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Blog 1-10

Due: 3-29-11

Chapter 10 Extra Reading

Senate Select Committee on Intelligence

There are many sad and bitter experiences owing to a weak management. In fact, many persons, enterprises, and nations as well have had tremendous complications because of an inadequate management in their activities. This is because has not taken into account some elemental managerial criteria for doing them. Of course, some results are more evident and have greater impact than others have by the connotations wherein are involve.  Ever more so, in some cases, such as the report on pre-Iraq war intelligence was full of mistakes for the lack of leadership. This could have caused terrible consequences not only for people, but also for nations. All this is for human mistakes in working through “collective group think.”

Many decisions could be erroneously taken by having failed reports. This seems to be the invasion to Iraq for the USA because according the Senate report, they concluded that the report from the USA intelligence is lacks of realism and objectivity in relationship to that “Iraq’s continuing programs for weapons of mass destruction.” This conclusion from the USA intelligence community is because they used indirect sources as well as worked through the “groupthink” for the preparation, analysis, and conclusions of a complicated and risky issue. Indeed, the “groupthink” is harmful in all organization because people that are in this group have submissive features, do not have individual responsibility, and are not creative too.  At this point, Gary Latham (2009) in “Becoming the Evidence-Based Manager,” points out that the “groupthink” should be avoided into organizations.

Certainly, wrong reports come from poor management by lack of leadership. This is because not only we should take into account the sources of information for developing an action plan, but we should also be extremely careful in monitoring, supervising, and controlling each of the planned activities in agreement to our outlined strategies. In consequence, we should do our work with responsibility, commitment, loyalty, and veracity to avoid maybe catastrophic consequences, which to correct later would be too late.


HCL Technologies A&B

Blog 1-9

Due: 3-24-11

 HCL Technologies A&B

The success in an organization depends on its market positioning. For this, a firm should do what they know doing. In this sense, top manager should design appropriate, workable, and quantifiable strategies framed on its entrepreneurial vision, mission, and setting goals according, of course, to market requirements. Above all, managers should be leaders in their companies to have the energy and capacity of managing their organizations towards a competitive position. In the same way, they should think in mega deals instead of small-business arrangements because the latter is like to work in silos, which should be totally removed from the mind of managers. In fact, among some strategies wherein a leader is able to design are in terms of 1) capitalizing employees, 2) restructuring firms, and 3) seeking strategic alliances, which will drive to an organization to become in successful business, such as HCL Technologies Company.

Truly, one organization is similar a car in which its employees are the truck parts. These parts should be in optimal conditions to function adequately. For this reason, primarily employees are extremely important to a firm, such as HCL Technologies Company’s manager also considers to its employees as first priority, second customers. These workers first should be inspired, motivated, trained identified, and engaged with the organization purposes for satisfactorily developing their activities. To illustrate, we can have in our organization an excellent group of clients, but if we do not have competitive employees, then our organization will be unable to comply with the customer requirements. In consequence, the following saying “First things first” means to prioritize appropriate conditions in our firms, then we can do the second. With this in mind, do you think what would happen if we would not have good and proactive employees? Absolutely, our enterprise will fail in the short-run.

Another meaningful strategy is related to redirecting of enterprises. These should be constantly transforming to adapt to market dynamic and demanding. An entrepreneurial reorganization will drive to resize, redirect, and rethink what for the company is good and better. It means to capitalize its strengthening and to overcome its weaknesses. For example, if in an organization was only focused on sales, now, they should be also focused on proving the sale services. This will generate a better acceptation from customers.

With regard to strategic alliances, managers indeed should have in mind high ideals in agreement to the saying “think big and row bigger and bigger.” One of these alliances is the joint venture, which should be strategically designed for enterprises because this is the agreement between firms to develop together a particular business. In this regard, a joint venture is the blending of endeavors from the companies for accomplishing a common objective between them. HCL Technologies Company for example did different joint ventures with different companies in the correct time with the correct companies for correct services. It means The HCL Company’s bottom lines are evident.  

Growing year-to-year (YoY) sustainably as HCL Company has done should be imitated by other organizations. In truth, this company has a sustainable growth due to Nadar’s philosophy, who is an effective and successful leader undoubtedly. He is a visionary, creative, and innovative. Likewise, Nadar has a winning mindset because is focused on “Blue ocean strategies” for his organization, such as getting ahead for generating a competitive and comparative advantage from his competitors. Consequently, the company success or failure will relied on the quality of leader that this organization has because above he/she will rest the primary responsibility to design approachable, feasible, and measurable action plans on the short-term and the long-term as well.

Blog 1-8

Due: 3-22-11

Chapter 9 Extra Reading


 Strategies of Effective New Product Team Leaders

       The times changes and each thing also evolves over time and in so doing, people as well as organizations should  also be according to these accelerating changes; on the contrary, these persons and firms will be relegated to their “winter quarters” by not facing and walking in the same direction about this change processes. For avoiding this, there is a paramount and structural quality or trait, which is the leadership. Enterprises not only should have modern technology-physical resources-but should also incorporate leaders-human resources- for attaining beneficial outcomes through the development of new products (NPD).  In this instance, in Avan Jassawalla and Hemant Sashittal’s article “Strategies of Effective New Product Team Leaders,” a new product development is the working result of effective leaders; so according to their research findings classifies to team leaders in two groups: 1) team leaders with high levels of autonomy and 2) team leaders with low levels of autonomy.

       Surely, senior managements influence in team leaders’ decisions. This influence indeed could be more and less, depending on the organization cultural level. In this scenario, team leaders with low levels of autonomy have some own features, such as weak commitments, weak human relationships, and resistance to changes as well as Narcissist personality. These negative connotations block to a firm reaching and developing effective strategies, for instance NDP, a source of entrepreneurial competitive advantage. In consequence, strategies and action plans outlined by leaders are altered because there is an external manipulation towards team leaders within the same firm. For this reason, a senior management should also be a leader, who should sum efforts to the team leaders.

       On the other hand, the team leaders those have high levels of autonomy, foster clear and high level of communication by which strengthen human relations, encourage a lasting learning in terms of training and educating, promote the participation of the stakeholders in NPD activities. All this leads to develop effective labor because they will be able to take suitable decision making in which were timely and strategically planned. This is because the senior management is also an effective leader. As a result, NPD practices will be easily accomplished.

       In brief, a firm should work with team leaders wherein a senior management should be the first leader on this team. For that, previously the senior management should incorporate in his/her team individuals with intrapersonal and interpersonal skills. Afterwards, they should systematically be trained in issues related to the managing change, conflict, and teamwork. This is to avoid “R&D appointed leaders,” who are less effective team leaders in some firms, as well as to avoid a “gull mentality” in organizations too. Therefore, the effective social influence from leaders is extremely important for the success in the organizations, which not only should managers implement cutting-edge technologies in their firm, but also they should encourage cutting-edge leadership for reaching competitiveness in development of their new products. 

Blog 1-7

Due: 3-08-11

Compensation and Performance Evaluation at Narrow Electronics

Sins Commission: Be Careful What You Pay For, You May Get It

       All organization should care its human resources because they are the most valuable asset in a company, such as the Arrow Electronics Company fostered with its employees. This Company put to the right people in the right slots, a great and smart decision-making. In fact, employees are meaningful cogs in a wheel (an organization,) without them would be impossible to achieve our goal settings and in consequence to have a prosperous enterprise. Nevertheless, every manager should establish strategies not only relied on employees but also in realistic, suitable, and workable conditions and requirements of market. These strategies also mean to have goods or services in the right place, right time, and right price. For that, an initial measure in which a company should be oriented is to recruit and hire the best employees in agreement to the company purposes. These in turn should receive an effective training in which a company pursues of its employees loyalty and engagement.

       Certainly, in order to have a better performance in companies, all the employees and managers as well should systematically be assessed and receive a fair feedback of their performance. For such, there is a variety of mechanisms and criteria. However, these mechanisms and criteria should take into account certain details in which these performance assessments should be unbiased; on the contrary, these evaluations could have a negative effect and impact in the organization’s health. To illustrate, in Array Electronics company was experimented with its employees. For this reason, the manager, Steve Kaufman, decided to reassess the performance of their workers to avoid the ‘Wilson factor,’ which there were portrayed biases in the personal evaluations in terms of gender, age, race discrimination, and so forth. In this regard, an unbiased personal evaluation is fundamental because according to that a company should economically compensate to their employees.

       Above all, managers should encourage employee performance optimization. This, of course, connected to an economical incentive pay by better performance of employees. As a result, people would be more motivated. Although according to Jeffrey Pfeffer in his article “Sins of Commission: Be Careful What you Pay For, You May Get It” points out that there would be some problems with financial incentive pay in organizations because this does not effectively reflect the reality of goals to reach them. He says that performance-based incentives are used to drive behaviors; in that sense, these incentives should be avoided. Besides, it can obviously be no sustainable competitive advantage as well as once implemented incentives is much harder to change organizational culture, people’s mind-set, and beliefs; so that, managers and employees should firstly know their business model before applying a financial incentive for them.

Nordstrom Vs SAS Institute

Blog 1-6

Due: 3-01-11

Nordstrom Vs SAS Institute

       Companies either are successful or unsuccessful. This will depend on the management strategy, which should be particularized to nature of each enterprise. There are enormous experiences in which prosperous businesses felt down because they had neither the capacity nor will for sustaining their growing by which managers become them in ephemeral successful organizations. Meanwhile, other organizations are flourishing because they pay attention and act focused on a variety of issues, such as human resources, training, work environment as well as research and development. These two scenarios: negative and positive management were able to be seen through Nordstrom and SAS organizations.

       In fact, a company should sustainably maintain its growing and development over time. This is, of course, a difficult task but not impossible. The responsibility is, first of all, on manager, and secondly, on employees. For this reason, a manager should take the initiative and leadership for designing strategies, which begins by having an entrepreneurial philosophy embodied in its vision and goals. For instance, whether this is a service business, we should implement good sales practices to customers in terms of prices, promotions, services and other additional services, good treatment, and so forth. In the same way, employees should be taken into account because they are engine in an organization. If a manager changes the rules of play, afterwards the problems could present and deteriorate relationships: enterprise and employees, such as occurred at Nordstrom company, which after of being the nation’s leading specialty retailer of apparel, shoes, and accessories, began to diminish its credibility, image, reputation, and; in consequence,  its profits. We should take care of our employees and giving a fair treatment. Avoiding the inequality among them, while ones make blue-collar wages others make white-collar wages. Besides, the rules in a company should be objective and transparent; on the contrary, this could generate legal problems. Surely, all of that will undoubtedly trigger in going down an organization’s competitiveness.  

       On the other context, when a company has ambitious but solid and objective strategies, this is able to reach being competitive on market. Indeed, one of these strategies should be oriented to market niches in which a company can develop its strengths and lead this market. Moreover, another strategy should be oriented to the research and development within an organization- key factor, such as SAS Institute does it by which annually invests more than 30% from its profits. Hence, this software company is considered among the most important software companies worldwide. In like manner, other strategies should be focused on customer in terms of listening them because the services from a company are done for them, as well as engaging them, for example, to require them feedback from employees. This is because the organization will have a better support in its activities. Additionally, another strategy should be the employees. Again, employees are very important in an organization. Often, managers take into account to customers but neglect or prove a little importance to them. This is a crazy error. Workers deserve being treated as such. They should have a good, comfortable, and pleasant work environment, motivation through its different forms circumscribed in the trust and respect towards them, and systematic training. This will allow them having a better labor performance and job satisfaction.  

       In brief, the decision is in our hands for managing our enterprises. We as managers should not swim against the tide. Nowadays, we are in a globalized, industrialized, and systematized market world where the efficiency, effectiveness, competitiveness, and future insight are key factors; for such, we should be coherent with our decisions and should harmonize and outline better our strategies where main stakeholders, such as customers, employees, suppliers, and enterprises should be take into account. Therefore, our strategies will be attained in so far that our stakeholders are inspired, motivated, trained, compensated, and respected. All of these issues do the management difference.

Blog 1-5

Due: 2-24-11

HBS: Specialty Medical Chemical

       This is, every manager, should be a leader in their organizations. This in terms of a leader manages to his/her organization to a top position in order to achieve a leadership team. Besides, a leader creates value-added for his/her company as well as enhances the leveraging of strengths and manages weaknesses. In the same way, a leader seeks worker engagement for summing efforts and attaining an organization’s goals.

      For that, a manager should not only pursue being assessed within their own organization but also outside, such as Carl Burke did at Specialty Medical Chemical. He knew that had relative successful in his enterprise; nevertheless, he tried to seek a better entrepreneurial position for his company in order to reach a sustainable and competitive growth. In fact, an outside evaluator, allow you prioritizing actions and activities from the assessment of personnel to knowing what aspects you are doing well, what you need to optimize, and what you need to postpone as well.

      In truth, outsider inputs will allow us taking advantage the business capabilities as well as improving and/or correcting them. For instance, through the worker feedback in which a manager receives of outsider, this can be better leveraged for increasing their productivity due to often a manager does not take into account real worker potentialities. By the way, in so far that, we integrate individuals and implement strategies based on the suitable entrepreneurial organizational structure we will be able to be capable of having positive, satisfactory, and favorable outcomes for our organizations, which means doing a corporative job focused on the leadership.

Julio said:

Blog 1-4
Due: 2-17-11

Southwest Airlines: Using Human Resources for Competitive Advantage

In fact, people must be considerate the most prized and important asset for our organizations. Every manager, of course, should be a leader, who should be focused on implementing suitable strategies based on an organization’s vision and mission. Furthermore, these appropriate strategies should particularly also be relied on values, customer services, and employee engagement in order to achieve sustainable competitive advantage through human resources, such as was implemented by Southwest Airlines, in terms of: leadership, recruiting and training, and competitiveness.

In truth, there are a variety of mechanisms for designing strategies ones more effective than others, but the leadership, in my opinion, is the central and main aspect for the success of a company. The leadership should permanently be present in each organization, because through this you can increase the enterprise’s productivity and being more competitive as well. For instance, Southwest Airlines carried out in terms of not only to lower their cost fare but to be also in permanent interaction with their employees and customers. Even more, the Southwest Company is pervaded with meaningful events developed in the cities where Southwest offers its fly services, such as California, in particular in ‘the Garlic Festival’. This particularity, of Southwest Airlines philosophy, does the difference with their competitors.

The leadership would not be attained if our company does not count with the appropriate personal duly selected as well as skilled and trained personal. For that, first of all, a company should design rigorous strategies and criteria in order to recruit them because a Company’s success or failure will rest on people. Therefore, in the measure that we select them the future and success of a firm will be decided. Besides, I consider a vital strategy in the Southwest Airlines involving to customers in expressing their opinions about some applicants. This allows us having a global perception of applicants. In addition, once selected, employees should be permanently trained for being winners, who should also be properly motivated for together attaining the entrepreneurial goals.

Another key point is the competitiveness. This begins with a well-designed organizational structure through a flat administration instead of vertical administration. A flat administration allows to the organization to have a permanent and fluid communication as well as interaction between both structural levels: high position and low position. This fosters a better and productive relationship among employees. Likewise, an entrepreneurial competitive position also depends on the behavior of employees, such as was the case for Southwest pilots, who were identified with Southwest’s culture. All of these strategies are for maximizing the customer satisfaction, for such employees should be engaged to company philosophy.

Successful experiences reached in Southwest Airlines are an example of as companies that let and trust for human resources will definitely have a sustainable and growing success. This is because managers not only are concentrated on identifying and assessing strengths and weaknesses within of their organizations, but also outside of them, of course, always taking into account people in terms of CEOs, employees, customers, and other stakeholders in which must be internalized enterprise’s philosophy in mind, heart, and action.

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