Analyzing the Changing Dynamics of Work and Organizations Report

This report delves into the evolving nature of work and organizations, examining how technology, globalization, and workforce expectations are reshaping the business landscape. It explores the dilemmas and contradictions that managers face, such as the need to innovate versus conserve, support versus lead, and prioritize product versus service. The report also provides insights into how managers can navigate the uncertainties of the future by preparing for various possibilities, channeling positive thoughts, and embracing change. The report references key academic sources to support its arguments and offers a comprehensive overview of the challenges and opportunities in the modern workplace. This assignment is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

Running head: WORK & ORGANZIATIONS
Work & Organizations
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Author’s Note

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Table of Contents
1. Introduction:................................................................................................................................2
2. Changing work nature and contradictions facing management...................................................2
Technology:.................................................................................................................................2
Workforce Expectations:.............................................................................................................2
Globalization:..............................................................................................................................3
3. Dilemmas and contradictions facing management:.....................................................................3
a. Innovate or Converse:..............................................................................................................3
b. Support or Lead:......................................................................................................................4
c. Product or Service:...................................................................................................................4
4. Managers dealing with uncertainty in future of business:...........................................................4
a. Preparing for every possibility:................................................................................................4
b. Channeling positive thoughts:.................................................................................................4
c. Be ready for accepting changes:..............................................................................................5
Reference:........................................................................................................................................6

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1. Introduction:
Work and the role of its within the society has become the theme of substantial
commentary of public and a matter of debate in the recent years. Some people are of the belief
that work world has been changing so methodically and at a rapid speed that individuals might
start considering themselves pioneers of the new historical era (Brown 2015). Some says that the
job idea is becoming old-fashioned and that the factor of job security has become illusionary.
2. Changing work nature and contradictions facing management
In better describing the work nature, and possibly in gaining better control over the ways
people work, it is first essential in understanding and consider the full assortment of the forces
shaping the work and the ways forcing are changing. With the augmented expansion of the factor
of technology along with the globalization of the organizations, the age of information has been
causing a alteration within the work environment with a requirement in adapting to how and
where the employees work (Cohen, Burton and Lounsbury 2016).
Technology:
Technology like cloud computing, mobility and tele-presence have driven the
connectivity across the globe. Employees can work within various locations or on the road and
still pool resources. Attaining and sharing of the knowledge 24/7 has become easy and this has
been accelerating as the devices of internet are becoming more available within the emerging
markets and from more inaccessible locations (Cascio and Montealegre 2016).
Workforce Expectations:
The thought of ‘going to work’ has been changing from going to one specific location to
having more elasticity in choosing the place of work and when to work. Reports have been

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suggesting the fact that generation X and Y prefer in having the freedom of defining and dealing
with their own issues. More than any other generation, their value towards the balance of
work/life is immense. According to Ulrich (2014), organizations require considering this and
they need to design their workplace keeping in mind the factors that would attract, retain and
motivate the talent.
Globalization:
Under the present circumstances, globalization is a reality in business. The amplification
in technology has been enabling the company in connecting the business/teams across the globe
and there has been an increase in the number of teams that has been working cross-culturally. On
positive note, working with the diversified teams offers more influential insight into the
challenges as people have been gaining various perspectives (Cullen et al. 2014). The main
challenge is that the leaders and employees must work efficiently and from a distance for gaining
these insights.
3. Dilemmas and contradictions facing management:
Most of the managers and the entrepreneurs generally face the same sort of issues in
management. Yet their choices are mainly based on the basis of their success. Any business that
is being anxious with the productivity factor, the best productive role and the way it fits in into
the economic marketplace.
a. Innovate or Converse:
There is much significance of innovation, and one needs to focus on fresh applications
and new markets. However, the innovation revenues are within the near future. One should get

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the maximum out of the present business. If one is not investing, there comes a moment where
the present business starts declining without the new innovation in taking over the revenues.
b. Support or Lead:
It is important to choose where the business would be in the front within the marketplace
or would it be happy in supporting others. They are an innumerable of possibilities for each.
c. Product or Service:
A universal choice that generally looks simple. Every individual have an idea about the
dilemma, but the predicament of tracking the one or the other can be a bit high.
As per Parker, S.K. and Bindl (2016), managers do encounter certain contradictions on
regular basis. A leader or manager is required in managing through a minefield of contradictions.
They need to satisfy the several stakeholders, each with diversified agendas and agendas of
opposing nature. This might often result in conflict between the cultural aims and commercial
ones.
4. Managers dealing with uncertainty in future of business:
Managers need to focus on effective ways in dealing with the uncertainty in business.
a. Preparing for every possibility:
Things can go different ways and there might not be any third option. The best a manager
can do is to prepare for every possibility that might crop up (Ulrich 2014). It is important in
having a backup plan that can reduce stress considerably.

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b. Channeling positive thoughts:
Uncertainty along with negativity is stated to be two peas in a pod- natural in feeling
negative at certain situations. It is within the nature of humans in imaging only the most terrible
case scenarios. It would be bets under such circumstances in bringing in some positivity within
the doubtful situations.
c. Be ready for accepting changes:
Most of the time the motive of stressing people through uncertainty is that they are scared
of any sort of change. They believe something unexpected or something new might occur which
might be different from what they were supposed to do or perform.

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Reference:
Brown, A.D., 2015. Identities and identity work in organizations. International Journal of
Management Reviews, 17(1), pp.20-40.
Cascio, W.F. and Montealegre, R., 2016. How technology is changing work and
organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3,
pp.349-375.
Cohen, L., Burton, M.D. and Lounsbury, M., 2016. The structuring of work in organizations.
Emerald Group Publishing.
Cullen, K.L., Edwards, B.D., Casper, W.C. and Gue, K.R., 2014. Employees’ adaptability and
perceptions of change-related uncertainty: Implications for perceived organizational support, job
satisfaction, and performance. Journal of Business and Psychology, 29(2), pp.269-280.
Parker, S.K. and Bindl, U.K. eds., 2016. Proactivity at Work: Making Things Happen in
Organizations. Taylor & Francis.
Ulrich, D., 2014. The future targets or outcomes of HR work: individuals, organizations and
leadership.