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Problem Solution: Harrison-Keyes Inc.
Harrison-Keyes (HK) Publishing, Incorporated has some decisions to make concerning the future of e-publishing that could affect the entire corporation’s future. The new Chief Executive Officer (CEO) has given the e-publishing Project Manager 30 days to change his mind about the future of e-publishing at HK. The rest of this report details what the Project Manager needs to do to gain the CEO’s approval and complete backing for the project.
Describe the Situation
Issue and Opportunity Identification
Organizational mission, project management structure, and organizational culture are the major issues facing Harrison-Keyes. Organizational culture is a key building block towards an organization with the ability to build the proper structures to implement projects. Organizational culture refers to a system of shared norms, beliefs, values, and assumptions that binds people together, thereby creating shared meanings. This system maintains customs, norms, and habits that exemplify the values and beliefs of the organization (Gray & Larson, p. 73).
Mission statements identify the scope of the organization in terms of its product or service. A written mission statement provides focus for decision making when shared by organizational managers and employees (Gray & Larson, p. 24). No mission statement is available in the Harrison-Keyes scenario leading to the belief that a strong statement is not in place. Preparing a strong mission statement with a focus on people and culture is an opportunity for improvement.
The Project Management Structure of Harrison-Keyes is set along the lines of the Functional Organization approach where projects management is from within the existing functional hierarchy. Once a project is decided upon, the different functional units are delegated the various segments (Gray & Larson, p. 56). Disadvantages of projects organized along functional lines include lack of focus, poor integration, slowness, and lack of ownership (Gray & Larson, p. 58). These disadvantages are readily apparent in the Harrison-Keyes’ e-publishing project.
Stakeholder Perspectives/Ethical Dilemmas
Among those with a major stake in the success of Harrison-Keyes e-publishing project are new the CEO, the Project Manager, and the employees. The new CEO is interested in making his mark on the company. He has an ethical dilemma in ensuring that he keeps an open mind toward the e-publishing venture, for which he openly states to have his doubts. Jan Peters is the Project Manager. She has interest in making the project succeed so she can get a promotion. An ethical concern for her is to avoid pushing the project so she can look like a success, but to do the right thing for the company as a whole.
A mission statement express the core purpose of an organization and its reason for existence. Mission statements are vital to an organization because they communicate and set the foundation of the purpose of their existence. They shape the attitudes and behaviors of the members of the organization and the perceptions of the public (Hess, 67).
An article discussing the importance of a mission statement states that a mission statements’ job is to outline the organization’s unique purpose and establish the basis of its values and traits, as well as describe the attitude that is to be expected of those a part of the organization. Furthermore, this philosophical foundation sets the “tone” for physical actions, meaning that the content of the mission statement can determine the behavior of personnel (Hitt & Ireland, 1992).
A mission statement should define the organization, why they exist, who they are serving, and what products and services they offer (Aguinis, 2013). Aguinis (2013) includes eight components for a good mission statement. These components are products or services offered, customers being served, benefits to their products or services, technology being used, growth and profitability, managerial philosophy, public image, and self-concept of business by the employees and stockholders (Aguisis, 2013).
The mission statement of an organization should clearly communicate the purpose and values of the organization. The statement should be clear, concise and memorable by every member of the organization, providing inspiration and direction. Failing to create an effect mission statement will distract employees and leave the customer unclear about the purpose of the organization. Conversely, a well-written statement provides employees a sense of direction, value, and
A mission statement is a powerful message that companies or organizations set to be the focus and reason behind why or how they manage things. They are used to help their potential members, employees, or buyers understand their passion. It is of great importance that the mission statement is upheld or it becomes ineffective. These statements are written differently, but they are used for the common objective. The mission statement at Spring Hill College is a well written statement that uses effective style, has a clear focus, and can be interpreted by a varying audience.
Organizational culture is a reflective view of the inner workings of an organization. This culture reflects hierarchical arrangements as it pertains to the lines of authority, rights and obligations, duties, and communication processes. Organizational structure establishes the manner in which power and roles are coordinated and controlled amongst the varying levels of management. The structure of an organization is dependent upon their goals, objectives, and strategy. Determining organizational structure best suited for an organization is generally found within the six key elements of organizational structure and choosing those to implement those best suited for the organization. The six key elements include:
The compiling of mission and value statements are of vital importance to any agency or entity. Although some individuals may view them as verbiage to appease the public, these statements of goals and values are of great importance. In fact, if appropriately instituted, written values and mission statements provide a unified purpose for the whole department (Hader, 2006). Likewise, everyone in an agency or entity understands the values of the institution, and the overall objectives then it fosters an environment of personal interest in achieving said objectives. Nevertheless, when an agency provides value and mission statements, it expresses the type of enforcement the administration will attempt to enact.
There are several characteristics an effective mission statement has, operations, investments, and relationships with organizations outside the firm (Meredith & Shafer, 2016). A mission statement is a formal declaration of both the core purpose and focus of an organization which remain unshaved over a period. Although, a mission statement holds the value of the company, it is not an effective mission statement without these appropriate capabilities. For instance, operation excellence. Operation excellences is a purposeful collection of people, objects, and procedures for operating within an environment (Meredith & Shafer, 2016, p.4). Liberty University, for example demonstrates
(2008), a mission statement is necessary to effectively establish objectives, formulate strategies, set goals, devise policies, allocate resources, and motivate employees. A company’s vision describes where a business wants to be at some point in the future. Jacqueline Cornaby (2002) affirmed that keeping the vision in mind and sharing it with employees, gives leaders and employees the strength and conviction to transform beliefs so that the company can become or remain the company customers seek out (Cornaby, 2002). Lastly, a company’s values define what the organization stands for. Jihyun Lee (2015) confirmed that a company’s values guide corporate decision-making.
In business, organizational culture is the shared assumption, values and beliefs with dictates the behavior of those within the organization. Three levels of culture interact with one another and influence behaviors in organizations: observable artifacts, espoused values, and enacted values (Baack, 2012). Every organization develops and maintains its own unique culture which serves as base for guidelines and boundaries for influencing member behavior. In my current employment with The Salvation Army, the organizational culture -- beyond the religious side -- continues to embody what founder William Booth wanted to accomplish --meet human needs.
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
Organizational culture is imperative to the success of the organization. The strength and core values of the organization is supported by the organizational culture. This allows for organization to operate in a specific manner that is specific to that organization and can pave the path for success. Company founders are passionate about their vision and mission and they elude that passion into their employees. When that passion and mission is successfully implied to the employees the company strives in it 's path to success.
Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and a feeling or climate conveyed. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance.
A mission statement is a statement of the purpose of a company, organization, or person, and its reason for existing. The mission statement guides the actions of the organization, spells out the overall goal, provides a path for the organization, and guides decision making. Communication plays a big role in mission statements. It taps into organizational commitment and employee attitudes. Accountability is increased of the goals the organization is working towards.
A company’s mission is just a big goal that needs to be accomplished within a certain amount time and should support the company’s overall vision. Within the organizations mission there can be smaller goals which need to be achieved to attain the mission. A mission statement will describe, “the purpose of the company, and/or what the company strives to do” by a certain time. (Hill, Jones, & Schilling, 2015). “A mission statement communicates the organization’s reason for being, and how it aims to serve its key stakeholders. Customers, employees, and investors are the stakeholders most often emphasized, but other stakeholders like government or communities (i.e., in the form of social or environmental impact) can also be discussed” (Carpenter, Bauer, & Erdogan, 2015). Mission statements are often longer and more in-depth than vision statements and are usually have a shorter time period associated with