Merger Problems -- No Problem :: essays research papers

I have documented in the previous paper for this class my kick with the authors that they have a ready-made set of excuses absolving meeters of all of the blame for descending(prenominal) spirals in productivity - rather, its the cold sterility of computer technology, or mergers, or globalization, or cost-cutting, or reengineering, or outsourcing, or some combining of the above that is to blame for the unraveling of the corporate culture as we know it. In the words of Charlie Brown, Good grief. Perhaps its because Ive never been a part of a strong, warm workplace culture, besides I intend that the authors underestimate the value of just coming in, doing your subscriber line, and non worrying almost having a social life or friends at work, and not carrying on well-nigh awful the employment landscape is today. Those things are all twee and might be life-affirming and lend "meaning" to a persons life, but doing the job is paramount to all of the above. (Its not politic ally correct to point this out.)Again, I want to reiterate a point I made in the previous paper a job is a privilege, not a right. There is no more right to a job than in that location is a right to win the lottery. I am a rottenly lucky, blessed person to have the job that I have, and I work for someone who has the reputation of being an absolute monster at times. nevertheless we have gotten so carried away with assigning rights we have no logical argument assigning, rights that the recipients have no business having ascribed to them, that we forget that responsibilities are also involved. The impression of "rights without responsibilities" leads to anarchy, and virtual anarchy is the condition found in many factories and opposite places of employment today. And the fact that so many people have conspired to legitimize the crap put forth by the two authors - from the publishers to the universities that assign The raw(a) Corporate Cultures as a text - makes me wonder if the world has not lost its collective head.That said, the authors do make some good points about Merger Mania (the topic of Chapter 5) and its effect on organizational cultures, but they dont offer solutions to the problems rather, they tend to harp on the fact that the sacred employee is harmed in some way by the merger/ eruditeness process.