The Vision Wow Factor Assignment Example | Topics and Well Written Essays - 2250 words

The Vision Wow Factor - Assignment Example This is to enable the management to diagnose formal and informal differentiation and integration of tasks within the organization. Belief that the proposed specific change is inappropriate can emanate from the notion that the staff have little work or are either overloaded with work therefore the capacity to serve is also impaired thereby see no need for change. Belief that the timing is wrong, all stake holders are to be called and assured of the strong sense of urgency shared with the rest of the company and to emphasize continuous improvement. â€Å"Excessive change† cannot be substantiated therefore the senior management needs just to give direction of the particular change being initiated. Should ensure management mobilizes all the relevant parties on board and the change does not necessarily to be large. Cumulative effect of other changes in one’s life is only countered if the morale is high in the organization’s employees. Also the management should ensure a two way of communication that reaches all levels of management in the organization for the employee to communicate ho they feel about the change irrespective of what transpires in their lives. Perceived clash with ethics is to be avoided as it works against the objective of the organization. There should the organization ethical framework that should be respected at all costs. Reaction to the experience of previous changes, if the organization had previously implemented major changes in the recent past and went on smoothly then it is on the right path of progression. However, if there was legacy of anger and resentment, acknowledgment of equivocal success is to be expected in any attempts to initiate change. Disagreement in the... The two different frameworks all tend to give a unique definition of a visions statement. Duke (2005, 33) is aspirational, compelling and directional thus giving a futuristic image of the statement. The Scott-Morgan (2001, 53) is aspirational, inspirational, and finally perspirational to provide a give clear cognitive and affective organizational future ideal component of the vision statement. All the vision statements are short, vivid, inspiring, concise, and they are free from any jargon or complicating words. This is because they provide a broad and inspirational image of the future thus incorporating the ‘wow’ factor in it. As a result they try to create the image of the future we are trying to create in tandem with the company’s aims and objectives. Most of the successful statements are engaging, memorable, powerful and compelling.

Critically examine how a firms HR strategy could be its source of Essay - 1

Critically examine how a firms HR strategy could be its source of competitive advantage - Essay Example Competitive advantage, from a traditional business perspective, generally involves the tangible activities of the company such as the financial rewards from a streamlined production system or the positive service delivery performed by a shipping and receiving department. When the organisation performs a specific work-related activity better than other companies in similar marketplaces, the organisation has developed a unique competitive advantage. However, in terms of managing human resources, competitive advantage occurs simply by creating policies and workplace environments which are congruent to business and employee needs. It would seem that a satisfied staff is a staff which is motivated to provide excellence to job role function. This paper identifies the various methods by which HR policies can create competitive advantage for today’s organisations; both internally and externally. Having a streamlined system of HR management appears to provide competitive advantage from a human capital development perspective. Karami, Jones and Kakabadse (2008) suggest that attitude, stemming from management professionals at the firm, greatly impact whether a firm will develop an appropriate pool of talent. There appears to be many organisations, today, which under-utilise staff members, considering them as only vessels through which to achieve company goals. The aforementioned authors stress the importance of providing workers with new opportunities and increased job role flexibility as a means to secure psychological perceptions of staff importance toward meeting company goals. It might appear that job role flexibility and opportunities (such as advancement or job rotation) are rather common sense HR policies and procedures, however in terms of supplying a company with competitive advantage it is important to understand why