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Author: John Lok
Publisher:
ISBN:
Category :
Languages : en
Pages : 136
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Book Description
Author: John Lok
Publisher:
ISBN:
Category :
Languages : en
Pages : 136
Get Book Here
Book Description
Author: National Research Council
Publisher: National Academies Press
ISBN: 0309175828
Category : Business & Economics
Languages : en
Pages : 298
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Book Description
Total quality management (TQM), reengineering, the workplace of the twenty-first centuryâ€"the 1990s have brought a sense of urgency to organizations to change or face stagnation and decline, according to Enhancing Organizational Performance. Organizations are adopting popular management techniques, some scientific, some faddish, often without introducing them properly or adequately measuring the outcome. Enhancing Organizational Performance reviews the most popular current approaches to organizational changeâ€"total quality management, reengineering, and downsizingâ€"in terms of how they affect organizations and people, how performance improvements can be measured, and what questions remain to be answered by researchers. The committee explores how theory, doctrine, accepted wisdom, and personal experience have all served as sources for organization design. Alternative organization structures such as teams, specialist networks, associations, and virtual organizations are examined. Enhancing Organizational Performance looks at the influence of the organization's norms, values, and beliefsâ€"its cultureâ€"on people and their performance, identifying cultural "levers" available to organization leaders. And what is leadership? The committee sorts through a wealth of research to identify behaviors and skills related to leadership effectiveness. The volume examines techniques for developing these skills and suggests new competencies that will become required with globalization and other trends. Mergers, networks, alliances, coalitionsâ€"organizations are increasingly turning to new intra- and inter-organizational structures. Enhancing Organizational Performance discusses how organizations cooperate to maximize outcomes. The committee explores the changing missions of the U.S. Army as a case study that has relevance to any organization. Noting that a musical greeting card contains more computing power than existed in the entire world before 1950, the committee addresses the impact of new technologies on performance. With examples, insights, and practical criteria, Enhancing Organizational Performance clarifies the nature of organizations and the prospects for performance improvement. This book will be important to corporate leaders, executives, and managers; faculty and students in organizational performance and the social sciences; business journalists; researchers; and interested individuals.
Author: Johnny Ch LOK
Publisher:
ISBN:
Category :
Languages : en
Pages : 355
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Book Description
Predictive analytics when the organization feels its human resources need to be changed. The third point to raise efficiency and improve productive factor is that the organization feels need to know how it ought need to spend time and human resources to gather external environment and internal data to predict when the suddent environment changes to influence insufficient productivities and poor performance is caused from unpredictive poor environment change factor influence. Jac, F.E & John, R.M. (2014, pp.13-16) explained that if any organizations expected they can adapt any external poor economic environment as well as organization's weakness causing changing factors to bring their organization's inefficiencies and poor productive performance causing in long term. They need to know and learn how to predict their HR needs when their HR is needed to be changed in order to adapt the sudden external economic environment changing and organization's weakness to cause its inefficiency and low productive performance consequence. Any organization needs to gather datas concern: What will be needed to be lead potentially? What are the future market demands? What are the leader's changing managing attitude to let whole company's staffs to adapt easily in order to encourage they raise efficiency and improve productive performance more easily? It also needs to predict when the external forces drives will occue to cause how it's human resource strategy needs to be changed to adapt or fight the sudden external forces drives influence in order to avoid inefficiency or low productive performance consequence. The external force drives may include: Slow encourage growth, technological labour shortage, customer complaints number increasing, new competitors' products existing or enter the market, government regulation prohibition. Then, the organization gathers all these external environment forces drives datas to predict when these poor external environment changes will occur. On the one hand, it can implement human resource changing strategy, such as reducing workforce, new skills needed, increasing training, focusing on service, informing employees new benfits regulations. On the other hand, it needs to change the internal drives factors, due to the external forces drives sudden change influence that it feels it needs to change its human resources strategy in order to avoid inefficiency or/and low productive performance causing. However, it also needs to find whether its organizational internal drives factors also need to be changed to avoid inefficiency and/or poor productive performance causing. The internal drivers factors may include: Whether the company itself needs to change new company vision, due to external environment changes, whether it needs to change its leadership gap to adapt sudden external environment factors influence, whether its organizational culture and brand image and finances sources and expenditure controlling need to be changed , due to external environment changes influence factor.
Author: Rohit Deshpande
Publisher:
ISBN:
Category : Comparative management
Languages : en
Pages : 40
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Book Description
It has been extensively documented that significant differences exist between organizations operating in different countries - differences due to factors such as national and organizational cultures, strategic orientations, andmanagement styles. What is less clear, however, is whether there are significant differences in the factors that drive performance in the most successful firms regardless of country. Using nationally representative samples of U.S., English, French, German, and Japanese firms, we found unsurprising differences in organizational cultures (the Japanese businesses with more clan-oriented cultures and the French firms with more hierarchical ones, for instance). However, there were no overall country-specific slopes or intercepts in regressions relating factors such as innovativeness, organizational climate and culture, and customer orientation, to business performance. We conclude that successful firms transcend national culture differences to develop a common pattern of drivers of business performance which includes a primary focus on organizational innovativeness,a friendly climate, and a competitive culture.
Author: Bryan Hopkins
Publisher: CRC Press
ISBN: 1317156587
Category : Business & Economics
Languages : en
Pages : 326
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Book Description
One of the most significant and yet largely overlooked factors influencing performance and workplace problem solving in many large organizations is that of national culture. Managers, and the organizations for which they work, need to be able to understand the influence of cultural values and beliefs on performance in order to identify appropriate solutions; strategies appropriate in one part of the world may be ineffective or even counter-productive in another. Bryan Hopkins' ground breaking book relates the concept of cultural dimensions, as developed by writers such as Hofstede and Trompenaars, to the performance engineering approaches of Gilbert and Mager and Pipe, to show how strategies for solving workplace performance problems need to consider the cultural composition of the workforce. It then provides a practical structure for problem solving within the context of an international, multi-cultural environment. This is a book for both managers working in an international setting or for those in national organizations who are dealing with the challenge of culturally diverse workforces. It's also a book for governments seeking to understand the potential implications of national culture on civilian or even military interventions.
Author: Lars Foldspang
Publisher: Nordic Council of Ministers
ISBN: 9289328185
Category :
Languages : en
Pages : 90
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Book Description
Globalisation and demographic trends underline the twin challenge of the Nordics with productivity stagnation and a decreasing work force. Increasing productivity and the work force will be an answer to both. A good work environment can do both: If less people have to take sick leave as result of bad work environments, this will contribute to increasing the work force. Also, for some time, a relationship between work environment and productivity has been hypothesised. Happy, healthy workers, in short, are more productive than not-so-happy and not-so-healthy workers are. This report is based on the most comprehensive empirical study of the cohension between working envi-ronment and productivity. It confirms the hope of many, i.e. that improvements in working environment and improved productivity are highly correlated. The results are robust across time and the investigated countries.
Author: Johnny Ch LOK
Publisher:
ISBN: 9781093246131
Category :
Languages : en
Pages : 463
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Book Description
ChapterFiveHuman resource department andorganizational performancerelationship In any large organizations, whether human resource department can assist organizations to raise employees' effective and productive performance, instead of its basic main functions, such as selection, interviewing , performance management, reward management, training functions. I shall follow these several aspects to analysize whether human resource can assist to any organizations to raise efficiency and productive performance in possible. They may include these several aspects to analyze: The impact of training factor influences performance, the impact of recruitment and selection factor influences performance, the impact of facility management environment factor influences performance , the impact of reward and performance management factor influences performance. Firstly, I shall explain how and why training provision factor may influence performance. In organization, training is one kind of method to assist employees to learn. The organization's technique and culture. Any organizations expect to survival, they will need employees to work or grow in one organizational learning and creation of learning environment in order to raise their skills, techniques and knowledge of level to work efficiently. Hence , one learning organization needs employees to change mindset knowledge and values as well as improved organizational performance. Organizational learning may be any one of these processes occurring and organizational levels. Individual learning means to change in individual's knowledge, beliefs and ideas. Learning means to share understanding and interaction among employees. Hence, in any organizations, they belong to this kind of learning team , employees need learn together in their deparments as well as organizational learning , it requires something more than shared understanding among employees, different departments' employees need to share understanding with other departments' employees. At this level of learning organizational factors need to be linked together and to individual and group learning to facilities organizational learning. It brings this question: Can organizational learning bring the organizational overall performance improvement consequence? In fact, in any training, when employees attempt to apply the different training methods to solve their tasks difficulties. They will be possible to encounter fundamental barriers should be identified and removed. It seems that in their process of encountering barriers and finding solving methods to remove. This is one learning process to let them to attempt to accept problems and threats, and train them to learn to analyze which is the best method to solve the problem from training learning knowledge.
Author: John P. Kotter
Publisher: Simon and Schuster
ISBN: 1439107602
Category : Business & Economics
Languages : en
Pages : 236
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Book Description
Going far beyond previous empirical work, John Kotter and James Heskett provide the first comprehensive critical analysis of how the "culture" of a corporation powerfully influences its economic performance, for better or for worse. Through painstaking research at such firms as Hewlett-Packard, Xerox, ICI, Nissan, and First Chicago, as well as a quantitative study of the relationship between culture and performance in more than 200 companies, the authors describe how shared values and unwritten rules can profoundly enhance economic success or, conversely, lead to failure to adapt to changing markets and environments. With penetrating insight, Kotter and Heskett trace the roots of both healthy and unhealthy cultures, demonstrating how easily the latter emerge, especially in firms which have experienced much past success. Challenging the widely held belief that "strong" corporate cultures create excellent business performance, Kotter and Heskett show that while many shared values and institutionalized practices can promote good performances in some instances, those cultures can also be characterized by arrogance, inward focus, and bureaucracy -- features that undermine an organization's ability to adapt to change. They also show that even "contextually or strategically appropriate" cultures -- ones that fit a firm's strategy and business context -- will not promote excellent performance over long periods of time unless they facilitate the adoption of strategies and practices that continuously respond to changing markets and new competitive environments. Fundamental to the process of reversing unhealthy cultures and making them more adaptive, the authors assert, is effective leadership. At the heart of this groundbreaking book, Kotter and Heskett describe how executives in ten corporations established new visions, aligned and motivated their managers to provide leadership to serve their customers, employees, and stockholders, and thus created more externally focused and responsive cultures.
Author: Sungha Nam
Publisher:
ISBN:
Category : Organizational change
Languages : en
Pages : 318
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Book Description
Author: Daniel M. Wentland
Publisher: IAP
ISBN: 1607529270
Category : Business & Economics
Languages : en
Pages : 140
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Book Description
The information in Organizational Performance in a Nutshell provides a comprehensive framework for understanding questions like why does one organization thrive while another struggles for survival even though both are operating in the same industry, or how can some of the largest global organizations such as GM, Ford, Chrysler, Home Depot, Sears, Kmart, Airbus, Citigroup, Gateway, and Dell perform so poorly after being such colossal leaders in their industry? A new way of thinking about organizational effectiveness will emerge from the information contained in this book. In sum, organizational performance in a nutshell will be revealed.
