The critical analysis of Peter F. Drucker's book "Management in the Future Society", by Editorial Normal, year 2006, is an activity carried out as a result of the chair of Individualized Studies of the Doctorate in Management Sciences, as a contribution to the topic of "Management styles in the Venezuelan public administration".

INTRODUCTION

Drucker takes us, guided by the hand, from the time of the industrial revolution to the present day, through the very important social phenomenon represented by the departure of the production unit from the family home, to a specific place where they attended work, leaving behind the routine and familiar practices that lasted for centuries until the beginning of the industrial revolution.

It makes us see clearly how the changes that have occurred in current society and the trends of future society are fundamentally rooted in the unprecedented characteristics of the society of this century, of which the author refers: “the worldwide contraction of the youth population due to the low birth rates in developed countries, "the continuing decline of manufacturing as a producer of wealth and jobs, and the changes in the form, structure, and function of the corporation and its senior management."

These changes lead us to a new way of working, started by the information revolution. Electronic commerce, for example, has come to redefine the ways of doing things and brought as a consequence “that every business has to be globally competitive, even if it manufactures or sells only within a local or regional market. The new distribution channels modify not only who the customers are but also how they buy and what they buy ”.

In this order of ideas, the author refers and analyzes in depth, even based on current statistics and demographic data, the factors that will influence the Information Society, The Future Society, the Future of the Company as such. and the Future of Senior Management. Next, I share the critical analysis of the main ideas expressed by the author in his book.

MAIN IDEAS:

The book is divided into several parts, for this publication I will present chapters I, in another continuous publication, I will develop the remaining chapters.

1.- THE INFORMATION SOCIETY:

According to the author, the information revolution is actually the knowledge revolution. Employment is transformed based on new inventions or advances in the development of advanced knowledge, of new software that tend to eliminate paperwork and reduce the routine of how things are done, originating new forms of employment.

This new knowledge society is rapidly pushing towards new forms of labor relations. Keeping those who produce the new technologies as traditional employees, so that the business goes on, will not last long. As long as we keep them satisfying their greed with great pay and benefits, no problem, but when we are faced with the stark reality that it is only retaining and attracting talent that will really keep the business going, we will be forced to acknowledge their values to workers in the workplace. knowledge, give it recognition and social power. In other words, make them partners.

Although the organization employs individual contractors who work for a full-time availability fee, there will be fewer and fewer subordinate individuals, even in relatively low-level positions. More and more they are people who work with knowledge and these people are not subordinate workers but associates, because once the learning stage is over, they must know more than their boss about their job, otherwise, they are of no use.

Add to the above that today's superiors generally have not passed through the position occupied by their subordinates, as if it happened a few decades ago and as it is generally believed to be the case. These people have to know the mission of the organization and believe in it. They need continuous training and they have to see results, the starting point being the definition of the results where they want to go. This will require, first of all, a very different assumption about the people in organizations and their work, taking into account that staff are not managed, the role is to direct staff and the goal is to make productive the specific knowledge and attributes of each person.

Today less work is being done in the traditional way. Increasingly, large companies subcontract new services, hire more temporary workers, make alliances to attend a specific project. A very high percentage of the workers of these companies are not their employees, and this is a trend that has increased rapidly in recent years. The increase in regulations and new labor laws and reports worldwide is increasing the number of temporary workers in an unstoppable way, it is estimated that in the USA it already reaches 10 million, and in Japan, France, England and Scotland the rates of employment are accelerating. hiring of this type of staff year after year up to 15% per year. Sony, for example, has a hiring policy which specifies that all applicants must spend 10 months as a temporary employee before entering any of its plants around the world.

The explosive increase in the hiring of experts, management consultants graduated from recognized universities, is a symptom of what is happening. This also tells us that a large number of the people with whom we work in the organization that we lead, are associates, hired, people to whom WE CANNOT GIVE ORDERS. But sometimes this is a must, the manager will have to learn when to order and when to act as a partner. The leader of tomorrow can no longer be charismatic, he will have to give very specific guidelines so that others can work productively. You will have to learn when to command and when to treat others as a partner.

In conclusion, the institutions will have to learn to base their strategy on knowing the trends in the distribution of their disposable income and adapt to these trends and especially to the variation in their distribution, in addition to needing both quantitative information as a qualitative analysis. However, doing anything differently, you always run into unforeseen difficulties, so it will always require leadership exercised by people of high and approved ability. If these individuals are dedicated to preserving yesterday, they are simply not free to shape tomorrow.

Change cannot be managed. We can only stay ahead of him.It is rare to hear about overcoming resistance to change, which 10-15 years ago was one of the most discussed topics in management books and seminars. Everyone has accepted that change is inevitable.

Now, in a period of turmoil like the present, change is the norm. It is certainly painful and risky, and above all it requires a lot of hard work. But if an organization does not see as its role to lead change, this organization will surely not survive. In a period of rapid structural change, the only ones who survive are the change leaders.

Therefore, a central challenge for management in the 21st century is for your organization to become a leader of change. A change leader sees change as an opportunity, seeks change, knows how to find the right changes and how to take advantage of them both outside and within the organization, which would require the following: Policies to shape the future; Systematic methods of seeking change and anticipating it; the correct way to introduce change both inside and outside the organization and; policies to balance change and continuity.

Currently there is talk of the innovative organization, but making the organization more receptive to innovation is far from being enough to become a leader of change, and can even become a distraction, because to be a leader of change you have to have the desire and ability both to alter what is already being done and to do new or different things. Policies must be in place to make the present shaper the future.

Everything mentioned in chapters I derives from what is proposed by the author Drucker, who is considered the father of management and has been a creator of innovative ideas in the field of management, see you in a future publication where I will share others chapters.

With all my love
Angelica7

La vida es tan hermosa, que todos podemos hacer la diferencia.