Postfordism - the paradigm of labor in a post-industrial...

Postfordism - the paradigm of labor in a post-industrial society

The post-industrial era has significantly changed the look and purpose of production and presented new demands for work. This required the modification of the existing paradigms of labor on the basis of the synthesis of their main achievements and adaptation to new conditions. Approaches to the worker as an "economic person" not only are corrected using the "sociological person" model, but are also transformed through the introduction of new prerequisites for economic and sociological analysis. First of all, these are representations of new technological, communicative and sociocultural realities that make the more complex and "fluid" (the term 3. Bauman) social institutions, require the growth of reflexivity and self-organization of social actors (E. Giddens), lead to the growing mobility of social - group, class, individual identities. On this theoretical and methodological basis, a new paradigm is formed, called " post-Fordism

The new paradigm departs from the basic principle of rationality, which ceases to be regarded as the main constituent prerequisite for economic action. Unlike industrial management, post-industrial can not exclude from management practices a game as a way of being - for example, business games are widely used as a method of decision-making. One of the fundamental principles of labor management in a postindustrial society is the recognition of the fact that hired workers are concerned not only with receiving high pay for their work, but also with moral and psychological satisfaction from him, with the possibility of self-realization in work and raising their professional and intellectual level and social status . In post-Fordist production, labor relations and management are based on constant work with the staff, aimed not only at activating purely professional abilities, improving the skills and self-giving of workers, but also at harmonizing relations and the psychological climate that promote personal development. The value of human resources & quot ;, the quality of which is increasingly included in the intangible asset companies, focus on dialogue and leadership partnership with staff.

The flexibility and mobility of production, the need to quickly adapt to new products requires not only a more skilled workforce, but also involves democratization of management, which acquires the "advising" character, and criticism of the leadership on the part of subordinates is legalized, acquires the form of "feedback."

The new paradigm takes into account that the nature of the workforce in high-tech industries is fundamentally different from that with which it dealt, for example, the founder of "scientific management" F. Taylor: the programmer at the computer or the operator behind the control panel of industrial robots have a different mentality, other values ​​and attitudes toward work, rather than the collector behind the conveyor. The change in the nature of production and labor requires other approaches to management.

The concepts of the products are changing. The mass production of standardized goods and services is complemented by the rapidly expanding production of small series, targeting the tastes of specific target audiences. Whereas, unlike the Fordist, the post-Ford consumer does not aspire to have the same as others, "to be like everyone else", but, on the contrary, wants to label his individuality with the help of consumed goods.

Postfordism does not supplant all Fordist approaches, which retain their importance primarily where the assembly of mass production is preserved and standardized labor operations are not replaced by automatic lines.

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