Organizational Analysis Essays (Examples)

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Organization Analysis Analysing Organisation Using Relevant Theoretical

Words: 3563 Length: 11 Pages Document Type: Essay Paper #: 90414650

Organization Analysis

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.

The Company

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…… [Read More]

References

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.
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Organization Analysis Indian Health Service

Words: 1258 Length: 4 Pages Document Type: Essay Paper #: 77714826

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…… [Read More]

References

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
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Global Organization Analysis

Words: 1056 Length: 3 Pages Document Type: Essay Paper #: 27300183

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…… [Read More]

References

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
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Communication in Organizations Analysis of

Words: 2818 Length: 6 Pages Document Type: Essay Paper #: 92885059

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 (Ramsey, 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…… [Read More]

References

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.
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Reframing Organizations Analysis the Primary

Words: 1241 Length: 4 Pages Document Type: Essay Paper #: 26898628

Jack Welch 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, Welch 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 Welch was able to do all this was the key: he got rid of all the company's red tape and bureaucracy. Welch knew that in order for the company to thrive, there could only be one leader at the front of the company and one leaders…… [Read More]

Works Cited

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.
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Philanthropic Support Nonprofit Organization Analysis

Words: 868 Length: 3 Pages Document Type: Essay Paper #: 56780683

In other words, Save the Children manages to improve the conditions of the individuals and of the community.

Given the difference between the objectives of nonprofit and for profit organizations, it seems to be more difficult to efficiently manage a nonprofit organization in comparison with a company. This is because individuals working in nonprofit organizations cannot be financially motivated in order to reach the efficiency and quality standards imposed by the organization's managers. A good leadership strategy consists in the collaboration between organizations. There are numerous nonprofit organizations, and some of them address the same issue or category of people, and also activate in the same area. This creates a competition situation in such cases, if one can accept the possibility of competition in the nonprofit sector. Such organizations should collaborate in order to achieve their common objectives in the area in case and set an example to be followed…… [Read More]

Reference list:

1. A Short History of the Nonprofit Sector (2010). California Association of Nonprofits. Retrieved September 16, 2010 from http://www.canonprofits.org/index.php?option=com_content&view=article&id=254&Itemid=107.
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Organizational Diagnosis Burke & Litwin

Words: 1469 Length: 4 Pages Document Type: Essay Paper #: 55505325

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:

-Strategy

-Systems

-Staff

-Skills

-Structure

-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…… [Read More]

References

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.
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Organizational Diagnosis of Palm

Words: 2397 Length: 7 Pages Document Type: Essay Paper #: 40614387

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,…… [Read More]

References

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

http://www.leadersphere.com/img/OrgmodelsR2009.pdf
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Org Culture Leadership Leadership Learning

Words: 4817 Length: 16 Pages Document Type: Essay Paper #: 5080702

" (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…… [Read More]

References

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.
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Organizational Theory and Public Management Marx Weber

Words: 1573 Length: 5 Pages Document Type: Essay Paper #: 82800370

Organizational Theory and Public Management:

Marx, Weber, and Freud.

When one considers the vast topic of organizational theory, one of the foremost names in modern study is undoubtedly Robert B. Denhardt. As a professor of Public Administration at Arizona State University, he has authored numerous works on the topic of human behavior as it relates to public organization. Of course, in today's world, this area of study is no small thing -- for in virtually every society the role of the organization -- especially the public/governmental organization is of tremendous influence on the lives of humankind. In such an environment, then, Denhardt has come to focus directly on issues of behavior and ethics -- and draws heavily on the ideas of Weber, Marx and Freud to illustrate just how the governing theories and scholarly assumptions concerning organizational theory has developed into what one recognizes today.

Of course, one of the…… [Read More]

Bibliography

Adler, Yael. "Organizational Behavior and Freud." Vault. 2001>http://www.vault.com/nr/newsmain.jsp?nr_page=3& ch_id=402& article_id=18863& cat_id=2071< (22 February 2005).

Burrell, G. And G. Morgan. Sociological Paradigms and Organizational Analysis. London, Heinemann. 1979.

Denhardt, Robert B. Theories of Public Organization. Fourth Edition. Wadsworth Publishing. 2002.

Price, Alan. "Classical Organization Theory: Bureaucracy, Power and Control." HRM Guide. > http://www.hrmguide.co.uk/history/classical_organization_theory.htm < (22 February 2005).
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Organizational Outputs HP and Palm Inc Organizational

Words: 1948 Length: 6 Pages Document Type: Essay Paper #: 67301113

Organizational Outputs

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.

Organizational Outputs

When HP acquired Palm Inc., it allowed them to combine a leader with a global economy of scale with an award winning Web 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…… [Read More]

Works Cited

Berry, A. The Significance of Hewlett Packard buying Palm. May 4, 2010. Helium.com. <

http://www.helium.com/items/1823947-hewlett-packard-acquisition-of-palm-inc >.

Accessed February 28, 2011.

HP.com. (2010). HP Completes Palm Acquisition. News Release. <
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Organizational Change by Using Tesco Plc as

Words: 3853 Length: 15 Pages Document Type: Essay Paper #: 30759470

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…… [Read More]

References

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

Press
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Organizational Behaviors and Work Alienation

Words: 1690 Length: 5 Pages Document Type: Essay Paper #: 9422149

Work Alienation

Alienation and Organization behavior

Objective viewpoint

Solutions to Alienation

Results and effectiveness of solutions

The management of the employment relationship has become an area of priority for the managers in organizations as companies and organizations strive to gain better output and productivity. This enhanced output and productivity is now focused on being obtained from increased engagement of the human resources in a company as organizations worldwide understand the need to maximize the potential of an organization's human resources to attain the goals and objectives.

This focus on the extreme utilization of the human resources often entails the situations where a limited workforce is stressed to perform as companies strive to gain maximum profits and often resort to downsizing of workforce. This stress and strain leaves a mental impact on some or a large section of the employees which results in negative mental environment at the workplace. This condition…… [Read More]

References

Armstrong-Stassen, M. (2006). Determinants of How Managers Cope with Organisational Downsizing. Applied Psychology, 55(1), 1-26. doi:10.1111/j.1464-0597.2006.00225.x

Banai, M., Reisel, W., & Probst, T. (2004). A managerial and personal control model: predictions of work alienation and organizational commitment in Hungary. Journal Of International Management, 10(3), 375-392. doi:10.1016/j.intman.2004.05.002

Berger, L., Sedivy, S., Cisler, R., & Dilley, L. (2008). Does Job Satisfaction Mediate the Relationships Between Work Environment Stressors and Employee Problem Drinking?. Journal Of Workplace Behavioral Health, 23(3), 229-243. doi:10.1080/15555240802241603

Jesus Suarez -- eMendoza, M., & Zoghbi -- eManrique -- ede -- eLara, P. (2008). The impact of work alienation on organizational citizenship behavior in the Canary Islands. International Journal Of Organizational Analysis, 15(1), 56-76. doi:10.1108/19348830710860156
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Organizational Culture Societal Culture and

Words: 7259 Length: 25 Pages Document Type: Essay Paper #: 84150707



Over 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. Only 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…… [Read More]

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
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Organization Management and People

Words: 3377 Length: 10 Pages Document Type: Essay Paper #: 66619966

Restructuring of First Bank

Family enterprise, First Bank, 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. Bank 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…… [Read More]

Bibliography

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.
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Analyzing Organizational Performance

Words: 1225 Length: 4 Pages Document Type: Essay Paper #: 75912490

Organizational Analysis

Models of organizational performance

Organizational performance relates to how successfully an organized group of people with a particular purpose perform a function. It comprises an actual output of an organization measured against its intended outputs. It encompasses three areas of firm outcomes which include; financial performance, product market performance and shareholder return (Charles, Hill and Jones, 2004). There are various models of organizational performance which include strategic Triangle Model, SWOT model, rational model, Natural System Model, Cognitive model and many others. However, in this case, only two models of organizational performance will be discussed as well as, comparing and contrasting them by evaluating their differences and similarities. The two models to be discussed include strategic Triangle model and SWOT model.

The differences between Triangle model and SWOT model is that, Strategic Triangle Model relies on three major key calculations to determine the efficiency along with the effectiveness of…… [Read More]

References

Barr, A. (2013, July 14). Analysis: New e-commerce strategies threaten UPS, FedEx. Reuters. Retrieved October 19, 2014, from http://www.reuters.com/article/2013/07/14/net-us-ups-FedEx-ecommerce-analysis-idUSBRE96D04R20130714

Charles W.L. Hill and Gareth R. Jones,(2004). Strategic Management Theory, Sixth Edition, Houghton Mifflin Company, Boston, 2004.

Rhonda, L. (2006). The produce-process matrix revisited: integrating supply chain trade-offs.. The produce-process matrix revisited: integrating supply chain trade-offs.. Retrieved October 19, 2014, from  http://www.freepatentsonline.com/article/SAM-Advanced-Management-Journal/147667954.html
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Organizational Structures and Leadership This Paper Explains

Words: 1651 Length: 5 Pages Document Type: Essay Paper #: 83367551

Organizational Structures and Leadership

This paper explains the organization structure (or a combination of organization structures) implemented at a specific organization and how it affects the decision making and other aspects of the organization. For that purpose the health care organization has been taken into consideration.

Organizational structure generally refers to the hierarchical, reporting, authority and leadership set-up of an entity. The structures determine the working, leadership and decision making styles of the management as well as the overall culture of an entity. Organization structures can be of many types like: (Robins and Langton, 2010)

Bureaucratic structure or Line structure: Under this type of organizational structure the roles and responsibilities are clearly defined and it follows a well defined hierarchy, this type of structure is a highly formal organizational structure. A line structure has many levels of hierarchy and authority and the chain of command of the organization is complicated.…… [Read More]

References

American School of Cardiology (2011). Developing and Managing a Successful CV Service Line. ACC Council on Clinical Practice Paper. [report] Washington: ACC Council.

Berggren, I. And Carlstrom, E. (2011). Decision making within a community provider organization. British Journal of Community Nursing, 15 (12), pp. 611-617.

Downy, M., Parslow, S. And Smart, M. (2011). The hidden treasure in nursing leadership: informal leaders. Journal of Nursing Management, 19 (2011), pp. 517-521.

Madden, A. (2011). EHR Adoption: Help is Here for Your Decision-Making Process. Nashville: Tennessee Medical Association. pp. 35-37.
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Organizational Reframing Plan

Words: 3558 Length: 10 Pages Document Type: Essay Paper #: 12678965

Organizational Reframing Program

Four Frames of Organizational Reframing

Structural:-

Human Resource: -

Political:-

Symbolic:-

Structural Contingency Theory

Structural Contingency Theory in Human Resource Management:-

Social Network Analysis

Impact of reframing plan and ethical issue's

Impact on the department being reframed:-

Impact of reframing on other departments:-

Ethical Aspects:-

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.

Reframing 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…… [Read More]

References

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
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Organizational Environment Starbucks In-Depth Analysis of Organizational

Words: 2333 Length: 7 Pages Document Type: Essay Paper #: 19537026

Organizational Environment Starbucks

In-depth Analysis of Organizational Environment - Starbucks

Starbucks Organizational Culture and Environment

Global Perspectives of Starbucks

Social Responsibility 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…… [Read More]

References

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
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Organization Theory Design Daft 2010 Defines Organization

Words: 2446 Length: 8 Pages Document Type: Essay Paper #: 54426140

Organization Theory Design

Daft, (2010) defines organization as a diverse corporate affair, a bank or a government agency that make up of people setting policies and procedures and interact with one another to perform essential functions in order to attain organization goals. Daft, (2010) further ague that organizations cannot exist without external stakeholders like customers, suppliers and competitors. Thus, organizations are very important because they create values for customers, owners and employees. Moreover, modern organization facilitate innovation and produce goods and services as well as bringing together resources to achieve desired goals. Despite the benefits that organizations create to society, different organizations face both internal and external problems that require effective organizational design.

The paper analyzes the integrated case of Empire Plastics, identify the problems that the organization is facing and suggest effective organization design for the company in order to resolve the problem.

Key Fact

The Empire Plastics was…… [Read More]

Reference

Daft, R.L. (2010). Organization Theory and Design. (10 Edition ). UK. Cengage Learning.
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Organizational Change in the Public Sector This

Words: 6104 Length: 20 Pages Document Type: Essay Paper #: 9103024

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

Research Questions

Hypotheses:

LITERATURE REVIEW

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…… [Read More]

BIBLIOGRAPHY

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.
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Organization Behavior Strategic Management of Human Resources

Words: 2074 Length: 6 Pages Document Type: Essay Paper #: 66465687

Organization Behavior

Strategic Management of Human Resources

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 (Rose 2004).

Strategic Human Resource 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…… [Read More]

REFERENCES

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]
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Organization Management the Walt Disney the Walt

Words: 2052 Length: 6 Pages Document Type: Essay Paper #: 67334434

Organization Management

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…… [Read More]

References

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.
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Organization Behavior Performance Management and People Performance

Words: 3584 Length: 11 Pages Document Type: Essay Paper #: 1510997

Organization Behavior

"Performance Management" and "People Performance"

Performance Management and People

"Performance Management" and "People Performance"

Management SUMMARY

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,…… [Read More]

REFERENCES

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.
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Organizational Performance Management Emergency Medical Services &

Words: 2154 Length: 7 Pages Document Type: Essay Paper #: 13153026

Organizational Performance Management

Emergency Medical Services & Pharmacies Long-Term Health Care Physicians' Offices Hospitals This paper written organizations. • Discuss influence regulatory accreditation standards performance-management systems.

Organizational performance management

The main purpose for the health care industry is to serve patients in the most effective, safe, and efficient manner. Each organization in this industry functions differently. However, there are some functions and regulations that the organizations will share. These regulations provide the organizations with a path that they are supposed to follow. Regulatory requirements mandate the organization to compliance, and provide a standard performance level that creates the need for the organization to have specialized accreditation and monitoring in order to have quality improvements at various levels Sciences, 2006.

The key component for ensuring that an organization maintains its course in meeting the standards, compliance, maintaining the organization's mission and vision, and meeting regulatory requirements is communication. Risk management will…… [Read More]

References

Briner, M., Kessler, O., Pfeiffer, Y., Wehner, T., & Manser, T. (2010). Assessing hospitals' clinical risk management: Development of a monitoring instrument. [Article]. BMC Health Services Research, 10, 337-347. doi: 10.1186/1472-6963-10-337

Bryan, K. (2009). Communication in Healthcare. New York, NY 10006: Peter Lang.

Carroll, R., & Management, A.S.H.R. (2010). Risk Management Handbook for Health Care Organizations: Student Edition. Hoboken, NJ 07030-5774: Wiley.

Coleman, L.A., Kottke, T.E., Rank, B., Reding, D.J., Selna, M., Isham, G.J., . . . Greenlee, R.T. (2008/12//). Partnering Care Delivery and Research to Optimize Health.
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Organizational Behavior Case Study

Words: 1948 Length: 6 Pages Document Type: Essay Paper #: 6563198

Organizational Behavior Case Study

ORGANIZATIONAL BEHAVIOUR

Residential 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…… [Read More]

References

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.
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Organizational Theory 2 What Core Competences Give

Words: 2740 Length: 8 Pages Document Type: Essay Paper #: 28567012

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…… [Read More]

References

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.
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Organizational Theory 1 Create a Code of

Words: 2747 Length: 8 Pages Document Type: Essay Paper #: 74668400

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…… [Read More]

References

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.
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Organization Models Within the Correctional System There

Words: 1301 Length: 4 Pages Document Type: Essay Paper #: 34402874

Organization Models

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…… [Read More]

References

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
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Organization Project Intermountain Was Started as a

Words: 1667 Length: 5 Pages Document Type: Essay Paper #: 20976644

Organization Project

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.

FORMAL MISSION:

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…… [Read More]

Bibliography

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
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Organizational Change and the Consequences

Words: 2029 Length: 7 Pages Document Type: Essay Paper #: 46322064

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…… [Read More]

Works Cited:

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.
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Organizational Performance Can Be Measured in Terms

Words: 1345 Length: 4 Pages Document Type: Essay Paper #: 39382178

Organizational performance can be measured in terms of financial, output metrics, or market share performance. An organization is considered to achieve high performance if it is able to demonstrate growth in its all aspects of organizational performance metrics. The three key criteria to measure organizational performances in all industries are as follows:

Financial performance (profits, return on assets)

Product and market performances (sales, market share)

Shareholder returns (total shareholder return, economic value added)

An organization is generally able to claim a healthy financial performance if its annual net profits continuously increase or if the company reaches its own internal financial targets. Product and market performances are measured when organizations can claim a significant share of the total volume of sales in the market. It is generally thought that with the production of high quality goods or services, organizations will be able to achieve their desired market performances (Richard 2009). For…… [Read More]

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Organizational Management -- Concepts and

Words: 727 Length: 3 Pages Document Type: Essay Paper #: 88927836

The most observable aspects of organizational communications would be apparent from the way that employees typically use various communications media and technology.

Business Ethics

In contemporary American business culture, business ethics refers to the same types of concepts as the more general organizational culture except that business ethics concepts are limited to those relating to moral ideas and values (Robbins & Judge, 2009). Certain aspects of business ethics pertain to matters required by statutory law and regulation while others are strictly matters of the moral values and commitment of the organization.

The narrowest systems of business ethics are strictly limited to the formal requirements of law; meanwhile, some organizations maintain much broader systems of business ethics that limit organizational behavior far more than the formal requirements of law (George & Jones, 2008). The most observable aspects of business ethics would be the manner in which organizations conduct ethical training and…… [Read More]

References:

George JM. And Jones GR. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Robbins SP. And Judge TA. (2009). Organizational Behavior. Upper Saddle River, NJ:

Prentice Hall.
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Organizational Psychology Productive and Counterproductive Behaviors Paper

Words: 905 Length: 3 Pages Document Type: Essay Paper #: 26988013

Organizational Psychology

Productive and Counterproductive Behaviors Paper

Organizational psychology involves the settings based on office or workplace psychology. It is a field of psychology that uses scientific methodologies in order to understand individuals' behavior in organizational settings. Organizational psychology can also be defined as the scientific study of group and individual behaviors in a formal organizational setting. Organizational psychology is part of a broader field of industrial and organizational psychology. Organizational polices and job descriptions form the structure for organizations. It should be noted that organizational psychology is mainly concerned with the study of formal organizations and not informal organizations. According to Guion (1965)

organizational psychology is the scientific study of relationships between individuals and their world of work.

Although the main focus of organizational psychology is groups, it also focuses on individual behavior in order to obtain information pertaining what influences individual's in these groups Jex, 2002.

Individuals behave…… [Read More]

References

Guion, R.M. (1965). Personnel testing. 2445 McCabe Way: McGraw-Hill.

Jex, S.M. (2002). Organizational Psychology: A Scientist-Practitioner Approach. Hoboken, NJ: Wiley.

Miner, J.B. (2007). Organizational Behavior 4: From Theory to Practice. Armonk, NY 10504: M.E. Sharpe.

Shams, M., & Jackson, P.R. (2006). Developments in Work and Organization Psychology: Implications for International Business. Maryland Heights, MO 63043: Elsevier.
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Organization Behavior International Development and Strategic Management

Words: 3450 Length: 11 Pages Document Type: Essay Paper #: 7176162

Organization Behavior

International Development and Strategic Management at Proctor & Gamble

International development

International Development and Strategic Management at Procter & Gamble

Every organization wishes to keep its operations on a continuous growing pace in its industry (Barnes, Blake, & Pinder 2009). As a part of its business expansion strategies, it can also aim to target international markets if it possesses the core competencies and financial resources to meet the requirements of this expansion (Bamford & Forrester 2010). International development strategies require business organizations to strategize their policies and procedures in such a way that they not only enable them to compete with the top level competitors, but also ensure a high sales volume and profitability (Kotler, Brown, Burton, Deans, & Armstrong 2010).

To do business in an international market successfully, an organization needs to analysis that market from all the environmental perspectives (Ryals 2008). A situational analysis can be…… [Read More]

REFERENCES

Bamford, D., & Forrester, P., 2010. Essential Guide to Operations Management: Concepts and Case Notes. U.S.: John Wiley and Sons

Barnes, C., Blake, H., & Pinder, D., 2009. Creating & delivering your value proposition: managing customer experience for profit. Philadelphia: Kogan Page

Hill, C., & Jones, G., 2007. Strategic management: an integrated approach. U.S. Cengage Learning

Kotler, P., Brown, L., Burton, S., Deans, K., & Armstrong, G., 2010. Marketing. 8th Edition. U.S.: Prentice-Hall
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Organizational Behavior Organization Change Theory

Words: 2222 Length: 8 Pages Document Type: Essay Paper #: 39623505

The "bookends" of the model being organization work settings and members is accurate and pragmatic as well.

In the authors' analysis of the conceptual models for understanding organizational change in chapter 8 illustrates the depth of his expertise in the academic field and his pragmatism at translating theory into results. It must have been the most challenging chapter of the book to write as it moves quickly between the theoretical and the pragmatic. It also shows through examples, both academic and from actual experience, just how capricious, even chaotic organizational change is to manage and make permanent. Clearly the author has reservations about the classical Lewin Model of change and provides a thoughtful analysis using Dr. Edgar Schein's models on corporate culture research to more fully define the three-step Lewin process. What is interesting about the progression of the analysis of the Lewin Model is the inclusion of phases of…… [Read More]

references in how Dr. Burke illustrates through analysis of organizations just how critical it is to pay attention to the smaller processes if the larger management change strategy is to be effective.

The Burke-Litwin Model for organizational change is also analyzed from the standpoint of Dr. David McClelland's contributions of individual's propensities for motivation to change. The author navigates the next few chapters well, mixing the theoretical models as a means to show the process-based approaches to making organizational change with the pragmatic lessons learned of a practitioner. He completes this analysis with an assessment of how the individual attributes of each model matter far more than the far-reaching, ore environmentally based ones. In this way he communicates that for lasting change to occur in any organization that has got to be an internalization of the goals and objectives they are based on. Without this there is no lasting change, he seems to be implying through the framework and model analysis completed. These points together then form an excellent foundation for the last chapters of the book that center on transformational leadership. These last chapters also form an excellent capstone series that tie together the best and worst practices of organizational change, the core concepts and frameworks and models, and the strategies for overcoming resistance to change. These chapters were the most prescriptive in how to transform management into leadership in the context of organizational change. They were also interesting to see how Dr. Burke analyses the phases of organizational change an how the practical lessons learned made the process more challenging and daunting that it is often made out to be. Throughout the book there is also the common thread of how chaotic change can be over time and how transformational leaders need to create a resiliency and trust to be effective. These chapters define transformational leadership in those contexts and also provide insights into real-world examples of how the authors' process-centricism has made a different. The use of hybrid models of transformational and transactional leadership also is useful for seeing how rewards are defined and fulfilled.

Conclusion

Organizational change is never a one-and-done proposition, and to make change effective and last, there are more complexities than many theorists and managers list in their advice. This book provides a solid foundation that shows just how chaotic change can be and that situational leadership that can transform and reward is crucial. It also shows that worst practices in organizational change happen when plans are too dogmatically adhered to. The author brings a message of organizational agility and the need to listen and respond to the complexities of change, not try to overcome it with an engineered response. Trust as the catalyst of change and the ability to internalize change is crucial.

Reference
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Organizational Case Analysis

Words: 2539 Length: 8 Pages Document Type: Essay Paper #: 25863249

Organizational Case Analysis

Organization Overview

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 Report, 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.…… [Read More]

References

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.
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Organization Behavior a Report on Advertising Industry

Words: 3170 Length: 10 Pages Document Type: Essay Paper #: 94490360

Organization Behavior

A Report 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…… [Read More]

REFERENCES

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
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Organizational Behavior Since Long the Necessity for

Words: 1894 Length: 5 Pages Document Type: Essay Paper #: 50311150

Organizational Behavior

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…… [Read More]

References

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

Behavior Project.

governmental_organisatio_13017/"
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Organization Change as a Result

Words: 1545 Length: 4 Pages Document Type: Essay Paper #: 46853925



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.

Conclusion

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.… [Read More]

References

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
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Organizational Diagnosis Surrounding the Acquisition

Words: 1468 Length: 5 Pages Document Type: Essay Paper #: 85465086

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…… [Read More]

References:

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
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Organizational Developement Plan to Improve

Words: 3507 Length: 10 Pages Document Type: Essay Paper #: 68417744



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…… [Read More]

REFERENCES

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
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Organizational Behavior the Columbia Space

Words: 1971 Length: 7 Pages Document Type: Essay Paper #: 45448033

The final form of the proposed course of action is as follows:

1. Employees would be offered training programs in order to increase their confidence in the institution - these trainings would first be offered to administrative staff, namely managers, who would then be able to better supervise the NASA operations, identify and propose solutions to the encountered limitations. The programs would also prepare employees for the changes that are about to be implemented. They would help in increasing on the job satisfaction and reducing reticence to change.

2. Changes in the organizational culture - NASA would make it clear that they encourage open communication. They should ask all staff members to report any operational or safety shortages. The previous overconfident image would be shattered and the organization would recognize the new realities and adapt to them 3. They should request new funds - their endeavors would take place at…… [Read More]

Reference:

Integrative Case: The Columbia Space Shuttle Disaster - Organizational Behavior as a Matter of Life and Death, pp. 488-497
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Organizational Diagnosis and Recommendations

Words: 2744 Length: 8 Pages Document Type: Essay Paper #: 14551194

Organizational Diagnosis and Recommendations

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…… [Read More]

References

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)
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Organization Citizenship as it Relates

Words: 1735 Length: 6 Pages Document Type: Essay Paper #: 87353120

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). Researchers 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).… [Read More]

References

Swaminathan, S., & Jawahar, P. (2013). job satisfaction as a predictor of organizational citizenship behavior: an empirical study. Global Journal of Business Research (GJBR),

7(1), 71-80.

Mohamed, M., & Anisa, H.H. (2012). Relationship Between Organizational Commitment and Organizational Citizenship Behavior. IUP Journal of Organizational Behavior, 11(3), 7-

22.
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Organization Culture as a Derivative of Collective Responsibility

Words: 664 Length: 2 Pages Document Type: Essay Paper #: 7425809

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.…… [Read More]

References

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
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Org Diagnosis Organizational Diagnostic Models Falletta 2005

Words: 1516 Length: 5 Pages Document Type: Essay Paper #: 78214168

Org Diagnosis

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…… [Read More]

References

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
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Organizational Review of European Union

Words: 1306 Length: 5 Pages Document Type: Essay Paper #: 79962429



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…… [Read More]

Bibliography

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
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Organizational Diagnosis When the Managerial

Words: 552 Length: 2 Pages Document Type: Essay Paper #: 4471591

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…… [Read More]

Reference List

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.
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Organizational Behavior the First Step

Words: 1270 Length: 4 Pages Document Type: Essay Paper #: 70144176



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. When 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.

While 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…… [Read More]

Works Cited:

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
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Organizational Behavior Over the Last

Words: 1162 Length: 3 Pages Document Type: Essay Paper #: 37549198

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…… [Read More]

Bibliography

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.).
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Organizational Change the Company That Is Today

Words: 931 Length: 3 Pages Document Type: Essay Paper #: 74577579

Organizational Change

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…… [Read More]

Works Cited:

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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Organizational Changes in Telefonica in This Paper

Words: 1290 Length: 4 Pages Document Type: Essay Paper #: 18745117

Organizational Changes in Telefonica

In this paper, we will assess the recent organizational changes made in the telecom firm Telefonica. Our analysis will be based on the 5w's and one how. Let's first overview the changes in general, the whole organizational structure of the firm is revamped targeting the medium and long-term future in terms of proper growth, more participation in technological world and acquiring more opportunities based on the firm's global presence and alliances.

Changes in detail

Let's first analyze by the "How" part in the 5w's and see how the changes were made and the reasons for their application. The whole organizational structure focused on three modules namely the commitment, growth and competitiveness alongside the midterm objectives as well as a proper series of "waves" of achievements which each lasts a year. Here, the top level management is supposed to get together by the end of the year…… [Read More]

References

Read, William. (1996). Telecom Strategy for Economic Development. Connecticut: Praeger.

Jussawalla, Meheroo. (1993). Global Telecom Policies. Connecticut: Greenwood Press.

Mclarty, TM 1998, 'Liberalized Telecommunications Trade in the WTO', Federal Communications Law Journal, vol. 51, no. 1, pp. 1.

Gold, MA 1994, 'Telecommunications and Cost Savings in Health Care Services', Southern Economic Journal, vol. 61, no. 2, pp. 343.
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Organizational Behavior John Watson Company Overview Dynatronics

Words: 3631 Length: 12 Pages Document Type: Essay Paper #: 20646836

Organizational Behavior

John Watson

Company Overview

Dynatronics Corporation (formerly Dynatronics Laser Corporation) was started in 1979 with the initial intent of developing laser technology for use in medical procedures. Unable to acquire the necessary FDA approval required to market the technology the company turned to other areas within the medical rehabilitation market. Seeing an opening in the market for ultrasound electrotherapy technology the company soon found a distribution channel that could support the new product offerings. Subsequent years led to the company developing additional products that have been used to treat chronic pain, test physical ability with computer software and to provide other forms of therapy. In addition, the company has ventured into the aesthetic market and has patented and distributed microdermabrasion technology for use by both aestheticians and plastic surgeons. Dynatronics has made several acquisitions over the years that have met with mixed results. The purchase of a rehabilitation…… [Read More]

References

Drucker, P.F. (1954). The Practice of Management. New York: Harper & Row.

Duane, M.J. (1993). The Grievance Process in Labor-Management Cooperation. Westport, CT: Quorum Books.

Olson, M.H., & Symposium on Technological Support for Work Group Collaboration New York University, Graduate School of Business. (1989). Technological Support for Work Group Collaboration. Hillsdale, NJ: Lawrence Erlbaum Associates.

What Lies Ahead. (2003, January). T& D, 57, 32+. Retrieved February 21, 2005, from Questia database, http://www.questia.com.