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Management framework

In the modern Management system it is assumed that the organizations should be team flavoured performance oriented, managerially led and very competitive. Along with all these qualities the organizations should have humanitarian working environment. Organizations should have flexible working conditions. Business process should be improvement oriented, employees should be efficient and milt skilled so that they can tackle the increasing pressure and new challenges in work as required in today’s organizational infrastructure.

If a trade union is exists in an organization, its function is to create a link between the employees and the management. It can create an environment in which communications can be held between groups of employees and the organization. (Lamb, 245) Some critics feel that scientific methods are not applicable in the art of management, which mainly concerns human beings, such as Management. According to them efforts to manage industry scientifically has worsened the relation between the employers and the employees.

Their point of view is that though in Management framework though workers get absorbed into a comparatively more employee friendly group oriented associative work culture, but still the feeling of individuality remains in them. This is a reason behind their half hearted contribution in the progress of the organization. But it is not so. In fact, using of practices or policies of scientific methods of management like Management, need trained mind which is used to unbiased observation and is not amenable to hasty conclusions and untenable theories.

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Management instruct the managers to be detached an impartial. The development of industrial relations so as to make a company productive is an evolutionary process and depends on the initiative, constructive thinking and discipline on the part of all engaged in the industry. The form of relationship between the employee and the management with which the unitary ideology is concerned is about hundred years old issue. (Berkowitz, 189)

Under the parameters of globalisation and from a manager’s perspective it can be stated that Christensen’s (1997) analysis of disorderly technology is harmonized by an analysis of precise human resource issues associated with disruptive technology. Pertinent transforms were brought about in the field of human resources due to innovation of contemporary technologies, such as, change in job propose, organizational design, conscription, selection, and assignment, rewards, training and improvement, and organizational transform and expansion. (Gervers, 17-22)

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