求高手帮忙写下商务英语报告!b) Human bureaucracyBureaucracy is the combine

求高手帮忙写下商务英语报告!
b) Human bureaucracy
Bureaucracy is the combined organizational structure,procedures,protocols,and set of regulations in place to manage activity,usually in large organizations.As opposed to adhocracy,it is often represented by standardized procedure (rule-following) that guides the execution of most or all processes within the body; formal division of powers; hierarchy; and relationships,intended to anticipate needs and improve efficiency.
The representative is Frederick Taylor and Henri Fayol.
Henri Fayol is a French Industrialist,is the first person credited with writing about the role of managers.He has proposed that there are six primary functions of management and 14 principles of management that is specialization,authority with responsibility,discipline,and unity of command,unity of direction,subordination of individual interests,remuneration,centralization,chain,order,equity,lifetime jobs,initiative and esprit de corps.In addition,Frederick Taylor was an American mechanical engineer who sought to improve industrial efficiency.He is regarded as the father of scientific management.Taylor think it is only through enforced standardization of methods,enforced adoption of the best implements and working conditions,and enforced cooperation that this faster work can be assured.And the duty of enforcing the adoption of standards and enforcing this cooperation rests with management alone.Taylor believed that the best results would come from the partnership between a trained and qualified management and a cooperative.
c) Consent by negotiation
The consent by negotiation should have full employment and labors become scare resource.It should be collective bargaining role and new collective institutions.It has Joint production committees.It should growth in trade-union,university course,and advisory service.
d) Organization and integration
Organization and integration began the early 1970s to 1980s.Integration is the organizational structure of enterprises in the post-merger organizational structure and institutional reconstruction of the necessary adjustments or to achieve the organizational coordination.Companies conduct post-merger organizational integration,rebuilding the organizational chain of command,to ensure that enterprises have a sound system and reasonable structure.Companies should met with the changing environment,organization have arisen individual experts.Personnel management has arisen specific areas that recruitment and training.Organization has been growing at specialist techniques and personal skills.e and innovative workforce.
4.What are the key functions of human resource management?
The Human Resources Management (HRM) key function includes human resource management
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北鼻可可豆 网友

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(c) Consent by negotiation:full employment labors become scare resource,collective bargaining role new collective institutions,eg:Joint production commitees.Growth in university course,advisory service,and trade-union.A trade union is an organization of workers that have banded together to achieve common goals such as better working conditions.The trade union,through its leadership,bargains with the employer on behalf of union members (rank and file members) and negotiates labour contracts (collective bargaining) with employers.This may include the negotiation of wages,work rules,complaint procedures,rules governing hiring,firing and promotion of workers,benefits,workplace safety and policies.The agreements negotiated by the union leaders are binding on the rank and file members and the employer and in some cases on other non-member workers.
(d) Organisation and integration:individual experts in organisation,specific areas such as recruitment and training,growth in specialist techniques,and personal growth.
recruitment and training is a important part of this stage.Recruiting people who are wrong for the organisation can lead to increased labour turnover,increased costs for the organisation,and lowering of morale in the existing workforce.Such people are likely to be discontented,unlikely to give of their best,and end up leaving voluntarily or involuntarily when their unsuitability becomes evident.They will not offer the flexibility and commitment that many organisations seek.Managers and supervisors will have to spend extra time on further recruitment exercises,when what is needed in the first place is a systematic process to assess the role to be filled,and the type of skills and abilities needed to fill it.Recruiters need to keep abreast of changes in the labour market to ensure that their recruitment efforts are not wasted or directed at too small a pool of labour.Skill shortages may occur unexpectedly and recruitment and training processes need to be kept flexible.It is a good idea for any organisation to plan its labour force requirements,matching available supply against forecast demand.A skills audit of existing staff will increase knowledge of the skills the organisation has available and those which are lacking,and thus help pinpoint areas for future development.
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