The Emerging Trends or Challenges in the Management of Organizations

Topics: Organizational studies, Organization, Organizational studies and human resource management Pages: 11 (3284 words) Published: December 1, 2010
The Emerging Trends or Challenges in the Management of Organizations

The Emerging Trends or Challenges in the Management of Organizations


Organizational Behavior studies encompass the study of organizations from multiple viewpoints, methods, and levels of analysis. Whenever people interact in organizations, many factors come into play. Modern organizational studies attempt to understand and model these factors. Like all modernist social sciences, organizational studies seek to control, predict, and explain. There is some controversy over the ethics of controlling workers' behavior. As such, organizational behavior has at times been accused of being the scientific tool of the powerful. Those accusations notwithstanding, Organizational behavior can play a major role in organizational development and success.

One of the main goals of organizational theorists is, according to Simms (1994) "to revitalize organizational theory and develop a better conceptualization of organizational life." An organizational theorist should carefully consider levels assumptions being made in theory, and is concerned to help managers and administrators. [1] Organizational behavior is currently a growing field. Organizational studies departments generally form part of business schools, although many universities also have industrial psychology and industrial economics programs. The field is highly influential in the business world. Organizational behavior is becoming more important in the global economy as people with diverse backgrounds and cultural values have to work together effectively and efficiently. It is also under increasing criticism as a field for its ethnocentric and pro-capitalist assumptions.

Views on management have changed substantially over the past century – particularly in the past few decades. Organizations have entered a new era characterized by rapid, dramatic and turbulent changes. The accelerated pace of change has transformed how work is performed by employees in diverse organizations. Change has truly become an inherent and integral part of organizational life.

Several emerging trends are impacting organizational life. Of these emerging trends, five will be examined in this paper: globalization, diversity, flexibility, flat, and networks. These five emerging trends create tensions for organizational leaders and employees as they go through waves of changes in their organizations. These tensions present opportunities as well as threats, and if these tensions are not managed well, they will result in dysfunctional and dire organizational outcomes at the end of any change process.



Organizations operate in a global economy that is characterized by greater and more intense competition, and at the same time, greater economic interdependence and collaboration. More products and services are being consumed outside of their country of origin than ever before as globalization brings about greater convergence in terms of consumer tastes and preferences. Yet at the same time, in the midst of greater convergence, there is the opposite force of divergence at work where companies have to adapt corporate and business strategies, marketing plans, and production efforts to local domestic markets. To stay competitive, more organizations are embracing offshore outsourcing. Many functions are being shifted to India, the Philippines, Malaysia, and other countries for their low labor costs, high levels of workforce education, and technological advantages. According to the 2002-2003 Society for Human Resource Management (SHRM) Workplace Forecast, companies such as Ford, General Motors, and Nestle employ more people outside of their headquarters countries than within those countries. [1] Almost any company, whether in manufacturing or services, can find some part of its work that can be done off site....

Bibliography: [1] -No Author– “Trends in Organizational Change”. Available at
[2] - No Author – “ Organizational Studies”. Available at Retrieved August 4, 2010
[3] -No Author- “Challenges of Organizational Change”. Article 8944, 8886. Available at Retrieved August 7, 2010.
[4] Carter, McNamara, MBA, PhD, “Authenticity Consulting” . Available at Retrieved August 5, 2010.
Related Studies
Fredric M. Jablin, Linda Putnam (2000). “The new handbook of organizational communication: advances in theory”. p.146.
Earley, P.C., Soon Ang, and Joo-Seng Tan. CQ: Developing Cultural Intelligence in the Workplace. Stanford, CA: Stanford University Press, 2005.
Rodrik, D. Has Globalization Gone Too Far? Washington, DC: Institute for International Economics, 1997.
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