The Challenges Faced By An Organisation

The Ch aloneenges Faced By An OrganisationOrganization is a place where figure of people wrench with to each one other to achieved a mutual Goal and Management is interested in an organisation mainly from an instrumental point of view. For a company, composition is a means to an end to achieve its goals, which be to micturate value for its stakeholders (stockholders, employees, customers, suppliers, community).Therefore Management behaviour jackpot be describe in terms of structure refinementIn which the relationship between management structure and cultivation and its effect on business performance should be try very c atomic number 18fully to sustain the Organization growth and its development.Now for improving musical arrangements overall strength is a constant key objective for all executives so that face get out benefit significantly by dint of-Increased productivity-Faster decision qualification-Less internal conflict plaqueal potential stems from the org anization being suit sufficient to do the things itNeeds to do with minimum use of pick. In fact not doing things that dont need tobe done is perhaps the single biggest contri andion to decent truly effective. MakingTasks simpler so in that location is less give out, avoiding mistakes so that there is no rework, qualitysystems to get things done consistently, training to en subject a working class to be done quicker argonall examples.However, the organisation doesnt be follow to a greater extent effective spontaneously. It requirestime, effort, know how and will. Individuals, particularly those with managementresponsibilities need to father the skills and competencies to try out what is going on, topropose solutions to problems, and implement the changes in the workplace and tohave the confidence that consistent long-term purifyment is what will unclutter theorganisation competitive.If the gains in effectiveness be not to be eroded the whole physical process needs to be organise in aculture of continuous improvement so that each improvement builds on its predecessorsand is not lost just as easily as it was gained through apathy or through attention shiftingelsewhere.Refer to the case study of Barclays banks when there is an acquisition with Lehman Brothers in September 2008 Barclays had to face number of hurdles and problems to overcome organizational look of the Lehman Brother but without an effective measures and decision making it would not be organized and successful acquisition so to understand the of the essence(predicate) part of Management theories for Organizational Behavior we have to understand effective management behavior that grouped into 6 management qualities.Values new IdeasEffective Management can be through when we give splendour and respect to new ideas present by the employees and give them rewards for this and let the employee try new, potentially better methods for an organizational growth.Values Others ViewThis includ es involve torpedo ordinates in important decisions, take time to listen and understand, provides feedback when subordinates shares ideasAppreciate Differences among othersRecognizes that individuals needs and abilities differ, Values the experiences and perspectives of people from diverse backgrounds4) Takes Action to Solve Problems and ConflictsTakes steps to improve bad relationships, Takes action to resolve interpersonal conflicts, Finds win/win solutions, Learns from his/her mistakes, Sorts essential from unimportant information5) Communicates ExpectationsCommunicates what he/she expects to be accomplished, Provides understandable performance data6) high-principledMaintains consistency between words and actions, Models the behavior he/she expects from others, Recruits and promotes fairly regardless of race, gender, sexual orientation, or ageThe above mentioned 6 qualities are used to make an Organization effective.In case of Barclays achievement they started to implement t his technique to boost the employee performance and to make them believe that they are still very attached with the organization and have a same respect as it was in Lehman Brothers.Barclays find out number of key organizational behavior issues with the acquisition like Integration, Organizational Culture of Both Barclays and Lehmans and Motivation.EXAMPLE REATED TO EFFECTIVE MANAGEMENTU. S. Network Appliance Inc. (NetApp), founded in 1992, has been an industry leader in networked storage solutions. Since its inception, the founder of NetApp great importance for the development of a healthy work environs and friendly staff the company. Emphasis was placed on trust and integrity, team spirit and ambition to murder higher(prenominal) goals. The company had a policy of openness, flexible working hours and offer a host of other benefits for their employees. The company is employee-friendly policies have been recognized by leadership magazines as one of the surmount places to work. F or the year 2009, NetApp stratified set-back in the list of 100 Best Companies to report For by bunch magazine.In January 2009 ranked U. S. Network Appliance Inc. (NetApp), a leading solution for network storage company, No. 1 on the list of 100 Best Companies to Work For, Fortune magazine had 4. The position of the company significantly the 14 th in 2008 (see annex I for a list of 15 of the 100 Best Companies to Work For in 2009) change. The list was compiled by Great Place to (TMP) for work on behalf Institute5 Fortune magazine. According to GPW NetApp is a serious matter. Serious well-nigh customer assistance to compete seriously with serious and that a large work area. In 2009, NetApp 1 Best Company to Work for in America iswas puddleed aft(prenominal) investigations GPW, the 528 companies with new jobs in 2008, replacing an increase of around 12% 0.7 With this, NetApp INC8 Google, which held the title for two consecutive years 2007 and 2008.Occasionally, Dan Warmenhove n, CEO of NetApp, We are delighted and honored to be in the top of the prestigious list of Fortune.Our employees are the heart of our society and the strength of our global culture. values of the culture that teamwork, productivity, leadership and innovationWe help clients create much discoveries to retain the best talent and deliver superior returns for our shareholders. I am very proud of what we have achieved and what the value of our employees every day a shared workspace successfullyNetApp personnel policies on the welfare of employees. Policies on the development of healthy and motivated employees. AfterGwen McDonald (McDonald), Vice-president, Human Resources,NetApp, We are clear that our people are our floor of our success is actually taught by our leaders, both in terms of what we ordinate and do.. NetApp Management believes that customers who do business with the value proposition of the companys somatic culture is measured. When the culture was strong enough that cu stomers would be attracted to be inclined to establish business relations with the company of others. Emphasizes this fact, NetApp staff about the unique culture of the educated workforce. NetApp staffs have always been motivated by the words of appreciation and were aware that they were valued in society. There were several awards and recognition programs structured to recognize the contributions of personnel in various areas. Among them was the share of rewards program, which involves an incentive program to encourage employees to share their friendship.It is now clear that the importance of an effective organization. Say, if an organization is effective is not certain to break in this era of competition, losing to determine the reason. Therefore, the organization ineffective.INEFFECTIVE ORGANIZATIONSuch an organization will be termed as effective organization as its members do not work for organizations goals. The behavioral approach establishes a direct relationship between in tegration of organizational and individual goals and organizational effectiveness. It should, however, be noted that organizational effectiveness is not the result only of integration of two goals, quite a are a lot of other variables affecting it. But still we can say, that as human factor is one of them important and the only active factor integrating other factors in the organization. This analysis holds technical from management of organization point of view.For example in an organization where number of employees compete with each other not in positive manners his could affect directly to the organization as if individuals are not align in a proper positive direction then the organization will definitely face a great Obstacles,Now to manage all this things we understand that human factor is one of the most important and viable factor to see within an organization and should be managed properly,As in the case study of Barclays we discussed in the class we have seen that how em ployees were managed because of their importance in their organization and to retain them and to make them happier how Barclays made strategies to get by up that situation of successful integration.So we have to closely analyze that what factors affect organizational effectiveness.OBSTACLES / FACTORS AFFECTING ORGANISATIONAL EFFECTIVENESS AND ITS PERFORMANCEThis is a very important and difficult task for the manager, who is analyzing the organization, is to identify the factors underlying organizational effectiveness. The major set of factors or variables that potentially have their influence on effectiveness are1. Organizational characteristics2. Environmental characteristics3. Employee characteristics4. Managerial policies and practices.For example Barclays acquisition with Lehman brother would have definitely affect organization as above factors affect a lot as both companies have different Organizational Characteristic, Environmental characteristics, Employee characteristics an d also Managerial policies and practices.Organizational characteristics which affect the effectiveness are of two vitrines1. Organizational structure and2. railway locomotiveering scienceOrganizational structure influences the effectiveness in the following waysStructure in terms of functional specialization, size centralization of decision making and level off formalization is likely to increase productivity and efficiency. Job satisfaction of the employees is also cogitate to the organizational structure, equitable division of work and delegation or dictum and responsibility and proper direction are likely to generate the feeling of satisfaction among people at work.Technology and organizational structure are interre belatedlyd. The type of applied science determines the nature and structure of Organization, interchange of technology will require a lot of changes in the organization in the form ofa. Change in operation e.g. from labor-intensive to capital intensiveb. Shifti ng of employees to either different departments within the same factory or to some other factory of the organization.c. Change in span of controld. Creating of new and winding up of the few departments.e. Change in them materials which are usedf. Retraining and provision of more knowledge about the latest technology to the workers. If the organization fails to change the structure according to needs of technology, it will never prove to be effective. needs of technology and it will never prove to be effective.Environmental Characteristic Management should have experts who will suggest adjustments which are to be made in the organizational set up to comply with environmental changes.1. External environment2. Internal environmentEmployee CharacteristicsHuman factor is the most important factor which influences the goal achievement of organizations. If there is a close integration among the individual and organizational goals, the organizational will be highly effective as explained i n the behavioral approach to the effectiveness. If the organization, without agree with its fundamental programmers and policies, could readjust to accommodate legitimate aspirations of the employees, In employees, it should do so the achieve effectiveness. In case there is a conflict between the individual and the group goals and the issued relate to the very existence of the organization, the organization will have to take a firm stand to deal with the situation. To help in achieving the effectiveness of the organization, the employees the effectiveness of the organization, the employees should have the following characteristicsa. They should be attracted towards and satisfied with the organization.b. They should be committed to the organization.c. Their motives, goals and needs should not be in conflict with the organizational goals. d. The employees should be able and knowledgeable.e. They should have their role clarity.f. The job turnover should be very low, if any.EFFECTIVENE SS THROUGH ADAPTIVE COPING STYLE AND HOW THESE OBSTACLES OVERCOME1. Sensing of Change. The first canonical show in the cycle is the sensing of change in some part of the internal and external environment. Failure to perceive changes in the environment or incorrectly perceiving the changes is the major factor for the failure of the organization to cope with environment. The organizations should have effective Management Information System for effectively coping with the environment.2. The second stage in the cycle is the import of relevant information about the change into those parts of the organization that can act upon it. However, it is very difficult to decide which imputes are to be taken from the environment and organizations often fail to perceive the relevant inputs, particularly the information.3. Changing Conversation Process. Inputs are taken by the organization from the environment for further processing, this is known as the conversion process. The conversion process should be modified according to environmental requirements as indicated by the information.4. Stabilizing Internal Changes. The ordinal stage of the cycle is to stabilize the internal changes dapple taking care of undesired changes in related systems which have resulted from the desired changes. This is undeniable because each sub system in the organization is dependent upon others and change in one may affect others but this effect may be positive or negative.5. Exporting New Outputs. When the internal change is established, the organization becomes in a position to export new outputs which are in accordance with the environmental requirements. several(prenominal) different and additional attempts may be required for exporting the new outputs. If the organization fails to adopt the new methods, it may become ineffective..6. Obtaining Feedback. The last stage in the cycle is the obtaining of feedback on the outcome of the changes for further sensing of the state of the external environment and the degree of integration of the internal environment. This stage is very much related with the first stage because process of sensing may be the same. Failure at any of these stages may result into ineffectiveness. A successful coping suggests that all of the stages must be successfully negotiated. Following are the major organizational conditions for effective coping1. The Organization must have a proper conference system through which reliable and valid information may be passed.2. Enough internal flexibility should be there so that changes can be brought absorbed by the organization.3. Successful coping requires integration and commitment to the organizational goals which provides willingness for change. There should be supportive internal climate which can support good communication, reduction in inflexibility and stimulation of self protection.The Most important factor that likely to determine the successful performance of work organizations is Organizational CultureThere are four steps in the integration of organizational cultures in international expansions that result from mergers or acquisitionThe two groups have to establish the purpose, goal, and focus of their mergerThey have to develop mechanisms to identify the most important organizational structures and management rolesThey have to determine who has authority over the resources needed for acquire things doneThey have to identify the expectations of all involved parties and facilitate communication between both departments and individuals in the structureThree aspects of organizational functioning that are important in determining MNC organizational cultureThe general relationship between the employees and their organizationThe rankedal system of authority that defines the roles of managers and subordinatesThe general views that employees hold about the MNCs purpose, destiny, goals, and their places in them.Guideline to Overcome such diversity i.e. Culture in an organizationS elect team members for their task-related abilitiesTeam members must recognize and be on the watch to deal with their differencesTeam leader must help the group to identify and define its overall goalMembers must have equal power so that everyone can participate in the processAll members must have mutual respect for each other.Managers must give teams positive feedback on their process and outputExample related to Cultural EnvironmentThe company plays an important role in the success of the organization. A corporate culture helps to attract the best talent in the industry. The case describes the corporate culture of Google Inc. Google is one of the few companies that have successfully blended technical innovation with a strong corporate cultureThe case provides insight into the work environment, and recruitment process at Google. The case also provides insight into how Google fostered innovation among employees. The case ends with a critique of Googles organizational cultureGoogle Inc. (Google) is considered one of the most successful meshing start-ups. In 2003, favorite search engines in the world was for their accuracy and speed in obtaining results. Apart from the technological advantage over its competitors, Google is successful because of its ability to attract and retain the best talents of these employees. And the process was possible thanks to Googles corporate culture. During the Internet bubble in late 1990, Google was the only company that does not suffer wear, while the experience of other employees of large tech companies had sales of 20-25%Googles corporate culture is legendary in atomic number 14 Valley. Googlehas been a symbol of successful Internet companies. For many, the successful combination of company culture and technology in Silicon Valley.It is estimated that Google has succeeded because it had removed the unnecessary bureaucracy and pecking order gave its engineers to work hands free. But not everyone in the culture of Google was i mpressed. Some think that Google could not complete support their growth with the current culture.It is believed that Google had exceeded its informal culture, and it would be informal, from now on, the confusion among employees and customers. In addition, Google also crucial for their establishment and the lack of unity of command at the highest level.Google founders Larry Page (Larry) and Sergey Bring (Sergio) graduated in computer science from Stanford in 1995. In January 1996, the work of Larry and Sergey in their project aims to extend the summer through a search engine.They wanted a technology that has provided the necessary information from the enormous amount of data available on the Internet to grow because of its ability to identify and analyze the links in its search engine Back Backrub which refers to a site particular.Backrub in 1997 had received great popularity due to its unique approach to solving the problems of Internet research. During the first half of 1998, Lar ry and Sergey were focused on perfecting his technique.To store large amounts of data, they bought a terabyte of disk storage (a billion bytes is a terabyte) at bargain prices.Larry dormitory use data Center while Sergey get on via an office. So far, they knew your search technology best available technology and other. They began an active partnership with potential partners in the Technology Licensing YourSearch Engine Research technology.Larry and Sergey butt lots of people plus friends and family. One of the people they got in contact with was David File , the creator of Yahoo, a leading portal2. File complimented them for the solid equipment they had build, although did not come into any contract among them. Instead, he motivate them to set up their own companyAfter collecting another $ 1 million from family and friends, the office of Larry and Sergey, 7 opened in September 1998. California office was in the garage of a friends house in Menlo Park. The name of Google, but by an accident, said the companys burster and organize the data available on the Internet most of the selected type. The site is set www.google.com and operation of the duo their first employee Stanford colleague Craig Silverstein (Silverstein), later chief technology officer of Google..Google has an informal work culture in the (home) Googolplex. Both Larry and Sergey wanted to make Google a great place to work. Because of their faith, the Googolplex, decorated with lava lamps and painted in chic colors of the Google logo (Refer Figure I for Google Logo).Googles have been allowed to bring pets in the workplace, and were willing even with snacks, lunch and dinner by a famous chef Charlie Ayers. The room was Googolplex Google snack cereals, gummy bears, cashew nuts and other snacks and fruit juices, soft drinks and cappuccinoSergey and Larry have also focused on hiring people with good humor. They have been personally involved in hiring. To attract major change in Google Top Ten Rea sons to Google on its electronic networksite (Refer Table II).Google has hired people with different abilities and characteristics (see Table III).When hiring, Google for its faculty member excellence, as in the class of SAT test scores and other graduates were needed. For an interview call from Google, a person must be a first class university .Google management should also encourage innovation and creativity in the workplace. Clear that to maintain growth, the company had come up with new products and features. However, the company had problems, these ideas are translated into successful products, knock. Silverstein said Weve always had good ideas, but we had no good way to express or catch them. To resolve the problem, Google implemented an internal web site to pursue new ideasMany analysts believe that fluctuations in Googles zero percent during the dotcom boom, the evidence from tissue culture. But not everyone was convinced that Google was entitled to its work culture. They found that the company was to manage growth. A 12-hour day became the norm in the industry. Googles hiring process has been criticized by analysts. It was noted that Google is too narrow in its approach it is displayed in the stands and graduate certificates of the candidates instead of experience. Commenting on the hiring process, said a Google, If youre already at Cisco for 20 years, who do not. But the government defended the contracting process say they have intelligence and reason more valuable than experience.Performance of the Organization can be sometimes seems to be very easy but actually it is not the case. So most of the important thing in any organization is to look for is Manpower Humanreource and the environment in which all the employees are working both internally and externally both have to analyze with an close eye to take any advancement in any decision making in an organizationThe changing nature of new-made work organizations and attempt to challenge and critic ize the validity of this statement.Yes, As now the Modern work environment changes a lot due to Global attraction and as the whole world is becoming a global village now one which is more effective organization will survive.In this era Mergers Acquisition, Technology Advancement, Outsourcing, Modern HR like Rewards, Incentive, Retention, Training and Development took place a far more level just take an any example in developed or developing nation these practices are very common especially in Banking Industries examples like Barclays and Lehman and for Technology now a days SAP is used every Organization to integrate all his regions, Departments, Supply Chain Customers now these practices are also common in developing nation like Pakistan, India, Bangladesh etc.Major Merger Acquisition1990sTop 10 Merger Acquisition deals globally by value (in mil. USD) from 1990 to 1999CategoryYearBuyerPurchased11999Vodafone Air touch PLCMannesmann21999PfizerWarner-Lambert31998ExxonMobil41998Citi corpTravelers Group51999SBC communication theoryAmeritech Corporation61999Vodafone GroupAir Touch Communications71998Bell AtlanticGTE81998BPAmoco91999Qwest CommunicationsUS WEST101997WorldComMCI Communications2000sTop 10 MA deals worldwide by value (in mil. USD) from 2000 to 2009CategoryYearBuyerPurchased12000Fusion America Online Inc. (AOL)Time Warner22000Glico Welcome Plc.SmithKline Beecham Plc.32004Royal Dutch Petroleum Co.Shell Transport Trading Co42006ATHYPERLINK http//en.wikipedia.org/wiki/ATTHYPERLINK http//en.wikipedia.org/wiki/ATTT IncBellSouth Corporation52001Comcast CorporationATHYPERLINK http//en.wikipedia.org/wiki/ATTHYPERLINK http//en.wikipedia.org/wiki/ATTT Broadband Internet Sacs62009Pfizer Inc.Wyeth72000Spin-off Nortel Networks Corporation82002Pfizer Inc.Pharmacia Corporation92004JP Morgan Chase CoBanc One Corp102008Imbed Inc.Anheuser-Busch Companies, Inc As shown in the above table it is clearly indicated the facts that the number of MA are increasing day by day s o the organization who handle his Human resource well can lead in this race.Defining MWO (Modern Work Organization)Definitions of MWO usually need to be understood against its presumed antidote, i.e.the scientific management principles associated with the names of FrederickWinslow Taylor and Henry Ford. exploitation the categorization of Atkinson (1984), MWO isrelated to functional flexibility, rather than numerical or wage flexibility. Other termswhich have been in use to describe the phenomenon include naughty PerformanceWork Organisation and High-Involvement management (cp. Besant 2003). Attilaand Ylstalo (2002 2005), in their research on Finland, talk about pro-activeworkplaces, key characteristics of which are that workers have increasedpossibilities to exert influence, and at the same time increased responsibility.A pro-active work organisation is simultaneously (a) able to implement newworkplace practices within operational activities (for example semi-autonomousteams) (b) able to coordinate work across organisation (for example flat organisationor interaction) and (c) it has an active HRM policy as support and assistance (forexample training). This is illustrated graphically in Figure 1 (from BDL 2002).Systematic approach towards Modern OrganizationSystematic approach is very useful for this modern era to make an organization effective make the work which is really want to be in the systematic manner. The Following are the systematic approaches which are used to be modern organization.-Way work is coordinated across the organisation-Way work is organized within operational activities-Supporting Human Resource Policies-Flatter Hierarchy-Information Flow-Team/Management Interaction-Semi-autonomous work teams-Investment in training-Reward Systems-Performance Measurement-Multi-skilling through Job RotationDecentral organisational structuresFlat hierarchies and decentralization of decision-making (reduction of the number of management layers fewer differe nt functions, i.e. job enlargement improved flow of information between shop floor and management) Semi-autonomous work teams Process focus Direct cooperation links with stakeholders (customers, business partners, public authorities, RD units etc.) at every hierarchic levelCorporate cultures which focus on people and learningSystematic approach to skill acquisition (lifelong learning) with a focus on widening skills rather than simply adapting skills to changing functional requirements Strong focus on soft skills such as communication skills, team-working, conflict management etc. Wide participation in training, also involving less qualified members of staffInnovative performance measurement reward schemes Management by objectives (for teams and individuals) Financial and non-financial performance measures Performance-related remuneration. While each of these components have been extensively dealt with in the management literature, evidence suggests that they provide the biggest be nefit to companies if deployed in a systematic approachImpact on WorkersWhile decentralization of control is generally praised as an ideal means to achieve greater labor flexibility as well as higher motivation and (following from that) higherproductivity, there are also risks involved. It is certain that increasing responsibilityand self-control at all hierarchical levels tends to increase the work pressure asperceived by employees (Vo 1998, Gottschall Vo 2005 Cullen e