¶ … Alignment
As the world of modern business becomes increasingly interconnected, with multinational conglomerates controlling several companies, each of which manages multilayered staff of employees, the complexity of global commerce necessitates the use of clearly shaped leadership strategies. Among the most powerful tools to emerge during the last few decades of hyperactive international commerce is the concept of alignment, which describes the philosophy of devising a united message for an entire organization, and delivering that message to every chain within the overall organizational structure. With an array of vice presidents, executive officers and board members typically guiding a corporation's public actions, the privately held views of these integral components can often lead to competition, debate and dissension. When a company has fully applied the concept of alignment to its operations, however, "the synergy of direction, up, down, and across an organization" (Matha & Boehm 118) maximizes production because every member of the team is motivated by a shared sense of mission. Fostering a genuine felling of allegiance between the various segments of an organization is essential to maintaining a productive atmosphere, because the fact that "alignment or misalignment of leaders across hierarchical levels may enhance or detract from the successful implementation of a strategic initiative" (O'Reilly 105) has been firmly established by comprehensive studies of organizational structure. From the policymaking of political entities to the pursuit of profit by private enterprise, the objectives of every complex organization are best achieved when a philosophy of alignment is emphasized.
Organizational alignment allows leaders to communicate efficiently and effectively with key stakeholders throughout their organization, a foundational group of functional assets spanning the spectrum from temporary employees to tenured executives. Leadership efficacy research has consistently demonstrated that when "effective leaders & #8230; involve...
Over time, GM put a variety of learning mechanisms in place and a systematic approach to alliance learning and knowledge transfer emerged. These mechanisms include managerial assignments to NUMMI, visits and tours to NUMMI, a technical liaison office for managing learning activities, leadership commitment and involvement in the learning process, and a learning network to articulate and spread the knowledge." (Inkpen 2005-page 115) The absence of these mechanisms early in the
Business Ethics and Its Importance How is the notion of business ethics important for management, work and organisations? Business ethics is a form of professional ethics guiding the moral conducts of business organizations. Business ethics applies to all aspects of business process relevant to the conducts of employee and the entire organization. In a contemporary business environment, a corporate organization is being viewed as a responsible corporate citizen. Building a strong ethical
Strategic Planning in IT IT Impact on Service Industry Performance Cooperative Competitive Competitive Advantage Implementation of IT Innovations 1992 U.S. VALUE-ADDED AND EMPLOYMENT BY INDUSTRY AVERAGE ANNUAL GROWTH IN GDP PER HOUR, MAJOR SECTORS OF THE U.S. ECONOMY Management TASKS IN BUREAUCRACY VS ADHOCRACY ORGANIZATIONS This paper addresses the following problem statement: "Without information technology (IT), a business will not be able to compete globally in any industry, nor in any market it wants to enter. It will
Although intranet pages may provide links to the Internet, an intranet is not a site accessed by the general public" (Housel and Hom, 1999). Aside from the intranet, the company also uses a wide array of anti-virus programs, firewalls and virtual private networks. The scope of these software applications is that of screening the information which flows between all the organizational computers (Answers, 2011). At the level of the organization,
875). Often success introduces complacency, rigidity, and over confidence that eventually erode a firm's capability and product relevance. Arie de Geus (1997) identified four main traits for a successful firm; the first is the ability to change with a changing environment (Lovas & Ghoshal, 2000, p.875). A successful firm is capable of creating community vision, purpose, and personality, and it is able to develop and maintain working relationships. Lastly, a
international business expansion process. International recruitment and selection brings a number of challenges for business organizations. They not only face difficulties in hiring the desired skillful staff from the host country, but may also have to deal with severe financial and cultural diversity issues. Through this research study, an effort has been made to highlight the major challenges and issues which make the international recruitment and selection process more complex
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