organisations now before Essay

Submitted By Temp__12
Words: 648
Pages: 3

Businesses, or firms, are increasingly coming to the realization that human behaviour has a significant impact on the overall functioning of their organizations. This realization is leading to broader innovation in how companies seek to support and engage their employees in meaningful ways. How do you think organizations have changed in the past 15-20 years?
Do you think that organizations are more understanding of the impact of human behaviour than in previous generations? Using examples from your own personal experience and any external resources you may find, explain how you believe organizations are addressing the human factor? Is human capital more or less important now than in previous generations? Why or why not?

Main Post Based on the writings of Heerwagen (2010), organisations are different now, than before in terms of the structure, content, and process of work; this is because work environments are more: (1) team-based and collaborative (2) dependent on social skills (3) dependent on technological competence (4) time pressured (5) Mobile concerning geography, and so on.
In addition to the above as put by Heerwagen (2010), in nowadays business entities - employees will most likely find themselves labouring for firms in very competitive markets; therefore, firms in today's world are:
1. Leaner and more agile - which involves quicker responses to the marketplace by reducing cycle time, developing mass customisation processes, and supporting continual change and innovation
2. More purposeful concerning identifying value from the perspective of the consumer
3. More tuned to dynamic competitive requirements and strategy
4. Less hierarchical in structure and decision authority - that is, fewer layers and more decentralised decision making
5. Blurred boundaries - as organisations become more laterally structured, boundaries will continue to breakdown because different areas of the business need to work more effectively together.
Due to the severe civil labour disputes of the 1900s, companies introduced Human Resource Management to deal with issues concerning labour recruitment, training labour-force, performance appraisals, staff motivation, employee attendance, health related matters, and so on (Davoren, 2008). As a result of a more competitive economic climate in the 21st century, Human Resource Management has taken on additional responsibilities to cope with the ever changing conditions; therefore, entities (via Human Resource Management) have acquired more knowledge about employee needs and behaviour over time (Davoren, 2008).
In today’s competitive work environment, organisations (often through human resource management) endeavour to get the best out of employees to maximise effectiveness; this is frequently accomplished via motivation strategies - such as remuneration, staff training, safe working