Human Resource Management Report: Theories and Globalization

This report provides an analysis of human resource management, focusing on the application of Fayolism and Taylorism across various organizations globally. It examines the merits and demerits of these management theories, including the concepts of scientific management and the division of labor. The report further explores the impact of globalization, discussing Thomas Friedman's 'flat world' theory and its implications, as well as Pankaj Ghemawat's perspective on globalization. It assesses whether globalization is uniform and presents an evaluation of the risks and drawbacks of Friedman’s flat world. The report also includes responses to specific questions related to the acceptance of Taylorism in modern workplaces, its presence in call centers, and the potential for these ideas to be relevant in certain parts of the world today. The conclusion summarizes the interrelation between management theories and organizational structure, and the references include scholarly sources supporting the analysis.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the student:
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Executive summary
The report shall emphasize upon the implementation of Fayolism and Taylorism in several
associations all over the world. The several merits and demerits of the theories have been
explained in this report. The report also emphasizes upon globalization and the Friedman’s
theory of flat world. The report also includes analysis of whether globalization is uniform or
not across the world. Lastly, the report includes the analysis of Pankaj Ghemawat’s view on
Globalisation.

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Table of contents
E- Learning Activities................................................................................................................3
Week 1- Activity 1- Ford and Taylorism...................................................................................3
Week 2- Activity 1- Thomas Friedman on Globalisation; 3 Eras of Globalisation; World is
flat..............................................................................................................................................5
Week 2- Activity 2 Pankaj Ghemawat on Globalisation...........................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................9

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E- Learning Activities
Week 1- Activity 1- Ford and Taylorism
Would workers in Australia, America or Europe accept the Taylorism in this form today?
There are various key thoughts that I have come across from the activity, which are
said beneath:
 Logical productivity administration in light of the time taken for the assignments,
which goes for enhanced financial effectiveness.
 Partitioning the extensive assignments into littler errand, which are less demanding to
be finished.
 Sequential construction system generation for the assembling procedure.
 Increment in the wages gave to the workers of the association by diminishing the
season of generation (Aitken 2014).
 Dealing with the workforce specifically by taking out the nearness of trade unions in
the work environment, this thusly prompts better control and administration.
I don't believe that the laborers in Australia, America or Europe will acknowledge
Taylorism in this frame today, as this strategy for scientific management characterizes the
representatives with less productivity to be doltish regardless of the possibility that it
commends the specialists with great effectiveness in the work environment. The idea of
Taylorism is offending to the specialists in light of the assumed low level of learning of the
laborers by the administration (Waring 2016).
Consider the design of scripts for use in Call Centres, can you see Taylorism in that?
Explain.

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The contents utilized as a part of various call focuses in the present includes various
predetermined reactions to the discussions with the clients. Indeed, I see Taylorism in the
action of giving the call centre specialists with the contents of the reactions. It proposes that
the specialists are not fit for deciding the powerful reaction to the questions of the clients
(Berber 2016). A few sections of the thoughts are additionally being used in various
associations in the present social orders, for example, Ford and Audi, which execute the idea
of the mechanical production systems alongside the scientific management of the workers by
diminishing the extent of the individual assignments (Brunsson 2017).
Some would say that ‘the world has moved on’ and these ideas are out of date. However,
could there be parts of the world today for which these ideas might be just what they need?
Explain.
The video shows the theories of Taylor and Ford. Fayolism is another strategy or
hypothesis of administration which concentrates on various key thoughts specified beneath
and was created by Henri Fayol:
 Control on the specialists to enable the association to have better profitability and
productivity.
 Instructing the workers of the associations with respect to the different
administration strategies and styles.
I trust that a portion of the thoughts communicated in the administration hypothesis of
Fayolism permit various associations around the globe in the present businesses to have
better administration in the working environment. The hypothesis of Fayolism concentrates
on the administration of the working environment on the premise of correspondence of the
specialists and inspiration of the laborers by various different factors alongside cash. This
permits the associations in the present enterprises to have better administration of the

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workforce and the different HR accessible to the association. This hypothesis of
administration still permits the HR bureaus of various associations to decide the different
qualities which ought to be controlled by the candidate to finally become a Manager. Some of
these qualities recommended by the Fayolism hypothesis of administration are physical,
mental, instructive, specialized and moral qualities. This hypothesis of administration
additionally permits the whole plan of action of a present association to be partitioned into
various undertaking gatherings, for example, money related, administrative, specialized,
business, bookkeeping and security (Berber 2016).
Week 2- Activity 1- Thomas Friedman on Globalisation; 3 Eras of Globalisation; World
is flat
What would be some of the key drawbacks or risks of living in the flat world of Globalisation
3.0 as Friedman describes it?
According to Friedman, the world is flat and is equivalent to a platform with
negligible barriers and a place where people can work, convey messages and establish
connection across the boundaries (Hadfield 2016). However, there are several disadvantages
and hazards of living in the flat world of globalisation 3.0. Some of them are discussed as
below:
 The freedom of an association to execute its operations is limited by the business
ethics. For instance, the multinational companies nowadays has shifted to developing
countries in order to curb the costs.
 People do not have the same thoughts and their ideas and beliefs vary from each
other.

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If there would have been no restrictions of boundaries then the individuals could have
been able to do whatever they wished. This indicates that people could come up with their
own policies to trade.
Do you agree with Friedman’s iron rule of the flat world? Explain.
Yes, I do agree with the Friedman’s iron rule of flat world. According to the rule when
the world is flat “whatever can be done will be done and it will be done by only you”. With
the advancement of technology, people nowadays can do whatever they wish to do. For
instance, several airlines nowadays have their personal websites where people can book
tickets and download them along with their boarding passes. This technology has enabled the
people to become their own personal ticket agents. Therefore, individuals might change in
order to learn some new ideas and thoughts and do things according to their wish (Roberts,
Hite and Chorev 2014).
Is the level of globalisation uniform across the world? Explain.
No, the level of globalization is not the same across the world. This is because of the
differences in the cultures of different nations. The culture of a place is much more powerful
than a mere brand. For instance, the techniques of management that are best suitable for the
employees of USA may not suit the employees of UK. Culture is a dynamic phenomenon
(James and Van Seters 2014). Despite globalization, the culture of different places vary from
each other. Several nations have their own movie culture too. I believe that it is not possible
to have an uniform or standard global culture.
Week 2- Activity 2 Pankaj Ghemawat on Globalisation
Has your view on globalisation changed after listening to Professor Ghemawat? Explain.

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Yes, my view on globalization has changed after listening to Professor Ghemawat.
The peril of Friedman's flat world proposition is that it could make administrators confound
the patterns they see in their own particular organizations and make possibly genuine vital
blunders. Rather than seeking after a forceful limitation system, for instance, officials from
multinational firms regularly choose to "endure it" in developing markets, for example, China
and India. They hold the mixed up conviction that demand and supply conditions will soon
smooth and focalize with those in created markets. In actuality, such solidification is
exceedingly improbable to happen inside any sensible planning horizon (Ghemawat 2016).
Consider where you have seen the fears that people have about globalisation. Do you think
these fears may subside with some data points that may suggest otherwise?
The world is still a long way from flat world, and, in numerous enterprises, it's
probably going to hold its arch for a long while to come. They may, for example, trust that
China's retail condition will unite moderately rapidly; subsequently, they may neglect to put
resources into limited dissemination channels that are more suitable for the present economic
situations. Administrators ought to be careful about depending excessively on Friedman's
externally convincing, yet genuinely imperfect, confirm. Rather, they would do well to
embrace a more systematic approach for assessing how flat their world really is, presently
and later on (Ghemawat and Altman 2016). This will require a profound, reality based
comprehension of the particular flatteners in each of their organizations, and in addition a
cautious thought of whether to overlook, adjust to, or endeavor to shape those drivers.
Conclusion:
The several management theories explained has enabled us to infer that the implementation
the theories is highly dependent upon the structure of the organization. The report explained

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the concepts of Fayolism and Taylorism. In addition, the Friedman’s theory of flat world was
analyzed along with the view on globalization.

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References:
Aitken, H. G. (2014). Scientific Management in Action: Taylorism at Watertown Arsenal,
1908-1915. Princeton University Press.
Berber, A. (2016). Purpose, Change and Top Management in the Mid-1920s: Revisiting
Selected Papers. Organizational Management: Policies and Practices, 15.
Brunsson, K. (2017). Management Methods. In The Teachings of Management (pp. 13-26).
Springer International Publishing.
Ghemawat, P. (2016). The Laws of Globalization and Business Applications. Cambridge
University Press.
Ghemawat, P., and Altman, S. A. (2016). 1 Defining and Measuring Globalization. The Laws
of Globalization and Business Applications, 11.
Hadfield, G. (2016). Rules for a flat world: why humans invented law and how to reinvent it
for a complex global economy. Oxford University Press.
James, P., and Van Seters, P. (2014). Global social movements and global civil society: A
critical overview. Globalization and Politics, Vol. 2: Global Social Movements and Global
Civil Society, vii-xxx.
Roberts, J. T., Hite, A. B., and Chorev, N. (Eds.). (2014). The globalization and development
reader: Perspectives on development and global change. John Wiley & Sons.
Waring, S. P. (2016). Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.