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Custom Analysis of Management and Organization.
This research project seeks to analyze in a critical concept the organization, management and practice of interpersonal skills through application of theoretical skills and activities experienced and learnt from the management and organization module in a classified field. This research project also seeks to define the outcomes of the findings reflecting on the management and organization in the classified field. The management and organization concept will encompass all the information on the organization structure, company’s divisions, departments and functions as defined in the organization charts in order to achieve and accomplish all the work and assignments in the specified field. It will also give recommendations and justifications on the reports represented from the research.
The project goal is to establish a general approach that is connected to the theory practice on management and organization in the specified field. It also intends to include all other relevant fields on management and organization of the classified filed. In this regard, the report will not only encompass the organization structure, the divisions, departments and sections in the classified field but will also include all the challenges that have negatively of positively affected the management and organization of the classified field. The fundamental issues and concept from the research findings will help to achieve the primary goal as well as the secondary goal in the organization and management in the classified field.
Management and organization in this case is emphasizes and encompasses on group activities in a classified field. It is important to note that sections or entities in the management and organization process are held or maintained as units, positions or jobs. These entities are put together or linked together with a common goal (Hayes, 2010). For example a person is linked to a certain position while a position is linked to an organization unit for a period. These entities relations create relevant relationships in the management and organization of the specified field. When a well built organization structure is created then a good and optimal relationship between the organizational entities or objects is obtained and maintained.
Organization and management of a specified field faces many diverse challenges in the process of adaptation and realization. Overcoming these challenges is the only way to achieve realistic and essential learning from organization and management on the specified field. Management and organization works together with the accelerating changes in the technological field, global values, political contexts and society values. In this case, the research onthe same provides interpersonal views and insights on the management and organization of the specified filed. In this regards, the research will be able to substantiate, analyze and draw conclusions on the reasons that have led the findings of the research to all the necessary and important aspects. Interpersonal experiences will help to deduce, analyze, revise and recalibrate this study to ensure that it will be relevant to the management and organization in a specified field. (Herriot, 2008).
A business faces several demands which need to be looked in to in order to effect positive change. This demand need and require initiatives, approaches and experiences to achieve successful operations on the management and organization of the specified field. The approach must focus on defining change competency. Step number two, presents the behavioral skills in the competent change preparation. Step number three, tries to devise ways on the management, organization and support the change component. Step number four, is to use an approach that will educate and inform the workers in an organization on the importance of the change element in the management and organization (Broom, 1985). Step number five, looks in to methods to use to, teach and train about useful resources that are required in the development and creation of an organization. Why is change important in the management and organization in a specified area such as a business establishment? Change is relevant in an organization because an organization has to face or experience demands and shifts in its daily operations. The daily operations and constant demand require change management and organization for the success of the business endeavors. All the levels in the management and organization require regular development, experience, and knowledge in order to adopt to change in the daily activities of the business. Analysts suggest that change is as important as installing a new system into the organization. This means that it requires the right approach and attitude from the parties involved. The most important aspect is a positive approach from the management and organization large. Change is a system that requires the use of management and organization techniques and tools which is the key to development in the management and organization of the business. The greatest challenge comes from making change part of the business. This is because adapting to an approach to change is an easy task. Introduction of new concepts and attitudes to workers is never too easy it needs and requires tact and techniques in order to change the attributes and concepts of the same in the business. This requires time and effort to implement and develop. This means that, creation, development and implementation of change management involves communication to the workers and stake holders, training and coaching the change in the organization. It is important to note that change management does not involve a particular or specific activity but involves many activities in relation to the change. The top organ, who is the executive officer of the business or the organization, must be in the front line to impact the change to all the cadres in the business or the organization.
Analysis of Management and Organization
In the research carried out, an analysis was done through work experiences in specified fields or work places. These first hand experiences would help to draw up conclusions and come up with recommendations on how to adopt and approach change and other issues that are challenging to the management and organization of the business or organization ( Hal , 2009).
The first work place experience had many challenges to change. The top executive did not help in the adaptation of change in the organization. The top organs or management executive was responsible for creating and enhancing the work environment that could easily approach change positively was intertwined in a war, with other stake holders in the organization. The differences involved differences in opinions .These opinions escalated in to interpersonal conflicts. This is the interpersonal conflicts not only affected the work performance in the organization and the productivity of the organization but was also a reflection of the management and organization approach in this given field. The interpersonal conflicts needed immediate and quick resolutions. In this way the organization would have a path way to be able to achieve its desired results and reach its maximum peak and profits. (Lamb, 2011).
The actions of the top organ or the executive in an organization can have a negative or positive effect on business or organization. As an executive, it is important to note that conflicts do not simply go away but should be resolved and dealt with from the very roots. This is because interpersonal conflicts can affect the general approach of the organization to change.
Dealing with resistance to change is a big challenge to any top executive in a given field. In order to deal with resistance to change, the executive must grasp and understand the strategic management techniques in the particular organization (Hayes, 2010). In this case, pre planning in the management and organization strategies will help to play a key role in the interpersonal approach to change. The top executive should make plans on the implementation of the same and stick to them. This is because change is eminent and so is technology. In this regard, the executive should adopt an easy approach to help all the employees of the company to easily adopt change and new trends, technologies and ideas on the relevant fields.
The executive should be aware that the strength, the culture and the weakness of the company is clearly defined by the strategic issues on the management and organization of the company. Planning should therefore be an iterative activity which will help to direct development of strategic visions and plans of the company. The visions and plans will be a way to define and implement all the plans and visions (Lee, 2010) on Managing change. The challenge lies on communication of these changes by the executive to the employees. Strategic planning can not in any way interfere with the traditional management activities such as marketing, budgeting, planning, monitoring, reporting and controlling. These traditional management activities will eventually remain the same. This is because these activities help the management to maintain the units in the management and organization in the organization. The executive therefore has an obligation and responsibility to keep the company prepared to meet all the challenges and competition in an economically changing market place. This is because it governed and run at the base of their decisions and plans on the management and organization of the business.
Poor management and organization of a company can cause the strategic plan used by the organization to be in conflict with the traditional planning methods. This is because the strategic planning methods are very sensitive. The sensitivity arises if the strategic methods do not focus on the population shifts but instead focused on the needs of the executive, on the competitive position of the company, the competitor’s initiative and the technological changes. In this case, the executive will be faced with challenges in dealing with population shifts which may or may not affect the company’s performance. There were many other uncertainties that the executives have to deal with. Most of the uncertainties are due to the population shifts in the management and organization of the company (Buller, 2005) in Organization of change.
Recommendations and Solutions
In my findings, I attributed the strategic development as evident to the applications of critical reflections to the professional activities in management and organization. These activities in relations to management and organization are the main building blocks for a comprehensive strategic development model. The building blocks include the environmental analysis which is the key strategy. This block derived from the main happenings (what is happening, what will happen, what has happened). The blocks focus on opportunities and threats from many other external environments. The external environment includes the political, economic, environmental, social and technological developments and trends. The other important block is the organization assessment block. The organization assessment examines and evaluates the management capabilities, the resources of the organization, future needs of the organization and the weakness and strength of the organization. The other important block is the strategic direction (Henderson, 2008). The strategic direction is simply the mission and vision of specified field. It encompasses the goals of the specified field and the position of the same at that particular time. This strategy of direction is very important because it is helps to set the goals of the organization, develop the vision of the organization and most of all address and deal with all the critical issues in the organization. The other block is the strategic plans. The strategic plan give the direction the college should take and help to make decisions in the college. It simply shows a pathway of how to make the college successful. The other important block is the implementation block. It includes the developments of the strategies. The strategies in this block are implemented by the top executives and other involved parties. The final block is the performance evaluation. It includes the comparison between the actual results and the desired results. If the desired results are close to the actual results, then the strategic management plan was successful. If not then it was unsuccessful. The college or specified field should therefore not abolish the core requirements but it should adopt these blocks in order to achieve the desired results.
The research findings from the work related issues led us to the creation of these solutions;-
- That conflicts in an organization mostly occurred when interpersonal disagreements or conflicts were left unresolved.
- The interpersonal conflicts would eventually burble up to the surface at the worst times when there were clients and customers around. This affected the work and the performance of the employees in the organization. It also negatively affected the reputation of the organization (Contu, 2008).
- The participants were not the only people in the organization who were affected by interpersonal conflicts but all the employees of the organization were affected by the conflicts. This is because each time the conflicts come up the atmosphere at the organization changed. The atmosphere became tense and stressful. It was difficult to carry out any productive work in such an atmosphere.
- All the participants in the conflicts held their positions as the right positions and it was not easy to trying to convince them otherwise. Any attempt to convince them otherwise ignited more fire to conflict. When clients and customers are around (Henderson, 2008) Human resource management.
- Resolving of interrelation conflicts in a work place or organization requires skill, experience and tactic.
The analysis of this document is based on the ability of ascertaining a task where there is greater probability or assumption. It mainly consists of identifying the changing trends and the most probable developments. The analysis also involves the monitoring of particular patterns and trends. It focuses on the future directions of the developments and trends. This works hand in hand with the mission, goal and vision of the company to achieve the desired results. The main question is how they can make decision on future trends and what materials or mode of scanning do they use? Well, this still leaves a lot of questions concerning the same unanswered but we discovered that in order to broaden their perspective, they use active scanning that is more precise and less passive (Henderson , 2008). In this case, the organization focuses on the information from broad areas such as political, environmental, social and technological factors. It is important to note that in this scenario forecasting is used as an effective tool. This is because it helps to make informed future decisions of the organization. Work place synopsis of possible futures that organizations many encounter are dynamic and graphic and involve the near future. They include political, social, environmental, economical and technological events and trends which are not only qualitative but also quantitative in nature. In this case, planning based on work place synopsis should be tested by planned actions by the executive. This is to ensure and enhance the organizational preparedness to any uncertainty in order to be flexible to deal with the uncertainties. The first approach is to draw out the possible future in relation to planning and setting goals (Hal, 2009). This could however pose a problem with the approach used by the executive on the management and organization structure. In this case, the approach should be appealing and sound. It should not be based on a particular executive’s thoughts or ideas but on all aspects of planning including social, environmental, political, economic and technological aspects. The decision should therefore be broad and include visions that the organization wants to pursue. This will not only help to ease the management and organization problem and create better strategic decisions. The key factor is connected to the future idea that is required to make an informed decision. This is a very helpful stage in planning. The other analysis should involved scanning; forecasting, monitoring and scenario planning formed the strategic plans and directions and found ways to implement these strategic palms and strategies. This will help the organization with useful ideas on the evaluation and implementation plans in order to overcome the challenges in the organization and meet the desire of the organization.
In relation to this research, we did not limit organizational assessments. We assessed the organizations capacity and capabilities to deal with, overcome uncertain events, and successfully carry our projects (Hayes, 2011). The research focused on issues which affected mainly the organizations ability to achieve the organization desired goals and objectives. We also helped to carry out studies that helped to identify and the weak and strong areas of the organization. In this way the organization was able to strengthen its weak areas and improves its strong areas. Our reports and findings assisted the organization to prioritize improvement. The assessment includes the implementation management which is helpful in identifying, improving, planning, tracking, analyzing and controlling the improvements in the organization. This report and finding initiated training, coaching and mentoring of the employees of the organization to perform better for the general good of the organization. The methods we used also helped us to gain knowledge and learn many different organizations. This enhances an effective management and organization strategy.
It is important to note that management ethics in the work place is a very important aspect in management and organization. Stark explains this view in an article when he suggests that ‘’ much has been written about components in an ethical work environment, especially about code of ethics, the literature is much more limited on the ethics programme’’ in the article ‘’ what a wrong with Business?’’ However, researchers have claimed that current literature possesses strong arguments for organizational leadership. However, one thing is definitely missing’’ how to actually put ethical goals and theories in to practice in the management of organizations’. The big question is what is Business Ethics? (Broom, 1985)
Business ethics is the generally means to do what is right in the Business arena during a crisis. It affects the effective productivity of the organization and the workers in the organization. It also affects the relationship between the managers, employees and the stake holders. Most of the times during seasons of fundamental change in an organization, the organization is faced with dilemmas to do what is right or what is wrong. In this regard, business ethics comes in handy to help the organization deal with the challenges facing it in the right manner and ways. (Lamb, 2011)
This paper has explained and discussed the application of analytical skills from arrange of topics. It has touched on issues as experienced in a research course study. The reflection is based on the work place practices and work place solutions. It also shows the evidence of application of critical reflection to professional activities in relation to the management and organization course study.