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1) As we learned this semester, we have shifted towards the I-form organization. One question posed in class was “Does an I-form organization need to possess F-form characteristics at a minimum to be successful?” Discuss. Also, do you think that elements from the standardization and customization eras are still relevant in certain industries today? Discuss.
I-form organizations that are also known as the innovation form organization is based on the operated based on the knowledge and theory. Based on the evolution of the organization models, it has become obvious that the I-Form organization has been moved away from the era of standardization and market segmentations. The I Form organization is, therefore, based on not only market exploration, but it is the direct result of the innovation era.
I –Form organization is an organization that makes use of the market exploration model in the enable such companies to pursue opportunities. These organizations make wide use of technologies to manage the capture the business and efficiency of the knowledge intensive environment. In order to conduct effective market explorations, such organizations have to does not only develop community based organizational design, but also use the facilitative management approach that helps that enable the companies in a given industry to collaborate with one another and their customers. I – form organizations have been found to be very crucial for the companies and organizations that operate in the industries that the knowledge base that determine the business opportunities is constantly changing or increasing.
I-Form organizations, therefore, need to posses the minimum level of F-Form characteristics since for such firms to be successful in such dynamic environment, they must have developed the capability to continually develop it knowledge base and there for be in a position to create and share the required knowledge and the employees have complete freedom and responsibility to take an actions that they decide are best for the organization. This is because design of the I-Form organization enables them to not only learn from the other organizations and also collaboratively interact within such communities and networks so as to compete in the challenging and complex business environments. Therefore, Most organizations
The standardization and customization eras are still very relevant in the industry today because the effective knowledge sharing has need to be based on the solid organizations experiences that is based on the specific standards.
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3) According to some, Baby boomers generally clash with Gen Xers. Why do you think Boomers get along better with Gen Y? In what ways will HPOs be different when Gen Ys take charge?
Baby boomers are the people that are born between the years of 1946 and 1964. This is the generations that make the largest population of the people that are working and the majority of them are nearing the age of retirement. In the organizations, these are group of employees that are difficult to manage and also have difficulty in learning new skills. They also not only resist change but are also not computer savvy (Beck & Wade, 2006). Since they are not only hardworking and committed and committed to their carriers, they are always referred as workaholic by the generation X and Y.
The generations X are the people that born between the periods of 1965 to 1980. These are the kinds that were often left at home as both parents were working. The group of people, therefore, becomes not only independent and resourceful but also adaptable to change in the work place. They are, therefore, different from the baby boomers because they have the entrepreneurial spirit that is driven by their do it yourself attitude. They are carrier oriented but also place very strong emphasis on the family life hence they try to achieve an effective work life balance.
The generation Y are the people that are born between the periods of 1981 – 2000 and are sometimes known as hugely driven by technological innovation? They are also very good with the multi tasking since they had to juggle between schools, soccer training and computer games. They are, therefore, very impatient and tend to need immediate gratification (Beck & Wade, 2006). The main difference is that while the boomers like the face to face interactions, the generation Y will prefer to communicate through different technological tools that are provided by internet technology. When the generation Y takes over the HPO, they change over organizations very fast and are not very difficult to rain in one job. These generations are not only performers but also require very high maintenance.
5) Can non-level 5 leaders initiate and sustain an inquiry based culture?
Building an inquiry based culture is the process of transforming the workplace to have a positive culture. The process of initiating an inquiry based culture in the organizations teams, therefore, supports the trend towards a positive focus on the strengths of the company. It is the procedure of focusing on whatever is working rather than just solving the problem in the traditional manner.
The level five, leadership, is the level of leadership in which the leaders in the organization achieve greatness. What makes the level five leaders different from the other levels of leadership is that the level five leaders possess humility. It is very difficult for the non level five leaders to initiate and sustaining an inquiry based culture because it is only the level five leaders that have all the qualities found in the other levels. for instance , the level 1 leader is a highly capable individual that has the talent to do the required job, the level 2 is a contributing team member, the level 3 is a competent manage and the level five leader is a very effective leader that can galvanize an organization for top performance.
The process of initiating and sustaining an inquiry based culture require the setting up a trust levels within the organization and the processes. The team needs to be made to talk about the positive past experiences and team building and share what they want to see more at work. Collins & Lazier (1995), the level five leader posses the qualities that are found in the other four levels with humility. Humility is very important skill in the initiation and establishment of inquiry culture since it helps to earn the trust of the people. It is only a humble leader that can share the success while being fast to accept mistakes of the staffs.
6) Does experience and a wealth of knowledge hinder the progresses of change and innovation, or does experience help promote transformation in an organization?
Many high performing organizations have realized that have special knowledge is important in achieving competitive advantage in the market. This is brought about by the fact that there are dynamic changes occurring in the market and customer preferences leading to reduced lifecycle of products (Von Krogh, Ichijo, Nonaka, 2000). This makes the knowledge base the basis of new competitive advantage in work place. On the other hand, the managers of the high performing companies have also realized that innovation is critical to sustain the existing competition in the long run. The result is that sometimes, the application of innovation in the company may require the organization to implement changes its products or structure and may require new expert in that field. To be prepared for the new business and the opportunities that they bring, the companies sometimes need to innovate and change its resources. In most organization, this process will face challenges and opposition from the people has expertise and knowledge in the areas that the organization may face out.
However, the existence of wealth of knowledge in a company is very important in supporting the transformation, change and innovation. This is because as a professional will be accumulated knowledge in the industry are better placed to understand the change process and help the organization to apply the areas that will give it the best results. Through the exchange of the wealth of knowledge, such industry leaders with the accumulated wealth of knowledge are able to embrace the incoming knowledge and apply it effectively (Kotler, Kartajaya & Setiawan, 2010).
For productive application of the innovation and change, there need to be wealth of knowledge and skills in the organization already. Without the required knowledge base in the company, it is very difficult for the new knowledge to be absorbed and used to make the company progress. It is during the absorption that the people with the level of information are able to learn the required techniques and unlearn the once that will not help the company to move forward. Knowledge base does not hinder innovation since the process of leaning and unlearning happens continually in all knowledge areas and is a complex process that is facilitated by socio cultural and economic environment.
7) What is a High Performance Organization? What organization best reflects your answer? Defend your response.
High performance organization is an organization that its employees working collaboratively so as to enhance its competitive advantage. This means that the entire organization system is aligned so that it can to deliver on the prime goals and firms’ objectives. In the high performance organization, the structure design is very important in the organizations operation. It is through the organizations structure that the company can execute its strategy and respond rapidly to the change in the environment. It is very critical that the organization can translate the strategic organization into strategic strength while ensure that all the different players are accountable to one another.
This is the procedure of identifying and nurturing the talents in the organization by having targeted training. The high performance organization have created a climate of trust and goodwill so that all the employees are helped to break down the barriers and instead helped to learn to work together in the process of accomplishing the common goal of the company.
Talent management, therefore, means that an organization had the structure and system for establishing sustainable and competitive advantage using the talent and the skills of the people. An example of high performing organization is the Vodafone mobile network company that has effectively invested in its employees to retain the leadership of the share market. The company does not only have talent management system where employees are trained to perform tasks efficiently but also have performance management system (Nonaka &Takeuchi, 1995). As a result, the company has system that it uses to measure the performance of the employees and is linked to specific business strategy.
The Vodafone group has also incentive compensation plan that specify the rewards that are given to both the teams and the individuals who meet the company targets. In addition, the formal coaching system in the company is an indication of the value that it places on achieving a state of high performance. It is important that the balanced score card that is used by the company to measure performance is linked to the business strategy and can instill high performance attitude in the company.
8) Evaluate the articles you read this term. Pick 5 to 7 must reads and share why they should remain on the reading list. Also, identify any articles you felt were ineffective and should be “kicked to the curb.” If you have other thoughts as to how I might improve this course in the future, please feel free to share.
All the articles that I have read this semester were effective and give me a new knowledge to understand how organizations work and mangers deal with their employees. As a high performance organization class I have learned a lot of knowledge and it helps me as Management major to understand how manger works.
This semester we have been through different articles and I like all of them. However, the five top articles I liked and I think it should be remain on the reading list were. First article was in the high performance organizations week by Gratton & Ghoshal about beyond best practices. This article shows how organizations become successful and do not have to copy another organization to be successful. However, you learn how other organizations success and try to do same steps with your own stander best- practice techniques and unique signature processes. The second article was in the High Performance Teams week about Virtuoso Teams. In this article the writers explain how tall organizational structure works and some reason traditional teams haven’t been more successful. Also, talked about the virtuoso teams and how they are good for some organizations and how hard to keep virtuoso team to keep them together for long time. The third article was in the organizational structure week about Putting the Organization on Wheels. This article explains the advantages and disadvantages that come with a flat, decentralized organization structure. Also, how the SEI designs their office to fit the organization. On the other hand, the article talked about the disadvantages about the flat organizational structure in SEI. For example, there no office and the desks are in large ban. The fourth article was in the motivation in high performance organizations. It was about The I- Form Organization. The article demonstrates the I- Form and F- form, which is based on the knowledge based theory. Also, give employees complete freedom to take actions that they think is good for the organization. Fifth article was in organizational Change in HPOs week, it was about Leading Change: Why Transformation Efforts Fail. The article talked about why people resist change and the eight steps to transformation. I watched a video on You Tube about Professor Kotter , it was about his book Sense of Urgency. He was explaining the change management model.
In this course all the articles were effective; I have learned a lot of important knowledge that it will help me in my future and in the real business life. Each article in this class has something effective and important to learn from and I do not think there was any ineffective article at all. I would say each article has unique knowledge to learn from and to understand the modern manger life and how to deal with crisis and problems. Also, how to be a better manger.
Beck, J. C. & Wade, M. (2006). "The Kids are Alright: How the Gamer Generation is changing the Workplace". Harvard Business School Press.
Collins C.J & Lazier, W.C., (1995). Beyond Entrepreneurship: Turning Your Business into an Enduring Great Company
Kotler, P., Kartajaya, H., & Setiawan I., (2010) Marketing 3.0: From Products to Customers to the Human Spirit. p. 115
Nonaka, I., Takeuchi, H. (1995), The Knowledge Creating Company: How Japanese Companies Create the Dynamics of Innovation, Oxford University Press, New York, NY, .
Stenmark, D. (2001), "Leveraging tacit organizational knowledge", Journal of Management Information Systems, Vol. 17 No.3, app.-24.
Von Krogh, E., Ichijo, K., Nonaka, I. (2000), Enabling Knowledge Creation: How to Unlock the Mystery of Tacit Knowledge and Release the Power of Innovation, Oxford University Press, New York, NY, .