Fordism and Post-Fordism pros and cons

Fordist and Post-Fordist Organizations:

Pros and Cons of two different Organizational Communication workplace environments

Katelyn Barber April 24th, 2018Infographic Assignment CST308-01 SP18 UNCG Student

Post-Fordist: Industrialization

Fordism: Henry Ford

Fordism is widely used to describe the system of mass production manufactured in the early 20th century by the Ford Motor Company driven off of capitalism.

The shift from Fordism to Industrialization, mass consumption combined with mass production to produce sustained economic growth and widespread material advancement.

Includes:

• mass production using an assembly line.
• cycles of mass production and mass consumption.
• simplified Taylorist tasks.
• Standardisation of parts and low-quality products.

Includes:

• flexible specialization
• outshorcing and outshoring
• Innovation/ knowledge/ network
• flexible organization

Many features of post‐Fordism, such as flexible specialization of labor and the cutting of the social welfare, have been articulated into the broader project of neoliberalism.

Fordism’s mode of growth became the most dominant in advanced capitalism during postwar reconstruction.

Pros and Cons (Characteristics)

Post-1980's

Pre 1980's

Post-Fordist Organization:

Fordist Organization:

• Economic Growth
• Autonomy/Empowerment
• Increased Profits
• Product Diversity/Customization

PROS

PROS

• Mass Production
• Higher Pay
• Increased Profits
• Cheaper Goods

CONS

CONS

• Standardised Work and Life
• Alientating low skilled work
• Absenteeism and Turnover
• Low Quality and Limited choice

• Financail crises
• Job Insecurity/ Uncertainty
• Competetion/Volatitity
• Poverty, Socail Exclusion

Stats:

Stats:

Fordist organizations are Structured (pyramidal/ top-down), National/Regional market reach, supply focused (production), vertical or horizontal integration

Post-Fordist Organizations are networked (flexible, bottom-up), Global market reach, focused market demands, mass customization

Facts:

The rate of Fordism productivity failed to catch up with the rate of mechanization and, therefore formed Post-Fordism. New technologies and the reactions of globalization from societal influences bring on certain behaviors towards branding and the competition for authenticity. Depending on the organized productions of labor, wages, and consumption of the organization you can determine whether the organization has a more Fordist or post-Fordist perspective in the workplace.

It's up to you to determine which workplace environment fits your everyday lifestyle and your personality to find the best organizational communication match for your learning experience.

References:

Avis, J. (2013). Post-Fordist Illusions: Knowledge-based economies and transformation. Power and Education,5, 1-12. Retrieved from http://journals.sagepub.com/doi/pdf/10.2304/power.2013.5.1.16 Nadesan, M. H. (2001, November). POST-FORDISM, POLITICAL ECONOMY, AND CRITICAL ORGANIZATIONAL COMMUNICATION STUDIES. Retrieved April 10, 2018, from http://journals.sagepub.com/doi/pdf/10.1177/0893318901152005Mumby, D. K. (2015). Organizing Power. Review Of Communication, 15(1), 19-38. doi:10.1080/15358593.2015.1015245 Sallaz, J. J. (2015). Permanent Pedagogy: How Post-Fordist Firms Generate Effort but Not Consent. Sage Journals, 42(1), 3-34. doi:https://doi.org/10.1177/0730888414551207