Hai everybody I am a new member to this forum. i am working on a project. my topic is"Types of future organization that we are heading towards". help me to have an insight on this topic
From India, Kochi
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From India, Kochi
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Dear Colleagues,
This issue raised by Jithagnair requires us to be futuristic in our plans and idea generation.
However, one main issue that should keep on coming to our minds is - where does the firm we are presently in want to be in say 5-10 years' time, and at the same time, where do we as individuals want to be within this timeframe? We should try as much as possible to align our future plans in the firm with our own careers.
In the same vein, if I may speculate technologically, I am envisioning organizations wired up on a Local Area Network for easy internal communications, reducing the volume of paperwork and possibly physical traffic.
I see a workplace where most employees are rapidly growing to become generalists either within a field or beyond. This would be facilitated by the Knowledge Management processes that should have been put in place for people to learn from each other, enabling employees to contribute to diverse issues when raised.
Additionally, I foresee an organization of the future where Compensation Administration might lean more towards Broadbanding, creating an almost flat package system.
Quality Work-Life Balance would be highly respected in the organization of the future, with flexible working hours taken for granted and the specific rights and generic rights of employees being respected, whether they are married, single, single mothers, single fathers, widows, disabled/challenged, etc.
Teleworking, teleconferencing, and other means of communicating with the office would take the place of physical presence at the workplace.
This brings us to the issue of Diversity Management - the organization of the future would be very sensitive and emotive in respecting and managing diversity in the workplace because its strength would lie therein.
The more diverse ideas, opinions, and concepts available on an issue, the better for the organization, no matter how eccentric they might seem; someday, they will be useful.
One can go on, but sincerely, the Organization of the future is certainly for those who prepare for it today, and now is the time because technology would drive that same organization, and the rate at which patents become obsolete is probably faster than the speed of light.
Thanks.
From Nigeria, Lagos
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7This issue raised by Jithagnair requires us to be futuristic in our plans and idea generation.
However, one main issue that should keep on coming to our minds is - where does the firm we are presently in want to be in say 5-10 years' time, and at the same time, where do we as individuals want to be within this timeframe? We should try as much as possible to align our future plans in the firm with our own careers.
In the same vein, if I may speculate technologically, I am envisioning organizations wired up on a Local Area Network for easy internal communications, reducing the volume of paperwork and possibly physical traffic.
I see a workplace where most employees are rapidly growing to become generalists either within a field or beyond. This would be facilitated by the Knowledge Management processes that should have been put in place for people to learn from each other, enabling employees to contribute to diverse issues when raised.
Additionally, I foresee an organization of the future where Compensation Administration might lean more towards Broadbanding, creating an almost flat package system.
Quality Work-Life Balance would be highly respected in the organization of the future, with flexible working hours taken for granted and the specific rights and generic rights of employees being respected, whether they are married, single, single mothers, single fathers, widows, disabled/challenged, etc.
Teleworking, teleconferencing, and other means of communicating with the office would take the place of physical presence at the workplace.
This brings us to the issue of Diversity Management - the organization of the future would be very sensitive and emotive in respecting and managing diversity in the workplace because its strength would lie therein.
The more diverse ideas, opinions, and concepts available on an issue, the better for the organization, no matter how eccentric they might seem; someday, they will be useful.
One can go on, but sincerely, the Organization of the future is certainly for those who prepare for it today, and now is the time because technology would drive that same organization, and the rate at which patents become obsolete is probably faster than the speed of light.
Thanks.
From Nigeria, Lagos
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Dear Jithagnair,
In relation to Mr. Ajayi's contribution, I should mention that the underlying concerns for the future of organizations are basically:
1. Timely levels of professionalism, motivation, and emotional intelligence (EI) among employees.
2. Timely flexibility, efficiency, and effectiveness of the organization in achieving its goals and meeting its responsibilities.
This is because the future brings its own contexts, objectives, and aspirations, and it is the organization's flexibility in responding to these changes that enables it to survive and succeed. The two points above set the foundation for the organization to best align with the 'future,' meaning that the organization works towards its future by consciously responding to existing or potential changes and challenges. When an organization does not address and shape its future in this manner, the risk of degeneration is very high.
Please find attached one of the papers that further addresses this question.
Best Regards,
Moses J. Emanuel
From Tanzania, Dar Es Salaam
Acknowledge(0)Amend(0)
In relation to Mr. Ajayi's contribution, I should mention that the underlying concerns for the future of organizations are basically:
1. Timely levels of professionalism, motivation, and emotional intelligence (EI) among employees.
2. Timely flexibility, efficiency, and effectiveness of the organization in achieving its goals and meeting its responsibilities.
This is because the future brings its own contexts, objectives, and aspirations, and it is the organization's flexibility in responding to these changes that enables it to survive and succeed. The two points above set the foundation for the organization to best align with the 'future,' meaning that the organization works towards its future by consciously responding to existing or potential changes and challenges. When an organization does not address and shape its future in this manner, the risk of degeneration is very high.
Please find attached one of the papers that further addresses this question.
Best Regards,
Moses J. Emanuel
From Tanzania, Dar Es Salaam
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