I chose Middle Managers because they are responsible for linking and coordinating groups, as well as implementing top level strategies and implementing subunit groups. I chose operations management; however, Fayol developed 14 functions as an administrative manager. He argued that success is based on a company’s administrative ability to lead.
The Hawthorne Studies showed group cohesiveness and its influence on
group performance. Groups perform better when there is employee
satisfaction and group cohesiveness. I chose proactive customer monitoring because I misread the question.
If I had realized it was the smaller lot’s system of monitoring I
would have chosen reactive because he did not plan well enough in
advance to compete with the competition.
The specific environment includes industry regulation which is why it
is not the political or legal aspect which would be the general
environment. I chose mission because it will not change over time and it was set
by the top managers. Because Starbucks recognized the two different types of cultures and
realized that they could not market to them in the same way, I chose
selection of optimal solutions as their process of problem
identification.
Of the influences that Porter writes about, the threat of
substitute’s products or services will be a concern for a company
trying to enter a market which is already heavily controlled. I chose discontinuous change because the company is not a in a period
of discontinuity or dominant design, they are changing their
technology to meet the completion. Because they redesigned and tested their page multiple times before
allowing it to go public, I believe that the company chose a process
of reengineering as a management concept to develop their site. Functional departmentalization does not produce managers with a
broader experience or expertise because they are broken up into
smaller groups, so they are only responsible for certain activities
and therefore do not usually get a broad experience, level, this is
why I chose functional managers lack expertise and experience. Because decentralization puts more power in the lower level managers,
it leads to faster decision making and more satisfied customers. This
is why I chose the first answer.
Self managing teams are can change their composition along with self
designing teams, but unlike self designing teams, self managing teams
can also change their tasks and work methods. Before the process of recruiting, organizations must advertise for
job candidates, and then they can begin looking or qualified
employees and working to maintain the employees with good ethics and
work behavior. Diversity helps companies grow by improving marketplace understanding
because people must realize their customers are not a single race,
age, or homogenous group.
An intrinsic reward is a reward that is infernally motivating and
satisfying, which would be a jazz musician who got the chance to play
his music in his favorite city. Managers are concerned with maintaining the status quo and following
orders from their line staff and superiors. Leaders however, want to
bring change and inspire and motivate others, though managers also
want to inspire and motivate. Managers are not concerned with
changing a company’s operations as leaders would be. Concern for production is another term for initiating structure
leadership behavior. This is because they are concerned about the
product being able to reach the consumer and the product being made
with high quality and efficiently and effectively
Autocratic decisions are not voted on, which is why a large layoff
like that, when it comes from the top managers, would be that sort of
decision.
Traditional most companies have only cared about profit in regards to
performance and also quality. This is because they do not take into
account customer equity and the value that their product or service
plays in the community.
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