...Bad Politics 1. Leadership and Performance The subject of leadership has been greatly covered by scholars, academicians and consultants, yet building high-performance teams remains elusive to most companies. Leadership is the most important competitive advantage of a company, not technology, finance, operations or anything else. Leadership formulates the company's business strategy and builds its resources, including its people, finances and operations. The leadership team is the most important asset of the company and can be its worst liability. A failed business is the result of poor performance. Poor performance is the result of an incompetent or dysfunctional leadership team. To paraphrase Tolstoy, All successful companies are successful for different reasons, but dysfunctional companies are dysfunctional in the same way. In my experience, the main reason for poor organizational performance is not the lack of business knowledge, but rather negative internal politics. 2. Performance and Strategic Alignment Classic management science has defined four management functions: planning, organizing, motivating and controlling. Simply put, sustaining high business performance is a product of strategic alignment. Strategic alignment can be achieved only when all teams across the organization communicate and work closely together. In other words,...
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...Employees A and B work together on the same project team. When the team faces a complex and difficult problem, the team leader usually asks B to generate alternative solutions for the team to consider. Experience has shown that B actively searches for additional information and is more likely to take initiative and to feel that the team can effectively influence the outcomes of its actions. Employee A tends to do well on jobs that are well structured and routine and feels that the outcomes of the team's actions are determined by luck or chance. Employee A exhibits an external locus of control, and employee B exhibits an internal locus of control. Employee B was upset by Employee A's behavior at the department's planning meeting. Which factors will influence Employee B's perception in this situation? Situation, Target, & Perceiver A person is broadminded, courageous, and forgiving. Which type of values are these? Instrumental values An employee enjoys having a large span of responsibility and is motivated to do well because of personal feelings. Which kind of reward is this? Intrinsic reward Which theory is a reworking of Maslow's need hierarchy and is better supported by additional research than is Maslow's theory? ERG Theory Manager A supervises 10 district units with 100 employees and receives $100,000 in compensation. Manager B supervises 5 district units with 50 employees and also receives $100,000 in compensation. Manager A is upset by this relationship...
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...Managing Culture and Change An academic essay: "What is a 'successful corporate culture'? Do successful cultures invariably contain seeds of their own destruction?" Introduction This essay aims to critically analyze and explain the phenomenon of 'successful corporate cultures'. We will first define what corporate cultures are and how they align the values of employees with that of an organization and its goals, vision and mission. We will be then discussing the key elements of successful corporate cultures and what practices businesses can adopt in order to achieve that. This essay will highlight the necessary cultural traits which positively contribute towards achieving organization goals and targets and cultural effectiveness. We will then proceed to examine the different types of cultures and relate them to specific market conditions . Also, how organizational cultures can help corporations gain a competitive advantage by improving financial performance, improving productivity and increasing job satisfaction of its employees. Finally, we will discuss limitations faced by successful corporate cultures and how they can hinder creativity in some cases. The role of changing environmental (social, political and economic) conditions in making good cultures become obsolete will be discussed before reaching a conclusion. Defining corporate culture Culture is a broad and complicated term with a number of possible definitions and meanings. No one term can be used...
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...antagonistic interaction. It is based on scarcity of power, resources or social positions, and differing value structures. Conflict has two faces, functional (or constructive) and the other dysfunctional (or destructive). Dysfunctional conflict is crucial for organizations and without an effective means of handling it, conflict can tear relationship apart and interferes with the exchange of ideas, information and resources in groups and between departments. Well manage conflict on the other hand helps workers anticipate and solve problems and makes them feel confident. This also strengthens their relationships and makes them become more committed to the organization THE FACES OF CONFLICT The organizational benefits of functional conflict are increased effort and improved performance, enhanced creativity, and personal development. The symptoms of dysfunctional conflict include indecision, resistance to change, emotional outbursts, and stress. By monitoring these various signs and symptoms, management may decide when to encourage conflict and when it is time to step in and attempt to resolve or neutralize it. The first is called conflict triggers, when stimulate conflict, and the second involves conflict resolution techniques, which are used when functional conflict deteriorates into dysfunctional conflict. Types of conflict situation Since conflict has both positive as well as negative connotations and consequences, management must survey the situation to decide whether to stimulate...
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...TABLE OF CONTENTS INTRODUCTION …………………………………………………………………………………2 STUDY OBJECTIVES ……………………………………………………………………………3 METHODOLOGY …………………………………………………………………………………4 LITERATURE REVIEW ………………………………………………………………………..6 * Methods of Training …………………………………………………10 * On the Job Training ………………………………………………….10 * Off the Job Training …………………………………………………12 PRESENTATION AND ANALYSIS OF FINDINGS ……………………………………14 SUMMARY &CONCLUSION ………………………………………………………………….27 RECOMMENDATIONS …………………………………………………………………………30 BIBLIOGRAPHY ………………………………………………………………………………….32 INTRODUCTION In an advancing and changing environment, technological development and organisational change highlight the need for employers to realise that effective productivity depends on the skills and abilities of their staff. Beardwell et al (2004) posits that “training is a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or a range of activities. As it relates to the work environment it serves as a catalyst for development of the individual and to satisfy the needs of the organization”. (p. 313) In the era of globalization the role of the Training Administration Division (TAD) has assumed increased importance in Government’s Public Sector Reform initiative. In 1972 the scope of the Unit under study was expanded under the provisions of the Training Act 1972-25. It was during this period that the government of Barbados recognized...
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...‘Marketing’ and ‘sales’ in B2B organizations Introduction Within a ‘Business to Business’ organization, relations between sales and marketing are often dysfunctional meaning they do not always operate properly or as they should (Kotler, Rackham & Krishnaswamy, 2006). One of the key goals of a business is to make profits, which is done by making sales, which only happens by providing a product that satisfying the customer’s needs (Futrell, 2013). This requires both sales and marketing. You would expect sales and marketing to be well aligned in a successful organization, however this is far from the case. This essay will first look at the causes that usually lie behind the concern that sales and marketing do not always act collaboratively to the benefit of the organization but in fact have a dysfunctional relationship exists between marketing and sales divisions. It will look into the ways in which this problem can negatively impact on an organization's ability to serve its customers and compete effectively. Finally potential solutions will be identified and discussed in relation to improving the synergy and integration between sales and marketing, which will ultimately allow organizations serve their customers and compete most effectively in this ever changing world. What causes Sales and Marketing relationship to be dysfunctional? Within a business to business organization, sales and marketing do not always act collaboratively to the benefit of the organization (Rouziès, Anderson...
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...Strategic Leadership and Decision Making 16 ORGANIZATIONAL CULTURE One of the primary responsibilities of strategic leaders is to create and maintain the organizational characteristics that reward and encourage collective effort. Perhaps the most fundamental of these is organizational culture. But what do we really mean by organizational culture? What influence does it have on an organization? How does one go about building, influencing or changing an organization's culture? THE IMPACT OF CULTURE Why is culture so important to an organization? Edgar Schein, an MIT Professor of Management and author of Organizational Culture and Leadership: A Dynamic View, suggests that an organization's culture develops to help it cope with its environment. Today, organizational leaders are confronted with many complex issues during their attempts to generate organizational achievement in VUCA environments. A leader's success will depend, to a great extent, upon understanding organizational culture. Schein contends that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Many leaders, when trying to implement new strategies or a strategic plan leading to a new vision, will discover that their strategies will fail if they are inconsistent with the organization's culture. A CEO, SES, political appointee, or flag officer who comes into an organization prepared to "shake the place up" and institute sweeping changes...
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...Homework 4 The Global Impact of Safety Jonathan Shuty, Spenser Tripp, Caitlyn Hagarty, Yuliia Kapeliushna Part 1: In the modern Western style industrial setting, the culture has shifted from blind efficiency in production to putting major emphasis on safety and welfare of workers. The Industrial Revolution has long since passed. Manufacturing facilities have had plenty of time to stabilize their processes so that changing them to consider the safety of the worker would not cause an unacceptable drop in profits. Social pressure from the working class also contributed to this shift, as unsafe working conditions were no longer a necessary reality of the industry. Unfortunately, this emphasis on safe work practices is not a worldwide standard. Countries that have more recently started to become industrialized are trying to catch up, and this puts emphasis on production above all else. As a result, this can often lead to work environments that would be utterly unacceptable in the west. A good example of this lack of concern for worker safety is the Kader Toy Factory fire in May 1993. The Kader Toy Factory, located outside Bangkok, Thailand, manufactured toys and dolls, mostly made from plastic (ILO, 2011). Before the tragedy in 1993, the company experienced multiple, usually small fires. One fire, in 1989, completely demolished the facility. It didn’t reopen until 1990. The company was still repairing a building from fire damage when the May 1993 fire took 188 workers’ lives...
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...Campus ENGLISH 502 Academic Writing for Graduate Student II Prof. Méndez March 24, 2015 The Organizational Design of a Company is necessary for success. Have you ever wondered how some organizations always at the top of the charts, but others don’t survive? Organizational Design Inescapable? A solid organizational design is what makes the difference; it relies on how strong and solid the organizational structure and design are. According to the Center for Organizational Design, organizational design is defined as a step by step methodology that identifies dysfunctional aspects of workflow, procedures, structures and systems. Realigns them to fit current business realities/goals and then develops plans to implement the new changes. The process focuses on improving both the technical and people side of the business (Allen, 2012). As we live in a world of transition, where everything is changing at the speed of light. The organizational design is an inescapable part of any organization; big or small, is the key element for integrating the people, information, and technology. Having a strong organizational design provides a clear vision, and mission, it empower employees in the decision making of the organization. As a result, the reporting process will be transparent; the information will flow smoothly, and it will provide a definite work process. With a well design structure, everyone will know their responsibility and who they report to (Ingram, n. d.)...
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...— or not — to changing organizational structures. A constant theme during meetings over the last three years has been how globalisation and the economic crisis have forced organizations to rethink their strategies and change they way they operate. From what I can gather, much of this has been "on the hoof," with companies switching their focus from markets to products or competitors, rather than looking at the big picture. This can result in lots of piecemeal change initiatives rather than looking at the overall organizational design. I rarely come across leaders who advocate wholesale organizational redesign or use it as a way to support their people and business. When organizational strategy changes, structures, roles, and functions should be realigned with the new objectives. This doesn't always happen, with the result that responsibilities can be overlooked, staffing can be inappropriate, and people — and even functions — can work against each other. Often, I see little more than a traditional hierarchy flattening out, perhaps broadening into a matrix structure in parts of the organization. More often than not, though, the hierarchy remains embedded in the "new" structure, which can cut across its effectiveness and leave people confused. Worse, organizations rarely show people how to operate in a new structure, which can also undermine effectiveness. Many of my clients tell me that they find it increasingly difficult to operate within outdated or dysfunctional structures. My...
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...Vice President and General Manager of the Electronics Products Division (EPD) at Allentown Materials Corporation found himself on a very difficult position. Conflicts related to leadership and cultural organization were blocking his administration and the division`s objectives were not accomplished. In this paper it is proposed a vision to analyze this case, it is described the problem, its causes and it is outlined an action plan to counteract the situations that are affecting the division productivity. The main inputs that this paper describes are: how a crossed functional team and the implementation of the Positive Organizational Behavior (POB) theory could make a considerable difference in the worn relationships between the departments of the EPD. Keywords: Cultural organization, leadership, crossed, functional team, positive organizational behavior, informal communications. ALLENTOWN MATERIALS CORPORATION 3 Allentown materials corporation: the electronic products division In July, 1992 Don Rogers, the Vice President and General Manager of the Electronics Products Division (EPD) at Allentown Materials Corporation, was experiencing many organizational problems related to leadership, lack of coordination among groups, the sales have declined and, he was receiving a lot of pressure from his superiors pushing him to turn in the expected 10% average annual growth in a very competitive market. This analysis will be focused from the leadership and organizational...
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...Q3. Culture is a collection of beliefs and customs that are shared and accepted by people. Corporate culture is a collection of values, belief and norms that shared by people and groups in an organization which controls the way they interact with each other and with stakeholders outside the organization. Corporate culture can refer not only to what is done, but also to how and why it is done. It refers to the mental and inter-personal processes that are happening within an organization. This includes the decision making processes within the organization and more importantly it includes the assumption and attitude the decision making processes. Corporate culture change is about: Transforming the organization through continuous influence and shaping of beliefs, assumptions, values and patterns of behaviour towards creating a desired work environment. Changing peoples mindsets towards a new way of thinking and working that will make the organization more effective, efficient or more competitive. Opening minds and winning the hearts of people to a new way of working. Improving relationship among people and giving them meaning and satisfaction at work through a sense of belonging and a set of shared values. Phases of culture change Culture assessment Culture gap analysis Influencing culture change Sustaining the new culture Business leaders who try to implement a change experience resistance to change by people. It is easier to decide on change and announce the desired changes than...
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...Culture and strategy Introduction In the strategic literature the need to develop a strategy that requires the foundations of a culture that is compatible with the intended strategy is widely recognized. However, what is less widely understood is what happens when you have to fast track both cultural and strategic change when the strategy and its desired outcomes are both incompatible with the culture of the organization. How should managers deal with these challenges? How should such cultural appreciations be brought in to the discussion to develop and implement the business strategy? Cultural change is strategic change It is important to understand cultural change as also involving strategic change. Strategy can be considered as a cultural production that may involve cultural adaptation, or transformation, or both. This conceptualization is particularly useful if the organization is “betwixt and between” cultures and organizational identities i.e. a local authority department aspiring to become a commercially driven company. I will use a case study of such an organization that was changing from a council department into a Limited Liability Partnership to flesh out some ideas that illuminate the relationship between strategic development and organizational culture. Culture is not like a skin that an organization can discard as it selects a new organizational culture that is perceived to have strategic fit with its commercial strategy. In my view culture is the organization...
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...Meindl referred to the phenomenon whereby people attribute almost magical qualities to leadership as _____________. • Question 6 The __________ that are driving organizations of all types and sizes can be found in organization-environment relationships, the organizational life cycle, and the political nature of organizations. • Question 7 The decision to construct a new overseas plant can be considered to be a(n) __________. • Question 8 Which of the following, refers to altruistic love? • Question 9 __________ is intentional and occurs as a result of specific efforts by a change agent. • Question 10 Another name for incremental change is __________. • Question 11 To begin understanding an organization’s culture, it is often easiest to start with __________. • Question 12 To many researchers and managers, shared common values lie at the heart of organizational __________. • Question 13 The issues concerned with __________ are tasks to be accomplished, methods used to achieve the goals, and methods of coping with success and failure....
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...Rondell Case Study 1 Running head: THE RONDELL DATA CORPORATION CASE STUDY The Rondell Data Corporation Case Study Russ Joseph Ricky Sethi Bonnie VanKampen Michelle Woodley University of Southern California Rondell Case Study 2 The Rondell Data Corporation Case Study The importance of both organizational design and culture are evident in analyzing the case study of the Rondell Data Corporation. By exploring the background of the problem, information regarding organizational functioning, the impact of organizational culture on the strategy and success of the company, and problem identification, recommendations can be offered. Possible solutions to the current dilemma at Rondell Data Corporation will provide an increased understanding of the role of organizational structure related to the improvement and overall performance of a company. Background Bob Rondell started the Rondell Data Corporation in 1920. The basis for its inception was Rondell’s invention of several electrical testing devices, while on staff as an engineering faculty member of a large university. In 1947, the company entered into the radio broadcasting equipment market. By the early 1960’s, the company had increased its business to include data transmission equipment. The company had a reputation of being a source of high quality innovative designs and described itself as being able to “convert problems to solutions”...
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