Today’s knowledge and service-based economy offers innumerable opportunities for well-run companies to increase profits through strategic outsourcing.1 Emphasis is rapidly shifting from outsourcing parts, componentry, and hardware subsystems toward the even greater unexploited potentials that intellectually-based systems offer:2 Obtaining higher value, more flexible, and more integrated services than internal sources can offer. Improving the company’s capacities to stay current and to
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In this introductory chapter the rationale for and philosophy behind Images of Strategy are outlined. We argue that the conventional twentieth-century history of management and strategy leads us to unquestioningly assume that organizations are, for all people at all times, triangular hierarchies; that strategy is enacted by ‘the men at the top’, and that it is about longterm planning, directing, organizing and controlling. At a philosophical level, we deconstruct this history before reconstructing
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Quality Management is a management approach that originated in the 1950s and has steadily become more popular since the early 1980s. Total Quality is a description of the culture, attitude and organization of a company that strives to provide customers with products and services that satisfy their needs. The culture requires quality in all aspects of the company’s operations, with processes being done right the first time and defects and waste eradicated from operations. Total Quality Management, TQM
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» THE HIGH-PERFORMANCE ORGANIZATION 1989 Sixteen years ago, when Cary Hamel, then a lecturer at London Business Sehooi, and C.K. Prahalad, a University of Michigan professor, wrote "Strategic lntent,"the article signaled that a major new force had arrived in management. Hamei and Prahalad argue that Western companies focus on trimming their ambitions to match resources and, as a result, search only for advantages they can sustain. By contrast, Japanese corporations leverage resources by accelerating
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basic strategic management process? It is a widely used technique where managers create a quick overview of a company’s strategic situation. The basic premise behind SWOT analysis is that an effective strategy derives from a sound “fit” between a firm’s internal strengths and weaknesses and its external situation. The idea is to leverage the company’s strengths in light of the opportunities and minimize its weaknesses and threats. SWOT analysis is an integral part of the strategic management process
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» THE HIGH-PERFORMANCE ORGANIZATION BEST OF HBR 1989 Sixteen years ago, when Cary Hamel, then a lecturer at London Business Sehooi, and C.K. Prahalad, a University of Michigan professor, wrote "Strategic lntent,"the article signaled that a major new force had arrived in management. Hamei and Prahalad argue that Western companies focus on trimming their ambitions to match resources and, as a result, search only for advantages they can sustain. By contrast, Japanese corporations leverage
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Chapter 3 Information Systems, Organizations, and Strategy 101 I N T E R A C T I V E S E S S I O N : T E C H N O LO GY 7-ELEVEN STORES ASK THE CUSTOMER BY ASKING THE DATA There is probably a 7-Eleven store in your neighborhood, and it’s a convenient place for picking up a can of Coke or a quick ham-and-cheese sandwich. It’s the largest convenience retailer in the world and the number one convenience store chain in the United States, with 5,300 stores. This company started out about 75 years
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1 Chapter 1 The strategic importance of human resource development Introduction We start this chapter by examining the reasons why human resource development has become a critical part of an organization’s competitive capabilities, and explaining why people are important in organizations. We will also discuss how human resource development has changed over time, and why it is important in the modern competitive arena. The next section explores how human resource management has been modified
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A CRITIQUE OF PORTER’S COST LEADERSHIP AND DIFFERENTIATION STRATEGIES Y. Datta Ph.D., State University of New York at Buffalo Professor Emeritus College of Business Northern Kentucky University Highland Heights, KY 41099 (USA) 7539, Tiki Av. Cincinnati, OH 45243 USA Tel: (513) 984-1032 [Home] Fax: (513) 984-1032 E-Mail: datta@nku.edu A paper accepted for presentation at the 9th Oxford Business & Economics Conference to be held in Oxford, England, June 22-24
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DIFFERENCE BETWEEN PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT HRM has progressed since Henry Ford and the industrial revolution where employees were considered just able bodies to perform task. In the 1950’s Peter Drucker one of the founding fathers of HRM wrote that an effective system must direct the vision and effort of managers towards a common goal which is elemental to HRM. The principle of HRM was further bolstered with the passage of such legislature as the Equal Pay Act of 1963
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