The American Workforce Today : The New Age Of Innovation And Technology Essay

The article written by Gary Marcus states the different opinions on the question, will robots take our jobs? Throughout the article Marcus is bringing in evidence from different views that say this is bound to happen, as history tells us that it will, and that it won’t matter as we will all have access to the technology and will still have something to do as we still have creativity. This is to some a good thing as it promotes advancement however,some others believe that this technological advancement is a negative as they are not so willing to let a robot take their job and take the creativity out of their profession. Technology in today's society has become a must no matter what industry or profession you are in. The integration of technology and man will happen and is happening, the only question is how fast will it take for technology to become more substantial than it is today and how much of an impact it will have.

The Silicon Valley area became a major manufacturing power after World War II. The Cold War furthered this development, as industries involved in defense, aerospace, steel, oil, automobiles, and so on prospered (Hossfeld 405-406). The high-technology industry began in the laboratories of corporations such as Bell Laboratories, American Telephone and Telegraph, Fairchild Camera and Instrument, and General Electric during this Cold War era (Bacon, “Organizing”). Employment in California, especially Silicon Valley, grew rapidly between 1950 and 1980 due to technical innovation that characterized the postwar prosperity. Furthermore, federal spending expanded California’s economy, placing it in the

The modern day American society hosts a broad spectrum of industries with various occupations and professions to engage today’s workforce. America, much like most first world countries is a service economy based on the exchange of knowledge and expertise rather than materials and products. People have a long history of work and work evolution that has ultimately brought America to a service economy producing both strengths and weaknesses within the society and its economy. As America has moved to a service economy, much of the manufacturing and production jobs have moved oversees to third world countries creating a reliance on other economies. This globalization of the workforce as well as unionization, and the

"It is a false assumption of mankind to assume the resilience of outdated practices," said western thinker and philosopher Slavoj Žižek. I agree with Žižek in supporting the statement that it is always necessary to find new solutions to problems. Innovation is paramount to our growth as a civilization, and will perish if not used, which can be exemplified through literature, history, and current world affairs.

Through trial and error ConAgra have adapted an organizational structure that works for the company. They believe that the matrix organizational structure enhances responsibility and decreases adversity in their management structure, and by aligning their managers precisely with their major priorities it will result in better performance and effectiveness. Matrix organization is an organizational structure that facilitates the horizontal flow of skills and information. Often termed as managing cross functional it’s used mainly in the management of large projects, and because of the complex design of the structure precise integration and control is needed (Schermerhorn, Osborn, Uhl-Bien, Hunt, 2012, p.g. 387). The matrix organization structure allows ConAgra Foods employees more direct access to senior leadership (ConAgra Foods, 2010/29/07).

The transformed organizational model is quite different and the operating process is quite different. Figure below gives us insight into why interconnecting the stovepipes is a better option. We redisplay the organization in 'link patterns' and we see a totally new perspective. By adding the horizontal ties we have transformed a simple hierarchy into an interconnected group. Recent research by psychologist Patrick Laughlin of the University of Illinois shows that groups outperform even the best individuals in decision making. Intelligence information is rarely clear or complete -- a key reason for having many perspectives and diverse experiences for cross-pollination and sense-making. (Organizational Hierarchy, page 1 para. 10)

This pyramid-shaped hierarchy is the most common organizational structure for HCOs. Size and complexity of the HCOs dictates this particular structure. This form organizes departments and various positions according to employee roles and abilities. Often used by smaller HCOs in stable environments that offer fewer services. This form allows for efficiency and cost control and development of in-depth knowledge and skills. The functional form is, however, not as effective for large, diversified HCOs in rapidly changing environments because decision making is too centralized and would therefore be too slow. This form also lacks horizontal departmental coordination between workers and functional VPs (Olden, 2015).

Businesses have to adapt to the ever-changing economy. It is not much of a choice for business leaders to change elements of their organization to stay in competition with their peers. The hardest part, most of the time, is changing the people in the organization to develop the necessary outcome or goal. As a business leader getting rid of people or changing their job specifics is one of the many responsibilities they have to be comfortable performing. Organizations have to take into consideration their competitors, customers, shareholders, employees, and the community to make decisions. Change is an aspect that many people are afraid of. In the new millennium, organizational leaders have to embrace

In an effort to increase transparency and rearrange progression Zappos has decided to lever over to a super-flat formation known as ‘Holacracy’. They will oust the top down forecast and control model with a new way of attaining control through distributing power. As a consequence employees and bosses will not have official job titles. However, Zappos will keep some chain of command and keep the “Big Bosses” who set the pay arrangement.

Technological evolution brings about evolving changes in organizational development. In order for leaders of organizations to adapt to these changes, and innovations, they need to sharpen their communication skills, increase their knowledge and embrace a new mindset of thought

Industries face many challenges over the years however USA Today has noticed a change within the company over the past decade that has not leveled out. The biggest challenges of the evolving of technology have made opportunities for the company as well as challenges with the online presence. USA Today created its first online site in 1995 which had many changes but offered up to date news and later on in 1998 offered an archives site (Ferrell & Hartline, 2014). Online news in inexpensive to manufacture and simpler to distribute which make it and opportunities as well as challenges because your papers sales decrease (Johnson, Goidel, Climek, 2014). Gannett is making efforts to use different low-cost recycled lighter paper to help with the cost

In today's business world, corporations have become more complex and more unpredictable, in fact it is considered almost "healthy" that a corporation experience change and transformation. Companies need to be susceptible and ready to acknowledge the challenges that change presents with and try to overcome these for the benefit of the company as a whole. Due to the ever-changing business and social environments caused strongly by globalizations, this has meant that companies must keep themselves up-to-date, whether it is through using the latest form of technology or through the latest management fad. There are many factors involved with change and the successful management of it which can often be a difficult time for

Traditional companies with boundaries, rules, and extensive plans are at a supreme disadvantage in today's globalized world, where technology changes daily and the value chain commands changes of its own. In a traditional company where people are categorized into neatly defined positions with their job descriptions filed in triplicate in the human resources department, the way a company plans its business can cause it to sink or swim. Bad planning can mean lost opportunities, being overtaken by the competition, loss of revenues, or watching its niche slip away because of a new technology, an alteration in the global marketplace, or simply a failure to market its product effectively. When changes occur, they happen too

Over the years technology has been growing fast. Knowing human use communication by texting and calling. It’s careless for humans because not seeing each other could cause them to have problems. Instead of going out together and be active they just waste time on their phones. Humans putting a stop of when they have access to their phones so that they can spend more time with friends.

At the end of 2012 the National Unemployment Rate was 7.8% (“Labor Force Statistics from the Current Population Survey”) and employers were struck with the daunting task of filling 3.6 million job openings (Smith.) In an article for Forbes on the subject of the daunting prospect of the job search, Jacquelyn Smith shares this startling fact: “The average number of people who apply for any given job: 118.” With the downturn in the economy in recent years, candidates for any given job can include inexperienced job seekers, seasoned competitive candidates, and even those who are looking to start their second or third career. The job market is flooded. Employers are overwhelmed by the sheer number of applicants, sometimes willing to compromise