Management in 21st Century

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We now try to identify by analysing job adverts by various organisations and what they hint they expect from the graduate market.

If we look at the example of IBM advert it states: are you first? green? smart ? ; if so join us. Let us build a smarter planet. (Costea, Amiridis and Crump, 2012).

We can notice from ‘are you first green? ‘this that the organisation disseminates ethical claims to viewer. next we see the employer setting a question to the capabilities of the individual. Also, in the back ground of the image the picture of a windmill is unrelated to the product and service that the organisation sells. In a deeper meaning the it denotes ‘sustainability’ of the planet as well as the organisation.

Another example we look at is that of Barclays, their adverts states ‘mediocrity? expect excellence’ . further it explains how the organisation has built itself in 11 years and gives itself a glorified image that ‘there’s nothing mediocre about it’.

Their advert hints to the graduate student to be a ‘perfectionist’.

Although we believe that perfectionism doesn’t necessarily mean one can be successful. the adverts give overly optimistic essence to the graduate student. This is where scholars have criticised this claim.

According to Simmel, “the confrontation of actuality and the ‘ought’ is the constant tragic character of ethical lies. Meaning what ‘ I am now’ can never be united that which ‘ I ought to be’. For example ; a situation may arise where the new employed graduate labour is given a menial job and person realises that it is not up to his calibre can the effect the morale (Costea, Amiridis and Crump, 2012)

Although, we believe that both these views are of two different extremes. organisations can benefit have a diverse work force. For example; if the organisations values are embedded in team work and collaboration then the future employ who prefers working in teams would be a better selection rather than someone who prefers working individually.

organisations instead promise to the graduate student that if they work for them they will be able given resources to grow not only towards their actualisation but intellectually and in practice through trainings. As universities groom the graduate labour in terms of theoretical concepts, as result the graduate labour is unskilled in terms of technical knowledge which is used and practiced, people skills.

HRm’s one sided portrayal of work deprives students of the possibility of being their own moral agents not by claiming that they should submit to a negation of their own individuality but precisely through overextended and unsustainable promise of its affirmation (Costea, Amiridis and Crump, 2012)

Conclusion

The culture created by managers for the graduate market are in co relations with that of the organisation. Thus, one must first identify the organisations goals and values. It’s a competitive culture where graduate’s student are competing to work in organisations.

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