Heading Management And Organizations In A Global Environment

Question: Discuss about the Management And Organizations In A Global Environment. Answer: For propermanagement of organizations, one should consider the corporate culture and strategy and take enough care to prevent the duo from colliding since their collision could cost the organization much. (Kinicki, 2012) Leaders need to create a match between culture and corporate strategies since sometimes the cultures may bring surprising outcomes." He explained culture as a combination of the shared beliefs, assumptions and values people have about where they work and the culture determines how an organization undertakes its various duties. The various types of cultures include; market cultures- these cultures are expected to be more profitable than others since they bring about quality goods and services, the clan cultures also play their role in that they provide higher employee commitment and morale. The adhocracy cultures aim at making the business more innovative whereas the hierarchy cultures strive at making the firm to be more efficient. An example of an organization where this is experienced is the Amazon market whereby these people have effective online marketing culture system whereby they provide high-quality goods and services from their online store. Their employees are very friendly to the customers thus portraying that their clan culture is well developed. Regarding adhocracy, the Amazon online platform is innovatively developed whereby clients can make their purchases at ease. Their method of purchase and delivery of the goods that one has ordered is very efficient showing that their order of hierarchy culture is good. This shows that cultures can effectively work together and in case one needs to change the culture one needs to develop strategies that don't conflict with the cultures.According to (Kinicki 2012) "the strategies that conflict with the various cultures are bound to fail. "Senior executives need to comprehensively evaluate and discuss the types of cultures that will be in line with the strategies that are being put in place. The culture of any organization is another factor that contributes to themanagement and the running of organizations (Alvesson, n.d). The organization culture has numerous definitions due to its diverse approaches, but in summary, after assessing all the definitions, the culture of the organization can be referred to the reflection of the values of its leaders or their believe system. It is the leadership of the firm that determines the culture to be adopted in the firm. When a right leader is in the business he can protect the firm from any negative culture which will make the employees work efficiently to serving their customers example recently I brainstormed about this issue and recalled that the CEO at a company where I had done for an education attachment had created a culture of shooting blaming the messenger making the employees demoralised and unhappy therefore offered poor services. Compared to the current company where am working as an intern, the CEO is very accommodative , and this makes the employees feel and believe that they are the most valuable assets in that organization hence they work willingly, with high morale and they serve the customers right hence promoting the success of the business. However, if an employee continues being unproductive, one may develop a strategy as one used in Zappo company, a company that that is quick growing and is well known for selling a lot of shoes mainly via the internet. The company offers a free training program to its employees where they still get their full salary. The company then gives an offer to the new employees that it would pay them all their dues and add them $1000 bonus if they decide to quit the job then. Yes, employees are paid to quit! This is a strategy that the company uses to test the commitment of the new employee, if on decides to quit due to the offer the company is ready to lay the worker off since it terms the person as unproductive. About this, the Zappo's C.E.O talks about building a culture based company, and this is evident in his organization since unlike other organizations, Zappo is more concerned with customer's satisfaction as a priority and the rest such as profits come second. This culture has made the company attract more customers hence, in turn, generating more profits (Withiam, 2011). Toyota is another example of a company that has a well-built organization culture that helps it to remain at the peak of the best automobile company (Kunda, 2009). Its culture can be viewed in seven dimensions that include; they are innovative and risk takers since they focus much on the process and design of their products, they take risks in that they recall their products in case a fault is detected in them. The other dimension is that they pay attention to details in their products to uphold their standards. They are also results-oriented in that they aim at producing error-free products and they recall any inferior product when detected to have been released without their full consent. The company is also people oriented in that it has a high regard for its employees all over the word and it appreciates them heavily. Toyota is also very aggressive in that it aims higher compared to its competitors. Stability is another factor that is seen in the organization whereby the decision makers in the organization can mitigate the losses that would be experienced example when the company recalls fleets that it had already processed and shipped. According to (BCG, 2011), organization design is another factor that contributes to effectivemanagement and organizations in the global environment. He mentions that a good organization design is made from having the right strategies in place. He further says that for the firm to have the right strategies, it must be well organized with clearly defined ways and procedures. Zappo Company also advocated for the use of holacracy in management. Holacracy is a system of organization management that involves devolving of authority and decision making tasks to self-organised teams other than always overloading the task to the management hierarchy. Holacracy is coined from the word holism whereby it means that everyone is in involved in the process. Holacaracy intends to replace bureaucracy in that in bureaucracy they are only one channel where there is a downward flow of authority an upward flow of responsibility whereas in holacracy peer to peer relationships are used whereby the employees work with self-control in their teams without intimidation from their bosses(Robertson, 2015). Conclusion It is now evident that the organization culture, strategies, structure and design are inter-dependent and are all aimed at promoting efficiency towards the management and organization in general. What is important while incorporating the latter is that one must ensure that these factors are compatible and do not conflict. Recommendation Adopting new ways of management such as Holacracy is welcome since it changes the traditional management styles and brings better techniques which promote efficiency in management and the organization in general. Developing new strategies should involve all the stakeholders so that everyone can be comfortable and that it does not interfere with the existing cultures for the smooth running of the organization. References Alvesson,M. (n.d.). Organizational Culture:Meaning,Discourse,and Identity.The Handbook of Organizational Culture and Climate, 11-28. doi:10.4135/9781483307961.n2 Cox, T. (1994). Cultural diversity in organizations: Theory, research and practice. Berrett-Koehler Publishers. Ehrhart,M.G., Schneider,B. (2016). Organizational Climate and Culture.Oxford Research Encyclopedia of Psychology. doi:10.1093/acrefore/9780190236557.013.3 Kinicki, A. J. (2012). Organizational culture and climate. John Wiley Sons, Inc. Kunda, G. (2009). Engineering culture: Control and commitment in a high-tech corporation. Robertson, B. J. (2015). Holacracy: The new management system for a rapidly changing world. Macmillan. References Temple University Press. The Handbook of Organizational Culture and Climate. (2011). doi:10.4135/9781483307961 Withiam, G. (2011). Social media and the hospitality industry: Holding the tiger by the tail.