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Morgan’s metaphors analyze the four frameworks that organizations may use to reframe their workforce. The one frame that feel represents my previous organization would be human resource. Bloman and Deal, authors of Reframing Organizations, stated that ‘’ From a human resource view, the key challenge is to tailor organizations to individuals finding ways for people to get the job done while feeling good about themselves and their work’’ (p. 16). When employees do not feel secure or trust their employer it leaves them disengaged and wanting to resign from the organization.
My previous organization was with a credit union in my hometown. Within my role, handle teller responsibilities as well as the marketing/public relations for our branch.
Bolman, L. G., & Deal, T. E. (2013). Reframing Organizations (5th ed.). San Francisco, CA: Jossey-Bass.
I currently work for a multi-client lobbying firm in Lansing, Michigan as a lobbyist associate. We represent numerous associations, including the Michigan Association of Insurance Agents, Michigan Creditors Bar Association, Michigan Pawnbrokers Association and the Associated Food and Petroleum Dealers. I believe that this experience suits me well
Kegan, R. & L. Laskow Lahey. (2009). Immunity to Change: How to overcome it and unlock potential in yourself and your organization. Boston, MA: Harvard Business Press.
Last summer, I worked at a car dealership in my hometown as a cashier and receptionist. I was responsible for processing large payments, handling both the physical paperwork and the digital orders in our dealer management software. On the reverse side, I worked at Five Guys in a very team-oriented environment. Everyone had their own part to play, but our successes were ultimately a result of how well we worked as a team. This job also taught me how to juggle multiple responsibilities, as we were frequently understaffed and had to jump between positions.
Reframing Organizations is based on the belief that this kind of empowerment is critical for individual and organizational success. A relationship with
I'm the Conference Director for Tandem Events, we're a small company who organise conferences for the video games industry. What I enjoy about working for a small company is that
Bolman, L. G., & Deal, T. E. (2008). Reframing organizations. San Francisco: John Wiley & Sons.
As the theme of my essay I have chosen to find out what our contemporary society must not forget in order to be able to make organizational theory evolve well into the 21st century. For this task I have decided to take a look back to Aldous Huxley’s modern dystopia “Brave new world”, that warned against totalitarian regimes that intended to suppress individuality in order to advance the interest of the state in its time. Even as those regimes might not be a direct threat nowadays we can eerily conclude that some aspects of it are quite accurate for the times we live in. According to Phillip Yancey who suggested that “there is a much more subtle enemy inchoate within each of us - a natural tendency for people to trade autonomy for comfort, safety and amusement.” This for the most people does not set off alarms but I will argue that it is the most basic requirement that has to be met in our day and age in order to tackle the wide range of issues that we face at the crossroads leading to the future, whether we talk about humanity or organizational theory itself. I think the novel gives us the perfect opportunity to draw parallels with our contemporary society, and see what must be corrected within post modernity based on how things evolved over the course of history and from prophetical books like Huxley’s even as at his time it was only intended to be satire. In the World State people are controlled by technologies like genetic engineering, sleep-learning and drugs like soma to satisfy needs and gently induce masses to enjoy their servitude. If one were to describe postmodernism in just a word or two, "skepticism" and "relativism" would probably best capture the overall ethos of its adherents. Deep skepticism about...
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
A frame of reference can be described as a viewpoint from which one sees employee relations and based on which problems encountered during such relations are approached and subsequently solved. “Perception.........determines judgements which in turn determine subsequent behaviour.” (Fox A.1966). Frame of reference is also defined as a “conceptual structure of generalizations or contexts, .........assump...
Growing up, I was deeply involved in my high school where I learned to be an effective communicator which is something I continue to perfect. Beginning my sophomore year all the way until graduation, I served as an outreach coordinator but also as a publicist. It was during my junior and senior year international project when I worked closely with the Area Director. Working as outreach coordinator, my duties included running all social media accounts for my high school’s interact page and organizing fundraisers to make sure everyone was doing what was asked of them.
In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.
In addition, I am involved in several Registered Student Organizations (RSO) geared toward the retention of African American students along the campus. This is accomplished by setting up the events where they see simular to take a break from school, and events where the students are taught the proper studying skills needed to be successful in college. I have no marketing experience so far, but plan on pursuing other marketing opportunities on campus during my sophomore
The employee reflects change in an organization as a shift of role, responsibilities and skill. However, in an organizational level its refers change as a framework structure around the changing needs and capability of an organization to perform. Both employee and organization’s perception of change are needed to ensure the change is successful. Brown (2011) reported that “the role of change as a corrective action often affect patterns of work or values, and in consequence meet with resistance” (p. 144). Once an organization and its member decide to conduct a change program, they intensify the forces that driving the change. The life cycle of employee’s resistance is necessary in accomplishing change in an organization. There are five important phases in a life cycle of employee resistance to change in an organization, namely introduce the change, forces of change emerge, direct conflict happens in an organization, residual resistance appear in an organization and lastly, establish the change. (refer to Figure 1 in Appendix 1).
Combinations of different experiences and education have developed a variety of assumptions about how an organisation works. The use of metaphors when describing organisation movements and change is an important way in which we express these assumptions (Cameron and Green, 2012). Gareth Morgan’s (1986) work on organizational metaphors is good for understanding the different assumptions and beliefs about change that exists. He identifies eight organizational metaphors; machines, organisms, brains, cultures, political systems, psychic prisons and flux and transformation (Morgan, 1986).