Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Extra assignments and exercises
Exercise 1
The following article by Richard Donkin is taken from the Financial Times website. It takes forward a
number of the ideas discussed in Chapter 1, providing a good basis for a seminar discussion or an
assignment. Discussion questions together with some suggested answers are provided at the end.
A quiet revolution in human resource management
By Richard Donkin ‐ August 16th, 2001
Is human resource management beginning to undergo one of its periodic transformations where the job, or
job title, mutates before our eyes and adopts a different and possibly more exotic appearance? It happened
in the 1980s and 90s when the title "personnel manager" almost imperceptibly faded from the calling cards
of its most senior professionals.
Like an improved soap powder with a biological ingredient, HRM, equipped with something called strategy,
promised a new set of tools and measures to reward, motivate and organise employees in the re‐
engineered workplace. Then, suddenly, there was the internet and teleworking and concerns for “work‐life
balance”; and there were difficult employees who wanted gap years or freelance arrangements and more
interesting pay deals with the opportunity to take equity. Why did they have to spoil everything?
It was Peter Drucker, the management writer, who identified employees as a specific resource ‐ a “human
resource” ‐ in his 1955 book, The Practice of Management. Drucker was at the forefront of those who were
attempting to understand the social implications of the large corporation. But he was not alone. In the
same year Sloan Wilson was writing in his novel, The Man in The Gray Flannel Suit, about the way corporate
executives were prepared to bury their emotions and values in the name of corporate conformity. The very
next year William H Whyte identified these individuals as “the dominant members of our society” in a book
he called The Organization Man.
“When a young man says that to make a living these days you must do what someone else wants you to do,
he states it not only as a fact of life that must be accepted but as an inherently good proposition,” wrote
Whyte. His observation is recalled by Daniel H Pink in his new book Free Agent Nation, which, as the title
suggests, describes a quite different proposition that he argues is beginning to transform the US
employment contract.
Based on hundreds of interviews with freelance workers across the US, Mr Pink's book outlines the way
organisation men like Walt Fitzgerald, a former manager at General Electric, took early retirement in the
1990s then hired themselves out as a consultants. Mr Fitzgerald's daughter, Theresa did not wait for any
reorganisation before she gave up her own management job in a design department. She returned to her
first love ‐ designing ‐ as a freelance in preference to managing other designers. Her father too had been a
good artist, studying under Norman Rockwell before his management work made painting impossible. As
Mr Pink points out: “Walt may have led a Norman Rockwell life ‐ but what he wanted was the life of
Norman Rockwell.
”The problem for people like Walt Fitzgerald is that, until they were confronted with a radical corporate
reorganisation and redundancy programme they were unwilling to confront the possibility that there was
life outside the corporation. But the 1990s witnessed a discernible transition in the way many people began
to view their so‐called permanent jobs and the associated risks in leaving them. Bob Milbourn, a former
loan officer in a San Francisco bank, told Mr Pink how he sensed that the risk of one day losing his job was
expanding, the longer he stayed. “For the longest time I was terrified of being laid off,” he said. “Then I got
to the point where I hoped they would lay me off. Then I asked to be laid off.”