莫道克Essay代写:重工业工程

2017-03-28 01:05

威尔的起源是在重工业工程最初在苏格兰和英国。这些遗产已经对今天的组织类型不争的影响，但时间已经改变了公司的动态和其运作的市场，主要是石油和天然气，电力和公用事业–所有行业正在发生巨大变化在一个前所未有的水平，尤其是在对堰客户关注环境问题的增加，光有一个巨大的冲击。正如前面提到的，它的起源是在英国的重工业工程，并作为一个结果，该公司的市场主要是面向男性与女性员工的数量最小的比较，其中大部分占据文秘、行政、财务和会计岗位越来越多。工程部门压倒性的特点是劳动力老龄化的男性雇员，事实上，许多高级职位内堰接近退休。这对公司内部的文化有着巨大的影响，尤其是在英国，尽管立法和其他人力资源政策已经随着时间的推移而被引入。许多人会认为，公司是老一套的男性导向，有些甚至可以说，性别歧视，工业制造型组织。事实上，许多现在从事业务发展和其他“办公室为基础”角色的员工开始他们的工作生活学徒在车间。他们基本上是上升的行列，但形成的事实，他们开始了他们的职业生涯的影响下，工人阶级制造的心态。例如，他们习惯于打卡下班。现在，他们都面临着不仅应对不同的时区，世界各地的同事，也随着这些不同的位置都有不同的工作方式和不同的意见，如每周工作时间，加班和女性就业。这一直是一个艰难的调整，并已加剧的事实，不仅他们现在有同事遍布世界各地，但也有许多是实际管理远程和越来越多，由美国为基础的管理人员。这已经打开了一个完整的雷区的组织人力资源的问题，这已被证明难以管理，但该公司也意识到，管理这些问题是重要的，或该公司将完全失败的整体业务目标。
莫道克Essay代写:重工业工程
Weir’s origins are in heavy industrial engineering initially based in Scotland and the UK. Much of this heritage has had an undisputable influence on the type of organisation it is today, but time has changed the dynamics of the company and the markets in which it operates, mainly oil and gas, power and utilities – all industries which are undergoing massive change at an unprecedented level, especially in light of the increased concern of environmental issues on which Weir and its customers have a massive impact. As previously mentioned, its origins are in heavy industrial engineering in the UK, and as a result, the company and its markets are predominantly male oriented with the number of female employees minimal in comparison and the majority of whom occupy secretarial, administration and increasingly, finance and accounting positions. The engineering sector is overwhelmingly characterised by an ageing workforce of male employees, indeed, many in senior positions within Weir are nearing retirement. This has had an immense effect on the culture within the company, particularly in the UK, despite the legislation and other HR policies that have been introduced over time. Many would argue that the company is the stereotypical male oriented, some may even go as far as to say, sexist, an industrial manufacturing type organisation. Indeed, many of its employees who now occupy business development and other “office-based” roles started their working lives as apprentices on the shop floor. They have essentially moved up the ranks, but are shaped by the fact that they started their careers under an influence of working class manufacturing mentality. They were used to clocking in and out of work, for example. Now, they are faced with having to not only deal with differing time zones of colleagues around the world, but also with the fact that these differing locations all have different ways of working and varying views regarding things such as weekly working hours, overtime and the employment of females. This has been a difficult adjustment to make, and has been intensified by the fact that not only do they now have colleagues located across the world, but also, many of them are actually managed remotely and increasingly, by US based managers. This has opened up a whole minefield of organisational HR issues which have proved difficult to manage, but the company has also realised, that management of such issues is important or the company will quite simply fail in its overall business objectives.