Microsoft, Using the First Three

Microsoft, using the first three steps of the SWOT analysis

Microsoft's futuristic vision and strategy

Microsoft as a company is one of the greatest examples of extraordinary commercial success and astounding business growth and owes its success to a lot of factors. Microsoft's products such as Windows and MS Office continue to be the benchmark for other such software globally and provide the company with the backup they need to innovate and take risks for other upcoming projects (Microsoft, 2010).

However, what drives a company to success and recognition constitutes a combination of various aspects. The vision, strategy and the various objectives a company aims to achieve are broadly some of the most important things that decide the courses of action and direction a company is going to adopt for itself (Wheatley, 2005). The vision and policies of Microsoft revolve around the concepts of diversity and inclusion that are instrumental elements responsible for the company's success (Microsoft, 2010).

Microsoft, as a company with a great foresight, is aware that modern times dictate the need for a corporate culture that is inclusive and not discriminatory so that the employees, probably the biggest asset of any business can thrive, adapt and acquire new skills, practices and expertise to cater to the demands of customers around the world. The company realizes that the combination of various cultures, notions and viewpoints cumulatively form to be one of the greatest assets any organization could have and helps to foster more inventiveness and creativity which is vital for any organization in today's time if it aims to outlast its competitors (Microsoft, 2010).

Microsoft is still in a phase that depicts growth and it is familiar with the fact that in order to succeed and move forward, it needs to tap into the creative skills and energies of employees that belong to diverse cultural backgrounds and are trained. The company aims to promote higher standards of diversity in the labor force by collaborating with their international partners that range from educational entities, professional institutions to national marketing and advocacy units who offer various scholarships and programs targeted at the youth that aim to advance technological and scientific studies and facilitates the employees in working alongside the senior professional who are employed in a leadership capacity so that inclusive best practices and diversity becomes inculcated in the corporate culture of the organization. Fostering diversity and inclusion helps create a strong base for promoting an interactive and motivated taskforce whose goals are aligned with that of Microsoft's goals (Microsoft, 2010).

Workforce inclusiveness and marketplace diversification

The fact that United States and the various markets worldwide reflect a huge amount of value in the corporate environment and the market place is deeply appreciated by Microsoft. The increase in the diverse inhabitants globally and the budding power of these sections make them hugely sought after by their potential employees who consider them integral targets. It is predicted that by 2050, women and people of color will form almost 90% of the workforce entering the market (Microsoft, 2010).

Even more so, countries like China, India, Africa and Brazil that are emerging nations will be an ever increasing part of the world populace. It is estimated that the population of the aforementioned countries will total almost 90% of the total population by the year 2050 and would have increased exponentially since 1950 (Microsoft, 2010).

Financially, the increasingly diverse marketplaces depict a high level of consumerism and purchasing power. For Microsoft, they are a vital consumer unit. Globally, diverse people around the world amount to almost 50% of the total Gross Domestic Product of the world. Even within the United States the stated people are responsible for creating over $9 trillion dollars' worth of purchasing power in the country. Microsoft, by increasing the number of diverse people in their task force aims to cater to the needs of the increasingly diverse population worldwide so that it helps to foster the innovation that is so needed to meet the dynamic and ever changing demands of the global consumers (Microsoft, 2010).

Support for diversification and inclusion throughout the company

In order to foster an environment in the organization that welcomes diversity and inclusion in the corporate culture, it is essential that the acceptance for such values be inculcated from the grass roots within the company and linked to the daily workings of the company. Microsoft, for this reason, does not treat the concept of encouraging diversity separately but endeavors to integrate it in all the company initiatives so as to achieve an organization wide impact (Microsoft, 2010).

Enforcing whole-hearted commitment from the CEO

According to Microsoft, one lasting business notion that is connected to the present and forthcoming success of the company is global diversity and inclusion. It states that by making technology available and accessible, the company is endeavoring to assist all individuals recognize their capabilities and reach self-fulfillment. This strategy of Microsoft implies that diversity and inclusion are just written terms but form the main underlying business principle they are working with in their organization. The company encourages diversity at every possible step within the organization and integrates inclusion with business initiative. All of this because Microsoft believes in recruiting people that come from a diverse background so that the end users of their product who are becoming increasingly diverse as well can be benefitted and so that the company can attain a competitive edge over its competitors (Microsoft, 2010).

Mission Statement

Microsoft aims to be the world's top most provider of innovative technology solutions that assist to recognize their full capabilities of its diverse customers base and global partners (Microsoft, 2010).

Vision Statement

Microsoft states that it aims to be focused and targeted on a globally diverse taskforce that diligently provides extraordinary business outcomes, knows and empathizes with the different cultural needs of a global market, is committed and avid about technology and the potential it has to realize human potential and prospers in a business environment where inclusion plays an integral part (Microsoft, 2010).

Major strategies for growth and development

The GD&I strategy of Microsoft is an important connection to their business concerns. The main elements of their global diversity and inclusion strategy are as follows (Microsoft, 2010):

Accurate, reliable and applicable representation

The company emphasizes on developing their own employee pipeline that takes initiatives alongside dynamically hiring and appointing the world's highest talent from all units within the global society. Microsoft attains diversity in recruiting by maintaining strong linkages with academic institutions and professional entities. Organizations like the National Society of Hispanic MBAs, Society of Women Engineers, National Black MBAs, the American Indian Science and Engineer Society, the American Association of People with Disabilities, the Gay, Lesbian and Straight Education Network and etc. are all types of organizations the company continually interacts with and forms linkages (Microsoft, 2010).

Moreover, Microsoft also provides various programs that offer students who are in grades like K-12 with various opportunities and occasions to work together and network with modern technology and discover and understand about the various careers in the industry of science and technology. One example of the aforementioned programs is the global Microsoft DigiGirlz that offers girls in high school with chance to acquire knowledge about various careers in the field of technology, to interact with the employees of the company about their outlook and experiences and avail practice computer related and technological workshops (Microsoft, 2010).

Microsoft's inclusive practices

The company realizes that benefits from diversity cannot be reaped if the corporate culture of an organization does not foster notions and beliefs that promote innovative ways of critical thinking and problem solving and appreciate differences of thought. The company provides their senior executives with cultural competency training and GD&I best practice management strategies and provide the rest of their employees with adequate chances and occasions to interact with and develop main stakeholder connections and in doing that promoting a corporate culture that fosters inclusion and global diversity (Microsoft, 2010).

Microsoft also believes in encouraging Employee Resource Groups and Employee Networks that offer cultural understanding and awareness and opportunities to interact socially and are connected and aligned with the overall business aims and objectives of the company. Members of these groups work of their own free accord and operate as internal resources to ascertain the presence of diverse viewpoints in the various daily activities of the business. These groups also offer career growth, training, counsel, interactive opportunities, guidance, community contribution, input on various products and support in operations that enhance cultural understanding of the people (Microsoft, 2010).

Integrating an innovative culture

Microsoft is of the opinion that developing the best software implies integrating the skills and talents of their diversified taskforce into their product line and realizing the demands and concerns of their varied consumers, suppliers and partners. The company is devoted to promoting diversity in their supplier base that implies working together with certified and highly trained diverse individuals, such as women, minority groups, people with disabilities, small businesses etc. (Microsoft, 2010).

In the financial year 2009, Microsoft is reported to have spent almost U.S. $1 billion dollars operating with around 1200 suppliers that are hugely diversity. The number has seen a more than 200% increase in the last few years. The company also creates linkages with organization that are related to promoting diversity so that technological innovation can be fostered within the organization and the increasingly diverse communities can be catered to. The company endeavors to sustain relationships and linkages with institutions through employee membership and volunteerism, career events, conference interaction, software donations, and sponsorships (Microsoft, 2010).

Corporate hierarchy

The founder and chairman of Microsoft, Bill Gates is reported to have encouraged keeping a flat organizational structure so that all ideas, problems and discussions can be carried out easily. He reportedly values such organizational types because they assist in developing a flexible and dynamic organization that possesses little inertia to change, promotes an exemplary environment and motivates employees (Gates, 2010).

A main element that offers success to any business growth and evolution idea in modern times that are continually changing due to increasing emphasize on innovation and knowledge base is to let centralization go from the organization. Decentralization is the answer to new issues that are occurring because of the ever changing and increasingly competitive business environment. If the end users' that is the consumers' needs have to be met, the distance between the organization's decision makers and the consumers have to be reduced. When the organizational structure is flat, the company finds it easier to gauge the changes in the consumer demands and to respond accordingly without setting aside a lot of time to the activity. In this way, decision making can be made quickly, entrepreneurial creativity of employees is given a free reign and emphasize is laid on new ideas instead of compliance with inflexible rules and policies (Gates, 2010).

As has been stated before, Microsoft as a company is devoted to the aim of assisting their customers in reaching their full potential. Just like the company aims to continually bring innovation and experimentation in their products, they also want to encourage continuous growth when it comes to improving and enhancing technological solutions for the welfare of their consumers (Gates, 2010).

Corporate Governance at Microsoft

At the Annual General Meeting, the Board is voted for and elected by the shareholders so that the management and operations of the company can be overseen and direction and to reasonably assure the shareholders that their interests will be protected and taken care of. The Board provides oversight, review and guidance and in this way endeavors to develop and foster the company's business goals and aims. The Board of directors is responsible for supervising Microsoft's business operations and integrity, of interacting and working with the management to identify Microsoft's goal and course of action, of carrying out the annual CEO appraisal, of monitoring CEO succession development and of developing internal checks and balances for accurate and precise financial reporting (Microsoft, 2010).

The board is also responsible for monitoring the risk management function of the company while the audit committee appraises and gauges the company's ability and effectiveness of managing and reporting risk. The committee also identifies the company's policies on risk assessments and the steps that the management routinely takes in order to manage significant risks. The finance committee takes care of investment, tax, foreign exchange and other financial risk while the compensation committee manages risks that relate to remuneration policies and procedures. There is an antitrust compliance committee that manages the risks related to competition law. All these committee report to the Board and the board's responsibility is to ensure that interests of the shareholders are protected by managing the risks to the best of the company's abilities (Microsoft, 2010).

Microsoft's current Product-line

At Microsoft there are five business divisions through which the company aims to cater to the needs of the customers. The first division is the Windows and Windows Live Division that revolves around the relationships with PC manufacturers and includes the Windows product line. The second in line is the Server and Tools that include software products and services such Microsoft SQL Server, Visual Studio, Silverlight etc. The third division is the online services division that contains an online advertising platform with provisions for publishers and advertisers. Products such as Bing and various MSN channels are the most notable efforts of Microsoft. The fourth is the Microsoft business division that consists of the Ms Office suites, Microsoft Dynamics etc. Lastly, there is the Entertainment and Devices Division that includes the Xbox video game, Windows Automotive and etc. (Microsoft, 2010).