Business Management Case Study

Introduction

Business growth and stability is a function of two core business-driven values- minimizing costs and maximizing profit through optimum productivity. These values remain the driving pursuit and ultimate goal of every business organization.

Unfortunately, most of the strategies employed to achieve these ultimate goals are too conventional to be relevant and effective in this fast-paced 21st century business environment. Hence, many organizations are not growing commensurately with the resource input, at best; and at worst, many are rather collapsing. Those who claim to be growing are not sustaining their growth and can be best described as 'every year young '.

The Law of 4:4:2 Formation is a novel idea in business management

The first two have to do with the business owners and managers; the next four have to do with the team, while the last four deals with the business itself.

1. The law of wholesome knowledge of business:

While a business manager may not be a jack of all trade, he nonetheless needs to possess at least, a primary knowledge of every aspect of the business he has set out to run. He should go as far as, if need be, to apply the principle of 'learning from the boys '. If a manager or business owner fails to master the key components of the business, the bad guys in the team, noticing the manager ' naivety, would play the sharp game, which would be detrimental to business growth and stability.

2. The law of moral integrity in leadership:

Moral integrity is not just a Sunday morning sermon topic, it is highly required in a corporate environment. No business, no matter how sophisticated, survives the shock of operating under a manager or owner with a moral flaw. It could appear harmless at first, but in the long run, it can eat up an organization like a canker worm. It is like a business epidemics, which leads to cover-ups, blackmail, misappropriation, fraud, loss of focus, and consequently, a total

The difference between these two is so glaring. In recruiting employees, you 're after those who will work for you, and you assess them by their credentials. But in choosing a team, you 're thinking of those who will work with you, and you assess them by their potentials. Unfortunately, many business managers don 't obey this law. They gather incompatible species in what they call team, expecting a business growth miracle, which remains a mirage. Select a team that will help you achieve the business growth objective of your organization, by studying and observing the potentials of each of your employees. Do not be fooled by those trash called credentials, otherwise you will spend more while under-utilizing the human resources at your disposal. The right team grows an organization faster than all other conventional methodologies and approaches put