Management and Organization in Global Environment †Free Samples

Question: Discuss about the Management and Organization in Global Environment? Answer: Introducation: Organizational culture is the concept that is defined by numerous scholars belonging to different phases. As per the opinion of Robbie Katanga, every organization while running their business process in the market has to follow organizational values and ethics. Based those values the business experts tend to set business cultures. Therefore, as per the opinion of Katanga employers take the major responsibilities in setting their organizational cultures and values. Alec Haverstick belives incentives shape the culture. In order to motivate the employees a business organization has to follow major strategies and policies. Providing incentives, monitory rewards and non-monitory rewards, recognition are some of the major factors based on which the employees can be satisfied (Nica 2013). Employees would like to follow organizational cultures and behaviors only when the employers would like to fulfill their expectations. Bruce Perron opines that organizational culture is a process of sense making. Before making a particular business decision employees have to take collaborative decision making process before making a proper business strategy and policy. Collaborative and participative decision can also be considered under organizational cultures. Richard Perrin implies that culture does not signify the shared value of a particular belief or strategy (Hogan and Coote 2014). At the same time, the business experts have to focus on why this particular philosophy or concept the business organizations tend to believe for making an effective business strategy and policy (hbr.org 2017). After evaluating various concepts of organizational culture it can be concluded that the perception of Robbie Katanga is really admirable for defining the organizational culture. Every business organization while running their entire business process would have to follow a particular beliefs and values. For an example, some of the recognizable business organizations such as McDonalds, Coles, Woolworths intend to maintain effective employee communication for getting a good performance from the employees (Bschgens, Bausch and Balkin 2013). The business experts intend to provide monitory and non-monitory rewards for motivating the employees to maintain organizational behavior and cultures. Therefore, at the very initial step every business organization tends to set their values, ethics and cultures to achieve goal and mission. Therefore, the point of view of Robbie Katanga is highly acceptable in order to define organizational cultures from different perspectives. In this specific defin ition the author has also stated that employee motivation plays an important role in maintaining the image and reputation of a business organization. People belonging to different geographical markets are intimately associated with a business organization (Uddin, Luva and Hossain 2012). In this kind of situation people have to face innumerable difficulties in communicating with each other. Therefore, employee motivation strategy helps every individual employee towards reaching the business goal. At the same time, it is also undeniable that employees being responsible towards the organization have to maintain a particular set of business rules and policies for rendering the success of a business organization. Therefore, both the employers and the employees are satisfied towards meeting the business target. Web design is one of the most effective ways to enhance the business areas of advertisement, marketing, PR and supplier relationship management. With the advancement of technology web design is one of the most effective ways with the help of which people belonging to different geographical markets can be attracted towards the products and services. The web designers based on the target group of people intend to design their websites. However, this particular study has focused to evaluate on how web designs vary as per the cross cultural effect (Bian and Forsythe 2012). For an example, McDonalds while designing their websites in India and in UK has made a difference. The Indian website of McDonalds is based on imagery, color, attractive animations to draw the attention of people. As per the psychology of the viewers of India, the customers tend to get an overview about the products at a glance. Therefore, imagery is the best way for drawing the attention of target customers of McDonal ds India. On the other hand, the website of McDonalds UK is based on information that is articulated on key words and catchy sentences (onextrapixel.com 2017). At the same time, it has also been observed that web designs have been articulated as per the high context culture and low context culture. China or India represents high context culture as these particular countries are based on imagery designs of web pages. At the same time, USA and UK represents low context culture as these countries are dependent on straight forward information rather than animation. People of UK while visiting a particular website tend to follow the primary ingredients of the products. Therefore, imagery is not sufficient to gain an in-depth knowledge and understanding about the product ingredients. However, this particular concept of high context culture and low context culture is very much applicable for other areas of business as well. Advertising, PR and marketing departments play the major role of business promotion (Sultana et al. 2013). In order to promote the brand in different geographical areas this particular departments have to take the responsibility of targeting the customers. Web designing is the most effective promotional ways with the help of which the target customers get an in-depth overview about the brand reliability. Low context culture is highly based on imagery and color. Therefore, the target customers can get an in-depth overview about the brand from those colorful imageries endowed with beautiful designs. Supply chain managers with the help of low context and high context cultures provide an overview to the customers. Marketing managers use this specific tool of web designing due to which people belonging to different cultural attitudes and backgrounds can be attracted towards the products and services (Adekunle and Jude 2014). Along with low context cultures the impact of high context culture is also undeniable. Illustrative information provides an in-depth overview to the customers about the reliability of products. Therefore, both high context culture and low context culture is appropriate for advertising and marketing department. Reference List: Adekunle, A.S. and Jude, A.I., 2014. Cross-Cultural Management Practice: The Impact on Nigerian Organization.Cross-Cultural Management,6(9). Bian, Q. and Forsythe, S., 2012. Purchase intention for luxury brands: A cross cultural comparison.Journal of Business Research,65(10), pp.1443-1451. Bschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational Culture and Innovation: A Meta?Analytic Review.Journal of product innovation management,30(4), pp.763-781. hbr.org., 2017.What Is Organizational Culture? And Why Should We Care?. [online] Available at: https://hbr.org/2013/05/what-is-organizational-culture [Accessed 3 May 2017]. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Nica, E., 2013. Organizational culture in the public sector.Economics, Management, and Financial Markets,8(2), pp.179-184. onextrapixel.com., 2017.Building A Cross-cultural Web Design For A Wider Audience. [online] Onextrapixel. Available at: https://onextrapixel.com/building-a-cross-cultural-web-design-for-a-wider-audience/ [Accessed 3 May 2017]. Sultana, M., Rashid, M., Mohiuddin, M. and Mazumder, M.N.H., 2013. Cross-cultural management and organizational performance: A content analysis perspective. Uddin, M.J., Luva, R.H. and Hossain, S.M.M., 2012. Impact of organizational culture on employee performance and productivity: a case study of telecommunication sector in Bangladesh.International Journal of Business and Management,8(2), p.63. Management and Organization in Global Environment – Free Samples Question: Discuss about the Management and Organization in Global Environment. Answer: Introduction: Ford is perfect model for the organizations development by using Workers Control. The process which was used by organization 100 years ago was tremendously effective in the early twentieth century. But now that process is obsolete. Ford Automobile was invented by Ford Motor Company under leadership of Henry Ford. Initially the company used to use manufacturing technique and these techniques were enormously costly and time consuming. The creation of assembly line revolutionized the automobile industry. The model T was introduced by company in 1903. The model is still icon for the Ford motor company. Ford had goal of making automobiles for the masses. The company cut out extravagances to make model T cheap. Buyers were not free to choose color options, they were all black. The company also developed an additive manufacturing training and development center for the training of engineers.The manufacturing was getting troubled and workers were required to work for twelve hours. To fight w ith these challenges the company hired management theorist Fredrick Winslow Tailor (Sorge Streeck, 2016). It helped company to solve problems of manufacturing process. Introduction to assembly line The creation of assembly line was introduced on December 1, 1913. It revolutionized the industry. The assembly time reduced the time taken to build a car. Earlier the time consumed to build a car was 12 hours. The introduction of assembly line reduced it to 2 hours and 30 minutes. The company was going through the problem of time consumption. To fight with this challenge Fredrick executed the assembly line theory (Walker, Guest Turner, 2017). He believed in giving work to employees according to their capability. This theory helped company to cut time and cost. The car was used to move from one work station to another where employees used to perform as per their skill. Ford changed the tooling method to fight with the problem of longer time in small work. The assembly line theory was introduced in 1908 whereas the new assembly line was implemented in 1913 in Ford. The assembly line specializes the labor and capital. It sets sequence of workers and machines to perform a set of particular tasks that moves closer to a finished form. The major benefit of assembly line is that it specialize workers to perform a particular task which leads to increase productivity. The assembly line also enables mass production of goods which could not be possible to start and finish by a single worker. The result of assembly line in higher production helps to reduce cost per unit (Brsch-Supan Weiss, 2016). Attractive packages for employees: The motive of the company is to reward employees who work hard for the growth of company. Ford provides convenience to employees in the form of employee discount, maternity and paternity leave and work from home. The background and perspective of employees makes company strong and helps to foster collaborative workplace. Many companies have got huge benefit after the implementation of taylorism in their organization. Taylorism is also known as scientific management. The philosophy of taylorism believed in working hard so that companies can successfully achieve production level and the workers can be rewarded with money and other benefits. The scientific management tells the way work should be done systematically by providing particular tasks to the specialised staff (Janoski Lepadatu, 2014). There are various companies such as Pizza hut and MC Donald using scientific management. The companies aim to reward workers for the job done within the period of time. The incentives are provided for the extra work by them along with the extra benefits like employee of month award. It enhances the performance of employees. Finally it is determined that not only Ford but various companies around the globe acknowledge the scientific management. Organization Culture The organization culture represents experience and philosophy as well as values used to guide behaviour of members. Basically organization culture is the way things are conducted in an organization. It affects the way people cooperate with each other, clients and with stakeholders. The culture has impact on the performance of employees which can be improved by motivating employees (Turner, Clack Roberts, 2017). The organizational culture considers the individual autonomy, structure of organization, support of management, performance reward system, communication patterns and people orientation. As per Aristotle, culture represents what a company is and what it does repeatedly. According to Schein, the organization culture is a pattern of shared assumptions which is used by the group to solve problems. It creates the social and psychological environment for an organization. The organization culture defines the way members are required to perform jobs, act and dress. It prescribes the freedom of members participation in the managerial decision process. An organization should have strong culture which represents strong influence on members (Al Saifi, 2015). It creates committed employees by inspiring with values and beliefs. An organization must have a set of rules which can be followed often in terms of proper organization culture. The organization culture of Ford influences the performance of company to achieve vision of industry leadership. The company makes use of its corporate values to maintain performance of members. Being one of the biggest players of automobile market, the company is required to maintain productivity and support for innovation. Ford is successfully leading its operations because of its organizational culture. The culture of company is defined in the One Ford plan of company. It lays emphasis on working together for the personal development. It can be made possible through involvement of team and support. Ford recognises the importance of culture to enhance its performance. The company enables training programs to support culture of organization. The members are encouraged to learn, improve and contribute ideas for the development of company (Bloomfield, 2017). As per my finding the organizational culture makes an employee to perform and work in an organization. There are various compani es which have the strong organizational culture and the work culture of such companies cannot be compared (Law, 2017). No employee can do trouble an organization if a proper culture is followed. Conclusion From the above report it can be concluded that Ford Automobile Company is the perfect example of how organizations used to develop 100 years ago by controlling on workers. The changes in the method of production of company have been explained. Further the introduction of assembly line has been provided. Finally the organization culture has been explained which is responsible for success of organization. The company has designed culture in such a way that it can accept capability of a person and can train in its own way to bring more productivity. Bibliography Al Saifi, S.A., 2015. Positioning organisational culture in knowledge management research.Journal of Knowledge Management,19(2), pp.164-189. Bloomfield, G.T., 2017. The world automotive industry in transition. InRestructuring the global automobile industry(pp. 19-60). Routledge. Brsch-Supan, A. and Weiss, M., 2016. Productivity and age: Evidence from work teams at the assembly line.The Journal of the Economics of Ageing,7, pp.30-42. Janoski, T. and Lepadatu, D., 2014. Introduction to Divisions of Labor. InDominant Divisions of Labor: Models of Production That Have Transformed the World of Work(pp. 1-4). Palgrave Pivot, New York. Law, C.M., 2017. Motor vehicle manufacturing: the representative industry. InRestructuring the Global Automobile Industry(pp. 1-18). Routledge. Sorge, A. and Streeck, W., 2016.Diversified quality production revisited the transformation of production systems and regulatory regimes in Germany(No. 16/13). MPIfG Discussion Paper. Turner, H.A., Clack, G. and Roberts, G., 2017.Labour relations in the motor industry: A study of industrial unrest and an international comparison(Vol. 10). Taylor Francis. Walker, C.R., Guest, R.H. and Turner, A.N., 2017.The foreman on the assembly line(Vol. 11). Taylor Francis.