...…………………………………………………………… 1 Methodology …………………………………………………………… 1 Assumptions …………………………………………………………… 1 Limitations …………………………………………………………… 1 Background …………………………………………………………… 1 Plan …………………………………………………………… 1 Discussion …………………………………………………………… 2 Planning …………………………………………………………… 2 Organisational Goals ……………………….. 2 Strategic Planning ……………………….. 2 Leading …………………………………………………………… 3 Transformational Leadership .………………………. 4 Conclusion …………………………………………………………… 4 Recommendations …………………………………………………………… 5 References …………………………………………………………… 6 1. Executive Summary The purpose of this report is to advise Company X’s Chief Operating Officer (COO) how the effective use of the planning and leading functions can be utilised to ensure innovative values and practices are occurring within the organisation. The report was commissioned by the COO following the acquisition of a new business that lacked formalised planning and consequently the sales and profitability of the business had been in a decline over the past three years. In Item 3 the report examines innovative values and practices in the context of the planning and leading functions, and specifically, how the effective use of formalised planning processes can create an innovative environment. The positive impacts of strategical planning that incorporates human resource management and a formalised educational program are then analysed. The issue of strategical training is highlighted as an area of importance in order to stimulate...
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...do not need to include the names of the individuals; only the position title Management and Leadership In business, "management" is sometimes considered "whatever needs to be done just to keep things afloat." However, for businesses to grow and remain healthy, one must master certain basic skills in management and leadership – skills that will help to avoid the crisis situations where organizations have to do "whatever it takes to stay afloat.” The basic skills can include problem solving and decision making, planning, meeting management, delegation, communication, and managing oneself. This paper will examine the roles and responsibilities of leaders in creating and maintaining a healthy organization culture, differentiate between management and leadership, explain how the four functions of management support the creation and maintenance of a healthy organization, and recommend strategies that organizational managers and leaders can use...
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...Instilling New Leadership Behaviours in the Organization Once an organization has gone through a traumatic “rightsizing” a leader must instill new behaviours and work with the survivors to rebuild the culture (or work with them to form a new one) and help make the “change” a smooth and positive process. Restructuring and other events are making leaders look to new ways to guide their companies through and emerge, with hard work and in time, a strong confident company. Leading Change How does a leader get trust back? How do they lead the change and make it a permanent fix? Dr. John Kotter contends that there are 8-steps for a leader to implement to facilitate leading a change and help the employees and organization succeed through a transition. (Kotter, ND). The stages are: establish a sense of urgency, form a powerful guiding coalition, develop a compelling vision and strategy, communicate the vision widely, empower employees to act on the vision, generate short-term wins, keep the urgency; tackle bigger problems, make the changes stick. As Alan Mulally wisely demonstrated, (as reviewed in the New Behaviours section above) with Ford Motor Company, he was able to get employee buy-in on a new vision, support them and nurture an optimistic culture. This change was successful because of the adherence to these steps and not rushing but guiding the workers through each step carefully and deftly. Further helping a leader to lead this change is open channel of communication with...
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...The fall of Enron: Corporate Culture, Governance and Ethics Written By: Bilge-Kagan Ozturk 2007 Abstract This paper examines the critical importance of an ethically based corporate/organisational culture to ensuring company-wide ethical conduct. Testament to this topic I use the case of Enron and its ethical demise to successfully support my argument and highlight the need of top level management to be the main proponents of this culture to allow lower level employees to adopt a behaviour of moral reasoning. The body of the essay will highlight the importance of shaping an ethically based organisational culture, through a number of components, namely a company’s executive management team and its corporate governance system. I also briefly evaluate agency and stakeholder theories and how they relate to an organisational culture from an ethical perspective, and point out Enron’s culture was predominantly one of agency reasoning. Finally I provide a brief and direct conclusion to assert my argument that ethics needs to exist deep within an organisation’s culture and needs to be the key leading value of an organisation. A breakdown of ethics can eventually lead to the demise of a once very reputable and successful company. A great textbook example is of course, the fall of Enron – one of the biggest corporate bankruptcies in US history. Like most companies, Enron had a code of ethics in place and employees who were educated in the field of ethics, agency...
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...Employees Involvement Strategy Executive Summary Leading and managing people are an important concept in HR now days. Every company follows this concept in order to retain the employees along with that to have a proper flow of work within the organization. On the other hand maintaining an employee involvement strategy is also an important task of every organization. The given study will help to generate an idea about the mentioned countries which are China, India and Germany address the related issues regarding leading and managing people. By conducting these studies an overall idea about the communication strategy of the organization will also be identified. Table of Contents Executive Summary 1 Introduction 3 Employee’s Involvement Strategy within the Organization 3 Concept of Leading and Managing People 4 Theoretical exploration of potential opportunities/challenges in China, India and Germany 5 Communication Taking Place in the Organization 7 Relevant scenarios in terms of opportunities and challenges of HR 8 Recommendations 10 Conclusion 12 References 13 Introduction One of the main notions of the given study is to provide a brief overview about the topic related to leading and managing people. The situation of this study is designed in such a way where it has been told that after getting a promotion to be the head of the HR department with its other branches in China, India and Germany it is asked to do a research study in which it is important to...
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... These challenges are mainly affected by the different types of culture and personalities that employees bring to organization mainly affecting its leaders. Outcomes of a Cultural Diverse Workforce Diversity is becoming more common among organizations and its rapid growth especially in the United States, is creating challenges across the globe. Diversity is not just defined for the different type of cultures that there is within an organization, there are other definitions to diversity. You can also find diversity in organization from the gender of a person, the sexual preference, religion, nationality, age and color. Diversity refers to an individual differences, that are within each person and creating some challenges for the organizations. Research shows that a diverse workplace can challenge the leader’s skills, attract top performers and eventually making corporations more global competitive by adapting to new culture and having more proficient leaders. Diversity is becoming more common among organizations and it is rapidly growing in this business. Diversity is refers to the differences between individuals weather is cultural backgrounds, race, religion, genetic, sexual preference, and physical abilities or inabilities, between individuals. There are many characteristics to diversity, two of the most common found in organizations are sex and cultural backgrounds which is generally introduce through training for the employees. These trainings had being proven by...
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...Workforce 2020 Executive Report Google is continuously ranked high on the list as the “Best Company to Work For” throughout multiple outlets. It is widely known that Google offers many benefits to their employees in several different ways. As the leader in global technology, Google offers multiple perks to their employees to keep them motivated and producing highly innovative ideas. This tech giant has proven itself to be the gold standard for employers to model. Google is the leading global technology company that focuses on improving the ways people connect with information. Most commonly known for their search engine, Google also has many different services that anyone can use as long as they have an Internet connection. Some of these services include Google Images (online image library), Google news (news feeds), Google Finance (financial news and information), and Froogle (comparison shopping services). The company manages a large inventory of websites and website content that is made freely available through its search engine (Cook, 2012). Google generates 97% of its entire revenue through its advertising, with its two major sources being Google Adwords and Adsense (Cook, 2012). Being the leading search engine in the world and holding a strong market position Google is one of the world’s top ranked brands. Due to the constantly changing advances in the world today companies are required to constantly find new ways and approaches to recruit the best employees for their...
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...1. Sime Darby is one of the leading light of Malaysia’s economy. The company is playing a role as a diversified Multinational Corporation in conjunctions with few multi huge business sectors such as plantations, property, motors, industrial equipment, energy and utilities and healthcare, with operations in more than 20 countries. Over the past 200 years, Sime Darby has been through stages starting up from the scratch of an organization that shaped the society into a progressive way. The company states a simple yet achievable mission statement or a purpose “Making A Sustainable Future Real for Everyone”. This statement can be easily defined as bringing the company goals to a foreseeable future. Although the purpose is stated as simple as it does, but maintaining an organization within the hypercompetitive market should incorporated with great strategies. A purpose is a statement or a goal that states the desire of what an organizations aim to achieve. Moreover, it acts as a motivation quotes for employees to work as part of the company’s asset rather than a cost. It may seem the organization sustains a very valuable purpose for the company but the resolutions was not sufficient to pull the organization together and describes the organization’s value and aspirations. The purpose can be improved in a better way by defining the organization mission statement in a clearer manner. Without a clear mission, organization will not be heading on the right path and in turns create chaos...
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...about Nora, one of the leading suppliers of telecom solutions in Malaysia. The case involves a possible joint venture with Sakari, the leading manufacturer in Finland of mobile phones and telecom systems. There is a large potential in the future development of telecom facilities in Malaysia and the two enterprises have discussed a joint venture. Nora is a leading supplier of telecommunication services in Malaysia. They are looking for a Joint Venture to manufacture and commission digital switching exchanges to meet the needs of the telecomm industry in Malaysia. They are interested in securing a share of RM 2 Billion contract from TMB with the help of the Joint Venture. Sakari’s current strategy was to emphasize global operations in production and R&D. It planned to set up R&D centers in leading markets including South-East Asia. However it did not have a wide marketing operation and relied on Joint ventures for the same. With the stage set, we now turn to analyzing the negotiations that Sakari and Nora held and why these two companies could not find common ground to form a joint venture. Below are the SWOTS for each company as the venture is being pursued: NORA Internal •Strengths •Access to the Malaysian and Asian markets •Global contacts and relationships have already been established. Weaknesses Due to late entry in market, competition is very stiff •No definitive time line in contract with TMB. External •Opportunities •Expand through Southeastern Asian- new...
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... Many people today are seeking to understand the concepts and practices of leadership and management. Within this paper I will be discussing the difference between management and leadership, addressing cultivating leadership skills in managers and how managers can increase organizational performance by setting effective expectations, and describing the roles managers play in creating and maintaining a healthy organizational culture when applying leadership principles. I will also summarize best practices for leading in a diverse workplace and addressing how leveraging diversity can benefit an organization. When we think about what a leader and a manager is, most of us will use the same meaning. But in actual fact this is incorrect. We have to look at these two terms differently. The biggest difference between managers and leaders is the way they motivate the people who work or follow them. A manager usually does things by the book and follows company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company. Leaders share a dream and direction that other people want to share and follow. Many people believe that leadership is simply being the first, biggest, and most powerful. Managers, on the other hand, establish the infrastructure, processes, and boundaries that allow the team to reach that vision. Managers are work focus; they are paid to get things done often with great constraints of time and money. They usually pass this work...
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...to find a way to compete with the larger IT services firms. HCL’s CEO, Vineet Nayar believed if he could transform the way his company thought and behaved he could continually improve HCL. He wanted a company that continued to get better and evolve. He created this by changing the way people think and by leading by example, creating results through change in philosophy, change in transparency and change in what the companies actual product was. This organizational change was actually a change in behavior that was carefully crafted through a positive and reinforced change in culture and mindset. Vineet’s problem was how to accomplish this while he already had a successful company growing already. He was willing to take the chance to grow his company though change while most CEO’s would have sat back and enjoyed their thirty percent annual growth. Vineet understood that even though they had a good growth number that his company still lagged behind the larger IT companies and he wanted to make sure HCL reached that same level or better. Utilizing Lewin and Kotter’s models for change he was able to enable his employees the opportunity to become the focal point of his plan of change. He was successful because he championed the change, created plans and allowed his employees the opportunity to take ownership of the plans to move the company in a new direction. 1. What were the external and internal forces for change at HCL? The external force for change was a change...
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...book motivation is a “psychological process through which unsatisfied wants or needs lead to drives that are aimed at goal or incentives”. So to answer this question it is necessary think about this factors who drives people in china being better motivated. According to a research conducted by IBM China in 2005, the top three valuable incentives that motivated Chinese are “Achievement”, “Responsibility” and “Passion for the job”. Surprisingly, monetary or material reward was ranked in the end of a long list of factors according to the research. This way valuable initiatives that MNCs could offer for its potential and current employees should be linked with this three factors, so work achievement, broader range of work responsibilities and career development support from managers should be some of initiatives that managers in China should have with their employees. Besides that, according to Ke Fan, “It is important that MNCs take into account traditional Chinese values, local culture, local market competition and management practices to design a mix of solutions that will ensure talented employees to stay and to work productively” It is known that Chinese culture appreciate the environmental harmony, this way another alternative is provide organized and harmonic places for its workers. 2. Discuss how the Chinese culture differs from that of the United States. What types of leadership styles/behaviors might be appropriate when leading Chinese employees (2-3 paragraphs) There...
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...and taxes, the rest of the time we are faced with change. Since 1875 the Simmons Company has seen many changes in product lines and technology; however by 2001 they were facing out dated leadership techniques and economic challenges that needed to be addressed in order for the company to survive. Eitel, Simmons CEO, found division between manufacturing plants and low morale throughout many of the factories. In order to instill new life into Simmons, Eitel knew that the company had to make some drastic changes to its culture. One of these changes up for debate was the Great Game of Life (GGOL). The Great Game of Life (GGOL) program uses key psychological and sociological behaviors to bring a group of people together and build bonds of trust and cohesiveness that transforms them from a collection of individuals into a team. The program is designed to break down social barriers and create situations where the only way people can be successful is to rely upon each other. This allows them to see the importance of building working relationships in a positive way at work and helps them “envision [a] success together and have trust established” (Casciaro & Edmondson, 2007). It seems that GGOL is based on the inside-out growth method by starting first with the person and then the team. Ultimately the program was designed to “help people make better choices in order to live a better life through choosing growth over fear” (Casciaro & Edmondson, 2007). But the real question...
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... Starbucks Coffee Company was founded in 1971, opening its first location in Seattle’s Pike Place Market. It was named after the first mate in ’s Moby Dick, is the world’s leading retailer, roaster and brand of specialty coffee with coffeehouses in North America, Europe, Middle East, Latin America and the Pacific Rim. Worldwide, approximately 35 million customers visit a Starbucks coffeehouse each week. Starbucks is all about purchases and roasts high-quality whole bean coffees and sells them along with fresh, rich-brewed, Italian style espresso beverages, a variety of pastries and confections, and coffee-related accessories and equipment – primarily through its company-operated retail stores. In addition to sales through their company-operated retail stores, Starbucks sells whole bean coffees through a specialty sales group and supermarkets. Furthermore, Starbucks produces and sells bottled Frappuccino coffee drink and a line of premium ice creams through its joint venture partnerships and offers a line of innovative premium teas produced by its wholly owned subsidiary, Tazo Tea Company. The Company’s objective is to establish Starbucks as the most recognized and respected brand in the world. In realizing and achieving this goal, the Company plans to continue to rapidly expand its retail operations, grow its specialty sales and other operations, and selectively pursue opportunities to leverage the Starbucks brand through the introduction of new products...
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...operational strategy of Pfizer Inc. Worlds’ leading pharmaceutical manufacturer A report prepared by Dr Amit Roy Contents 1.0 Executive Summary 4 2.0 Background 5 3.0 Key Financial information 5 4.0 Order Qualifiers and Order Winners 6 4.0.1 Safe clinical trials and drug delivery methods to objects 6 4.0.2 Health and safety standards 7 4.0.3 License to manufacture 7 4.0.4 Off license manufacturing 7 4.0.5 License to distribute the products in a specific regions 7 4.0.6 Quality of products 7 4.0.7 Cost 8 4.0.8 Supply chain 8 4.0.9 Capacity 8 4.0.10 Innovation 8 4.0.11 Market offering 9 4.0.12 Human resources 9 4.0 Pfizer’s broad order winners and operational strategy 9 4.1.13 Improving the Performance of the Innovative Core 9 4.1.14 Engine for Sustainable Innovation 10 4.1.15 Making the Right Capital Allocation Decisions 14 4.1.16 Earning Respect from Society 15 4.1.17 Creating an Ownership Culture 16 4.1.18 Corporate Governance 17 5.0 Conclusion 17 6.0 References 18 1.0 Executive Summary This report investigates the operational strategy of Pfizer, world’s leading pharmaceutical company in terms of their order qualifiers and...
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