Capitalism And Managers Capitalism - 1598 Words

2. (800 Words for Question Two) John Bogle, in his article Democracy in corporate America, defines capitalism in two different ways, owner’s capitalism and manager’s capitalism. According to Bogle, owner’s capitalism is defined with the idea that purpose of a business or corporation is to make a profit. Manager’s capitalism, Bogle notes, is defined by William Pfaff with the idea that â€Å"the corporation came to be run to profit its managers, in complicity if not conspiracy with accountants and the managers of other corporations† (Bogle, p. 26). These two definitions of owner’s capitalism and manager’s capitalism provide great insight about today’s corporate America. The two previous descriptions that John Bogle provides of owners and managers capitalism show us the true difference between the traditional idea of capitalism, and the more modern idea, as William Pfaff describes. In order for the differentiation to be clear, we must understand what Bogle is saying in his descriptions of the two types of capitalism. First, owner’s capitalism says that the owner(s) of the company have one basic goal, and that is to make a profit, benefiting the owners in a way so to make a return on their investment into the company. So if the idea of capitalism is to make a profit for the company as a whole, then what is manager’s capitalism, and how did it originate? Bogle describes a situation that can commonly seen in corporate America, which describes manager’s capitalism perfectly.Show MoreRelatedCapitalism And Manager s Capitalism Essay800 Words   |  4 Pagesdefines capitalism in two different ways, owner’s capitalism and manager’s capitalism. According to Bogle, owner’s capitalism is defined with the idea that purpose of a business or corporation is to make a profit. Manager’s capitalism, Bogle notes, is defined by William Pfaff with the idea that â€Å"the corpora tion came to be run to profit its managers, in complicity if not conspiracy with accountants and the managers of other corporations† (Bogle, p. 26). These two definitions of owner’s capitalism andRead MoreParadigm Shift of Firms from Capitalism to CSR (Rationale) The integration of social700 Words   |  3 PagesParadigm Shift of Firms from Capitalism to CSR (Rationale) The integration of social responsibilities in business that emerged with the financial capitalists spurred a fierce debate on whether or mot CSR should be included in the corporate objective function. the earliest reference to such criticism appears to be Ghent, who in 1902 criticized this new trend for its similarity to the economic feudalism of the middle Ages, and who argued that CSR was being used as a tool for forestalling public criticismRead MoreCorporate Social Responsibility And Its Effects On Consumers And Brand Equity1107 Words   |  5 Pagesbetween the two. As such, Holzinger and Prasada (2013) explored the concept of Slavoj Zizek s neo-Marxist and psychoanalytic-inflected work on the false consciousness of ideology (Zizek, 2000) which can represent how manager’s conduct CSR with unethical intentions. It suggests that capitalism is a system that is fundamentally fraught in illogicality and that discourse in corporate reports can be strategically constructed as a means to promote market capitalisation. It concludes by stating that discourseRead MoreEmployee Motivation and Capitalism Essay1813 Words   |  8 Pagesfreedom. A Marxist view is that the managers are exploiting the workers and that there is class conflict. This essay will outline and identify if there is a problem with worker motivation, and will introduce a brief description of motivation and capitalism. If problems are identified with worker motivation possible solutions will be provided. The essay will go into detail about Maslow and McGregor’s theories X and Y and refer to Taylorism. Lastly a conclusion will be made on the more befitting andRead MoreCorporate Culture, Incentives, Business Ethics, And Goals880 Words   |  4 Pagesdriven business strategy can be devastating to a service firm such as the Post Office, and hence it is the manager’s role to create a pleasing environment for customers. The incentives video draws multiple controversial points in regards to the responsibilities of a business. A firm has an obligation to both its investors, and towards consumers alike. In fact the core principle of Capitalism itself relies on the concept of a negotiation between buyers and sellers. Therefore, it is crucial for a producerRead MoreCharacter Analysis Of Blind Shaft942 Words   |  4 Pagesconsequence of not meeting the standards themselves, when death happens in the mine, the manager only attempts pay compensation money to the relatives of the dead because further investigation causes significant financial loss to the mine. In the manager’s mind, the idea of buying a life with several thousands of dollars is rooted, contributing to the smooth function of Tang and Song’s scam. Furthermore, Song’s action can be explained by the absence of education. Because he is uneducated, Song is unawareRead MoreDesign And Hermeneutic Phenomenology Research Paradig m Has Been Made Above ( Ch 56 )1000 Words   |  4 Pageswithin an organisation in predicated on their ability to lead, mobilise and direct subordinates. As a result, it might be argued that the model covers a very small element of the overall leadership and management process, focussing exclusively on the manager’s activity and leadership with their own subordinate team, and missing the larger organisational function of the leader, their entrepreneurial activity, and engagement with supraordinate managers. This is an acknowledged failing, based upon Parson’sRead MoreCritically Discuss the Contribution of the Work of Frederick W. Taylor to Management Thought and Practice. Pay Particular Attention to How His Ideas Were Shaped by the Cultural Context of His Time, and to the Competing Interpretations of His Legacy.2445 Words   |  10 Pagesmanagement together, his views on human relations theory (HRT) and its links with people management, the theme of organization cult ure and post-bureaucracy and how it is effecting change management. The final theme I will discuss in my essay is fast capitalism and how it is ending management. While looking at the themes I will also be evaluating Grey’s arguments within them and try to relate them where applicable to Wren and Bedeian’s book â€Å"The Evolution of Management Thought† (2009). Grey views on bureaucracyRead MoreThe Major Sub Areas Of Finance1156 Words   |  5 Pagesthey also have a broader obligation to society as a whole. 5. Does the goal of shareholder wealth maximization conflict with behaving ethically? Explain. The goals of shareholders wealth maximization does not conflict with behaving ethically. The manager’s goal is to maximize the interest of the shareholder and give secondary consideration stakeholders interest. There are competing principles that also suggest that the manager must act to maximize the total stakeholder’s interest, which included employeesRead MoreThe Ethics Of The Solyndra Solar Energy Panels1174 Words   |  5 Pageswhether the government should or should not help Solyndra, nevertheless, the government ended up trying to financially guarantee the corporation s security. In doing so, this would mean misuse of public funds since the government has no obligation to capitalism. The government went on to approve a loan to financial guarantee the corporation regardless of the cautionary measures the staff of the administration and financial planners (Weiner, 2012). In 2011, the Committee on Energy and Commerce released

Hrm and Ir Free Essays

Introduction â€Å"Human Resources Management† and â€Å"Industrial relations† has different concepts about the determination and functions of the both spheres. The essay deliberates the comparison and contrast on the key features of Human Resource Management and Industrial Relations in academic fields. Definitions of terms HRM and IR will be identified through the review of the origin and development of these two areas. We will write a custom essay sample on Hrm and Ir or any similar topic only for you Order Now Moreover, I have pointed out the theoretical scope of the two subjects and key features of HRM and IR. Finally, there is comparison and contrast between given subjects through the historical retrospective and paper review. Definition of Industrial Relations Why don’t we mention the fact that Industrial Relations have become a subject of scientific analysis since the end of the nineteenth century, when Sidney and Beatrice Webb (1984) couple published their studies of the regulation of employment in Britain. According to Dale Yoder,† industrial relations† describe â€Å"relationships between managements and employees or among employees and their organisations that characterise or grow out of employment. The study of industrial relations may therefore be described as a study of the institutions of job regulation† – suggested Flanders (1965, 10). It is prevailed for a time is beyond satisfaction of the academic study at present. â€Å"The view that IR is the study of processes of control over work relations, and among these processes, those involving coll ective worker organization and action are of particular concern is more adaptable to generalise specific and precisely for the subject†. Hyman, 1975) Definition of Human Resource Management Progression of the Human relations movement in the USA was the key point of the HRM terminology’s emergency. There have been a large amount of published studies investigating the definition of HRM in diverse standing and approaches, since the first British book on HRM published in the late 1980s, which was notably known as New Perspectives on Human Resource Management (Storey 1989). Storey (1989) considers that HRM can be regarded as â€Å"set of interrelated policies with an ideological and philosophical underpinning†. However, He determined HRM as a specific approach to employment management which aims to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of culture, structural and personnel techniques, which is a comprehensive understanding of HRM. Storey (2007). Sisson (1990) sees HRM of four aspects of employment practice: an integration of HR policies with business planning; a shift in responsibility for HR issues form personnel specialists to line managers; a shift from the collectivism of management and, finally, an emphasis on commitment has further understanding of HRM. Ackers (2003) provided a general term on the definition of HRM, â€Å"HRM refers to all those activities associated with the management of work and people in firms and in other formal organisations†. Basic Research Interest of Human Resource Management The emergence of courses and models in HRM in universities and colleges is related to the fact that two influential journals, Human Resource Management Journal, edited by Keith Sisson at Warwick University, the International Journal of Human Resource Management, edited by Michael Poole at Cardiff were launched in 1990. The amount of literature was increased. Among these papers two appreciable theories is predominant leading, Fombrun et al (1984) matching model and the Harvard framework. Matching model focused on the connection between organizational strategy and HRM, in the meanwhile Frombrun et al divided HRM into four integral parts – selection, development, appraisal and reward stressing the significance of efficiency of work performance enhancement. (Marchington, 2005) On the other hand, the Harvard framework (Beer et al, 1985) involve six basic components with a broader expand from the inside out , that is, situational factors, stakeholder interests, policy choices, outcomes, long-term consequences and a feedback loop. However, neither of the models pays close attention to the respects of employment relationship. John Storey’s (2007) model is worth considering framework in HRM studies. Four key elements are summarized as foundational structure of HRM, that is beliefs and assumptions, strategic qualities, critical role of managers and key levers which activate HRM as an essentially tool and techniques for use by practitioners. However, currently HR changes and extends its functions beyond simple administration and personnel management. This area is becoming one of the strategic and reactive activity in the management of both organizations and other bodies. Basic Theory of Industrial Relations Colling et al (2010) comment that â€Å"Academic industrial relations is now outdated† either the problem of the â€Å"human factor† in work have all been solved, or they are better addressed by new approaches such as â€Å"human resource management† or â€Å"organisational behaviour†Ã¢â‚¬â„¢, however, in the statement by the British Universities Industrial Relations Association (BUIRA), they strongly disagree the claim. BUIRA) During the initiative academic research in IR, predominant focus upon collective institutions and processes which embody trade unions, collective bargaining and strikes are the mainstream scope of IR study. Compared with the origin IR, modern IR emphasized on the experience of work, both individual and collective, and with all sources of the rules that govern the employment r elationship. Therefore, IR was widely regarded as having two major subdivisions within it. The first dealt with the management of labour, the second with collective bargaining and methods of workforce governance (Russell Sage Foundation, 1919). It should be pointed out, that industrial relations today are in â€Å"crisis†. In academia, its traditional positions are threatened on one side by the dominance of mainstream economics and organizational behaviour, and on the other by postmodernism. The importance of work, however, is stronger than ever, and the lessons of industrial relations remain vital. Purcell) Comparison and contrast of Human Resource Management and Industrial Relations The interrelation between HRM and IR is complicated. From the one sight, HRM was considered as one of the branch of IR in the early 1960s for majority of scientists, then in modern conditions HRM has largely been regarded as a separate subject underlying distinguish perspectives and divergent points of the field. However, HRM and IR do have some parallels and common ground in employmen t issues, concerns about personnel and departments and humane labour. From the above, it can be concluded that to a large extent HRM has an â€Å"inside† view of the problem according to the employment, highlighting and labour issues. While IR takes an â€Å"external† prospective with an emphasis on workers and communities. The purpose and functions are not one and the same for the two spheres. The main purpose of personnel management is an organizational effectiveness using an instrumental approach to the promotion of employees nd interest. As for the IR, the goal â€Å"is a combination of organizational performance and employee well-being, as well as the workers’ interest priorities. Generally, IR provides a multi-layer discernment of employment relationships and interconnections between the workplace, the company, the sector, the national regulatory framework in the light of multi-disciplinary approach involving sociology, political science, economics, history and law. HR assumes conflict not inevitable and can be minimized by management; IR sees conflicts as inevitable requiring third-party intervention. HRM and IR are distinguished in various respects with different standpoints and approaches. (Sisson) Frequently, HRM teaching accepts management’s objectives uncritically, concentrates on activities at company level without exploring the societal and institutional environment, and has its disciplinary basis primarily in psychology and organizational sociology rather than the social sciences more broadly. Despite of the inevitable irreconcilable antagonisms between the two subjects, there is a closely link of HR and IR providing a complementary foundation of the exchange and development of the employment issues. (Ackers) Conclusion The essay discusses the definition of HRM and IR and significant features in academic fields largely through an historical analysis of the two fields’ respective origins and development. HRM and IR fields are distinguished by numerous differences in their approach to research and practice. Reference Ackers, P. and Willkinson, A. 2003. Understanding Work and Employment, Oxford University Press Bach, S(ed), 2005, Managing Human Resources, 4th edition, Balckwell Publishing Boxall, P and Purcell, J, 2008, Strategy and HRM, 2nd edition, Palgrave Bruce E. K, 2001,Human resources and industrial relations Commonalities and differences, Human Resource Review, 11(2001) 339-374 BUIRA 2008. What’s the point of Industrial Relations? A statement by the British Universities Industrial Relations Association Colling, T. and Terry, M. 2010. Work , the employment relationship and the field of Industrial Relations’, in Colling, T and Terry, M (eds), Industrial Relations: theory and practice (3rd ed), Chinchester:Wiley, 3-25 Guest, D. (1987) ‘Human resource management and industrial relations’, Journal of Management Studies, 24(5), September: 503-521 Hyman, R. 1975. A Marxist Introduction to Industrial Relations. Basingsotoke: MacMillan. Paul Edwards edit , Industrial Rela tions Theory Practice in Britain, Blackwell Publishers Ltd, 1995 Marchington. M and Wikinson. A, 2005, Human Resource at work, 3th editon, CIPD, London Miller, P. 1987) ‘Strategic industrial relations and human resource management – distinction, definition and recognition’, Journal of Management Studies, 24(4) July:347-361 Sisson, K. (1990) ‘Introducing the Human Resource Management Journal’, Human Resource Management Journal, 1(1):1-11 Sisson K. â€Å"In Search of HRM†, op. cit. at 209 Strorey, J(ed), 2007, HRM : A critical text. 3rd edition, Routledge Redman, T . Wilkinson. A, 2001, Contemporary Human Resource Management, Financial Times Yoder Dale, 1948, Personnel Management and Industrial Relations. 3rd edition, New York, Prentice-Hall,Inc. How to cite Hrm and Ir, Essay examples

Freud and Jung free essay sample

The unconscious is hypothetically a region of the mind that contains desires, recollections, fears, feelings and thoughts that are prevented from expression in the conscious awareness. One of the most influential philosophers who made theories about the unconscious and its aspects is of Sigmund Freud. Freud distinguished between three different concepts of the unconscious: descriptive unconsciousness, dynamic unconsciousness, and the system unconsciousness. The descriptive unconsciousness refers to all those things in mental life in which people are not instinctively aware of. The dynamic unconsciousness refers to mental processes and contents, which are removed from the consciousness as a result of contradictory attitudes. The system unconsciousness indicates the idea that when mental processes are repressed, they become organized different from those of a conscious mind, such as displacement. Freud eventually abandoned of the system unconscious and replaced it with the ego, super-ego, and id concepts. Throughout his career, however he retained the descriptive and dynamic concepts of unconsciousness. Freud also believed that the unconscious was a storage facility for all repressed sexual desires. With this in mind, he created a theory called The Oedipus Complex. The Oedipus complex is a theory, which implies hatred and a death wish for the parent of the same sex (father for boys and mothers for girls) and love/sexual attachments towards the parent of the opposite sex. Freud states that at some point, the child realizes the differences between their mother and their father. With this, the child learns to understand gender because they come to grasp that they are similar to one of the parents and different from the other. When the child finally comprehends this, he/she feels as though the opposite sex is affectionate to another person besides them (their same sex parent). Thus, the child â€Å"competes† with the same sex parent for the opposite sex parents love and fondness. Freud believed that these feelings are deeply fused into the unconsciousness of every person, but are suppressed. Another influential philosopher who gathered theories on the concept of unconsciousness is Carl Jung. Jung studied under Freud, but eventually broke off and made his own theories and opinions about different concepts, such as the unconscious. Jung believed that there were two levels of unconsciousness: personal unconscious and collective unconscious. The personal unconscious is interior to the ego (a person’s conception of themselves) and corresponds to a mix of Freuds unconscious and preconscious. Containing elements of the outside world and of personal experiences repressed by the ego, the contents of the personal unconscious can be accessed by therapy, art and cultural expression. According to Jung, the collective unconscious is part of a person’s unconscious that is common between all human beings as opposed to personal unconscious, which is unique to each individual. Jung also believed that the collective unconsciousness contains archetypes, which are forms or symbols that are apparent by all people of all cultures. The five main archetypes that were associated with the collective unconscious are the persona, animus, anima, shadow and self. The persona is the mask presented by each individual to society but it may or may not conceal the real personality. The anima is the feminine part of a man, which evolves as a result of a mans experience with women but also recognizes the bisexual nature of all human beings. The animus is the masculine part of a woman. The shadow is the reverse of the outward personality we show to the world. The self is the most important archetype and holds all the other systems together. With these archetypes, Jung felt that we should know ourselves from the inside as well as the outside. Both Jung and Freud’s theories on the unconscious differed in many ways. Freud described the unconscious as a container underlying the conscious mind, whose task is to contain unwanted and un-encountered events, feelings, thoughts and experiences of the disliked conscious mind. Jung however added to this theory by proposing two layers of the unconscious: a personal unconscious, right under the conscious mind, taking in personal psychic contents and the collective unconscious which contains the accumulating experience of all humanity. Another theory that both Jung and Freud had different opinions on was sexuality. In Freud’s speculation, he claims the force of life is driven by sexuality and the original unconscious contains nothing but feelings, thoughts, experience and frustrations of resulting unhappy sexual desires. Jung however believes there is much more to life than sexuality, which underlies the process of individuation and constant search for meaning. Jung also thinks the unconscious has a compensatory regulating function, aiming at healing and growth. In conclusion, I personally favor Jung’s version of the unconscious mind rather than Freud’s. I feel as though Jung has a better understanding of the human mind in many ways that everyone can benefit from. Although Freud had good theories and speculations about the unconscious mind and sexuality, I did not grasp a connection between my thoughts and Freud’s speculations. With that being said, I can definitely understand why the mind is very difficult to study.

The Sanyo Company free essay sample

A look at the Sanyo Companys structures and internal systems. This is a paper that analyzes Sanyos corporate marketing strategies against competitors. The author examines the companys mission, major competitors, technological environment, marketing strategies and objectives, target market and developing product strategy. Sanyo Groups of companies believe in environmental friendly product management. This stems from its mission statement, which identifies its goal as: To become an indispensable element and source of pride in the communities where it does business, Sanyo actively searches out opportunities to assist local government, charity organizations and other special groups through philanthropic activity in North America. [www.sanyo.com]. Of the top three major competitors that Sanyo faces are from GE, an American based company and Philips Electronics and Sony both are Japanese counterparts. When Sanyo was first introduced in the American market GE was the dominant player whose popularity among consumers created market barriers to industry. We will write a custom essay sample on The Sanyo Company or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Today, however, GE had change its strategy to include production of aircraft engines, locomotives as well as equipment and appliances. Diversity therefore is GEs arena [http://www.hoovers.com/co/capsule/6/0,2163,43946,00.html].