More handpicked essays just for you.
The importance of effective communication in my organisation
The importance of effective communication in my organisation
The importance of effective communication in my organisation
Don’t take our word for it - see why 10 million students trust us with their essay needs.
The XYZ Corporation was established in 2004 and their main office is located in Vancouver, BC. The company’s main objective is to create new innovating technology for media devices, computers, and digital music players. They deal with the design, manufacturing and marketing of the products. XYZ Corporation has been providing Canadians with groundbreaking technology throughout the years and continues to create new technology to provide others with top-level technology. Although, recently their success rate has appeared to drop rapidly due to a number of factors that will be explored throughout this case study. Their main objective is to target the problems so that they can work towards having the issues resolved as quickly as possible. If they do not take any course of action, the state of the company may be in extreme danger. This case study is designed to explore the areas of the company and discover the problems blocking the XYZ Corporation from success. A study has been conducted to find the reasoning behind the surprisingly abrupt success decrease. It shows that one of main contributing factor includes a new increase in competitors in the area, which may start to create a rivalry with the industry. Competitors can become a huge danger towards companies since this gives the customers more options when deciding which product to purchase. There have also been new entrants, who of which are creating new and different products that are now available to the customers. Customers are also being persuaded by the power of other companies. This is now becoming a very competitive market, which can have a great effect on the company’s success. Although this is just one factor that seems to be affecting sales, there seems to be more contr... ... middle of paper ... ...les of her failure was given to her. Also she feels as through she was caught of guard when her manager gave her the feedback. She thinks that this style of feedback is not helping her to succeed or become a better employee at the company. After the product has been approved, the mock up gets sent to the manufacturing department. This is where they create the sample product to test out the features and the design of the product. There is a team of employees working towards creating new technology that will make the XYZ Corporation set aside from any other company. Kelsey, who is one of the employees who works in this department, explains how in the manufacturing department, it is not an unusual occurrence to get shocked from faulty electrical equipment. Apparently there isn’t enough money in the budget to be able to supply new equipment for this department.
Instead of the above letter, assume that at Pablo’s retirement dinner, the chairman of the board of directors of Xerxes Corps., in his speech, said “In view of the fact that you have been faithful to Xerxes Corp. for 30 years and have resisted efforts of our competitors to hire you away from us, the corporation promises to pay you a pension of $100,000 a year for life.” Pablo stood up and said, “I accept your pension promise with gratitude.” Is Xerxes Corps.’s promise enforceable by Pablo and if not, what would be necessary to make it enforceable? Explain.
After all the analysis of the revenue models, cost structure, demand, pricing, poor postulations about the market size, scale of marketing strategy and operations, the inevitable conclusion observed is that almost everything was wrong in the
Spokane Industries has contracted Franklin Electronics for an 18 month product development contract. Franklin Electronics is new to using project management methodologies and has not been exposed to earned value management methodologies. Even though Franklin and Spokane have worked together in the past, they have mainly used fixed-price contracts with little to no stipulations. For this project, Spokane Industries is requiring Franklin Electronics to use formalized project management methodologies, earned value cost schedules, and schedules for reports and meetings. Since Franklin Electronics had no experience with earned value management, the cost accounting group was trained in the methodology in order to bid for the project.
1993): 55-65. In Beachamp, Tom L., and Norman Bowie (eds). Ethical Theory and Business. 7th edition.
Valve Corporation is an entertainment software and technology company. It is a very successful business that develops video games and is based in Bellevue, Washington. Valve came to be in 1996, when Gabe Newell and Mike Harrington left Microsoft and founded Valve. Organisational Culture is a problem that has risen through the ‘no manager’ policy. With people from diverse places and who share different beliefs, organisational culture is very serious. The concept of organisational culture emerged in the early 1980s as a topic of major concern to administrators and researchers in higher education (Ramachandran & Chong & Ismail, 2011). It is a system of shared assumptions, values, and beliefs, which governs how people behave in the organisations. These shared values have a strong influence on the people in the organisation and dictate how they dress, act, and perform their jobs (Study.com, n.d.). Employee Stress & Productivity and Diversity in the Workplace are two elements that have derived from Organisational Culture. This report will be addressing the two issues and how to solve the issues at hand.
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
At the beginning of April, Carl Robbins was hired at ABC, INC. as a new recruiter. He successfully hired several employees, even though he was fairly new at his job. This was his first recruitment effort that turned out quite well. After this, the Operations Supervisor, Monica Carrolls, tasked Carl to recruit 15 new employees to begin working at ABC in July. So Carl scheduled an orientation to take place for the 15 employees on June 15th. Monica contacted Carl around May 15th to ensure that the process to get the orientation started was underway and Carl assured her that the orientation would be ready in time. Carl started working on the task to set up the orientation around the end of May and soon realized he didn’t have a room for the orientation to be held and the necessary paperwork was far from complete. He only had three manuals and all were missing pages and not one of the new employees was scheduled to get the required drug test. He had two weeks until the orientation was to be presented and suddenly realized he may have misinformed Monica on having the orientation ready in time. Carl put himself in a misfortunate situation with his lack of experience and improper use of communication causing him to be behind in his tasking. If Carl does not act fast or start communicating with his management, he may not be able to make the deadline.
In a world of free trade, growing competition and accessibility to foreign markets, the need for methodical market analysis and assumptions is steadily rising in today’s business environment. It is just a normal way of thinking to primarily intent to eliminate the financial before entering a new and foreign market. This suggests that enterprises have to develop an overall strategy for their business in order to gain competitive advantage and consequently market share. With the words of Michael E. Porter, professor at Harvard University and leading authority on competitive strategy, this desirable market success is indirectly linked to the individual structure of a market. The unique structure of a single market influences the strategic behaviour and the development of a competitive strategy within a firm. The competitive strategy finally decides whether a company performs successfully on the market or not. Referring to this interpretation of business success, M. E. Porter established his five forces framework that enables directives to gather useful information about the business environment and the competitive forces in industries.
Thank you for agreeing to participate in an interview. This interview is part of an assignment for an Intrapreneurship and Innovation Course at Grand Canyon University. The assignment asks students to garner first-hand perspective on the challenges of innovation and reflect on what they have learned in the course. Information collected during the interview will be used solely to complete the assignment and may be shared with class members and the instructor. If you have additional questions or concerns, or you would like to withdraw your consent to participate in the interview process, you can contact Frank Spitznogle at frank.spitznogle@gcu.edu. Again, thank you for taking the time to participate in an interview and contribute to the educational experience of business students at Grand Canyon
This case presents the financial challenges that faced Mark's company. It is a large hardware, furniture and building center. It had been negatively affected by the global downturn. There was no increase in wage since last two years. Mark faced a dilemma regarding how to manage the upcoming wage review process. Employees are unhappy about the reward process. The morale of many employees is very already low, and no wage increase this year will push them over the edge. Many internal employee problems have surface. Many employees are careless in the work. However, some employees are hard working with a good performance under the same financial challenges. Mark beliefs that a good reward system should be designed to attract, retain,
1. We offer a service of a full Dj setup upon which the DJ will play
During this stage, sales growth has started to slow down, and the product has already reached widespread acceptance in the market, in relative terms. Ultimately, during this stage, sales will peak. The company will want to prolong this phase so as to avoid decline, and this desire leads to new innovation and features in order to continue to compete with the competition which, by now, has become very established, advanced and fierce. Competitors ‘products will begin to cut deeply into the company’s market position and market share. However, despite this, sales continue to grow in the early part of the maturity phase. But, these sales will peak and ultimately
For superior profitability successful products are necessary. There are reasons for failure rate and the solutions for reducing the failures. Poor strategy is one of the main reason which mainly depends on picking up the products on the price and distribution structure and features as well. The other main reasons would be because of the poor marketing strategy which will result in low commercial
As a manager in the organization that is being acquired, I would give some Price Waterhouse advice to help with the transitional period of the company by building a guiding team. I feel it's fundamental to creating a successful change in any organization. Furthermore, the cohesion of the employees will be more effective overall. During the last two months of the company prior to the change, I would create a team of creditable employees consisting of managers and workers. The goal of this change management team would be to convey a message that is clear to avoid any confusion among the ranks of the employees. Furthermore, the team would help answer questions and give advice for employee's; that will be leaving the company in the near future, as well as employees that might be changing positions, or employees that could be transferring to another division entirely. I feel by building a team to help manage the new changes the next three months following the acquisition will become a smother transition. During the next three months, I would have the team focus giving attention to the retained employees, by reassurance and guidance of the fact that letting go of the old company culture and thinking of the new culture and adapting to it should be done easily. This would ultimately give the employees more productive and efficient work in the future and long run, and will make the employees feel more comfortable about the transition.
For Bob Beech, it is preferential to incorporate his company. A corporation, or incorporated business, gives him the authority and rights to fully protect his assets, transfer ownership at the time of requirement, wholly or in part, the ability to sell stock by going public and making money out of it, tax benefits, save for retirement and have a good credit rating.