1000 results for “Organizational Analysis”.
12. Image of nursing. The image factor ensures the perception of the nurses' activity in society. An organization consistent with this factor will promote the idea that the role of the nurses is essential in the general framework of the patients' care.
The nurses here are perceived as essential to the care of the patients with very special needs. The organization has not necessarily promoted this in any way, but the way the nurses worked and their high level of professionalism was proof.
13. Interdisciplinary relationships. This factor comprises the idea of respect in the organization. There are several levels of respect involved here. First of all, we are referring to respect for the organization in itself and for the mission and objectives that the organization has promoted. On the other hand, an organization scoring high in this factor will need to ensure a mutual respect between all the human…
1. Bliss-Holtz, J., Winter, N., Scherer, Elaine M. June 2004. An invitation to Magnet accreditation. Nursing Management. 35(9):36-42.
2. The 14 Forces of Magnetism. On the Internet at http://www.asante.org/StandardPage.asp?MenuID=2100.Last retrieved on October 13, 2007
3. Fretz - Froese, Ann. 2004. New Manual for Magnet Application Process Centers on 14 Forces of Magnetism. Caring for our Future. On the Internet at http://www.thechildrenshospital.org/news/publications/cfof/2004/magnet.aspx.Last retrieved on October 13, 2007
4. Koloen, John. 2003. UTMB nurses demonstrate professionalism to earn premier Magnet recognition. On the Internet at http://www.utmb.edu/impact/stories/2005/05MAY9/magnetstatus.htm.Last retrieved on October 13, 2007
Describe the nature of the organization, its size, and any specific human resource challenges it faces.
Federal Express (Fed Ex) is involved in the transportation of materials between the different businesses, consumers and individuals. These services are provided using ecommerce solutions that allow customers to set up times for picking up packages and making deliveries. The combination of these factors has turned Fed Ex into a global transportation company. To deliver these services the firm is subdivided into four different categories to include: Fed Ex Express, Fed Ex Ground, Fed Ex Freight and Fed Ex Services. This makes the company one the largest logistics organizations in the world. The firm currently employs 222,300 employees around the globe. ("Fed Ex," 2012)
The biggest resource challenges that Fed Ex faces is creating some kind of vision and clarity about the future. At the same time, there is a focus on…
Stickland, J. (2012). How the Googleplex Works. How Stuff Works. Retrieved from: http://computer.howstuffworks.com/googleplex3.htm
Fed Ex. (2012). Yahoo Finance. Retrieved from: http://finance.yahoo.com/q/pr?s=FDX+Profile
Time to Deliver. (2012). HRM Report. Retrieved from: http://www.hrmreport.com/article/Time-to-Deliver/
Branum, W. (2009). Fed Ex's Legal Problems. Colabrus. Retrieved from: http://www.collabrus.com/collabrus_blog/2009/07/30/FedExs-legal-problems-over-misclassified-workers-continues/
Standards Organizations Set
In "How organizational standards and coworker support improve restaurant service, Alex Susskind, K. Kacmar, and Carl Borchgrevink (2007) present an analysis of restaurant management. The writer contends a number of points aptly apply to the culinary school. "Standards for service are an important part of an organization's mission because they provide the foundation on which services are produced, delivered, and evaluated." Susskind, Kacmar, and Carl Borchgrevink (2007) stress. In addition, managerial philosophies, as well as the values of an organization's internal business practices impact the actions, attitudes, well being and performance of service employees and/or students/staff members.
esponsibilities this writer fulfils during the intern tenure include, but may not be limited to the following:
Accepting and filling teachers' requisitions for their cooking classes;
Ensuring the store room remains organized;
Breaking down and portioning materials purchased in bulk into more manageable, smaller portions so products/ingredients will…
Cornell's hotel school, the culinary institute of America create cooperative degree program. (2006). U.S. Fed News Service, Including U.S. State News. HT Media Ltd. Retrieved February 13, 2009 from HighBeam Research: http://www.highbeam.com/doc/1P31152841601.html
Culinary arts program set at UNH Thompson School. (2008). New Hampshire Business Review.Business Publications, Inc. Retrieved February 13, 2009 from HighBeam Research: http://www.highbeam.com/doc/1G1-180470905.html
Hemre, Anders. (2006, July 1). New research, ideas and techniques: Knowledge organizations and mission-based architectures. Knowledge Management Review. Melcrum Publishing. Retrieved February 13, 2009 from HighBeam Research: http://www.highbeam.com/doc/1P3-1078720491.html
Lindgren, Amy. (2003). How to make an internship work for you. Knight Ridder/Tribune News Service. Retrieved February 13, 2009 from HighBeam Research: http://www.highbeam.com/doc/1G1-109719727.html
Organizational Analysis: General Health Products
The organization that I've selected for consideration is called General Health Products. The company specializes in a range of bandages, lotions and other materials used for the treatment of individuals with open wounds, bed sores or deep skin tears. The assessment below considers the outlook for General Health both as a consequence of internal realities and external forces.
Chart of Organization's Domain
Bandages, wound care supplies, in-bed cleaning fluids
Hospitals, rehabilitation clinics, nursing homes, private physicians
Internal management structure, Information Technology solutions
Cost of materials, speed of shipping, industry pricing competition
Continually high demand, high pressure to keep internal production up, supply chain efficiency
hen considering the forces delineated above, it is clear that the business in question is in many ways impacted by the constant presence of uncertainty. As noted in the delineation of important…
Jones, G.R. (2007). Organizational Theory, Design, and Change. Prentice Hall.
The Medical care sector is one of the most significant departments in the country today since it is a sector that includes everyone from all the classes of the citizenry. It is therefore significant that the organizational culture in such a sector be treated with utmost keenness to ensure quality services. This was one of the aims that the president had when he campaigned for the Medical Care bill and the actualization of this relies on the people at the various health facilities.
The health facility where I am based is a city hospital in East Flatbush and I am based at the psychiatry department. It is one of the most challenging departments as we have to constantly handle people who need psychological attention and whose life may be hinged upon our capability to handle the situation and diffuse the crisis. These clients also depend upon us to…
This last point is especially important: Corporate culture is primarily the purview of a company's management and of its leaders. It is something that top executives in a company attempt to manage through a number of strategies.
Such attempts to manage the culture of a company are often highly unsuccessful, and an examination of many -- if not most attempts -- to bring about changes within a business tend to fail precisely because managers work to impose changes through a ready-made shift in corporate culture in which employees (as well as the managers themselves) are asked to make a number of changes in a short period of time without any time to allow these changes to be internalized, examined, adapted, and "owned" as being an authentic expression of the ways in which business is done in that organization.
The following description of organizational culture emphasizes the difference between corporate…
Black, R.J. (2003). Organisational culture: Creating the influence needed for strategic success. London: Tavistock.
Definition of organizational culture, http://www.organizationalculture101.com/definition-of-organizational-culture.html )
Hill, C. & Jones, G. (2001) Strategic management. New York: Houghton Mifflin.
Organizational Analysis of Google
Google is a high-tech organization with appealing rates of growth beneficial to shareholders. Inherent with its development, Google faces notable challenges. This study will focus on the situation facing the company besides exploring the competition it faces from rival firms in the industry. This study also provides positive and feasible recommendations for the leaders of the organization to consider. Besides the issues facing the company, the outstanding development of the organization is brought forth (Joiner, 2008).
The nature of the situation being investigated
Google has rapidly developed because of its capability to resolve the need for information access in a substantial and developing client base. This makes us wonder whether operating business through monopoly is a noble thing. In case there is an ideal approach to the search for information, should the search engine business be allowed to succumb to this development design or turn into…
Casey, C. (2011). Critical Analysis of Organizations: Theory, Practice, Revitalization. London: Sage Publications.
Chia, R.K. (2009). Organizational analysis as deconstructive practice. Berlin [u.a.: De Gruyter.
Eisenberg, M.A. (2009). The structure of the corporation: A legal analysis. Washington, D.C: Beard Books.
Fidoten, R.E. (2011). An organizational analysis of the impact of computers and automation on the management of Engineering Index, Inc.: A case study. Pittsburgh: Fidoten.
The key competitive advantages that Ford Motor Company of Canada must concentrate on include the following. First, the continue growth of supplier relationship management and tight integration at the quality level of sourcing and procurement (Baker, Artinian, 1985) is critical. This will alleviate any increases in the 78% of their cost structures that are dedicated to sourcing and procuring products, well above industry norms. Second, the use of &D funds not just for new technologies including hybrids (Haldis, Franco, 2007) but also for the development of entirely new, more efficient processes is also critical if the company is to gain cost efficiencies over time (Bart, Baetz, Pancer, 2009). Third, planning for how to recruit the most profitable and well-0run General Motors dealers is a potentially pre=emptive strategy given the U.S. government's increasing involvement in that company's financial structure and operations. Fourth, Ford Motor Company of Canada must continue to…
Dimitry Anastakis. (2004). From Independence to Integration: The Corporate Evolution of the Ford Motor Company of Canada, 1904-2004. Business History Review, 78(2), 213-253. Retrieved March 28, 2009, from ABI/INFORM Global database. (Document ID: 696319011).
Baker, Edward M., Artinian, Harry L.. (1985). The Deming Philosophy of Continuing Improvement in a Service Organization: The Case of Windsor Export Supply. Quality Progress, 18(6), 61. Retrieved April 3, 2009, from ABI/INFORM Global database. (Document ID: 1288025).
David Birchall, Martin Green. (2006). Embedding a common innovation process into a global auto supplier. International Journal of Automotive Technology and Management, 6(2), 177-198. Retrieved March 28, 2009, from ABI/INFORM Global database. (Document ID: 1057232491).
Chris Bart, Mark C. Baetz, S Mark Pancer. (2009). Leveraging human capital through an employee volunteer program: The case of Ford Motor Company of Canada. Journal of Intellectual Capital, 10(1), 121-134. Retrieved April 2, 2009, from ABI/INFORM Global database. (Document ID: 1628612201).
Organizational Analysis -- National Pesto
An organization is a structure that comes together for a collective goal. There are a variety of types of organizations, both public and private, but from a process perspective, and organization is something that focuses on an agreed upon set of tasks or actions. There are four major types of organizations, pyramids or hierarchies, committees or juries, matrix, and ecological organizations.
Pyramids/Hierarchies -- are organizations with a leader at the top and a support staff. This is the typical office bureaucracy, and it is very structured.
Committees/Juries -- committees and juries operate as a group of peers who make decisions collectively, perhaps by voting. Often these types of groups need some structure (e.g. obert's ules of Order) to prevent discussions from devolving into non-action.
Matrix Management -- matrix organizations has a functional hierarchy based on expertise. Thus, one individual might have two or more supervisors,…
Lester, D., Parnell, J. (2006). Organizational Theory: A Strategic Perspective. Mason, OH: Atomic Dog Publications.
Despite the internal frictions between the second and third subgroups, the group dynamics were generally positive and supportive of the group's goals.
I was an integrant part of this team for three months, during which time I would knock on doors to present the new service and convince people to sign up for it. I felt the frustration of having the doors slammed in my face and I also felt disappointment when, after spending one hour explaining the product to an apparently interested customer, he was still undecided, and after I left, he called the center and as such gave my commission to the telemarketing employee. egardless of this however, I also felt the joy of being part of a group, of working alongside specialized people to achieve a greater goal. This analysis helped me get detached from the three months spent knocking on doors and perceive it as a…
Harvard Business School Press, 2006, Leading Teams: Expert Solutions to Everyday Challenges, Harvard Business Press, ISBN 1422101843
Wheelan, S.A., Conway, C., 1991, Group Development as a Framework to Understand and Promote School Readiness to Engage in an Organizational Development Process, Journal of Educational and Psychological Consultation, Vol. 2
Winter, J.K., Neal, J.C., 1995, Group Writing: Student Perceptions of the Dynamics and Efficiency of Groups, Business Communication Quarterly, Vol. 58
Longman Dictionary of Contemporary English, online version, 2009, http://www.ldoceonline.com/dictionary/group-dynamics last accessed on October 7, 2009
Figure 1 provides an overview of the Porter Five Forces Model (Porter, et.al.).
The most powerful forces in the tobacco industry are supplier power and threat of substitution. Using the Porter Five Forces Model to analyze Imperial Tobacco, the critical role of their supply chain becomes apparent as does the many threats to substitution of lower-priced tobacco products and their many substitutes. ivalries that Imperial Tobacco has started have been accentuated and drawn quick response from competitors due to Buyer Power in the tobacco industry being concentrated in just a few segments. This has been one of the key catalysts in the price wars going on in the global tobacco industry. For Imperial Tobacco to continually gain new customers it must centralize pricing and make this critical aspect of their strategy more coordinated across all distribution channels and customer segments. The package-to-order process that Imperial Tobacco is relying…
Michael E. Porter. "THE FIVE COMPETITIVE FORCES THAT SHAPE STRATEGY. " Harvard Business Review: Special HBS Centennial Issue 86.1 (2008): 78-93. ABI/INFORM Global. ProQuest. 4 November 2008
Porters' Five Forces Model
Finally the GM of the Division intervened, took the marketing, win/loss and sales data and defined an aggressive development plan that involved outsourcing part of the development effort. Luckily Medford had an outsourcing division in India and also in the Ukraine which could easily handle the workload. The GM sided with marketing that unless at least a new product was out within a year, Medford would lose the bulk of their installed base that was paying maintenance on their existing applications. This installed base was 70% of total revenues for Medford on a yearly basis. For the Sales VP this was acceptable, yet he began losing sales people as commissions dropped.
Part III - What Would You Have Done?
The costs of conflict not handled well can be easily cripple a company's ability to deliver value to customers and eventually force it to lose focus on what matters most (Chung-Yan,…
Chung-Yan, G., & Moeller, C.. (2010). The psychosocial costs of conflict management styles. International Journal of Conflict Management, 21(4), 382.
Liu, J., Chen, H., Chen, C., & Sheu, T.. (2011). Relationships among interpersonal conflict, requirements uncertainty, and software project performance. International Journal of Project Management, 29(5), 547.
Stevens, C.. (2011). Using Transformational Leadership to Guide an Organization's Success. Employment Relations Today, 37(4), 37.
The sharing of information between the associates reflects some of the principles. The case study also brings out an important variable in organizational theory, which is Transformational Leadership. The study presents an organization faced with the risk of organizational failure brought about by low motivation of the associates. The president presents a strategic plan that would also act as a motivational framework for the employees. The tool would also assist the new president familiarize with the organizational behavior of the company. The first stage involves knowing the position of the organization (Chia, 2006). This comprises relating the performance of the organization to its environment. This is the stage where the new president interacts with the employees and discerns the culture of the organization. The strategic plan also reflects teamwork. The new president proposes a scorecard for every employee. The card contains updated information touching on the current position of the…
Casey, C. (2001). Critical Analysis of Organizations: Theory, Practice, Revitalization. London:
Chia, R. (2006). Redirections in Organizational Analysis. Berlin: De Gruyter.
Lance, R. (2006). Racial Intolerance. Mergers, 206.
Salesforce Organizational Analysis
Organizational Analysis of Salesforce.com
Salesforce.com (NYSE:CM) has completely redefined the economics of cloud computing by successfully using the Software-as-a-Service (SaaS) platform that enables enterprises to pay just for the software they use, while also significantly streamlining the agility and speed of application customization. These are major improvements over how enterprise software has been sold in the past, where sales cycles were often very long, expensive and complex often taking nine to 12 months to complete. Being able to pay for enterprise software from an operating expense (OPEX) budget quickly is replacing the more time-consuming and expensive capital expense (CAPEX) budgeting process (Upson, 2011). Salesforce.com competes in the global Customer elationship Management (CM) enterprise software industry, which is a class of software companies use for better attracting, selling and serving their customers (Denning, 2011). The intent of this analysis is to evaluate the basic legal, social, global marketing…
Denning, S. (2011). Successfully implementing radical management at salesforce.com. Strategy & Leadership, 39(6), 4-10.
Lee, S.M., Kim, T., Noh, Y., & Lee, B. (2010). Success factors of platform leadership in web 2.0 service business. Service Business, 4(2), 89-103.
Orr, B. (2006). SaaS just may be the end of software as we know it. American Bankers Association. ABA Banking Journal, 98(8), 51-52.
Salesforce.com Relations, 2013. Investor Relations. Retrieved June 2, 2013, from Salesforce.com Investor Relations and Filings with the SEC:
IDEO Organizational Analysis
IDEO operates unlike any other design company in the world by combining a very unique support structure and organization that allows for a very egalitarian-based approach to innovation. The couture and management style of IDEO are known for the emphasis on empathy over purely technically driven design (Michlewski, 2008). All aspects of IDEO revolve around trial-and-error-based processes of design innovation, with dissension and conflicting ideas welcomed (Smith, 2002).
Analysis of IDEO
The catalyst of IDEO's success is in creating an eclectic team of professionals in various disciplines that can quickly analyze and apply information to a defined problem. IDEO begins with a focus on solving a very unique problem that immediately generates empathy and concern. This is the driving factor that galvanizes the development efforts together over the duration of projects (Whatmore, 2001). The organizational structure is designed to be agile, capable for responding rapidly to changing…
Michlewski, K. (2008). Uncovering Design Attitude: Inside the Culture of Designers. Organization Studies, 29(3), 373.
Smith, P.G. (2002). The art of innovation: Lessons in creativity from IDEO, America's leading design firm. The Journal of Product Innovation Management, 19(1), 101-103.
Whatmore, J. (2001). The art of innovation: Success through innovation the IDEO way. Long-Range Planning, 34(5), 625-625.
Wal Mart Organizational Analysis
WalMart Stores (NYSE: WMT) is the worlds leading mass merchandiser with global supply chain partners and a logistics network that rivals United Parcel Service and Federal Express. The market structure of the global mass merchandising industry continues to favor those retailers who have deep expertise in logistics, supply chain, pricing and vendor management (Zhu, Singh, Manuszak, 2009). WalMart excels on all of these dimensions, which provides international operations and wide range of products
Defining The Goal Of Increased Forecasting Accuracy
Based on the analysis of WalMart's strengths, it has become evident the extent to which the company can successfully anticipate and react to customer demand has a direct impact in the efficiency and profitability of their logistics network. Forecasting accuracy is critically important from the strategic perspective of a logistics network to the tactical aspects of in-store experience of customers finding products in stock (osenblum, 2004).…
Mya Frazier. (2006, February). Marketing in Bentonville: Now it's serious. Advertising Age, 77(7), 1,38.
Rosenblum, P. (2004). In-store tactics drive value. Chain Store Age, 80(11), 56-56.
WalMart Investor Relations, 2013. Investor Relations. Retrieved June 29, 2013, from Wal-Mart Investor Relations and Filings with the SEC:
Lowes Organizational Analysis
Lowes CompaniesInc. Was established in 1952 in Northern Wilkesboro, North Carolina which is close to where their new headquarters is located at Mooresville, North Carolina. The company started out as a local hardware store whose main customer base was independent and professional contractors. Lowe's began building their modern stores in 1994 and it quickly expanded into a home improvement retail store currently having over 1385 stores up and running. Lowe's sells various products including special order items through stores and over the internet.
It is the world's second largest retailer in home improvement. Currently it has a network of over 1,750 retail outlets all over the U.S., Mexico and Canada. Some of the products that Lowes deals in include paint, lumber, building materials, flooring, lawn and landscape products, seasonal living, nursery, lighting, hardware, tools, home organization, home fashion and rough electrical. Lowe's stocks popular national brands as…
Hudson, S.(2003). Success with Hub and Spoke Distribution. Retrieved August 19, 2014 from http://scm.ncsu.edu/scm-articles/article/success-with-hub-and-spoke-distribution
GuruFocus.com. (2011).Lowe's Companies Inc. (LOW) Analysis -- Near-Term Headwinds but Above-Average Long-Term Potential. Retrieved August 19, 2014 from http://www.gurufocus.com/news/154321/lowes-companies-inc-low-analysis -- nearterm-headwinds-but-aboveaverage-longterm-potential
However, Starbucks seems to have the experience behind them to consistently make good management decisions. That is indicated by their increasing profits every year, for example. In addition, they have consistently added stores throughout their history, while still managing to make excellent profits.
Perhaps the biggest indicator of their effective decisions is their very public stand on the environment and corporate responsibility. They are very open about their support of the communities where they do business, and doing business with varied and diverse suppliers and businesses. Obviously, the corporate choice to begin operating with more responsibility came from upper management, and had to be decided on and approved by other levels of management. This seems to indicate that management is not only "enlightened" about the Earth and environment, but have made conscious management choices to include it as a part of the business plan. In the light of all the…
Editors. (2007). Investor relations. Retrieved from the Starbucks.com Web site: http://www.starbucks.com/aboutus/jobcenter.asp2 March 2007.
lockbuster achieves international growth by opening new store, especially through franchising. The company chooses new locations based on the following factors: franchise climate, the market for your particular product or service, competitive factors, proximity, language barriers, culture, political climate and relevant legal concerns.
lockbuster also aims to increase its global business through partnerships and acquisitions. Its marketing partnerships include Time Warner and DIRECTV. In 2004 lockbuster acquired American Satellite and Video, operator of retail stores that buy, sell, and trade video games.
The company also does whatever it takes to stay competitive. For example, to combat the popularity of Netflix, lockbuster developed the lockbuster Online service in which members can rent unlimited DVDs online and have them delivered via postal mail for a monthly fee. The company has also added a monthly in-store subscription service called lockbuster Movie Pass, which allows members to keep two or three movies at a…
Blockbuster. (2006). Web site. www.blockbuster.com
Office Depot is one of the largest suppliers of office products and services in the world. Office supplies is in fact a niche in the retail industry and Office Depot is one of the two dominant players in this sector, with Staples being the other. The Company retails office supplies, commercial machines, computers, computer software and office furniture, in addition to copy, duplication, replica, mailing and delivery services to small office or home office, medium and large companies in the United States and more than seventeen other nations across the world. Office Depot is a market leader in each of its commercial channels globally. The Company retails office products, services and commercial solutions from end to end multiple distribution channels, comprising office supply stores, direct mail by means of Office Depot and Viking, worldwide websites, B-2-B e-commerce and sales workforces that appeal to medium and large companies (Hoovers, 2015).
Boone, L., Kurtz, D. (2015). Contemporary Marketing. Stamford: Cengage Learning.
Dawson, J., Larke, R., Mukoyama, M. (2006). Strategic Issues in International Retailing. New York: Routledge.
Hill, C. W., Jones, G. R., Schilling, M. A. (2013). Strategic Management. Stamford: Cengage Learning.
Hitt, M., Ireland, R. D., Hoskisson, R. (2008). Strategic Management: Competitiveness and Globalization, Cases. Stamford: Cengage Learning.
Strategy and Management Report on Organization X
The mission of X is to foster a community who journey together in faith with Christ our Light. The students, staff, and parents become partners who are focused on holistic education within a welcoming and caring community. The main vision of X is to foster faith and spirituality in the community (Good Shepherd Catholic College, 2016). The belief among the stakeholders is that each is unique and has his or her perception of dignity. The values of the organization include inner-direction of the students, responsibility, being compassionate and just. These values arise from the fact that X believes that each student, staff and parents learn best in those situations involving loving relationships and mutual respect (uchanan, 2013, pg.34).
The organization requires the learners to recognize that they are lifelong learners in a society that is complex and changing. It is for…
Buchanan, M.T. ed., 2013. Leadership and Religious Schools: International Perspectives and Challenges. Bloomsbury Publishing USA.
Christie, H., Barron, P., and D'Annunzio-Green, N., 2013. Direct entrants in transition: becoming independent learners. Studies in Higher Education, 38(4): 623-637.
Coffey, A., Berlach, R.G. and O'Neill, M., 2013. Transitioning Year 7 primary students to secondary settings in Western Australian Catholic Schools: How successful was the move? RMLE Online, 36(10): 1-15.
Davies, B., and Ellison, L., 2005. Strategic direction and development of the school (Vol. 1). Routledge.
Analysing Organisation: Using relevant theoretical perspectives frameworks, critically analyse organisation choice.
Analyzing organization is the process of assessing the organizations systems, functionality and capacity so as to increase the organizations performance, efficiency and overall output. This is done by using various theories and models whose aim is to understand the structure of the organization, technology and behavioral relationships Bate, Khan, & Pye, 2000.
This should be a periodic and detailed activity that assists the organizations management to identify any inefficiency or problems that may have risen and have not been dealt with the management will then come up with strategies to deal with them.
Compulyzed Telecommunications is a telecommunications company dealing with telephone, cabling, and internet provision services for both home and corporate clients. Compulyzed Telecommunications had an increase of 1.7% operating profit in the fiscal year 2011 as compared to the previous year this was…
Barney, J.B. (1995). Looking inside for Competitive Advantage. The Academy of Management Executive (1993-2005), 9(4), 49-61.
Bate, P., Khan, R., & Pye, A. (2000). Towards a Culturally Sensitive Approach to Organization Structuring: Where Organization Design Meets Organization Development. Organization Science, 11(2), 197-211.
Becker, I., & Flaxer, E. (2008). Analysing the Hierarchical Organization of Text by Using Biologically-Inspired Statistical Methods. [Article]. Journal of Quantitative Linguistics, 15(4), 318-339. doi: 10.1080/09296170802326657
Bloodgood, J.M., & Bauerschmidt, A. (2002). Competitive Analysis: Do Managers Accurately Compare Their Firms To Competitors? Journal of Managerial Issues, 14(4), 418-434.
These individuals will then be able to seek some aspects of care and reimbursement through these qualifying federal services, and allow the IHS to bill federal programs to offset its own billing costs and to ensure the elimination of redundancy. These programs supplement the provision of care for American Indians and Alaska Natives and reduce the funding burden on limited funds directed to the IHS. These federal programs, also assist those who qualify in receiving care in areas where IHS services are not traditionally located, off reservation and possibly even in urban and/or rural areas without IHS services and programs.
Stakeholders in the programs are of course the IHS itself, all those American Indians and Native Alaskans who are covered by its services or could be covered for services, and the 557 Indian Nations in the 35 states they are affiliated with. Secondary shareholders are all the supplemental federal agencies…
About IHS (2008) Retrieved December 5, 2008 http://www.ihs.gov/PublicInfo/PublicAffairs/Welcome_Info/IHSintro.asp
Coward, R.T., Davis, L.A., Gold, C.H., Smiciklas-Wright, H., Thorndyke, L.E., & Vondracek, F.W. (Eds.). (2006). Rural Women's Health: Mental, Behavioral, and Physical Issues. New York: Springer.
French, L.A. (2000). Addictions and Native Americans. Westport, CT: Praeger Publishers.
IHS homepage (2008) Retrieved December 5, 2008 http://www.ihs.gov/index.asp
Global Organization Analysis
The World Trade Organization, or WTO, has a strong role in promoting international trade (World, 2014). It not only supervises that trade, but also works to make trade more liberal for all countries (World, 2014). Since trade is an excellent way to keep the economies of various countries moving forward and growing, it would make logical sense that the WTO would be encouraging trade in many different capacities. The WTO was created in 1995 and offers a framework whereby countries can formalize and negotiate trade agreements with one another (World, 2014). There is also a process for dispute resolution so there is less risk to the countries who decide to trade with one another (World, 2014). Participating countries have to agree to the WTO requirements and regulations, and the current focus of the WTO is to bring in more developing countries and get them trading so they…
African Development Bank Group. (2014). Retrieved from: http://www.afdb.org/en/
Daniel, F.J. & Hughes, K. (2014). U.S. To take India to WTO over solar power policy. LiveMint. Retrieved from http://www.livemint.com/Politics/XAtX6hSM4SamEyHHRfYDeI/U.S.-set-for-trade-enforcement-action-linked-to-India.html
World Trade Organization (2014). Retrieved from: http://www.wto.org
From the experiences, I have had in organizations that work to combine autonomy, mastery and purpose, the level of performance goes up and becomes the new norm of corporate performance. The many studies of motivation underscore that when autonomy, mastery and purpose are combined, long-term learning and motivation occur (amsey, 2010). The communication networks and channels within organizations are accentuated and made more effective when these three attributes become the foundation of long-term learning and growth over time.
In conclusion, the culture, incentive, and leadership within a given organization have a major impact on the effectiveness of communication networks and channels within organizations. When there is a transformational mindset about aggregating content, data and information then transforming it from a system of record to competitive advantage, companies can use their expertise to compete more effectively. In many respects, this ability to compete more effectively based on better use of information…
Andriole, S. (2010). Business Impact of Web 2.0 Technologies. Association for Computing Machinery. Communications of the ACM, 53(12), 67.
Bernoff, J., & Li, C. (2008). Harnessing the Power of the Oh-So-Social Web. MIT Sloan Management Review, 49(3), 36-42.
Billington, C., & Davidson, R.. (2010). Using knowledge brokering to improve business processes. The McKinsey Quarterly,(2), 110.
Jeffrey H. Dyer, & Kentaro Nobeoka. (2000). Creating and managing a high-performance knowledge-sharing network: The Toyota case. Strategic Management Journal: Special Issue: Strategic Networks, 21(3), 345-367.
Jack elch became the CEO of General Electric and was tasked with bringing the company's profits up in a recession. In this case, he realized that it was an issue of the internal affairs of the business and not so much customer service issues. In response, elch transformed the company through creating fresh action plans for each department, eliminating departments that were not making the market's best products, and creating an internal structure that encouraged employee growth and improvement, moving employees toward becoming leaders within the company. The purpose of the changes was to reform GE into a modern, growing company. The way that elch was able to do all this was the key: he got rid of all the company's red tape and bureaucracy. elch knew that in order for the company to thrive, there could only be one leader at the front of the company and one leaders…
Badaracco, Joseph L. "Ann Hopkins." Harvard Business School (1991): 1-28. Print.
Bass, Bernard. "Leadership and Performance beyond Expectations." Free Press New York12 (1985): 265-72. Print.
House, Robert J. Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies. Thousand Oaks, CA: Sage Publications, 2004. Print.
Kao, John. "Scandinavian Airlines System." Harvard Business School (1993): 1-21. Print.
The seven variables that have been termed as "levers" by the authors all start with the letter 'S'.
Following are the things included in the seven variables:
-Shared values and -Style.
Structure is explained as the skeleton of the organizational chart or an organization. Strategy has been identified by the authors as the path or plan of action that is taken in order to achieve some goals and target over a period of time. Systems are defined as the routine process and procedures that are carried out within the firms. Staff is further divided into the personal categories within the firms (e.g., engineers). The skills refer to the capabilities possessed by the staff that is working within an organization. Style is defined as the way in which the managers behave or act in order to achieve the organizational goals. Shared value variable basically comprises of…
Burke & Litwin. (1992). A Causal Model of Organization Performance and Change', Journal of Management, Vol 18, No 3, pp 523 -- 545.
Katz, D. & Kahn, R.L. (1978). The Social psychology of organizations. (2nd ed.). New York, NY: Wiley.
McLindon, D, McDaniel, K., Smiley, J., Anderson. T. And Moorman, R., (2012). Whole Foods Market Case Study. Retrieved from: http://www.slideserve.com/arleen/whole-foods-market-case-study on May 15, 2013.
Pascale, R.T. & Athos, a.G. (1981). The art of Japanese management: Applications for American executives. New York, NY: Simon & Schuster.
Organizational Diagnosis of Palm
Palm Computing had reinvented the hand held computer market overnight with the line of PalmPilot and similar devices geared to the mobile gadget industry. According to Clancy (1999), "Palm Computing ultimately sold faster than the videocassette recorder, the color TV, the cell phone, even the personal computer that was its great-grandfather. Introduced in April 1996, within 18 months Palm Computing had shipped more than 1 million units of the handheld and some estimate there were 2 million Palm devices shipped in 1998 alone." (Clancy, 1999)
Such incredible demand for Palm Computing's products were a function of the brilliant and innovative management and design team that launched and built the company. The two prominent executives of the company, responsible for developing product and marketing, and product releases, were Jeff Hawkins and Donna Dubinsky.
According to Clancy (1999), "In Hawkins, Silicon Valley has one of its most independent,…
Enderle R. (2010) "HP and Palm: The Explosion that Will Rock the Computer Industry"
Leadersphere (2008) "HR Intelligence Report -- Organizational Diagnostic Models -- A Review & Synthesis"
Niccolai J., Gohring N. (2010) "A Brief History of Palm" http://www.pcworld.com/article/195199/a_brief_history_of_palm.html
" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture.
In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality of personnel. This implicitly brings us to consideration of the application phase in terms of learning organizational culture, which is inevitably associated to all actionable aspects of an organization's structure and operations. The correlation between recruitment, personnel makeup and leadership personalities is perhaps threaded by the common string of day-to-day responsibility within an organizational culture. And quite certainly, we see the stamp of organizational culture on so many of the most important applicable indicators. Schein, to this end, points…
Arnold, J., Cooper, C. & Robertson, I.T. (1995). Work psychology: Understanding human behavior in the workplace, Pitman Publishing, London.
Beer, M. & Walton, E. (1990). Developing the competitive organization: interventions and strategies. American Psychologists, 45(22), 154-161.
Bennis, W., & Nanus, B. (1985). Leaders: The strategies for taking charge. Harper and Row, New York.
Bowditch, J.L. & Buono, a.F. (1994). A primer on organizational behavior. John Wiley and Sons Inc. New York.
HP and Palm Inc.: Organizational Outputs
On July 31, 2010, Hewlett Packard purchased Palm Inc. Palm exclusively makes handheld devices such as smartphones, and mini-computing devices. Palm is a mobile operator system that would allow Hewlett Packard to compete with operating systems such as Symbian, iPhone, and Linux (Berry, p.1). The following organizational analysis will examine the organizational outputs of the combined company after the merger.
hen HP acquired Palm Inc., it allowed them to combine a leader with a global economy of scale with an award winning eb OS. This allowed HP to expand its outputs to include the many product lines offered by Palm, including the highly profitable the $100 billion Smartphone acquisition (HP, 2010). Prior to the acquisition, HP was a leader in many PC based applications. The acquisition of Palm Inc. allowed it to the increase its outputs. As far as Palm…
Berry, A. The Significance of Hewlett Packard buying Palm. May 4, 2010. Helium.com. <
Accessed February 28, 2011.
HP.com. (2010). HP Completes Palm Acquisition. News Release.
organizational change by using Tesco plc as our organization of choice. The concept of change is explored from definition to effects that it has on an organization. Change resistance and the resulting conflict are also discussed. Finally, a recommendation of how to effect change is provided.,
Organization culture, a term that which refers to a collection of policies, values, beliefs as well as attitudes (Mullins,2010) is a very critical element of any organization. This term is roughly used to denote the rather universal as well as general context for all the things that we think and perform within a given organization. In this paper, I discuss the implications of culture change in Tesco plc in order to exemplify the concept of organization culture as the effects that it might have on the operations of the company. Ways of managing organization culture are also presented. The company is famous for its…
Armstrong, M. (2009) A handbook of human resource management practice.
London: Kogan Page.
Bass, B.M. (1985) Leadership and Performance Beyond Expectation. New York: The Free
ver the past decade, 'culture' has become a common term used when thinking about and describing an organization's internal world, a way of differentiating one organization's personality from another. In fact, many researchers contend that an organization's culture socializes people (Stein, 1985) and that leadership styles are an integral part of the culture of an organization. A culture-specific perspective reflects the view that the occurrence and the effectiveness of certain leadership behaviors (as well as constructs) is likely to be unique to a given culture.
In contrast, leaders in the culture-universal position contend that certain leadership constructs are comparable across cultures and that many universal leadership behaviors do exist. nly recently, based on the review by Bass (House, 1998), has the leadership research community begun to realize that universal and culture-specific leadership behaviors and constructs are not mutually exclusive categories, but can rather coexist in a single culture at the…
On the other hand, transactional leaders work with the existing rules, norms and procedures of the organization's culture, and reward followers for positive work, and also work to maintain the existing culture (Bass, 1985). The transactional leaders base their decision-making and actions on existing norms, values, and procedures (Bass, 1985). Transactional leaders, on the other hand, can deter organizational success and leadership effectiveness (Bass, 1985).
Leadership style has received a great deal of attention from human resource development researchers (HRD) in the past years (Woodwall, 2000). Some studies will be focused on building a HRD knowledge base in countries where this is low or inexistent (Kuchinke, 1999), whereas others try to identify the compatibility between different leadership styles and the national cultural characteristics. Ardichvili and Kuchinke (2002) used Hofstede's cultural dimensions and the extensive theory developed by Bass and Avolio to determine the leadership styles that are more likely to be correlated to different cultural characteristics in former USSR countries, Germany and the United States.
The results suggested that leadership development based on national dimensions as described by Hofstede should be considered with caution because countries with similar cultural features and geographical proximity may display different leadership styles. Further
Restructuring of First ank
Family enterprise, First ank, has, for three decades, been the town's only bank. Mr. First, the founder, originally instituted it as a little loaning shop; the small business grew larger, turning into the town's sole financial services organization. It provided small loans and over-the-counter cash facilities to clients. The town's growth, however, has led to a tremendous increase in the bank's client base, challenging the current operational structure of the organization. The problem faced is threat to the organization's existence, owing to the fact that the bank, at present, is not up to the task of meeting the town's growing demands. ank management, comprising chiefly of family members, is unwilling to alter the existing operational structure as well as improving quality and increasing the number of personnel employed. This has been a major factor in the bank's inefficient, stagnated, and outdated structure. Apart from hiring fresh…
Adler, P. S., & Shenbar, A. (1990). Adapting your technological base: the organizational challenge. Sloan Management Review. Fall 1990. p. 25-37.
Argyle, M. (1989). The Social Psychology of Work. Harmondsworth: Penguin.
Balogun, J., & Hope, H. V. (2008). Exploring Strategic Change. London: Prentice Hall.
Belbin, R. M. (1993) Team Roles at Work. Oxford: Butterworth-Heinemann.
Organizational eframing Program
Four Frames of Organizational eframing
Human esource: -
Structural Contingency Theory
Structural Contingency Theory in Human esource Management:-
Social Network Analysis
Impact of reframing plan and ethical issue's
Impact on the department being reframed:-
Impact of reframing on other departments:-
The study shows an organizational plan of a department. The aim of the study is to emphasize on how the theory of organizational life is applicable with the help of utilization of the action research process.
eframing means to redirect or change the way of thinking and look at things with a complete different mindset. In simple terms reframing is change of plans or basic details of an idea. Looking at events from a complete different mindset helps you to avoid individual biases. It also emphasizes the importance of adjustments and flexibility in the organization. The process of reframing suggests finding out…
Hatch, M.J. (2006), "Organization Theory: Modern, symbolic, and postmodern perspectives." 2nd Ed. Oxford University Press
Kanigel, R. (1997). The One Best Way, Frederick Winslow Taylor and the Enigma of Efficiency. London: Brown and Co
Robbins, Stephen P. (2004) Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall
Fredric M. Jablin, Linda Putnam (2000). The new handbook of organizational communication: advances in theory. p.146
Organizational Environment Starbucks
In-depth Analysis of Organizational Environment - Starbucks
Starbucks Organizational Culture and Environment
Global Perspectives of Starbucks
Social esponsibility embraced by Starbucks
Starbucks Planning Process
Decision Making Process of Starbucks
Starbucks Corporate Strategy
Organizational Structure of Starbucks
Starbucks uses a mechanistic structure as a contemporary design
Starbucks Organizational Culture and Environment
Starbucks Corporation is considered as one of the leading coffee house chains that offer best quality coffee to its customers. This retail corporation is based in the United States, initiated in the early years of the decade of 1970. Due to its popularity, the company rapidly expanded to various locations around the globe. The vision, goals and strategies designed clearly indicated the fact that the owners did not believe in having growth that can abate the corporate culture, therefore, the corporate culture was considered to be one of the integral aspects for the company. The mission statement…
Anthony, W.P., Gales, L.M., & Hodge, B.J. (2003). Organization Theory: A Strategic Approach. 6th Edition. Upper Saddle River, NJ: Pearson Education, Inc.
BCG. (2012). Howard Schultz on Global Reach and Local Relevance at Starbucks - An Interview with the CEO. bcg.perspectives. Retrieved from: https://www.bcgperspectives.com/content/videos/leadership_management_two_speed_economy_howard_schultz_global_reach_and_local_relevance/
Behar, H. (2007). It's Not About the Coffee: Leadership Principles from a Life at Starbucks. USA: Portfolio.
SeaZone. (2012). Successful Application of Organizational Behavior: Starbucks - Achieving Success the Starbucks Way. Yahoo Voices. Retrieved from: http://voices.yahoo.com/successful-application-organizational-behavior-2435551.html?cat=3
Organizational Change in the Public Sector
This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major step in transforming public organizations. This proposal further hypothesis that establishment of long-term and productivity advantages are crucial throughout the organization.
SCOPE AND PURPOSE
Factor 1: Need for change
Factor 2: implement a Plan for change
Factor 3: create political internal environment for Change
Factor 4: Support and Commitment from managers
Factor 5: enhancing External Support
Factor 6: Provide Resources for change
Factor 7: establish Change
Factor 8: ascertain comprehensive Change
Determinants of implementing…
Abramson, Mark A., and Paul R .Lawrence .2001. The Challenge of Transforming
Administration and its influence on organizational change. Management Decision,
50(10), 1843-1860, Review 62: 555-67.
Armenakis, Achilles A ., and Arthur G .Bedeian .1999 .Organizational Change: A Review of Associates.
Strategic Management of Human esources
Human resource is considered as the most precious asset for business organizations. The financial performance and growth in the industry heavily depends upon the way an organization's employees perform at the workplace (Edwards 2003). A dedicated and committed workforce contributes towards a high level of operational excellence and market competitiveness. Therefore, it should be among the top priorities for an organization to manage its human resource in an effective and efficient way (ose 2004).
Strategic Human esource Management deals with formulating policies and procedures for getting the best work from employees, implementing different techniques to motivate them, and assessing the future human resource requirements at the workplace (Saxena 2009). This paper explains the strategic human resource management policies of one of the World's Top software companies -- Adobe Systems Incorporated. These policies are required to meet the current human resource requirements of the…
Ashamalla, M., H., 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, Vol. 8, Issue 2, pp. 54-63
Adobe, 2012, Adobe Fast Facts 2011, Available from
Adobe, 2012, Commitment to Employees, Available from
Adobe, 2012, Professional Development, Available from [Accessed January 24th, 2012]
The Walt Disney
The Walt Disney Company
The Walt Disney Company
An organization is any social entity that has a well-designed structure to coordinate its functions, and the organization has to have a specific goal. Most organizations hardly work internally alone, but rather involve the external environments. Some organizations are profit oriented, like the business organizations, while others are non-profit making (Daft et al. 2010). In this context, a contemporary focus is overlooked towards the Walt Disney Company, a profound firm dealing with mass media and affiliated industrial operations.
Brief Company Profile
Walt Disney Company was founded in 1923, and has always kept the reputation in providing quality and extremely creative products, which consumers have loved ever since. The organization specializes in providing quality entertainment, services of media communication, broadcasting, television programs and live performances. The company, which is located in California (United States), exemplifies exponential characteristics that…
Barry, L. (2009) Think Like an Iconoclast: The Principles Of Walt Disney's Success: Rotman Magazine, Pg 108-110.
Daft, R.L., Murphy, J. & Willmott, H. (2010) organization Theory and Design: New York, Cengage Learning EMEA.
Forester, M. (2002) Table-Talk Perspective: Chain Store Age, 10870601, Vol.78, Issue 11.
Gershon, R.A. (1996) The Transnational Media Corporation: Global Messages and Free market Competition: New York, Routledge.
"Performance Management" and "People Performance"
Performance Management and People
"Performance Management" and "People Performance"
The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.
The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…
Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page
Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.
Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.
Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.
Organizational Behavior Case Study
esidential care facility's staff plays an important role in the daily lives of residents; unfortunately these facilities are usually faced with organizational obstacles and lack of information that prevents them from taking proper care of residents (Smith, 1998). This organizational behavioral case study is about a residential care facility which is part of a parent company that runs six different residential care facilities. The management of the company observed, this residential care facility facing serious problems. Turnover rate was high, performance was poor and economic losses were high.
In order to diagnose and solve the problem; parent company conducted a culture survey in all of its residential care facilities in which each member was bound to participate. The results were satisfactory for all residential care facilities except this care facility which showed totally negative results.
Looking at this serious situation; management hired a new…
Atchison, J. (1998). Perceived job satisfaction factors of nursing assistants employed in Midwest Nursing
Homes. Geriatric Nursing.
Cunningham, J.B. & Eberle, T. (1990). A Guide to Job Enrichment and Redesign. Personnel, Feb 1990,
p.57 in Newstrom, J. & Davis, K. (1993). Organization Behavior: Human Behavior at Work.
Organizational Theory #2
What core competences give an organization competitive advantage? What are examples of an organization's functional-level strategies?
Core competencies are those capabilities that are critical to a business achieving a competitive advantage in the marketplace. Typically, core competencies can be identified by certain common characteristics -- offering a benefit to the customer, difficult to imitate, uniquely identify the organization and easily leveraged to create many products or operate in many markets (Kern, 2010). The organization that is best able to use its resources to create value is in an ideal position to outperform the competition, thus creating advantage (Jones, 2010). Core competencies tend to change in response to changes in the environment. They are flexible, evolve over time and enable the company to enter apparently different markets with a clear and distinctive brand proposition. Examples of core competencies include manufacturing, research and development, new technology or organizational design…
Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Terry, L.D., & Hoefer, R.A. (1995). Making politics and power respectable. Public Administration Review, 55(3), 298.
Organizational Theory #1
Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.
All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).
No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the…
Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006
Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Within the correctional system there are three different organization models which apply and are used in administrative and management purposes. These models include the authoritarian model, bureaucratic model and participative model. The paper will give a description of each of these three models as they apply to the correctional environments. It will also discuss the intended goals of the correctional administrations that utilize these models and the specific time period the models were developed as well as finding out if these models were effective during the period which they were developed. The information the paper will give the foundation of the correctional systems as well as the models that are found within in and if these models are still in effect now. The operations of a correctional facility are under these models in order to provide the in mates with a particular type of security and care. With…
Baunach, PJ.(1981). Participatory Management - Restructuring the Prison Environment. Retrieved February 18, 2014 from https://www.ncjrs.gov/App/publications/abstract.aspx?ID=76572
Lancefield, K, Lennings, C, J. & Thomson, D. (1997).Management style and its effect on prison officers' stress. Retrieved February 18,2014 from http://link.springer.com/article/10.1007%2FBF02765325
Carlson P.M,, Garret S, J. & Christopher.(2010). Prison and Jail Administration: Practice and Theory.pg 272.Retrieved February 18,2014 from http://books.google.co.ke/books?id=hW0rAQAAQBAJ&pg=PA272&lpg=PA272&dq=Participative+model+in+correctional+environments&source=bl&ots=BhslBxRktE&sig=-B5MbbBXyE1YRWJnSYf3T2IPuPk&hl=en&sa=X&ei=fkwDU_zuKc-p0AWd64GADw&redir_esc=y#v=onepage&q=Participative%20model%20in%20correctional%20environments&f=false
The sanctuary model.(2010).Authoritarianism. Retrieved February 18,2014 from http://www.sanctuaryweb.com/authoritarianism.php
Intermountain was started as a small healthcare nonprofit organization, situated in Salt Lake City. With its well-crafted mission, a clearly stated vision, patient's oriented philosophy and a strategy to manage the organization effectively; it was soon able to manage over 32,000 employees. Helping the acute healthcare needs of Southeastern Idaho and Utah's residents, Intermountain's well-managed system of about 23 hospitals, clinics, physicians and health strategies; deliver clinically exceptional medical care and at an affordable rate.
Intermountain health care has a properly drafted and well-communicated mission. Intermountain understands that a mission lays the basis of an organization and is a pre-requisite for its ultimate success. It explains the reason of an organization and identifies the type of business that it intends to engage in. Understanding these basic requirements, Intermountain has setup a mission which promises:
"Excellence in the provision of healthcare services to communities in the Intermountain…
Business, E. o. (2012). MISSION AND VISION STATEMENTS. Retrieved from http://www.referenceforbusiness.com/management/Mar-No/Mission-and-Vision-Statements.html#b
Datamonitor. (2006). Health care industry. Retrieved from http://h20247.www2.hp.com/PublicSector/downloads/HP%20blade%20sols%20in%20hc%20-%20final%201%20case.pdf
Healthcare, I. (2012). Strategic Partnerships. Retrieved from http://intermountainhealthcare.org/about/overview/Pages/partnerships.aspx
Healthcare, I. (2012). Vision and Mission. Retrieved from http://intermountainhealthcare.org/about/overview/pages/mission.aspx
This means training that is focused on increasing the knowledge economy of the transforming firm rather than in simply standardizing processes. According to the text by Chapman (2009), this may even call for a change in the linguistic approach to this process. Chapman advises that "training implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, ie., facilitating learning. So focus on facilitating learning, not imposing training." (Chapman, p. 1) It is conceivable that an appeal to this approach might have spared much of the uncertainty that permeated Cutting Edge Paper during and after the changeover in ownership.
Another recommendation is for the opening of dialogue during the process of transformation so that leadership can become more attuned to the needs of personnel. It is conceivable that during this transformation and Cutting Edge Paper, some ambiguity might have been reduced if leadership…
Chapman, A. (2009). Organizational Change, Training and Learning. BusinessBalls.com.
Corley, K.G. & Gioia, D.A. (2004). Identity Ambiguity and Change in the Wake of a Corporate Spin-off. Administrative Science Quarterly, 49(2).
Eisenberg, E.M. (1984). Ambiguity as Strategy in Organizational Communication. Communication Monographs, 51, 227-242.
Eustis, J. & McMillan, G. (1997). Technology Initiatives and Organizational Changge: Higher Education in a Networked World. CAUSE '97.
Organizational Case Analysis
Apple Inc. is a multinational companies specializing in the designing, manufacturing and marketing of mobile communication devices such as personal computers and digital music players. The company also sells varieties of mobile telecommunication devices such as iPhone, iPod, iPad, and Mac. Additionally, Apple Inc. sells some professional software application such as Mac OS, iOS, iCloud and other varieties of communication accessories. Apple Inc. sells its products through retail stores, online stores, value-added resellers, direct sales, wholesalers, and through third party cellular network carriers. (Apple Annual eport, 2011). Apple Inc. was Incorporated in 1977 in California, and presently Apple Inc. has become one of the most successful companies in the United States and globally. Apple Inc. is committed to bring best computer experience to its customers, and the company business strategy is to develop high quality products to reach more customers. Major customers of Apple Inc.…
Apple Annual Report (2011). Apple Annual Report 2011. Apple Inc.2011.
Caixing, L. & David, Y. (2011).An Analysis of the Impact of the Sarbanes-Oxley Act on Earnings Management. Advances in Management.4(6): 25-31.
Elmer-DeWitt, P. (2011). Rethinking Apple's Org Chart. A Time Warner Company.
Griffin, R.W. & Moorhead., G. (2011). Organizational Behavior: Managing People and Organizations. Cengage Learning.USA.
A eport on Advertising Industry
This paper presents a detailed report on the environmental factors, competitive environment, and current trends in the advertising sector. The purpose of this report is to highlight and discuss the major challenges which companies in the advertising sector are facing in the present business landscape. It starts with a brief overview of the advertising industry; its introduction, functions, and purposes, and proceeds by discussing the major environmental forces that impact the companies in this industry. These are political, economic, social and technological forces. The later section explains the competitive environment in detail. That is, how advertising companies are managing to compete in the presence of a stiff competition from existing competitors, new entrants, and substitute services. The report also discusses the introduction and role of the five key players of the advertising industry. Moreover, the trends, opportunities for graduates, Gap analysis and action…
Clark, C.R., Doraszelski, U., & Draganska, M. 2009, The Effect of Advertising on Brand Awareness and Perceived Quality: An Empirical Investigation Using Panel Data, Quantitative Marketing and Economics, 7 (2): 207-236
Doole, I., & Lowe, R. 2008, International Marketing Strategy: Analysis, Development and Implementation. 5th Edition. London: Cengage Learning
John, G., & Reve, T. 2010, Transaction Cost Analysis in Marketing: Looking Back, Moving Forward, The Journal of Retailing, 86 (3): 248 -- 256
O'Guinn, T.C., Allen, C.T., & Semenik, R.J. 2012, Advertising and Integrated Brand Promotion. 6th Edition. Mason: Cengage Learning
Organizational Diagnosis and ecommendations
Imagine studying an organization in more depth in order to determine what needs changed. This is not an easy task because it could take days or months to achieve success. Businesses also have to stay up with current technology, and this means staying present with various leadership theories in order to make the business better. Systems thinking is used as a means in which to fully understand what needs monitored. Through using transactional leadership theory, one is able to grasp what one can do as a means of making recommendation for improvement.
One needs to perform a preliminary review to ensure that he or she obtains information related to organizational leadership, culture, effectiveness and productivity. "Synergy Technical Solutions Corp. (Syntechs) is a leading national technical service solutions provider with over 1,500 highly skilled professionals" (Syntechs, 2011). Many of these individuals work on "desktop and notebook computers…
Aronson, D. (2011). Targetted innovation: Using systems thinking to increase the benefits of innovation efforts. Retrieved May 20, 2011, from Thinking: http://www.thinking.net/Systems_Thinking/st_innovation_990401.pdf.
Changing-Minds. (2011). Transactional leadership. Retrieved May 20, 2011, from Changing-Minds: http://changingminds.org/disciplines/leadership/styles/transactional_leadership.htm .
Management Study Guide. (2011). Transactional leadership. Retrieved May 20, 2011, from Management Study Guide: http://www.managementstudyguide.com/transactional-leadership.htm .
Mattke, J. (2011, May 20). Syntechs Employee. (E. Mattke, Interviewer)
Since long the necessity for quality health care for veterans is considered to be a critical issue with widespread implications in respect of health care system of the nation. Irrespective of the incessant pressure on converting the Veteran Administration into a business model it has been alleged vehemently on the ground that the approach is not conducive to the satisfaction of most veterans, the legislators and even the providers of the health care. The problem of extending acceptable quality health care for the veterans of the nation is to be resolved by constituting public consensus on the issue. Irrespective of its increasing challenges it is believed that the provision of quality health care for the veterans of the nation is considered to be an appropriate objective for this country to maintain. Acknowledging the sacrifices of the veterans, the death of millions of Americans in service, 1.5 million returning…
Alqarni, Abdul Rahman. "The Managerial Decision Styles" A dissertation submitted to the School of Information Studies in partial fulfillment of the requirement for the degree of Doctor of Philosophy. School of Information Studies: The Florida State University. http://etd.lib.fsu.edu/theses/available/etd-11242003-215328/unrestricted/Alqarni.Dissertation.pdf Accessed on 25 February, 2005
'Leadership Challenges in Non-Governmental Organisations" (2004) Organisational
The change that outsourcing and SAs bring into organizations is, or should be, planned. It is the result of specific efforts by a change agent (individuals and groups who take responsibility for changing the existing behavior patterns), in this case managers. Planned change processes are a direct response to someone's perception of a discrepancy between the desired and actual state of affairs (performance gap). Performance gaps are at the same time problems to be resolved or opportunities to be explored through outsourcing and SAs.
All in all, outsourcing and strategic alliances are both concepts that will be found on the corporate strategic agenda for the years to come. The market dynamics and increasing pressures toward efficiency impose the need for organizational change. The benefits of the two strategic directions discussed are real, and through careful planning and implementation, organizations can gain a competitive advantage.
Berrio A.A. 2003, An…
Berrio A.A. 2003, An Organizational Culture Assessment Using the Competing Values Framework: A Profile of Ohio State University Extension, National Institute for Agricultural Research (INIA), Retrieved from URL http://www.joe.org/joe/2003april/a3.shtml
Gottfredson M., Puryear R., Phillips S., Strategic Sourcing: From Periphery to the Core, Harvard Business Review, February 2005 Issue
Gupta, S. 2002, Demystifying offshore outsourcing: despite the risks, the benefits can be great, CMA Management, Retrieved Online from URL: http://www.allbusiness.com/periodicals/article/357507-2.html
Schermerhorn J., Hunt J., and Osborn R. 2005, Organizational Behavior. 9th ed. New York, Wiley
Therefore, there is a room for future research (Swaminathan & Jawahar, 2013). The results of this study indicated a possibility of other factors that influence job satisfaction. From this fact, it is important to recommend further research for the purpose of revealing the factors and improving job performance through the use of the results (Mohamed & Anisa, 2012). esearchers should perform the investigation by using many and few participants and compare the results in order to devise the best samples. This is because this research relied on a sample of 65 participants. if, a bigger number than the one stated on this research is used, there is a possibility of a considerable difference being evident (Mohamed & Anisa, 2012).
Swaminathan, S., & Jawahar, P. (2013). job satisfaction as a predictor of organizational citizenship behavior: an empirical study. Global Journal of Business esearch (GJB),
Mohamed, M., & Anisa,…
Swaminathan, S., & Jawahar, P. (2013). job satisfaction as a predictor of organizational citizenship behavior: an empirical study. Global Journal of Business Research (GJBR),
Mohamed, M., & Anisa, H.H. (2012). Relationship Between Organizational Commitment and Organizational Citizenship Behavior. IUP Journal of Organizational Behavior, 11(3), 7-
Organization Culture: An Analysis of Two Articles
Organizational Culture: An Analysis of Two articles
A collective organization approach is one that seeks to empower individual capacity to handle organizational issues at an individual level. In this case, the spirit of independence is vital since it responds to organizational challenges, and thus, maintaining spillovers cooperatively. Based on this approach, it is appropriate to assess the scholarly approach designated to empower organizational culture. Scholarly, such a culture ideally seeks to minimize derivative concerns that are resulted by an improperly dispensed leadership ideology. This analysis will seek to examine the validity of two articles and their interrelationship in terms of concepts. The analysis will prove that an appropriate organization culture is one that fosters a spirit of collectivism.
Summary of the two articles
Stohr et al. (2012) approach towards organizational culture is structurally developed towards affiliating all members in a given organization setting.…
Finkelstein, M.A. (2011). Intrinsic and extrinsic motivation and organizational citizenship behavior: A functional approach to organizational citizenship behavior. Journal of Psychological Issues in Organizational Culture, 2(1), 19-34.
Stohr, Mary K., Hemmens, Craig, Collins, Peter A., Inannacchinone, Brian, Hudson, Marianne, Johnson, Haily. (2012). Assessing the Organizational Culture in a Jail Setting. The Prison Journal, Vol. 92: pp. 358-387
Organizational Diagnostic Models
Falletta (2005) outlines several different organizational diagnostic models. The first such model is the Force Field model, developed by Kurt Lewin in 1951. In this model, an organization remains in as state of equilibrium until it is shifted out of that state by a driving force that overcomes the restraining forces. The current state then becomes a problem (Falletta, 2005). This model can be used to explain what situation an organization is in, and even how that situation came about. The downside is that it provides little in terms of information about how the company can move to its new equilibrium point. But Lewin's model explains how companies enter into an equilibrium state. The company's current equilibrium has still allowed for steady gains in revenue and profit based on growth, but stability in profit margin (MSN Moneycentral, 2014).
Leavitt's model is a somewhat different representation…
Falletta, S.V. (2005) Organizational Diagnostic Models: A Review and Synthesis. Retrieved January 15, 2014, from http://www.iei.liu.se/fek/frist/723g16/files/1.120328/Orgmodels.pdf
McMillan, T. (2014). Can Whole Foods change the way poor people eat? Slate.com. Retrieved November 28, 2014 from http://www.slate.com/articles/life/food/2014/11/whole_foods_detroit_can_a_grocery_store_really_fight_elitism_racism_and.html
MSN Moneycentral. (2014). Whole Foods Market. Retrieved November 28, 2014 from http://www.msn.com/en-us/money/stockdetails/fi-126.1.WFM.NAS?symbol=WFM&form=PRFIEQ
National Defense University, Systems Thinking and Learning Organizations, Retrieved November 7, 2012 from http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-dm/pt1ch4.html
The advantage on the other hand is of the retrieval of relevant and solid findings based on which the adequate strategies can be implemented.
4. The congruence model
According to the Mind Tools website, the "congruence model is based on the principle that an organization's performance is derived from four elements: tasks, people, structure, and culture. The higher the congruence, or compatibility, amongst these elements, the greater the performance" (Mind Tools, 2010). The advantage of the model is that of simplifying the issues promoted by the previous models and revealing an analysis structure constructed onto four elements alone. This implies lower task complexities and leads to more efficiently retrieved results. However, it could also lead to sometimes irrelevant findings as it does not take into consideration elements outside the organization, such as the socio-economic climate. In other words, this model is highly applicable when conducting an internal audit, but its…
Burton, R.M., Obel, B., 2004, Strategic organizational diagnosis and design: the dynamics of fit, 3rd edition, Springer, ISBN 1402076843
Patel, N., 2010, HP and Palm: what happens next, Engadget, http://www.engadget.com/2010/04/29/hp-and-palm-what-happens-next / last accessed on July 29, 2010
A causal model of organizational performance and change (Burke & Litwin model), Reflect and Learn, http://www.reflectlearn.org/discover/a-causal-model-of-organizational-performance-change-burkes-litwin-model last accessed on July 29, 2010
Organizational diagnosis, The College of St. Scholastica, http://www.google.com/url?sa=t&source=web&cd=1&ved=0CBIQFjAA&url=http%3A%2F%2Ffaculty.css.edu%2Fdswenson%2Fweb%2FPowerpoints%2FOrganizationalDiagnosis.ppt&ei=uYdRTKSkMYqUOMy-4cME&usg=AFQjCNGTL9ElrN8D8QlJeGZvTwHnunMKeA last accessed on July 29, 2010
In terms of the organizational development style to be used throughout the change process, this should best be the pathfinder style. Despite the complexity of this approach, fact remains that it combines the benefits of other styles, while reducing their limitations. The pathfinder style virtually focuses on both high levels of organizational effectiveness, as well as high levels of member satisfaction (Harvey and Brown, 2001). This means that the approach will focus on improving senior-junior communications, for the satisfaction of the employees, as well as the increase in the performances of the overall entity.
Given that the process of change cannot be structured onto a strict plan, but that the plan has to be tailored to the unique features of the Mobile Mine Assembly Group, the levels of formalization at this stage are reduced. Nevertheless, throughout the actual implementation, or the time in which the change strategy comes into direct…
Ewing, P., 2009, U.S. Navy Readiness Flaws Exposed, Defense News, http://www.defensenews.com/story.php?i=4058309 last accessed on December 2, 2009
Harvey, D.F., Brown, D.R., 2009, An Experiential Approach to Organization Development, 6th Edition, Prentice Hall
Kieschnick, F., 2008, Mine Warfare "Shifts Colors" to Southern California, Pentagon Brief, http://pentagonbrief.wordpress.com/2008/12 / last accessed on December 3, 2009
McNamara, P., 2008, Organizational Performance Management, http://managementhelp.org/org_perf/org_perf.htm last accessed on December 3, 2009
A reduction in farm subsidies is stated to be necessary in order to improve access to market along with Common Agricultural Policy reforms, which should be "de-linked from production." Finally, stated as a requirement is that of a commitment for a 20% reduction in greenhouse gas emissions, which may be achieved "through market mechanisms..." (OECD, 2007) the OECD additionally states that structural reforms are required in addressing the challenges that the EU faces and while there is an improvement in terms of the economic prospects of the EU, "there is no room for complacency." (OECD, 2007) the OECD survey relates that the EU has the potential to play a critical role in the provision of solid conditional framework and the ongoing enhancement of the internal market in the EU.
The provision of the single market includes the wider range of goods access for consumers as well as a wider range…
Economic Survey of the European Union (2007) OECD Policy Brief. Sep 2007. Online available at www.oecd.org.
The European Union (2008) Environmental Aspects of Regional Trade Agreements. (2000) United Nations Environment Programme. International Institute for Sustainable Development. Online available at http://www.iisd.org/trade/handbook/7_2.htm
Cini, Michelle (2007) European Union Politics. 2007. Oxford University Press. Online Google Scholar Books at http://books.google.com/books?id=ZZf1839nw0gC&dq=European+Union:+Organizational+impact+on+market+and+trade&source=gbs_summary_s&cad=0
Organizational Review of European Union
For the most part, I would probably not want to work at Cisco. The convoluted structure devalues individual responsibility, which to my mind removes incentive for individual excellence. A manager's output is dependent on others, but there does not appear to be a mechanism to hold underperforming managers responsible. hen the team is entirely comprised of internally motivated individuals, Cisco's system will work brilliantly. However, the system encourages managers to be passengers, allowing the best managers to carry the teams to everybody's benefit. The result of this is that over time managers will be encouraged to be passengers and elite managers will leave for organizations where their compensation is more directly tied to their own abilities.
hile the textbook description of Cisco's culture does not explicitly outline a problem to be solved, Cisco has to consider the long-term impacts of its current organizational culture and structure. The collaborative approach has…
Organizational Behavior, 9th Edition, Chapter 3. In possession of the author.
Cisco. (2010). Corporate overview. Retrieved June 18, 2011 from http://newsroom.cisco.com/dlls/ekits/Public_Corporate_Overview_FY11Q2_NewBackground.pdf
Cisco.com (2011). Corporate overview. Retrieved June 18, 2011 from http://newsroom.cisco.com/dlls/corpinfo/corporate_overview.html
Instead, they must be focused on different strategies that they can use to: help the company increase their bottom line and address the growing list of social causes. The only way that this can be accomplished is to: ensure that you understand what kinds of factors could be influencing the individual and making certain that you are communicating ideas that will help to improve motivation. Once this occurs, it will allow the company to maintain its lead, while making sure that no one is becoming complacent.
This solution is better than the individual alternatives, because we are using both to understand and improve motivation. As, we are focused on using the two together to: build the levels of enthusiasm within the organization. The management principal that is being used to achieve these objectives is: McGregor's Theory Y This is when you are helping to motivate and provide individuals deeper meanings…
Fisk, G. (2010). I Want it All and I Want it Now. Human Resource Management Review, 20 (2), 102 -- 114.
Cohen, D. (1993). Creating and Maintaining Ethical Work Climates. Business Ethics Quarterly, 3 (4), 343- 358.
Serkerka, L. (2009). Facing Ethical Challenges in the Workplace. Journal of Business Ethics, 89 (4), 565- 579.
Organizational Behavior. (n.d.).
Organizational diagnosis is mandatory before projecting the company's future and establishing the strategy. The diagnosis study must be accompanied by market studies, prognosis studies, and ecologic studies.
The organizational diagnosis is important due to its contents. The global or general diagnosis study must emphasize certain basic elements, like: identifying the company's position and role in the macro environment (characteristics, history, specific market), the dynamics of the company's economic and financial situation, the management system and its components (methodological, decisional, informational, and organizational), economic situation analysis, management situation analysis, strong points and their causes, weak points and their causes, strategic and tactic recommendations.
As described above, the organizational diagnosis is of extreme importance for the success of any change process. Therefore, the elaboration of the diagnosis study is very important. The steps in such a process are: preparing the diagnosis, preliminary documentation, economic and managerial situation analysis, emphasizing the strong points…
Dutta, Roy (2001). Organizational Diagnosis. Indian Institute of Technology. Retrieved September 4, 2008 at http://www.isical.ac.in/~ddroy/odiag.html .
Morrison, Mike (2008). Organizational Diagnosis and Development. Retrieved September 4, 2008 at http://www.rapidbi.com/created/OrganizationalDiagnosisandDevelopment.html .
Organizational diagnostics (2008). Wikipedia, the free encyclopedia. Retrieved September 4, 2008 at http://en.wikipedia.org/wiki/Organizational_diagnostics .
The company that is today FedEx Office was once Kinko's. Kinko's was a successful chain of office services stores. Prior to the takeover by FedEx, Kinko's was known for a casual corporate culture and decentralized organizational structure. By the late 1990s, Kinko's consisted of 128 different joint ventures, small companies and partnerships, but had not franchised its operations. A restructuring during that period streamlined the structure, resulting in a Kinko's that was a singular corporate entity (Quittner, 1998). The company went public and eventually faced another restructuring when it was acquired by FedEx in 2003. At this point, the company was no longer independent, but part of a larger organization. Culture clashes began almost immediately and over the coming years the Kinko's organization would face restructuring and a shift in the organizational culture to integrate it into FedEx.
Before and After the Change
Before the change, Kinko's was…
Bachrach, A. (2009). 6 management strategies for organizational change success. eZine Retrieved October 11, 2011 from http://ezinearticles.com/?6-Management-Strategies-For-Organizational-Change-Success&id=2472621
Deutsch, C. (2007). Paper jam at FedEx Kinko's. New York Times. Retrieved October 11, 2011 from http://www.nytimes.com/2007/05/05/business/05kinkos.html?_r=1&oref=slogin
PR Log. (2010). What happened to Kinko's? PR Log. Retrieved October 11, 2011 from http://www.prlog.org/10835819-what-happened-to-kinkos.html
Quittner, J. (1998). Why Paul Orfalea didn't franchise Kinko's. Business Week. Retrieved October 11, 2011 from http://www.businessweek.com/smallbiz/news/date/9809/e980923.htm
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The advantage on the other hand is of the retrieval of relevant and solid findings based on which the adequate strategies can be implemented. 4. The congruence model According…Read Full Paper ❯
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In terms of the organizational development style to be used throughout the change process, this should best be the pathfinder style. Despite the complexity of this approach, fact remains…Read Full Paper ❯
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For the most part, I would probably not want to work at Cisco. The convoluted structure devalues individual responsibility, which to my mind removes incentive for individual excellence. A…Read Full Paper ❯
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