Management and Organisation in a Global Environment: Detailed Analysis

This essay discusses management and organisation within a global environment, referencing Taylorism and Friedman's 'flat world' theory. It examines the applicability of Taylorism in modern workplaces, particularly call centres, and considers its potential relevance in developing nations. The essay further explores Friedman's concept of globalisation, addressing the increased competition and the necessity for swift action on new ideas. It also questions whether globalisation's reach is uniform across the world, citing factors like connectivity and resource availability that contribute to varying levels of integration. The analysis provides a comprehensive view of management practices in the context of an increasingly interconnected global landscape.

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Management and Organization in Global environment
Student name
Institute of afflation

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Table of content
Video 1…………………………………………………………………………………….3
Question 1…………………………………………………………………………………3
Question 2…………………………………………………………………………………4
Question 3…………………………………………………………………………………4-5
Video 2…………………………………………………………………………………….5
Question 1……………………………………………………………………………………5
Question 2……………………………………………………………………………………5
Question 3………………………………………………………………………………….5-6
Reference…………………………………………………………………………………….7

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Video 1
1. Would workers in Australia, America or Europe accept the Taylorism in this form
today?
Taylorism are the principles of scientific form of management that are derived from
the Taylor System. This was one of the initial system of mass production, where the actions
in a manufacturing sector were broken down into different small segment, and subsequently
workers were hired to do these small steps (Kanigel, 1997). The number of employees
involved in the process were high in such framework, and the skills required were basic.
Through the principles of time management the workers were clocked for their hours, and the
unnecessary time loss was reduced, where in return of hard work, high labour was sought
amongst the employees.
Most of the workers felt like machine, and many concurred that they were losing
touch from production, and their work became monotonous for them. Meanwhile, the founder
of this measure- JP Taylor only focused on economies of scale, and denied individualism of
the employees through Unions (Hughes, 2004). Rather, he advocated the cause of workers
through offering them higher wages as opposed to their counterparts, and offered breaks to
get away from monotony. Over a rising disdain of the workers and increased strikes in the
company, an enquiry was set up that assessed this form of management to reflect that even as
the organization benefit from these frameworks, and productivity was high, the power in the
hands of the administration was just too much (Head, 2005).
When all these aspects are studied in the context of the modern day workers in say
America, Europe and such regions, where the focus towards preserving the employees and
human resources is high, and employees are more vocal (Head, 2005). It is reflected that such
archaic measures of management will not be appreciated. Today the workers liked to be

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challenged, engaged and acknowledged in the workforce, it is noted that these principles are
not met in the Taylorism (Hughes, 2005). As a result of which this form of management is
not advocated as effective in the present business climate.
2. Consider the design of scripts for use in Call Centres, can you see Taylorism in that?
Explain.
It is easy to presume that call centres are based on the principle of Taylorism. The
focus is that of breakdown of the task, and increasing large number of people to increase
productivity. Further, there is a higher degree of pursuit for quality as well as quantity in the
call centres, as a result of which it is reflected that the presence of cyclic strategic
management design much like Taylorism is present in the call centres (Kanigel, 1997;
Scheiber, 2012).). However, it is recognized that the design is limited as there is a higher
respect for the employees, further there is a higher degree of consumer orientation within
these organizations (Holtgrewe and Kerst, 2001). In this sense, it is argued that call centres
are a representation of contemporary Taylorism.
3. This clip is showing history from 100 years ago. 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
Many would concur that the idea of Taylorism has become out of date, in some sense it is
true. However, as in the case of all ideas, it is recognized that the Taylorism has evolved. It is
not possible in the present day times to have a work environment, where the employees can
be disregarded (Head, 2005). However, a closer management of the employee, focus towards
enabling their values to work, developing an overall framework for developing a sense of
balance and order to the work are few of the adopted features in the organization (Holtgrewe
and Kerst, 2001). In the case of call centres and many such frameworks it is noted that the

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world if not managed effectively can create a slack work environment. In such cases, this
framework of management and work in a contemporary and adaptable sense hold reference
(Scheiber, 2012). From the studies of sweat shops in china, it is evident that the industry
work environment is based on the similar concept at these establishments. However, in the
recent years, a case for the human rights was raised in such associations.
Video B. - Thomas Friedman three eras of globalization
1. What would be some of the key drawbacks or risks of living in the flat world of
Globalisation 3.0 as Friedman describes it?
There is some merit in the way that Thomas Friedman has argued that the world has become
flat in the wake of globalization. There is an increased sense of connectivity amongst the
people, and the opportunities in one nation for example are accessible to those in other parts
of the world as well (Freidman, 2005). While, it cannot be denied this form of world means
that there is an increase in interaction, an increase in opportunity and an increase in the
exchange of information (Perilli, 2006). However, through living in the flat world, the extent
of competition has increased exponentially, as the competition for a job is not just with a
fellow countryman, but at a global level.
2. Do you agree with Friedman’s iron rule of the flat world? Explain.
Yes, I agree that as a rule of iron those that have an idea today need to act on it, as tomorrow
or perhaps earlier someone else can come with the same idea. When we look at any idea, it is
quick to see that the solution come with the problem. Owing to a flat world, the problems of
common man today are also same, which becomes the reason for increased possibilities of
similar perspective, which can give same solution based on probability concept. Thus, one
needs to be a leader and an assertive individual at the same time (Freidman, 2007).
3. Is the level of globalisation uniform across the world? Explain.

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The spread of globalization is attribute to the rise of connectivity, emergence of technology
and overall availability of resources (Freidman, 2007). In which sense, a nation with low
development in this aspect will have a relatively low level of globalization. As in such
regions, a need to connect and form mutually benefiting relation is limited (Perilli, 2006). For
example, people would not like to go to Syria, and amidst the state of war in the region,
technological and resource challenges, the level of globalization will also be limited there. In
which sense, it is argued that even as world is increasingly become flat, this trajectory is not
uniform.

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Reference
Freidman, T. 2005. In a flat world imagination is the key. Available at:
https://www.smh.com.au/news/opinion/in-a-flat-world-imagination-is-the-key/
2007/05/03/1177788308037.html
Friedman, T. L. 2007. The World Is Flat [Updated and Expanded]: A Brief History of the
Twenty-first Century. Farrar, Straus and Giroux.
Head, S. 2005. The New Ruthless Economy: Work and Power in the Digital Age, Oxford,
UK: Oxford University Press, ISBN 978-0-19-517983-5.
Holtgrewe, U and Kerst, C. 2001. Flexibility and customer orientation: where does the slack
come from? Nottingham. URN: http://nbn-resolving.de/urn:nbn:de:0168-ssoar-216866
Hughes, T. 2004. American Genesis: A Century of Invention and Technological Enthusiasm,
1870–1970 (2nd ed.), Chicago, IL, USA: University of Chicago Press, ISBN 978-0-14-
009741-2.
Kanigel, R. 1997. The One Best Way: Frederick Winslow Taylor and the Enigma of
Efficiency, New York, NY, USA: Penguin-Viking,
Petrilli, F. 2006. If the World Is FlatEducation Next Issue CoverA Brief History of the
Twenty-First Century by Thomas L. Friedman. Available at: http://educationnext.org/if-the-
world-is-flat/
Scheiber, L. 2012. Next Taylorism: A Calculus of Knowledge Work, Frankfurt am Main,
BRD: Peter Lang, ISBN 978-3631624050