Work & Organizations for Contradictions Management- myassignmenthelp

Question: Discuss about theWork Organizations for Contradictions Management. Answer: Introduction: Work and the role of its within the society has become the theme of substantial commentary of public and a matter of debate in the recent years. Some people are of the belief that work world has been changing so methodically and at a rapid speed that individuals might start considering themselves pioneers of the new historical era (Brown 2015). Some says that the job idea is becoming old-fashioned and that the factor of job security has become illusionary. Changing work nature and contradictions facing management In better describing the work nature, and possibly in gaining better control over the ways people work, it is first essential in understanding and consider the full assortment of the forces shaping the work and the ways forcing are changing. With the augmented expansion of the factor of technology along with the globalization of the organizations, the age of information has been causing a alteration within the work environment with a requirement in adapting to how and where the employees work (Cohen, Burton and Lounsbury 2016). Technology: Technology like cloud computing, mobility and tele-presence have driven the connectivity across the globe. Employees can work within various locations or on the road and still pool resources. Attaining and sharing of the knowledge 24/7 has become easy and this has been accelerating as the devices of internet are becoming more available within the emerging markets and from more inaccessible locations (Cascio and Montealegre 2016). Workforce Expectations: The thought of going to work has been changing from going to one specific location to having more elasticity in choosing the place of work and when to work. Reports have been suggesting the fact that generation X and Y prefer in having the freedom of defining and dealing with their own issues. More than any other generation, their value towards the balance of work/life is immense. According to Ulrich (2014), organizations require considering this and they need to design their workplace keeping in mind the factors that would attract, retain and motivate the talent. Globalization: Under the present circumstances, globalization is a reality in business. The amplification in technology has been enabling the company in connecting the business/teams across the globe and there has been an increase in the number of teams that has been working cross-culturally. On positive note, working with the diversified teams offers more influential insight into the challenges as people have been gaining various perspectives (Cullen et al. 2014). The main challenge is that the leaders and employees must work efficiently and from a distance for gaining these insights. Dilemmas and contradictions facing management: Most of the managers and the entrepreneurs generally face the same sort of issues in management. Yet their choices are mainly based on the basis of their success. Any business that is being anxious with the productivity factor, the best productive role and the way it fits in into the economic marketplace. Innovate or Converse: There is much significance of innovation, and one needs to focus on fresh applications and new markets. However, the innovation revenues are within the near future. One should get the maximum out of the present business. If one is not investing, there comes a moment where the present business starts declining without the new innovation in taking over the revenues. Support or Lead: It is important to choose where the business would be in the front within the marketplace or would it be happy in supporting others. They are an innumerable of possibilities for each. Product or Service: A universal choice that generally looks simple. Every individual have an idea about the dilemma, but the predicament of tracking the one or the other can be a bit high. As per Parker, S.K. and Bindl (2016), managers do encounter certain contradictions on regular basis. A leader or manager is required in managing through a minefield of contradictions. They need to satisfy the several stakeholders, each with diversified agendas and agendas of opposing nature. This might often result in conflict between the cultural aims and commercial ones. Managers dealing with uncertainty in future of business: Managers need to focus on effective ways in dealing with the uncertainty in business. Preparing for every possibility: Things can go different ways and there might not be any third option. The best a manager can do is to prepare for every possibility that might crop up (Ulrich 2014). It is important in having a backup plan that can reduce stress considerably. Channeling positive thoughts: Uncertainty along with negativity is stated to be two peas in a pod- natural in feeling negative at certain situations. It is within the nature of humans in imaging only the most terrible case scenarios. It would be bets under such circumstances in bringing in some positivity within the doubtful situations. Be ready for accepting changes: Most of the time the motive of stressing people through uncertainty is that they are scared of any sort of change. They believe something unexpected or something new might occur which might be different from what they were supposed to do or perform. Reference: Brown, A.D., 2015. Identities and identity work in organizations.International Journal of Management Reviews,17(1), pp.20-40. Cascio, W.F. and Montealegre, R., 2016. How technology is changing work and organizations.Annual Review of Organizational Psychology and Organizational Behavior,3, pp.349-375. Cohen, L., Burton, M.D. and Lounsbury, M., 2016.The structuring of work in organizations. Emerald Group Publishing. Cullen, K.L., Edwards, B.D., Casper, W.C. and Gue, K.R., 2014. Employees adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance.Journal of Business and Psychology,29(2), pp.269-280. Parker, S.K. and Bindl, U.K. eds., 2016.Proactivity at Work: Making Things Happen in Organizations. Taylor Francis. Ulrich, D., 2014. The future targets or outcomes of HR work: individuals, organizations and leadership.