...Introduction Limited Brands is the organization that I have chosen to cover for my project. Headquartered in Columbus, OH, Limited Brands is a publicly traded company; with their New York Stock Exchange ticker being LTD. This company primarily sells women’s intimate apparel and beauty and personal care products. The stronger brands that this company is known for are Victoria’s Secret and Bath and Body Works. Limited Brands mainly markets their products in the United States and Canada. I was a sales associate and assistant manager for Bath and Body works from August of 2010 till December of 2011. I came at a time when Limited Brands was looking to build more of a presence internationally since there was so much success in the U. S and Canada. Limited Brands made over 10 million dollars when their fiscal year ended, according to the MarketLine’s overview of the company (Limited Brands 2). Taking a historical view Leslie H. Wexner is the founder, chairman and chief executive officer of Limited Brands, Inc. Wexner founded Limited Brands with one store—The Limited—in Columbus, Ohio with sales of $160,000 in it’s first year(About Limited Brands). Today, Limited Brands has expanded from apparel based specialty retailer to an approximately $10 billion segment leader with more than 90,000 associates focused on lingerie, beauty and personal care product categories that make customers feel sexy, sophisticated and forever young, according to limited brands.com(About Limited...
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...High Performance Teams 1 High Performance Teams High Performance Teams Introduction In today’s business world many companies have moved away from a vertical management structure, to one which is more of a horizontal management style. This successful movement in management strategies has inspired many organizations to change to a more 2 horizontal management style which incorporates teams or groups. This paper will analyze how a group can become a high performance team, and an explanation of what components are needed to build a successful high performance team will be discussed. Finally, an evaluation of how the business and ethical considerations of globalization may affect team dynamics, with a brief personal example strengthening the evaluation will be covered. Groups Groups are important for an organizations performance, morale, and innovation. Groups are made up of two or more individuals to achieve a common goal (Shermerhorn, Hunt, & Osborn, 2008). Groups can be anything from people coming together to make investments to a social group that plays cards together. Groups in organizations will usually work together for an ongoing basis and interact when ever needed. Now that organizations have gone away from the top heavy vertical management style to a flat management style composed of groups, people need to learn how to work together better in teams or groups. High Performance Teams Becoming a high performance team not only takes dedication, but an outstanding...
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...Introduction: HRM‘s role and importance within an organization has increased rapidly in the modern business world as the individuals’ inputs are becoming increasingly important to the organization’s performance. Hence HRM is becoming more important as it plays an important role in the people-aspect and social-aspect of the organization. This paper will briefly explain the definition of HRM and its history. Then this paper will list and explain the important functions of HRM. Furthermore, this paper will explain why HRM is becoming increasingly important in 21st century in which the performance of organizations is subject to the performance of individual employees. In addition, this paper will talk about Bentley Motors and its HRM as one of Britain’s TOP Employer in 2012 by Britain’s Top Employers Research. This paper will discuss the strength of Bentley Motors’ HRM and lastly it will provide three further suggestions on BM’s HRM to help it accommodate to possible challenges. What is HRM? HRM is an organizational function that deals with people-related issues, such as recruitment, training and learning programs, performance management, health and safety, compensation programs, wellness and benefits of the work force and employee motivation and communications. (Heathfield, nd) HRM was carried out in the 20th century and the first HRM specialist was a social worker hired by Rowntree in the UK in York in 1896 and was hired to ensure the safety and health of child and women...
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...trends in ob |Organizations have considerably emerged in the field of structure, operation and people in this modern era. Technical advancement has taken | |the place of manual man power. Quality based functioning is preferred than quantity based. Jobs have become instable and insecure for the | |subordinates. They have flat hierarchy and horizontal structure which based on the tasks to be accomplished. There is rapid increase in the | |competition in the market. Cross culture management has emerged which has given a considerable change in the role of sex differentiation. | |Organization has more emphasis on the sound system of training. The new systems demands for more technical issues, feedback, reference | |issues, normative issues, social feedback which helps in building an ability to perform the job efficiently. It has various features as they | |have to work on different legal, political and economic system, face tough competition from multinationals as well as from the local | |industries, need to be flexible, organizational structure is flat, prefer to appoint the people with global view, need to train multi skills | |to the employees, special training in respect of cross culture and socialization, to maintain a balance between the countries to maintain | |good relations for the sake of running effective business in their country. It is very essential to maintain global culture within the | |organizations to have effective and...
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...because they had a history of outstanding performances until then. Upon reviewing some of their key components, the organization realized that they had to revamp their Talent Management process so that it would become aligned with the company’s business objectives and policies. Talent management is defined as “a subset of human resource (HR) processes, programs, and tools designed to identify, assess, develop, and retain talent (Silzer & Dowell, 2010, p.75). The company’s first two steps in achieving success was to restructure their performance development system (PDS) throughout the organization for all of the staff positions along with coming up with a talent review process for all of the officer-level positions in the company. Next on the list was creating and implementing a sequence of enhanced development programs, such as, Leaders at McDonald’s Program (LAMP), the McDonald’s Leadership Institute, finally, the launching of the Global Leadership Development Program. When McDonald’s had originally rolled out their strategy for the performance development system (PDS) in 2001 for all of the staff positions, they decided to hone in on three critical areas. First area was placing emphasis on accountability; second step was to increase the difference in performance, and third, emphasis being placed on the need to increase receptiveness to change and innovation. This development system was basically put in place in the organization to promote advancement of executive talent...
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...business world is becoming more and more seriously nowadays and there is a positive relationship between HRM and organizational outcomes can not be ignored, theories like performance appraisal, empowerment and motivation have been proved useful and effective for improving the performance of the company(Kaifeng, J., Lepak, D.P., Jia, J., &Bear, J. C., 2012). Based on all those theories of HRM, it is necessary that the theories that mentioned has to related to the one factor, human capital. This essay will discuss the concept of talent differentiation in the organization and how does it improve the human capital and other programs which are related to the organizational performance. In order to discuss the relationship between human capital and organizational performance, the first thing is to define the concept of talent/workforce differentiation. Brain, Mark and Dick(2009) argued that plenty of organizations have made the same inappropriate decision which lead to cost overmuch amount of money and time about the employees with low performance in nonstrategic roles and at the same time, those employees with higher performance and more contributions could not get enough resources, chances of development and reward. Lesley Uren(2011) also discussed that one of the intractable human resource management challenges for companies in nowadays are the difficulty to identify and develop employees who are talented and have the unique skills to enhance their performance and earn more value...
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...Behavior Dr. Anthony Campos October 15, 2013 Organization Overview The organization that I have chosen for my final project is Envelopes.com. Envelopes.com is an online retailer is an envelope and printing business that prides itself on having the largest selection of in-stock items in a large variety of colors, sizes, and styles. The combination of a large selection, the ability to quickly print and ship, and superior customer service, puts Envelopes.com at the forefront of internet retailers. While the main focus is on envelopes and custom print jobs, Envelopes.com also carries a variety of colors, sizes and styles of paper, cardstock, and mailing supplies. The company is about forty two years old and has had their fair share of ups and downs. I am currently the acting operations manager within this organization. The company is valued at about $20 million, is located in Amityville, NY, and has been growing at about 10% per year in the last three years. As the current operational manager I have noticed some items that need to be addressed on their way to becoming a high performance organization. While this organization is doing well financially, there are definitely some areas that need to be improved on their way to becoming a high performance organization. Some of the issues I have noticed in the last few months as the operations manager are as follows. While I am aware that each team within the organization has the goals set forth to them by their management, it...
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...ingenuity that had been inherent in their work during the initial years. Employees thought the organization was becoming more impersonal and that some of the perks of initial years were being repealed. 2.As the company started scaling up across multiple locations, Infosys articulated the core values it believed in and wanted every employees to adhere to through the acronym “C- LIFE”: customer delight, leadership by example ,integrity & transparency, fairness and pursuit of excellence. They wanted to stick to their core values even when the company was expanding to new territories. 3.The company also showed high employee turnover when it was expanding its operations, which was mainly due to lack of proper communication between the middle/higher level managers and the lower level employees. 4. The introduction of “variable pay” was a great step in the direction of improving performance but it was not properly supported or backed with a good means to support this change. Infosys did not properly communicate the concept to the employees that a section of the employees were sceptical about the company’s intentions. 5. The broad-banding policy that was a leap towards a role based organization again was a tipping point at which employees’ dissatisfaction and discontent at Infosys reached its peak. RECOMMENDATIONS ARRIVED AT 1. Understanding the very fact that work was becoming monotonous and repeatable, lacking any fun or creativity, the HR team attempted to address...
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...Chapter I INTRODUCTION Background of the Study Conflicts among inhabitants of a community is inevitable and the necessity of establishing a formal institution such as trial courts or courts of justice, to address conflict resolution is indispensible. The establishment of this formal institutions is based on the social contract theory wherein the government is duty bound to maintain order in a community and to protect and enforce the fundamental rights of its inhabitants in exchange for the surrender of some rights of the latter. All these, follow the course of administration of justice. Administration of Justice examines the structure, function, laws, procedures, and decision-making processes of agencies that deal with crime management. Courts of justice plays a very important role in the administration of justice. Almost all countries experience problems in the administration of justice. The degree of seriousness of these problems varies depending on several factors. The most common among these problems is the increasing number of court dockets and flaws in the laws being interpreted and implemented. In the Philippines, Courts, in the administration of justice, follows a hierarchy of courts. There are four (4) levels of courts in the Philippines, wherein it is the Supreme Court that is at the apex of this four-tiered hierarchy. At the lowest level of the hierarchy are the first-level courts, consisting of the Municipal Trial Courts (MTCs), Metropolitan Trial...
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...employees and managers. The problems all began because the company does not have an organized structure within the organization. The environment shows a lack of motivation, effective management skills, ambition with poor performance, and low job satisfaction. From the reading, the franchise just hires anyone that is available without fully laying out the requirements for any position opening they have. There are no education requirements for employees or managers, most of the managers are young and either in college...
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...production and marketing potentials. Riordan’s Strategic Plan The Future Strategic Planning is a widespread development for shaping a business into what it will become and how to achieve the goals in a systematic way. Riordan manufacturing needs a strategic plan to become the top industry globally to manufacture plastic in injection molding. Strategic management process is strategies, decisions, and actions define by a company to determine the performance of the organization. The components Riordan needs to succeed in business are (Wheelen & Hunger 2010). The use of Environmental Scanning, Strategy Formulation, Strategy implementation, Evaluation, and Control. It includes gathering of information external and internal, developing extended range of plans, putting strategies into action, monitoring the performance, and monitoring the results. The process is set in place to meet the goals of the competitors for future development as new products is introduced through technology. Riordan needs a Strategic Plan (Virtual Organization Portal. 2013)...
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...control, along with-related human resources issues. Human resources management (HRM) is the process of determining human resources needs while recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals (Nickels, McHugh, & McHugh, 2008). HRM is more than hiring and firing employees; HRM will allow KFF to succeed and grow even more competitive in the specialty food market as well as retaining the employees currently working at KFF. The employees will have the opportunity to grow professionally and personally with the HRM concept becoming a part of the organizational goal. When implementing HRM into an organization it is important to remember to apply this concept at the strategic level; this will enhance the organizations performance, including the ‘bottom line.’ Implementing an HRM system at KFF, like High Performance Work Systems (HPWS), Kathy must carefully analyze each individual’s strengths and weaknesses, goals, rewards and achievements, education, personal and professional...
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...Report on Organization Development Topic: Perfect Organization in my mind Prepared For: Ms. Wang Chunfang Lecturer Prepared By: Sonia Biswas Program: Masters Date of Submission: January 05, 2012 SHENYANG AEROSPACE UNIVERSITY Perfect Organization in my eyes Introduction: A perfect organization is the organization which has a strong and devoted leader, strong management system, better co-operation among the employees, good team working capabilities and so on. To build a successful organization we should emphasize on three basic factors. They are- Leadership, Team working and perfect evaluation. Considering these three factors I felt that SQUARE Group of Company is really such a good organization in my country. Overview of the Organization: Square today is more than just an organization, it is an institute. It symbolizes a name- a state of mind. But its journey to the growth & prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd, the flagship company is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 & is now on its way to becoming a high performance global player. It was a partnership effort of four young & enterprising men whose determination & passion saw it through the turmoil’s of the incipient period. By the fourth year Square turned into a profit making organization. Today Square...
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...Slide 2 Performance appraisal Effective performance reviews produce outcomes that benefit the staff and the organizations. According to Schneir (1982) performance appraisal includes the identification, measurement, and management of human performance in organizations. Performance appraisal is a set of procedures. Is a process that needs to be tailored to the operations of a business. A performance appraisal is good for employees’ growth which in turn contributes to the company’s success. Slide 3 The main purpose of performance appraisals is to help an employee improve their job performance. During the performance appraisal it is time to look objectively at how an employee is meeting the job’s expectations. Providing feedback to the employee of how well they are doing is the easiest part of performance appraisal. Letting the employee know that they are doing a great job is positive reinforcement which result in the employee continuing to perform at its best. In the contrary, informing an employee that he is not performing as expected is difficult, but necessary. According to Schneir (1982) appraisal should be more than a past-oriented activity that criticizes or praises workers for their performance in the preceding year. Rather, appraisal must take a future-oriented view of what workers can do to achieve their potential in the organization. This means that managers must provide workers with feedback and coach them to higher levels of performance. When...
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...With becoming the new District Manager at Dunkin’ Donuts comes great appreciation and responsibility. High standards and dynamic initiatives will be incorporated at the five new Dunkin’ Donuts locations. As a District Manager, new responsibilities will be given to help determine the success of this organization. Such responsibilities include but are not limited to creating a successful job design that offers a clear understanding of each position and their job tasks, recognizing the type of organization this business is to cater to each location’s consumer needs, and provide training to management at each store in order to recruit the most suitable employees and help them develop in the company. Job Design Within each Dunkin’ Donuts location, every job role is critical to the success of the franchise. During the initial implementation, each restaurant location will be comprised of a store manager, an assistant manager, a shift leader, three to four crew members, and a baker. These positions and staffing will fluctuate and depend on the demand of each individual location. A bi-monthly review of employee performance and sales analysis will be executed throughout the five Dunkin’ Donuts restaurants. Every restaurant includes a store manager that is in charge of directing the daily tasks. They will insure that their restaurant is kept up to standards in regards to food costs, sanitation, food preparation, and merchandising. Store managers are a vital component to the success...
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