It can be argued that a corporate philosophy, value or mission statement can aid in a company’s ability to distinguish itself and standout against competitors. In addition, statements such as these can prove to be an effective medium in the improvement of employee performance and behavior (Seong, 2011). In the early 2000’s as Dell experienced a drop in market share, CEO Michael Dell turned to The Soul of Dell as a way to mend the corporation’s culture and recapture a stronghold on the industry. Dell’s philosophy statement was created in hopes that it would transform the existing incentive-oriented culture to one which adhered to the newly established key standards and principles of the company. Unfortunately, as Dell would find, the company’s vision for improvement failed to make an impression on employees.
Establishing Standards
The intention of The Soul of Dell was to provide employees with a road map from which to operate from. Acting as a guide, the philosophy statement assists employees in understanding how their behavior contributes to the success of the company. Furthermore, a sound statement serves as the backbone for the overall operation of and organization and provides employees and management alike with the direction needed to fulfill company goals. While this was the purpose of The Soul of Dell, upper management discovered the statement failed to reach and resonate with employees. Unknowingly, it was those who created The Soul of Dell that inadvertently contributed to the disconnect when they failed to consider views and opinions of the components connected to the company. To compensate, upper management should look to individuals throughout the organization who can serve as a resource to identify existing strengt...
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...e to follow. Additionally, clear, concise and effective communication is needed to effectively implement any new concept. Sufficient time should be taken to fully understand the best method for reaching an audience. By disregarding this step, it is likely the message will only fall on deaf ears.
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The first chapter in this book explains a business’ mission and values. When discussing the mission, Welch states that in order to create an effective mission statement, one must explain how they intend to win in that particular business. The key is profitability, “Delineate their strengths and weaknesses in order to assess when they can profitably play in the competitive landscape,” (Welch, 15). This means to define the business’ strong and weak points to evaluate where they can efficiently and profitably fit within that specific business sector’s scheme. In order to come up with the mission, one can receive input from any source, but one should especially listen to the intelligent ones from all of the different sectors. Although, it is the responsibility of the top management or whoever is held responsible for it, to put it in place, it is their “defining moment,” (Welch, 17). The mission is what a business plans to do to win and values are ...
A. As Human Resources Director for Techfite’s new location in Dellberg, I feel it is necessary to implement policies that reflect and maintain our company culture of workplace collaboration and leadership development. In an effort to also encourage employee empowerment and engagement in corporate decision making, I propose the following corporate policies that reflect a virtue-based perspective of ethics, be implemented immediately.
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Before we start, we would like to briefly introduce the definitions of Supply Chain and Supply Chain Management (SCM).
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The mission statement of the company was “As we grow as a company, it has become more and more important to explicitly define the core values from which we develop our culture, our bran...
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Dell’s initial competitive strategy, when it was founded in 1984 by Michael Dell, was to focus mainly on differentiation. Its strategy was to sell customised personal computer systems directly to customers, which was a rapidly emerging market at that time (1). This was done by targeting second-time customers, those that already understand computers and know what they wanted. Meanwhile other companies at the time was selling “’plain brown wrapper’ computers” (2). By offering customisations, Dell gained a better understanding of customers’ needs and wants. This helped the organisation position itself differently against the more popular brands, such as Compaq and IBM.
“Values are the beliefs of an individual, group, or organization, in which they are emotionally invested” (Carpenter, Bauer, & Erdogan, 2015). Many organizations consider corporate values strategically import for building their company’s reputation and keeping the customers’ confidence and allegiance. That, however, is only a tiny portion of the strategic benefits that organizational values can offer. “Further benefits include:guidance for decision-making on all levels, selection criterion for new employees, driver for individual and corporate behavior on all levels supporting the vision, mission, and goals of the company, and effective definition and implementation of core values” (Gupta, 2015). Values within a company need to be more than just a few words that sound nice to ensure overall acceptance within an organization. “Effective core values need to be emotionally appealing and workable” (Gupta,
“The Dell Theory of Conflict Prevention,” is a theory that is approved by multiple famous authors. The theories main points are valuable and the theory should be looked upon more seriously. In Thomas Friedman’s essay, “The Dell Theory of Conflict Prevention,” he gives examples of how global supply chains would be constructive to promoting world peace. Friedman feels that if everyone is an ally to each other in some shape or form, then no one will want to engage in war. Madeline Albright would agree with Friedman’s theory according to her writings in “Faith and Diplomacy.” Albright felt that religion should play a factor in the diplomatic system of America, in order for us to maintain some kind of peace with other nations. Friedman and Albright both were looking for a solution to world peace. Albright would agree with this theory from the religious perspective. Appiah argued that an ideal global citizen would be essential to America, in his essays “Making conversation” and “The Primacy of Practice.” Appiah felt that people must have an understanding of each other in order to get along with each other. Both Appiah and Albright would agree with “The Dell Theory of Conflict Prevention.” “The Dell Theory stipulates: No two countries that are both part of a major global supply chain, like Dell’s, will ever fight a war against each other as long as they are both part of the same global supply chain”(Friedman 125).