A Multiple Cause Diagram Business Essay

Published: 2021-06-23 06:25:04
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Basically, there are a lot of factors that are supporting a Siemens to create a high performance culture; its operations are based on a teamwork system culture it’s -while it is hard to find work places that exemplify teamwork- because in a teamwork culture people believe that ideas, development, decisions and actions are better when made cooperatively. People recognize that "no one of us is excellent as all of us". Another factor is the confidence in the employee's capability as it motivates the employee in order to maximize his performance at the workplace. The third factor, people can’t hold their career needs until managers build up the time to offer them guidance of the career, therefore, Siemens believe that the quality of its people is its most important capital. Today, many of the employees feel that their employers don’t motivate them enough for working hard and smart. When this type of beliefs exists at the workplace, the business must find creative ways to make their employees feel as they are a helpful part of the company success, and it is important to focus on the other ways like HR development to help people to improve themselves, talent management and creating a clear expectation, and that what has been applied at Siemens to increase employees’ motivation.
References:
http://businesscasestudies.co.uk/siemens/creating-a-high-performance-culture/creating-a-high-performance-culture.html#axzz2SV9wkN66
http://www.bain.com/consulting-services/organization/performance-culture.aspx
http://www.inc.com/resources/leadership/articles/20060901/musselwhite.html
Answer – Question B
Closed-Loop Control
As it is mentioned in the above diagram that Siemens is using many factors as inputs to create a high performance culture; The operations in Siemens' are based on a teamwork culture, confidence in people's capability, sharing business success with all employees, sharing vision with people to feel that they are working as a part of the business' success as employees hence need to know how they fit into the business. The output could be as a result of the input, people should be motivated and their performance must be maximized. The quality of the employee and the teams is considered as most important resource to Siemens. Therefore, the productivity of the employees will be increased accordingly. It is necessary to create an opportunities for creativeness by motivate people to provide their best performance. In sensing part, Siemens is monitoring the employee performance and will compare it with their expectation (Goal) as it is important for the employer to monitor the employee's performance, not only to conduct the performance appraisal itself, but also to reinforce good performance or try to improve unacceptable performance once it occurs therefore, Once they noticed that there is anything thing not matching to their goal; they will take action by adjusting the system on the actuator part.
References:
http://en.wikipedia.org/wiki/Motivation
http://www.forbes.com/sites/victorlipman/2013/03/18/5-easy-ways-to-motivate-and-demotivate-employees/
http://www.hrvoice.org/the-expectation-of-excellence-creating-a-high-performance-culture/
Answer – Question C - 1
Organizational goals are the general objectives, purpose and mission that have been established of a business by the management and communicated to its workforce. The organizational goals of a company naturally focus on its long term intentions for operating and its general business attitude that can provide useful guidance for people looking for please their managers.
Organizational goals those ends that an organization seeks to achieve by its existence. Goals are determined and describe the future results to which current efforts are direct, and there are more than one types of goals, there is official and operative goals. Official goals are the general aims of the company as expressed in the business charter and statements. Their purpose is to provide the organization a positive public image and give good reason for its activities. Operative goals reflect the actual aims of the company. They describe the real reasons of existing in the business and to be in use to achieve the organization's purpose. They often do not matching with the official goals. Role of goal unity can be described as the people in the companies form an identifiable and working together on the different aspects of the mutual task to achieve company goals as the unity affect the ability of the company to provide the best performance. It is necessary to take into consideration what each person is trying to achieve in order to be able to work together. "Companies are only as strong as they are united, as weak as they are divided". The importances of unity in the business are many, involves the mutual efforts of a number of people to achieve a common goal. Therefore every organization should give emphasis to on the importance of unity for the general development. Unity allows people to improve their knowledge, time and skills to achieve something big as a whole and it provides a sense of achievement and relationships. In order for a team to function properly and succeed, unity is essential.
The goal Unity at Siemens, everyone shares the same goal image and where they belief of each other's part, Siemens believes in the full commitment of people, and the operations are based on a teamwork culture system, all its employees feel that they are a part of the success.
References:
http://www.businessdictionary.com/definition/organizational-goals.html
http://www.ryerson.ca/~meinhard/841notes/goals.html
Answer – Question C - 2
Organization has to apply a lot of roles in the business and how they are handling the different kind of situations will be depending on their style of management. the management style is a generally way of leadership used by the managers, Managers have to adjust their styles according to the situation that they are presented with , Here we are going to discuss two styles of management, Performance Related Pay (PRP) and the Six alternative approaches. The forms of management differ from manager to another and from one time to another. Previously, the management was depends on the overall supervision and was following step-by-step movement of the employee, but after that, the form had changed to gives freedom to the employee to complete his tasks without any disruption.
Performance Related Pay or pay for performance is money paid referring to how each employee works. Performance related pay is generally applied when the performance of the employee cannot be appropriately measured in terms of output created or sales achieved. Performance Related Pay (PRP) was one form of motivation pay forms. There may be a difficulties about how performance is measured and whether an employee has done enough to be rewarded, Rewarding employees independently does very little to support the teamwork, it may support and led to unhealthy rivalry between employees and their managers and there is much doubt about whether performance-related pay actually does anything to motivate employees. This may be because the performance element is usually only a small percentage of total pay. The benefits of applying the PRP system is motivating and retaining key talent, also getting unmotivated individuals to improve productivity as most employees are can be motivated by money and offering them an opportunity to get more helps to improve their productivity significantly, and employees can feel that the business is offering them something and so they are more likely to feel loyal to their business. but the problems of using PRP system is that employees will be working agencies impartial intelligence, where they will do the maximum possible number of tasks, regardless of the creative side, where if PRP; employee will try to complete many of the tasks that may not require a great effort, and there will be an attempt to reduce the number of tasks that can simplify the work of the company, so the employees will be working hard but not Smart. There are another alternative approaches used for managing people in the work place, this may include six steps, Direct supervision was used as the first step to increase productivity and to increase the flexibility of production but it is no longer an untried concept, standardized processes by focusing of the number of the tasks that each person or group is required to do, standardized outputs or job enrichment is focusing to give people more jobs of the same kind, then the style of management had changed to standardized skills as the workforce should accept larger number of responsibility , then also changed to mutual adjustment and it cuts across existing structures and lines of control. The last step is total independence or splitting off altogether while there is total independence and the groups are working as separate (not part of the organization). It is worth mentioning that if people are properly managed, they will motivate themselves to do a good job.
Siemens is using the alternative approach and believes in the full engagement of people at the workplace, Siemens believes that engagement combines commitment and organizational citizenship. Hence, its operations are based on a teamwork culture and all the employees feel part of the business success. All the employees are working together to achieve the goal and objectives of the organization. Each one in Siemens can achieve best use of their talents, whatever they may be.
References:
http://en.wikipedia.org/wiki/Performance-related_pay
http://www.nidirect.gov.uk/performance-related-pay
http://en.wikipedia.org/wiki/Scientific_management
http://www.businessmate.org/Article.php?ArtikelId=223
Answer – Question C - 3
An organizational structure consists of activities such as task share, management and supervision, which are directed towards the success of organizational objectives. The structure of a company can be applied in many different ways and that will be depending on their goals.
The structure of an organization will determine the modes in which it operates and performs and depends on the organization's strategy. In a central structure, the top management has the role to make the decision to control the organization’s departments and divisions. The structure can define as the framework around which the group is planned. It's the operating to guide people how the business works. More specifically, structure shows how management is chosen and how decisions are made. Organizational structure refers to how employees and team work in the organization are working and refers to how they within the organization are coordinated. To reach the goals and objectives of the organizational, workforce work must be managed and also coordinated. Structure is a helpful tool in achieving management and coordination, as it shows reporting relationships (who above whom), explain formal channels of communication, and describes how people linked to each other. The structure of the organization is presented as a chart that will show vertically how management is organized with layers of hierarchy and horizontally. The chart will create a clear image about who is in charge for what, who is responsible to who and also who to go to with problems and queries.
At the end, I have to say that the organization must choose its structure cautiously because any wrong of the structure might lead to slow decision making, a lack of management, increasing costs. Therefore, it is necessary to the organization to be careful in this step.
References:
http://en.wikipedia.org/wiki/Organizational_structure
http://www.businessdictionary.com/definition/organizational-structure.html
http://www.usfa.fema.gov/pdf/efop/efo36368.pdf
Answer – Question C - 4
Basically, Organizational culture can be found in any organization no matter how small or large the organization and it can be described as the collective behavior and believes of people who are part of an organization and the meanings that people connecting to their actions. Culture includes the ethics, visions, values, working language, systems, and beliefs of the organization.
Organizational culture also includes the expectation of the organization, experience, and attitude. It is based on shared attitudes, beliefs, and customs, written and unwritten rules that have been improved over time and are consider applicable. It is affecting the productivity of the organization and its performance; also it gives the guidelines on client care, attendance, quality and safety of the product. We can say that there is a strong relation between organizational culture and performance management and according to Kandula (2006) "the key to good performance is a strong culture". A strong culture can make a standard individual perform. Therefore, organizational culture has an active and straight function in performance management and it is very useful to help people to know the events and the objectives of the organization, which increase the efficiency and of the people. Organizational culture could impact on the employees’ job performance that can effect to improve the productivity. Culture can be affecting the organization outcomes in many ways, both positive and negative. As the cultures that are not match with business strategy can lead to decreased loyalty, a lack of motivation, and high employee turnover. While the communicate pride to people can led to increase productivity and a better understanding of business goals.
The culture of Siemens is teamwork system and people are sharing the same goals. Therefore, they value each other's. It is important to create a good work culture and creative enterprises to be able to develop their capabilities and also improving the skills of people while the poor culture lead to a reduction in the level of employees’ performance and hence the low level of productivity.
References:
http://en.wikipedia.org/wiki/Organizational_culture
http://www.businessdictionary.com/definition/organizational-culture.html
http://www.organicworkspaces.com/pdf/What_is_Organizational_Culture.pdf
http://www.sagepub.com/upm-data/9432_010384ch3.pdf
http://www.journal-archieves14.webs.com/975-985.pdf
Answer – Question C - 5
Investing in people (IIP) is very important strategy in order for a business to grow up in the current marketplace; also it is important for improving the economic. Investing in people is investing in their skills and capabilities of the human assets whether that consists of line staff, sales representatives, managers, supervisors or any other level of positions.
Investment in people is very important as people are able to achieve the highest percentage of profits because they are dealing with customers and trying to convince them to complete the purchase. The important of investing in people is not only include increased the workers' productivity, but also important for increasing their loyalty as they will feel an increase in motivation to bring success to their employer. Therefore, if you are looking to improve organizational effectiveness you have to support employee engagement. Investing in People can give you the chance to take action and mean business. The greatest asset a company has is not its financial capital, the number of buildings or locations, the amount of equipment or the services or products the business offers. The greatest asset a company possesses is its workforce, so when a company loses a worker, it incurs expenses to find a replacement for the position. Costs include advertising, recruitment, administrative costs in hiring and training, background checks. Hence the companies should think carefully about how they can investment in their people, as individuals make up a huge potential for the foundation.
Here we can take "Gulf Air Company" as an example. Gulf Air sends its employees to the colleges and universities to continue their studies, and they are providing them with training programs in their internal centers in order to develop its employees’ skills. Therefore, there are many ways should be applied by the organizations for investing in their people as following: Offer a competitive benefits package that fits the employees’ needs. Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. Provide some small perks, Use contests and incentives to help keep employees motivated and feeling rewarded, Promote from within whenever possible, Provide the required training and development programs, Creating a way for communication between the employees and their managers, Require managers to spend time coaching employees and helping good performers move to new positions, Offer financial rewards and Make sure employees know what you expect of them.

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