Organisations and Work: Analysis Using Radical Perspectives

This essay provides an analysis of organizations and work through the lenses of radical structuralist and radical humanist perspectives, focusing on the employment relationship within the gig economy, particularly concerning companies like Uber and Amazon and their engagement with gig app drivers. It explores the implications of these perspectives on understanding power dynamics, employee well-being, and ethical considerations within these organizational structures. The report critically evaluates the relationship between the organizations and their non-employed gig app driver workforce, highlighting the importance of fostering a proper relationship and understanding to maintain ethical standards and ensure the well-being of all stakeholders. The essay also touches upon the advantages and disadvantages of radical change within organizations and concludes by emphasizing the need for companies to prioritize relationships and ethical conduct alongside their strategic goals.

Using the radical structuralist
and radical humanist
perspectives to analyse
organisations and work

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Radical structuralism...................................................................................................................4
Radical Organisation Theory.......................................................................................................4
Neo-humanism.............................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
There are various organisations that are in a due course of maintaining their strategies and are
solely not giving did employees that right amount of relationship that is necessary for them to
evaluate up on the choices. Maintaining relationship to work force is as important as dealing with
any other prospect. The organisation will have to evaluate upon the choices up to which they can
move ahead in satisfying the needs of every workforce (Temesgen and et.al, 2021). Upon
maintaining a proper relationship it is also necessary that the workforce will have to be valued at
all levels such that there will not be any conflicts that are taking place. The varied perception and
ideologies are giving people the mode of pricing conflicts because most of the work forces are in
the verge of development and therefore they are not being able to value the work that is being
ratified by people. This entire report will deal with the consequences of organisations like uber
and amazon that are not being able to maintain a proper relationship with the gig drivers.
MAIN BODY
The case study revolves around the live experience that is being faced by the non employed get
app driver work first and the interests of strategies of the company. Using services of the
company and not being able to provide the right amount of relationship that is necessary for the
gate app driver is one of the prominent aspect that is being highlighted in this regard. There are
certain complications in not maintaining the relationship that will obviously impact and
demotivate employees to such an extent that it will affect the well-being of the employee (Howe,
2020). The radical change paradigm will reflect upon the choices of traditions ideologies as well
as the assumption that are a part of deriving the standards of the power of relations. That is the
clarification that has been mentioned in subjugating the research oriented with the prominence of
relationship that is being maintained by the activities of people in the organisation with the
community that is being offering services. It is a fundamental potentiality that is being portrayed
off on maintaining a relationship and that is brought about by a methodology that constitutes
critical management perception. In organisations like amazon and uber where they are the
multinational companies that are oriented with a set of ideologies and goal and the major
employers are given consideration whereas the gate app work for are not being treated on the
basis of certain traditions which are being followed by the organisation (Harrison and et.al,
2017). This is a humanistic approach that is being portrayed upon the choices of organisation and
that has encompassed a field of management a fair they are being treated with a low dignity that

is being analyse. The services that these people contribute towards the organisation is considered
to be one of the prominent aspect and is also one of the crucial role other than the employee that
are working for internal work analysis. The critical management studies will portray upon the
fact that epidermal logical exemptions are reflected upon the opportunities that are being
wrapped by these people where contemporary relations are not maintained on a subtle basis
(Gabici and et.al, 2019).
Radical structuralism
The structuralism that is being described in this regard is the change perspective where the
analysis is portrayed upon the structural conflict modes of domination and contradiction and
deprivation. The material stick views that are in regard to the natural and social world are being
portrayed upon this structuralist paradigm. This will also derive the individual existence of
people in the social world and how far they are emphasized upon maintaining their strategies in
order to face the difficulties. There is a spirituality in nature that is being portrayed upon the
realistic view and these are the basic supplements that will essentially provide the positive
energy and the epistemology in discovering and understanding the various circumstances of
organisation can be characteristic (Seonwook, 2021). That is a distinction that is being made over
the entire capabilities of employees in the organisation that will derive methods after which the
organisation can move ahead in terms of development. The impact of science as well as the kind
of perception in this regard will bring about the ideology and the conflicts are a part of this
understanding. Organisations will try to maintain the mark and a line between the workforce that
that they will not get to deal with the assumptions and behaviour.
Radical Organisation Theory
Functional approach is maintained by the organisations in order to deal with the critic of
problems. The approach of study usually revolves around how far the social theories will impact
the organisational structural paradigm. Organisations usually are in a reactive mode where all the
functional theory that are in charge of dealing with the capacity of maintaining a strategic
approach for all dealt by the high times and their potential is also derived by the standard. The
underlying instances that are a part of organisational entities will reflect over the functionalist
theory is that are in general contemporary issues. Different models can be adopted in this regard
in order to orient with the fact that the status of the organisation will have to be imposed upon
how far its decisions are being amended. There are certain functionalists in the organisation that

are mostly concerned about the organisational upliftment and not the people (Evans, 2019,
September). Relationship is one of the prominent aspect in the organisation and that will have to
be fostered stop the culture of the organisation although is maintained on a certain level where
the hierarchy matters yet the type of treatment that is being given to people will also derive their
work functionality. This functionalism is important because the amount of work that is being
circulated by people other than the internal employees and it is also being taken into
consideration.
Neo-humanism
The neo humanism is a fact that people start thinking in the perspective of being a human. The
self consciousness that is being portrayed upon being a neo human as important as any other
perspective of the organisation. There are certain essential factors that are being taken care about
by the simple ideologies and they stand as effective measures in the organisation. Humanity is
one of the probable entities that is mostly given priority in the organisation rather than any other
work for a few of the organisation. There are many other organisations that are working in the
pace of development and are not into dealing with the humanistic approaches. The ethical
standards that are being dealt by the organisations are everywhere. The specific principles that
are oriented with ethics and understanding which is portrayed by the relationship that is
maintained in the organisation are important and are a philosophy that can orient and bind people
towards their organisational policies. There is a strong critic that can be seen in neo-humanism.
In a world where things are not being affected by many people and the development prospect is
only taken care about it is necessary that a proper relationship will have to bind people towards
the organisational entity (Dyrhauge, 2021). People when bound by the ethical standards can stay
effective towards the terms and conditions of the organisation where as the relationship when not
maintained on a new basis will reflect over the motivating employees which is one of the
favourable entity for loss. Strong relationships will Foster strong work culture. The gig app
workforce in the organisation is important because in order to serve needs physically it is
necessary that the organisation will have to focus on maintaining their strategies in order to deal
with the circumstances. This is as important as any other prospective of the organisation and the
most of the organisation eventually fail to maintain a proper relationship status. This has affected
the base of every organisation and it will have to be entitled at all levels and will have to be dealt
with. Maintaining a proper relation is the and equal to maintaining phase of development for

stock the organisation can flourish eventually with respect to the ethical standards that are being
treasured as a part of maintaining a proper relationship. Treating people the way they are is
important in order to derive the profitable standards of the organisation is what is being
portrayed.
CONCLUSION
The entire report concludes upon highlighting the aspects of a case study that will focus upon on
employed get app driver workforce and that are dealing with the interest and strategies of
companies. This report will bring forth a relationship status that is critically evaluated between
the employment and the organisation which is one of the important measures to balance upon.
Certain implications of relationship that are being considered and the advantages and
disadvantages of radical change is also put forth in this report. It is necessary to maintain and
foster a proper relationship such that an understanding can be gratified. This is because many
companies are usually considered their work first and mostly the gig apo driver workforce a little
law other than all the employees in the organisation. This brought about a clear insight of the
perceptions are people in the organisation. The report has brought about the importance of
relationship that will have to be maintained.

REFERENCES
Books and journals
Dyrhauge, 2021. Discourses about EU Transport Decarbonisation: Towards a Paradigm Shift?.
The International Spectator. 56(3). pp.71-86.
Evans, 2019, September. Design for a Circular Economy: A Paradigm shift. In IASDR
Conference 2019: Design Revolutions.
Gabici and et.al, 2019. The origin of Galactic cosmic rays: Challenges to the standard paradigm.
International Journal of Modern Physics D. 28(15). p.1930022.
Harrison and et.al, 2017. Changing the culture of assessment: the dominance of the summative
assessment paradigm. BMC medical education. 17(1). pp.1-14.
Howe, 2020. A new paradigm: planning and reconstruction in the 1940s. In The Australian
Metropolis (pp. 80-97). Routledge.
Seonwook, 2021. NEW FDI POLICY IN CHILE: PARADIGM SHIFT OR CHANGE IN
OBJECTIVE?. Gobierno y Administración Pública. (1). pp.95-116.
Temesgen and et.al, 2021. Circular economy–reducing symptoms or radical change?. Philosophy
of Management. 20(1). pp.37-56.
Online
Radical change paradigm (2017): [Online]. Available through: < The radical change paradigm
is: - RMB MCQ >
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