Organisational Framework and Structure
An organisation has to assure the reliability and the efficiency of its employees, enhancing their abilities and specifying their responsibilities in order to touch its vision, to build a sustainable environment and to make profit. An effective framework could be beneficial for an organisation abolishing the communication’s barriers, building a proper business environment, ameliorating the performance and the productivity, inspiring the staff and finally provoking the emerge of innovative ideas (Faith Technologies, 2011). In reality, there are different structures which could be effective related with the organisations targets. Thus, Samsung Electronics and Apple Inc. have adopted different structures.
Firstly, the hierarchical managerial framework is adopted by Samsung Electronics. The company has a top leadership team, the Board of Directors (BOD) which includes four executive and five independent directors. Samsung with this kind of structure targets to enhance the independence and the autonomy of the board and the transparency of the decisions-making procedure. Furthermore, beneath of the BOD, there are six committees, the Management Committee, the Related Party Transactions, the Audit, the Independent Director Recommendation, the Compensation and the resent created Corporate Social Responsibility Committee which co-operate with the staff targeting to gain knowledge and experience. However, the policies and arrangements application has to be investigated and accepted by the BOD as the Samsung’s management is centralised, focusing on specific a team (Samsung, 2013). Furthermore, regarding of the business area’s structure, Samsung targets on three basic principles. Device Solutions, I...
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As regarding Samsung, it implies a rigorous skill based approach to recruit new employees. Nowadays, the organisation tries to find high qualified and talented employees in order to enhance the creativity of the company due to the tensive competition; in contrast with the previous years when the recruitment policy was focused on universities and academic qualifications. According to Samsung selection policy, the candidates are obliged to prove their skills with the submission of their CV, adding certifications, cover letters and in general their portfolio. The second stage includes two detailed interviews; at first interview the candidate has to respond to a efficiency and technical skills test and at the second one the applicant must face a task given a week before, to find effective solutions and to present his opinion (Samsung 2013).
(2014) is “the way in which leaders interact, make decisions, and influence others in the organization” (p 237). The culture needs to foster cooperation from all areas of an organization, while providing the ability for adaptation and growth. Not all organizations culture will be the same, there is not a correct one that can blanket all organizations to cozy success. (3) Talent Systems. Human capital drives all organizations, the right people need to be in the right jobs with the correct opportunities for growth and advancement. There must be a constant search for strategic thinkers and leaders able to step up with called upon. The authors mention “Talent Sustainability” (p. 248), there must be enough qualified employees ready to move up so the organization will not stall while searching for others to replace others due to attrition, or other opportunists. (4) Organizational Design, must take a number of variables into account while providing structure to an organization. Hughes et al. (2014) state “the design of the organization is a trade-off between options, each with advantages and disadvantages” (p 253). The correct design can help clear the hierarchy of an organization and the proper channels for
The Foodcorp is a big organization of more than twenty thousand employees. The structure should help the organization achieved established goals and objectives. Therefore, the appropriate structural design is very crucial. The performance and the efficiency of the organization can be enhanced through specialization and appropriate division of labor. Foodcorp used a matrix structure but the management style of Foodcorp seemed to be a one boss arrangement. Information and decisions directly comes from the top. As we can see from the chart, group members report and communicate primarily with president. In my opinion, this style will work best in a simple organization, but not for a big organization like Foodcorp. If it relies too much on the president, the employees might face with many problems such as delays and bad decisions. Finally, Foodcorp may suffer from its structure. In my ...
Corporate governance implies governing a company/organization by a set of rules, principles, systems and processes. It guides the company about how to achieve its vision in a way that benefits the company and provides long-term benefits to its stakeholders. In the corporate business context, stake-holders comprise board of directors, management, employees and with the rising awareness about Corporate Social Responsibility; it includes shareholders and society as well. The principles which...
Organizational structure can be defined as the “formal arrangement of jobs within an organization” (Robbins & Coulter, 2009, p. 185). Having a defined and unified structure helps employees work more efficiently. Jacques Kemp, former CEO of ING Insurance Asia/Pacific, realized this need early on in his role. The company had been performing well and recently acquired another insurance company to become “one of the largest life insurance companies in Asia-Pacific” (Schotter, 2006, p. 4). However, Kemp’s proactive personality led him to seek out ways to achieve more efficient coordination between the regional office and business units (Robbins & Coulter, 2009). Kemp noticed that “most business unit managers did not even know the current corporate standards” and he began searching for a way to manage the managers (Schotter, 2006, p. 5). ING Insurance Asia/Pacific’s organizational structure was mechanistic and fairly well structured, but for a company that had recently been involved in a major acquisition and was divided across 12 geographically dispersed markets there was a great need to tweak this structure to unify the company (Schotter, 2006). If I had been in Kemp’s position as CEO, I would have made modifications to the organizational chain of command, formalized business processes, and used technology to stimulate collaboration amongst the region to help this company overcome organizational design challenges.
A product is a service or item that is offered to the customer to fulfilled their requirements and needs. A brand portfolio is used to include all entities when a large organisation run under various and numerous brands, services and company. Typically, each of the brands possesses a separate trademark and manage as a single business entities. Samsung is a huge company and produce various products with creative and interesting design and sizes, therefore customer has numerous choices. Samsung brand portfolios is Samsung Electronics Co.Ltd, SDI Co.Ltd, Electro-Mechanics Co.Ltd, Techwin Co.Ltd, Heavy Industries Co.Ltd and Security Co.Ltd. All those products had been offered to the multinational company and the world. Every Samsung brand is regulated
The General Electric Company (GE) is organized with its chief executive officer, shareowner, and board of directors on the top of the pyramid, followed by their executive leaders and corporate staff. GE’s Board of Directors ensures the company serves the interests of shareowners and other key stakeholders with the highest standards of integrity and compliance. Serving equally as tough critics and wise counselors, they provide in-depth oversight of the major strategic issues of the company (General Electric Company, 2012). The authority officially vested in the board of directors is assigned to a chief executive officer (CEO), who occupies the top of the organizational pyramid (Bateman & Snell, 2011). There chai...
Nike is the number one innovator in the world in athletic footwear, apparel, equipment, and accessories. This worldwide company operates in an extremely different organizational structure than other companies, such as Reebok and Adidas. Nike operates tremendous marketing strategies and develops inventive designs to inspire athletes around the world. This company is one of the largest suppliers in the world in athletic footwear and apparel, main producer of sports equipment, and making Nike the most valuable brand among sports companies. The task for Nike is to join diversity and inclusion to encourage ideas and innovation. Around the world, this company is a popular brand.
Samsung used the “new product development” strategy. According to Kotler/Armstrong new product development is defined as the development of original products, product improvements, product modification, and new brand through the firm’s own product. Samsung also unveiled a new strategy, which is called “new management,” a top- to-bottom strategy for the entire company. Lee Kung Hee, CEO, hired young designers to produce new ideas that could get the company in the direction that he wanted it. New designs .Sleek, bold and beautiful products, so that they could target high-end users to the company. Samsung also was testing new product concepts.
Richard L.D considers that organisation was a clear goal, a well-designed structure and coordinating the activities of the system, social entities associated with the external environment. Along with the development of the economy, organisational culture's influence on employee behavior is the most used more and more big, in general, organisational culture is refers to the organisation in long-term survival and development for the organisation which is formed by the holdings of members and is said to follow the value of the system. Organisational structure refers to all members of the organisation to achieve organisational goals and the division of writing, the scope of duties, responsibilities, rights, etc formed by the structure of the system. Developing the ideas of Harrison , Handy describes four main type of organisational cultures: the power culture; Role culture and task culture, and the person culture.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
This case study analysis is on Samsung Electronics Company (SEC) and how it has climbed up the ranks in the past decade via calculated marketing strategies, extensive market research and analysis, and a risky bet on how the market will evolve. Samsung’s principle outlook took time and education from within and thereafter the general market.
Business structure is a critical factor to determine a company 's success or failure. Generally, larger organization has a more complex organizational structure. In the case of H&M, they had adopted matrix structure, one of the traditional organizational structure, into their business. As shown in figure 1, range of functional groups is listed horizontally across the table and on the other is product/task with a manager taking control of each. The functional structure is divided
Originated as low-cost manufacturer of black and white televisions in the year 1969, super sized with a semiconductor segment in 1970s, Samsung delivered massive volume of low-cost consumer electronics to domestic and OEM products to both domestic and global markets until 1993. Due to this fact, company didn’t develop global brand awareness until then. In the global arena, Samsung’s brand message was fragmented and its logo presentations were inconsistent.
Business performance in a Functional Organization without structure can be severely affected by the irregularity of the flow of communication over separate levels of the hierarchy making the organization slow to involve the new technology, the political status, the economy, cultural variations or social elements and legal problems. It generally has a narrow span of control which may cause injustice to certain groups and individuals. The level of influence an employee possesses will affect his output which may affect a group that may lead to affecting
Organizations must operate within structures that allow them to perform at their best within their given environments. According to theorists T. Burns and G.M Stalker (1961), organizations require structures that will allow them to adapt and react to changes in the environment (Mechanistic vs Organic Structures, 2009). Toyota Company’s corporate structure is spelt out as one where the management team and employees conduct operations and make decisions through a system of checks and balances.