Rеsеаrсh Quеstiоns Essay Example

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Rеsеаrсh Quеstiоns14

Rеsеаrсh QuestionsRunning Head:

Rеsеаrсh Quеstiоns

1. Organization (or corporate) culture is often considered an important component of successful organizations. Explain how managers can promote ‘work life balance’ within their organization to improve the culture and therefore productivity.

Organisation culture is determined by the set practices, norms and believes that are embraced by an organisation with an aim of achieving its goals and objectives. The good culture helps the management to interact with their employees for creation of an effective working environment. Studies have shown that, working environments where empowerment culture has been established organisation are more successful and productive. Moreover, leadership that identifies the needs of the workforce and works to meeting them creates an organisational culture that promotes achievement of goals. There is a dire need to strike a balance between work and life matters. This is greatly triggered by the management on how they set plans, schedules, goals and objectives (Cheng-Kang & Chuan-Yin, 2011). This paper seeks to find out how a balance between work and life help the employees to improve the culture and hence productivity at work.

There are different initiatives that management can enforce to create a strong organisational culture to improve productivity and strengthening of the workplace relationship. These initiatives include flexible working schedules, leave provisions, and general services. The flexibility of work schedules enables workers to have compressed working hours that allow workers to focus on both work and other life issues. Likewise, this helps the workers to improve productivity both at work and at home since the available time is used productively. A mixture of work and life issues complicates personal schedules and lower productivity at a higher rate (Smith & Gardner, 2007).

Moreover, leave arrangements help the employees to relax and tackle other critical issues in life or advance to the required standard of skills and knowledge. Hence, it is beneficial to both the individual and the organisation. In addition, general services such as seminars, conferences and training sessions are important when striking a balance between work and life to any employee. These general services help the workers nurture their communication and relationships since most brings together employees from different organisations. Management can help build a strong culture in an organisation if it organises for such meetings to their employees. The meetings may be addressing work related issues, family issues as well as complex general life issues (Smith & Gardner, 2007).

Cheng-Kang and Chuan-Yin (2011) state that it is the duty of the management to raise a cohesive and stable team with high interpersonal relationships in addition to having good communication skills. The achievement of these objectives is majorly influenced by the management skills the managers possess. Therefore, to integrate a balance between work and life it requires the management to organize an organisational outing for all the workers or rather a particular department. These outings will help nurture relationships among the employees and result to raising their productivity due to the team cohesiveness. Communication skills will improve after conducting such outings since every employee’s comments and opinions on certain matters affecting the organisation will be received. The benefits gained from such arrangements are significant to the productivity at workplaces as well as improving organisational culture.

Work-life balance helps achieve organisational goal at the same time achieving personal goals stimulating an employee that their contribution is significant both ways. This balance shows good leadership skills in the management since the employees will be satisfied with their work at home and at the organisation. When the management is supportive and resourceful, it becomes easy to achieve organisational goals while undertaking business operations. Furthermore, it helps the employees to reap maximally from the work life initiatives enabling them to handle personal issues that may conflict with job related issues. Therefore, leadership skills contribute significantly in improving productivity, planning as well as managing schedules in an organisation (Banutu-Gomez, 2013).

Therefore, it can be concluded that management has a higher responsibility while executing work life balance for organisation growth and development to be achieved. It is essential that every employee be able to strike a balance between work and personal issues. Provision of work-life initiatives to employees helps them improve their productivity as well as promote organisational culture. Similarly, organisational events that bring the teams together are a significant undertaking in achieving improved productivity and cohesiveness of the workforce. A supportive management depicts remarkable leadership traits that help the employees to acquire maximum benefits from information and guidance offered. Achieving both at home and in workplace is the greatest joy of any employee and it provides renewed power to handle responsibilities. All these helps to promote the organisational culture in additional to improving the productivity for achievement of goals and objects set within a timeframe.

2. Choose any two (2) of the external environment elements discussed in the text book (either from the general or task environment) and explore how these impact on an organisation.

Every business entity has factors affecting it both internal and external factors. Internal factors seem to have weight to the growth and development of the business entity but external factors have similar influence if not greater to the running of the business. Some of the external factors that have impacts to the success of a business are customers, suppliers, political stability, investment policies, technology, money-market exchange rate, and economic stability among others. Organisations decision should analyse the internal and external factors to assist in making informed decisions for improved productivity (Nicole Henriques & Sadorsky, 2008). Whenever the management checks into these factors and gauge them against the business goals and objectives, it can be able to make informed decision on how to maximize the profit margins and benefit maximally in the business environment (Trkman, 2010). This paper seeks to determine how economic forces and customers influence the impacts of the business organisations as some of the significant external factors.

Waddell, Jones, & George (2011) state that customers are the most valuable to any business oriented organisation and are highly relied on for achievement of the organisation’s goals and objectives. Globalization has greatly affected the business environment in the current world due to the fact that diversity in the market is a factor to be considered. It has led to societies with a mixture of people from different cultural background having difference tastes and preferences. Furthermore, understanding of the customer’s culture helps the organisation to run effectively and efficiently both internally and externally. A multicultural business environment requires mutual respect between the business entity and the customers. It is advisable for an organisation to avoid discrimination among their customers and serve them in a standardized manner in order to achieve remarkable impact.

Moreover, it is the duty of every organisation to identify the needs and demands of their market for effective production and distribution of products and services. For the impacts of an organisation to be felt among their customers, their goods and products must be of high quality, fairly priced, available, unique and with an added advantage over the competitors. An organisation with a good customer base in the market is considered to be well established and has a bright future. In additional, a huge market share influences the impact the organisation has on the society and economy at large (Trkman, 2010).

Economic forces determine the extent to which an organisation will have impact in the society. They determine the rate of competition in the market where an organisation is located and operates. They include monetary policies, unemployment level and government policies on business entities, these factors influence the economic system in the market. Firstly, the monetary policies set influence the borrowing and lending, this affects the production as well as consumption processes. The cost-benefit analysis depended much on this external factor to determine the investment level and strategies. This analysis helps gauge the impact the organisation will have in the environment that surrounds it (Nicole Henriques & Sadorsky, 2008). Secondly, unemployment is an external factor that an organisation should focus on eliminating from the market cycle. Every organisation has the mandate to create opportunities to the society that lowers unemployment level for realization of significant impact. This will help promote the rate of consumption because the population can afford the goods and products offered in the market. Lastly, the government policies on investment and taxes majorly influence how business is run in organisations. These factors either attract more investors locally and internationally or bar them. Favourable policies and tax strategies have significant impact in the business market both to producers and to consumers. Hence, government bodies should critically analyse how they are set (Waddell, Jones, & George, 2011).

In conclusion, customers affect organisations because they are the target of the produced goods and services. They determine the production and consumption cycle in the market. Globalization has led to diverse markets that are sensitive to culture; equality in the business environment promotes healthy customer interaction. Furthermore, economic forces determine investment level that affects the impact businesses have in the society. These external forces should be critically analysed and considered in making decisions in an organisation.

References

Banutu-Gomez, M. B., (2013) :The Pivotal Importance of Leadership, Knowledge Sharing and Organization Culture”, The Journal of American Academy of Business, Cambridge, 18(2),pp. 238-243.

Cheng-Kang, Y. & Chuan-Yin, L. (2011) “Exploration of a construct model linking leadership types, organization culture, employees performance and leadership performance” Procedia — Social and Behavioral Sciences, 25, pp.123 – 136.

Nicole D., Henriques, I., & Sadorsky, P. (2008) “Do environmental management systems improve business performance in an international setting?” Journal of International Management, 14, pp.364–376.

Smith, J. & Gardner, D. (2007). “Factors affecting employee use of work-life balance initiatives”, New Zealand Journal of Psychology, 36(1). 3- 12.

Trkman, P. (2010)”The critical success factors of business process management”, International Journal of Information Management, 30 (2), pp.125–134.

Waddell, D., Jones, G.R., & George, J.M. (2011). Contemporary Management. (2nd ed). Australia: McGraw-Hill, ISBN: 9780071000284.

Appendices

Banutu-Gomez, M. B., (2013) :The Pivotal Importance of Leadership, Knowledge Sharing and Organization Culture”, The Journal of American Academy of Business, Cambridge, 18(2),pp. 238-243.

Rеsеаrсh Quеstiоns

heng-Kang, Y. & Chuan-Yin, L. (2011) “Exploration of a construct model linking leadership types, organization culture, employees performance and leadership performance” Rеsеаrсh Quеstiоns 1CProcedia — Social and Behavioral Sciences, 25, pp.123 – 136.

Nicole D., Henriques, I., & Sadorsky, P. (2008) “Do environmental management systems improve business performance in an international setting?” Journal of International Management, 14, pp.364–376.

Rеsеаrсh Quеstiоns 2

Smith, J. & Gardner, D. (2007). “Factors affecting employee use of work-life balance initiatives”, New Zealand Journal of Psychology, 36(1). 3- 12.

Rеsеаrсh Quеstiоns 3

rkman, P. (2010)”The critical success factors of business process management”, Rеsеаrсh Quеstiоns 4TInternational Journal of Information Management, 30 (2), pp.125–134.

addell, D., Jones, G.R., & George, J.M. (2011). Contemporary Management. (2Rеsеаrсh Quеstiоns 5Wnd ed). Australia: McGraw-Hill, ISBN: 9780071000284.