Explore BrainMass
Share

Explore BrainMass

    Strategic Human Resources Management

    This content was COPIED from BrainMass.com - View the original, and get the already-completed solution here!

    How have society and workplaces changed and what are the strategic human resources management (SHRM) implications of these changes for organizations?

    For this question I need to have an understanding of the implications of SHRM now, compared to the past prior to the implementation of current laws, policies and procedures.

    Laws that address:
    Discrimination
    Fair labor
    Affirmative action
    Constitutional rights
    Diversity sexual harassment
    Employer liability
    Sexual orientation
    Volunteers
    Orientation and training
    Evaluation
    Recognition

    A timeline would be helpful and if you could please provide me with any resources so I can further explore the concepts.

    © BrainMass Inc. brainmass.com October 10, 2019, 4:32 am ad1c9bdddf
    https://brainmass.com/economics/transport-and-agricultural-economics/strategic-human-resources-management-465824

    Solution Preview

    Many historians in America attribute the American Industrial Revolution to Mr. Samuel Slater who built his first successful textile mill in Pawtucket, R.I. in 1793 (Piehl, 2004). Slater's plant evolved the traditional American worker over the next century from small, self sufficient agricultural farmers and handymen into assembly and manufacturing plant workers. Gone were the days of only the males working and in came the days where everyone began working in the family, even the children in many cases (Piehl, 2004). It was this manufacturing and assembly boom that spurred the early needs for organizational management.

    Business owners, government officials, and ordinary workers began to realize a significant need existed in organizations for management, as they began forging their way into the industrial boom that was taking place. This realization is what drove America to create some significant milestones along the path of progressive organizational behavior and the evolution of today's highly strategic human resource management philosophies.

    As society progressed into the 1800's, factory worker conditions continued to expand and the need for standards and organization, along with strong leadership, was prevalent in almost all factories in the United States. The need for employees to be recognized lead to the evolution of the American Federation of Labor being born under the leadership of Samuel Gompers in 1886. This group being established marked the beginning of organized labor, unionism, collective bargaining, and the beginning of the employee's voice being a real threat to employers (Kautsky, 2008).

    The next major step in employee and management relations came in 1890 and was called The Sherman Antitrust Act (this was transformed further in 1914 under the Clayton Antitrust Act). These acts both firmly focused on the necessary balance that was needed between the power of management over their labor and the power of labor in response to their managers. Also, another important Act that was authorized at the turn of the 1900's was The Immigration Act of 1907. This Act was the first major piece of legislation that recognized the overwhelming inflow of immigrants through the southern borders and tried to stem this rush into the American labor markets. The effect was a net reduction on overall labor growth once it was enacted (Summers, 2009).

    A major piece of management philosophy that is still in use in many forms today was published in 1909 by Frederick Winslow Taylor, known as the "Principles of Scientific Management". This published work laid the groundwork for many of the management principles that stressed the need for managers ...

    Solution Summary

    he need for employees to be recognized lead to the evolution of the American Federation of Labor being born under the leadership of Samuel Gompers in 1886. This group being established marked the beginning of organized labor, unionism, collective bargaining, and the beginning of the employee's voice being a real threat to employers (Kautsky, 2008).

    $2.19