Post-Fordism is a system of industrial production which is based on placing orders for the production of product components among a network of small companies. The rise of post-Fordism consisted of several features based on more flexible production becoming profitable due to the introduction of new technologies. In addition, the decline in interest in mass-produced products is accompanied by an increase in interest in more individualized goods, incredibly high quality, and refined style (Varga, 2020). Also, more individualized products require a shorter production cycle, which leads to the creation of smaller and more productive systems.
The impact of advances in technology was very significant in the post-Fordist period as it brought many positive changes. With the help of technology, the communication process between businesses has changed. Easy access to computers, smartphones, and the Internet gave people in business the opportunity to communicate effectively with partners and suppliers (Mumby & Kuhn, 2018). The possibility of remote work has appeared, and the risk of making mistakes has decreased thanks to the algorithms of new technologies. The post-Fordist workplace is characterized by the flexibility of all processes and the labor market (Mumby & Kuhn, 2018). That is, the impact of technological advances was global and significant for improving the modern workplace.
The technologies that came with post-Fordism helped people to be more efficient in their workplaces. This is because some processes have become more autonomous, and information has been processed more quickly. Specific algorithms have been developed that have simplified the work (Curtis, 2019). In general, the change of Fordism, with its inflexible structure and the arrival of modern technologies that post-Fordism entailed, made business processes more resolved and allowed companies to develop for the benefit of consumers.
References
Curtis, B. (2019). Take this job and shove it… or not: Conflicting forces in post-Fordist work. Industrial and Organizational Psychology, 12(4), 487-490. Web.
Mumby, D. & Kuhn, T. (2018). Organizational communication: A critical introduction. Sage Publications, Inc. (Chapter 6).
Mumby, D. & Kuhn, T. (2018). Organizational communication: A critical introduction. Sage Publications, Inc. (Chapter 12).
Varga, J. (2020). Routledge International Handbook of Working-Class Studies. Routledge.