資關系體系由三個主體組成——管理組織、工人和正式/非正式組織方式以及政府機構。鄧洛普的模型對外部或環境力量具有重要意義。換言之,管理層、勞工和政府擁有共同的意識形態,定義了他們在關系中的角色,并為系統提供了穩定性。鄧洛普的理論表明,所有參與者都有共同的理解;沒有彼此的支持,他們無法工作。所作決定的影響將對其他行為者產生影響;因此,認為干預是不合理的,無助于組織的順利運行。這就是為什么成立了代表雇員的工會。工會得到了所有政府的認可。在自由市場中,工會受到鼓勵,因為它是民主的象征,允許雇員享有言論權。在現代商業中有新的技術,如德爾菲法;引入質量圈是為了改善組織。這表明員工參與管理決策過程變得非常重要;因此,管理層認為員工的任何反對都是不合理的,這是錯誤的。
A unitary approach becomes really hard when the company is a Multi National Company, because the business market would be different in different countries therefore having a unilateral approach may not suite the organisation. To gain a competitive edge the organisation needs to make the best use of its resources and there are more chances of mis communications in unitary approach, which may result into conflicts.
A pluralistic perspective completely agrees with the above said statement as a pluralistic manager believes conflicts are inevitable. It is something that cannot be avoided. The only way the conflicts can be solved is by collective bargaining. In a collective bargaining, it’s a Win-Win situation for both the employers and the employees. It keeps the morale high and even the productivity high. Therefore considering any interference of the employees of the organisation as irrational cannot be justified, it’s the right of the employee to have a say in the decision taken by the employer as it will be the employees who would be following those decisions. Ex. If an employer decides to extend the shift (working hours) it has to be consulted with the employees as it will be them who would be working for long hours. If the decision is taken without consultation it would result in conflicts. Every organisation has a member representation of the employees because the organisations have understood the importance of employee satisfaction. Therefore the above statement cannot be agreed on if the organisation follows pluralistic approach. Workers in various countries have been opposing the unilateral decision making process. They feel the managers have been mis using their powers. Even though the management owns the organisation it can only buy the labour power it cannot buy labour because labour is not saleable, therefore the management can restrict its decisions to labour power not labour. Therefore any decision taken which affects the labour can be opposed and it would be considered as rational.
當公司是一家跨國公司時,單一方法變得非常困難,因為不同國家的商業市場會不同,因此采用單邊方法可能不適合組織。為了獲得競爭優勢,組織需要最大限度地利用其資源,并且在單一方法中存在更多的錯誤溝通機會,這可能導致沖突。             
多元化的觀點完全符合上述說法,因為多元化的管理者認為沖突是不可避免的。這是無法避免的。解決沖突的唯一途徑是集體談判。在集體談判中,雇主和雇員都是雙贏的。它能保持高昂的士氣,甚至生產力。因此,考慮到組織員工的任何干預都是不合理的,員工有權對雇主做出的決定有發言權,因為員工將遵循這些決定。例如:如果雇主決定延長輪班時間(工作時間),則必須與員工協商,因為他們會長時間工作。如果未經協商就作出決定,將導致沖突。每個組織都有員工的成員代表,因為這些組織已經了解員工滿意度的重要性。因此,如果該組織采用多元化方法,上述聲明就無法達成一致。各國的工人一直反對單邊決策過程。他們覺得經理們濫用了他們的權力。盡管管理層擁有組織,但它只能購買勞動力,因為勞動力不可出售,所以不能購買勞動力,因此管理層可以將其決策限制在勞動力而非勞動力。因此,任何影響勞工的決定都可以被反對,并被認為是合理的。
When pluralism is related to job regulation as stated by Bean (2000) (p.370) ‘it is generally conceded in the liberal democratic world that working people should have the right to participate in the making of decisions that critically affect their working lives’. From the above quote it shows the importance of employee involvement in the decision making process. The employers need to understand that employees play a major role in functioning of the organisation, by involving them into the decision making process not only increases the motivation of the employees but also increase the productivity of the employees. In the modern techniques there are various methods adopted like to increase employee participation in the organisation. It may sometimes result in new fresh ideas which may work in favour of the organisation. Therefore considering ideas from the employees while making decision can be very useful. Sometimes these ideas may contradict the decisions of the management, the management needs to analyse the suggestion and implement it if it is for the betterment of the organisation. The management cannot consider these ideas as irrational.
正如Bean所述,當多元化與工作監管相關時,“在自由民主世界,人們普遍承認,勞動人民應有權參與對其工作生活產生重大影響的決策”。從上面的引文中可以看出員工參與決策過程的重要性。雇主需要了解,員工在組織運作中扮演著重要角色,讓他們參與決策過程不僅能提高員工的積極性,還能提高員工的生產力。在現代技術中,采用了各種方法,如提高員工對組織的參與度。它有時可能會產生新的想法,這些想法可能對組織有利。因此,在做出決策時考慮員工的想法非常有用。有時,這些想法可能與管理層的決定相矛盾,如果是為了改善組織,管理層需要分析建議并加以實施。管理層不能認為這些想法是不合理的。
While making rules for the organisations various factors influence them, factors like State, the availability of labour. Supply and demand etc. play a crucial role and none of them can be considered as irrational when they oppose the decisions made by the organisation.
The draw backs with pluralistic approach would be rivalry between the trade unions, it makes it hard for the organisation to negotiate when there are more than one trade unions’ and hence the unions and the management would loose valuable time and money in negotiating the problems. It is the duty of the unions to act as a mediator between the employees and management, but the unions have become so political that they just see how the party(the political) party they represent is benefitted. Example. TATA Nano project was shifted from Singhur (West Bengal, India) to Gujarat (India) because the opposition party wanted to put the ruling government down. There was loss of employment for the state (west Bengal) when the company made the decision to move out, and the union did not achieve any gain out of it. Therefore it can be concluded that the unions no longer work for the welfare of the employees, they have diverted themselves to work for the political party that is supporting them.
在為組織制定規則時,各種因素會影響它們,如國家、勞動力的可用性。供應和需求等起著至關重要的作用,當他們反對組織做出的決定時,他們中的任何人都不能被認為是不合理的。             
多元化方法的縮水將是工會之間的競爭,當存在多個工會時,組織很難進行談判,因此工會和管理層在談判問題時會浪費寶貴的時間和金錢。工會有責任在雇員和管理層之間充當調解人,但工會已經變得如此政治化,以至于他們只看到他們所代表的政黨(政治)如何受益。實例TATA Nano項目從印度西孟加拉邦的Singhur轉移到印度古吉拉特邦,因為反對黨想推翻執政政府。當公司決定遷出時,該州(西孟加拉邦)失去了就業機會,工會也沒有從中獲得任何收益。因此,可以得出結論,工會不再為雇員的福利工作,而是轉而為支持他們的政黨工作。
The Marxist approach states that the management makes profit by exploiting the labourers, i.e. by paying them low wage compared to the work they have done.
馬克思主義的觀點認為,管理層通過剝削工人來獲取利潤,也就是說,與他們所做的工作相比,付給他們較低的工資。
Conclusion 結論
From the above arguments and analysis it becomes clear that the argument is an Management regards its own unilateral decision-making over Human Resource issue as legitimate and rational; any opposition to it, either internal or external to the organisation, is applicable only in Unitary Perspective but this can be implemented in very Public/Private sectors. Some organisations have been successful after adopting such approach but this method cannot be adopted in all sectors as in this fast growing business world and the rate of attrition increasing it becomes very essential for an organisation to take care of its employees and other concerns which are attached to the company, considering their opposition as irrational can be very easily be a reason for the downfall of the organisation. An organisation may enjoy supreme authority when they have a unitary approach but the organisation to decide its transfers and promotions very carefully. It would play a major role because if a manager is recruited from outside the organisation may not be able to adapt to the organisations culture and there would be regular oppositions for his decisions.
從上述論點和分析可以清楚地看出,論點是:管理層認為自己對人力資源問題的單方面決策是合法和合理的;組織內部或外部的任何反對意見都只適用于統一觀點,但這可以在非常公共/私營部門實施。一些組織在采用這種方法后取得了成功,但這種方法不可能在所有部門都采用,因為在這個快速增長的商業世界中,隨著人員流失率的增加,組織必須照顧員工和其他與公司相關的問題,認為他們的反對是非理性的,很容易成為該組織垮臺的原因。當一個組織采用統一的方法時,該組織可能享有最高權力,但該組織必須非常謹慎地決定其調動和晉升。這將發揮重要作用,因為如果從組織外部招聘經理,可能無法適應組織文化,而且他的決定會經常遭到反對。
From the above essay we can argue that no one type of perspective is suitable for all organisations. Some companies may adopted a particular perspective and been successful but it does not confirm that all companies will be successful by following such a perspective. An organisation may have both Theory X category employees’ and even Theory Y category employees, it is the responsibility of the managers to use the resources available and make the best use of them.
從上面的文章中,我們可以論證,沒有一種觀點適合所有組織。一些公司可能采用了特定的觀點并取得了成功,但這并不意味著所有公司都會通過遵循這種觀點而獲得成功。一個組織可能既有X理論類員工,也有Y理論類員工。管理者有責任使用可用資源,并充分利用這些資源。
To conclude from the above essay it can be concluded that an organisation needs to be flexible but also needs to have authority over its employees. The management needs to take suggestion from its employees but the final decision needs to be taken by the management and it’s the duty of the employees to follow the decisions as they are under contract/agreement with the employer to render there services to the organisation. The management can have complete control over its internal part of the organisation and anyone opposing it would be going against the contract therefore can be considered as irrational but this can be said the same towards the external forces, the management does not have complete control over them, and considering their opposition as irrational would not be appropriate. Both the perspectives have their own advantages and disadvantages, it’s the responsibility of the management to balance their business and make profits after all- ‘The only and only social responsibility of a business is to make profits’- Milton Friedman (Noble Prize in economics).
從上面的Essay范文可以得出結論,一個組織需要靈活,但也需要對其員工擁有權威。管理層需要聽取員工的建議,但最終決定需要由管理層做出,員工有義務遵守決定,因為他們與雇主簽訂了合同/協議,為組織提供服務。管理層可以完全控制組織的內部,任何反對它的人都會違反合同,因此可以被認為是不合理的,但對于外部力量也是如此,管理層無法完全控制他們,認為他們的反對是不合理是不適當的。這兩種觀點都有各自的優點和缺點,管理層的責任是平衡他們的業務并獲得利潤——“企業唯一的社會責任就是獲得利潤”——米爾頓·弗里德曼。本站提供各國各專業Essay寫作指導服務,如有需要可咨詢本平臺。

此論文免費


如果您有論文代寫需求,可以通過下面的方式聯系我們
點擊聯系客服
推薦內容
  • MBA Essay作業:Ad...

    本文是MBA專業的留學生Essay范例,題目是“AdvantagesandDisadvantagesoftheSERVQUALModel(SERVQUAL模型的......

  • MBA Essay怎么寫:S...

    ?本文是MBA專業的留學生Essay范例,題目是“SafeguardsAgainstSexualAbuseofFemaleWorkersinMNCs(防止跨國公......

  • 心理學Essay模板:5 S...

    ?本文是心理學專業的Essay范例,題目是“5StagesofHumanDevelopment(人類發展的5個階段)”,社會、身體、情感、認知和文化的變化貫穿個......

  • 心理學Essay參考案例:E...

    本文是心理學專業的Essay范例,題目是“ExplanationofHowtheBrainWorksandHowChangescanaffectBehaviou......

  • 心理學Essay范文翻譯:T...

    本文是心理學專業的Essay范例,題目是“TheoriesOfTheNatureVersusNurtureDebate(心理學中的意識理解)”,先天與后天的爭論......

  • MBA essay 模板:T...

    ?本文是MBA專業的留學生論文范例,題目是“TheCustomerSatisfactionModel(顧客滿意度模型)”本章將描述因變量顧客滿意如何與自變量感知......

扒开老师双腿猛进八喷水观看
<th id="njfjl"></th>
<span id="njfjl"><noframes id="njfjl">
<th id="njfjl"></th>
<span id="njfjl"><video id="njfjl"></video></span>
<strike id="njfjl"></strike>
<th id="njfjl"></th><th id="njfjl"></th>
<strike id="njfjl"><noframes id="njfjl"><strike id="njfjl"></strike>
<span id="njfjl"><noframes id="njfjl">