Essays on Challenges to the Pluralism such as Marxism Feminism and Neo-Liberalism Coursework

Download full paperFile format: .doc, available for editing

The paper "Challenges to the Pluralism such as Marxism Feminism and Neo-Liberalism" is an outstanding example of business coursework.   Since the beginning of the industrial revolution, the main concern that has continued to be a nightmare for business organisations has all along been how to achieve the best levels of work organization in order to minimise costs and maximise productivity. Securing as well as maintenance of competitive advantage through the application of new systems and methods of work organisation has largely depended on financial and commercial concerns as opposed to the well-being of the workforce.

For Instance, in the modern business workplace, issues concerning workers health and safety have resurfaced very strongly and as is the case in many parts of the world, legislations have tried to protect workers to ensure that they have maximum safety and security in places of work (Glendon, Sharon & McKenna 2006, p 2). The central argument of this discussion paper is therefore based on the neoliberalism perspectives of social, political and economic change in business organisations based on reactive policies and traditional thinking of most management on social issues such as health and their significance to the general improvement of the well-being of workers. Significance of organisational change Organisational change in the wake of neoliberalism is concerned with social, political and economic practices that advocate that the well-being of people can meaningfully be advanced by adequate liberation of individual business skills and freedoms.

In managing change, the state plays the role of ensuring that there are creation and preservation of institutional framework necessary for carrying out the practices. Change is basically a natural process which is very critical for the development of individuals and business organisations.

Therefore in the absence of change individuals and the business organisations would essentially remain the same regardless of time. Organisational experts have argued that any attempt to resist change is not natural and hinders the mechanisms of evolution of employees and the organisations they work in. The change should then be seen as a natural process that can essentially help individuals experience growth and business organizations to develop. The continuous process of growth and development is very vital for business organizations both domestically and internationally. Challenges to the pluralism such as Marxism Feminism and Neo-liberalism In light of Marxism, capitalist oriented organisations have been marked by a lot of inequality when considered in terms of wealth, opportunity and power.

The questioning of inequality in the workplace by workers is not a welcome idea in most organisations as it is believed to be an instrument of discipline. In most cases, when change is enacted in a business organisation, the management can only embrace it if it is beneficial to the running and growth of the business, but if it is to benefit the workers then it is considered a loss to the company (Goold, M.

& Campbell (2002 pp. 117-124). Companies, therefore, survive under the pretext that such inequalities and resistance to change is justified. Change in the workplace makes inequality to be socially unacceptable as it rallies for fair treatment of employees. Business organizations that welcome change make workers have high levels of performance for their interests are catered for.

Bibliography

Bessant, J & Tidd J, 2007 Innovation and enterpreneurship John Wiley & Sons, Chichester.

Bohle P and Quinlan M, 2000 Managing occupational health and safety: A multidisciplinary

approach, second edition, MacMillan Publishers, South Yarra.

Catherine McMahon and Barbara Pocock 2011, doing things differently: Case Studies of Work- Life Innovation in Six Australian Workplaces, Centre for Work + Life, University of South Australia

Dawson P, 2003 Understanding organizational change, Sage, London.

Dwyer T, 1991 Life and death at work: Industrial accidents as a case of socially produced

error, Plenum Press, New York City.

Glendon A, Sharon C and McKenna E, 2006 Human safety and risk management, 2nd edition,

CRC Press (Taylor & Francis Group), Boca Raton, FL.

Goold, M. & Campbell, A 2002, “Do you have a well-designed organization?” Harvard Business Review, Vol. 80 No. 3, pp. 117-124.

Johnson J.V, 2004 Work stressors and social class, PhD, University of Maryland, USA.

McMahon, C & Pocock, B 2011, Doing things differently: Case Studies of Work- Life Innovation in Six Australian Workplaces, Centre for Work + Life, University of South Australia. Web. Feb. 2012.

Upchurch, M 2010, ‘Creating a sustainable work environment in British Airways: implications of the 2010 cabin crew dispute’, Technical Report, Middlesex University, London. Web. Feb. 2012.

Voelpel, S.C., Leibold, M, & Streb, C.K 2005, “The innovation meme: Managing innovation replicators for organizational fitness”, Journal of Change Management, Vol. 5 No. 1, pp. 57-69.

Wagner, C.K1995, “Managing change in business: Views from the ancient past”. Business Horizons, Vol. 38 No. 6, pp. 8-12.

Download full paperFile format: .doc, available for editing
Contact Us