Strong Tie free essay sample

Tie Ltd. a family-claimed fabricating device maker has figured out how to keep up stable deals numbers all through late years even while the Housing market all in all was on a negative pattern. While this ought to convert into higher overall revenues, the specific inverse pattern has happened. The answer for Strong Tie’s money related issues is an expansion in costs of products and pay cuts. Starting in 2006 where Strong Tie has Sales of 16. 2 million, the organization kept up solid deals between the 16 and 17. 5 million. Anyway Operating Income diminished by 29% and afterward another 75% the next year. Two primary variables prompted this pattern: COGS and Depreciation. Subsequent to breaking down the manner in which Strong Tie has dealt with their merchandise. Their Raw Material Turnover was near standard with benchmark numbers at 27 days which implies they have been changing over the crude materials into completed merchandise on uncommon planning. The days in Work in Progress was additionally advancing at a sound rate going from 4. We will compose a custom exposition test on Solid Tie or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page 5 days in 2006 to about 1 day in 2008. At the end of the day, they had the option to complete merchandise at quicker rates. With these two solid rates, there ought to have been expanding benefits, anyway one variable was preventing it from occurring; Days in Finished Goods. Solid Tie’s most productive year was 2006 where days in completed merchandise was 45 which was near comparable to the benchmark of 51. In any case, by 2008, Strong Tie had completed products taking off the racks by 26 days. On the off chance that clients are purchasing the items this quick, the costs of these merchandise are too low which has brought about a generous loss of benefit. In this way the principal proposal is increment costs generously. Devaluation then again was relied upon to happen yet the expense about multiplied in 2006 from 396k to 720k in 2008 undoubtedly from a significant breakdown of gear and fix costs. Deterioration expenses may likewise have gotten from Strong Tie contributing on new mechanized feeders and bundling gear. So while the monetary record shows expanding paces of devaluation and selling costs, anticipate that those expenses should bring down by and by. This venture additionally can possibly accelerate the rate at which crude materials are changed over into completed products. With increasingly completed merchandise to sell at more significant expenses, Operating Income will see a developing pattern. Another reason for worry in Strong Tie is the additional profits that are being paid alongside the Salary rewards. Leading the 1 million dollar reward to the three little girls likens to about 350k per little girl. That sort of compensation isn't reasonable to three representatives and is contrarily influencing the held income to the business. The 500k being paid each year to somebody that has no relationship to the business at all is additionally a misuse of possible increases. Two suggestions here would support held profit fundamentally. Leading the compensation of the three little girls should be altogether brought down. It is liked to enlist new workers to fill that position and get paid sensible wages. Second, it would be in the company’s wellbeing to search out another investor for the 500k in profits being paid each year. Current investor should be supplanted with somebody with vision for the organization that goes to the roundtable gatherings and contributes their contribution to the general objectives of the organization. One subject that can possibly turn into an issue is the financing of the acknowledge understanding for the Bank of Nova Scotia. Financing is ensured just if Strong Tie can keep up an assortment of benchmarks. Initial a current proportion of 1.5 or higher was required. The organization began solid in 2006 with a proportion of 5 however has declined to 3. 13 in its latest year. This diminishing rate isn't excessively undermining anyway on the grounds that the utilization of assets will be all the more effectively utilized with the new gear and programmed apparatus that has been bought. The organization expected to follow a Long-term obligation to Total Capitalization Ratio of 40% or less and has had the option to however again is drawing nearer to that benchmark. The explanation behind that was the hazard that it has taken experiencing a similar interest in new capital. The one region that Strong Tie is right now battling with in the benchmarks they have to keep up is Cash Flow Coverage. They have to keep up more than 1, however that number dropped to . 57 of every 2008. One reason why this number has dipped under the necessity is a result of the expanding cost of devaluation that has been aggregating that is being paid for. When the organization raises its costs on the amount they sell their merchandise for will the Cash Flow Coverage return to its prerequisite since Depreciation expenses should as of now be on the way toward bringing down with the new hardware. Solid Tie’s interest in robotization as of now has the organization anxious right now with its total compensation, yet in time that speculation will pay off. While the interest for houses in the market went down fundamentally during this period (2006-2008), Strong Tie has kept up stable deals numbers halfway on account of how low the costs have been. While 2008 was Strong Tie’s most fragile year from a pay angle, moneylenders (especially Bank of Nova Scotia) ought not stress as long as Strong Tie expands the costs of merchandise so the Cash Flow Coverage proportion comes back to ordinary. While financing may have all the earmarks of being in peril right now, the current capital will hold the spine together of this organization until these progressions are made. At long last the last significant changes required are to the pay rates being paid to Johnstone’s three little girls and a likely new investor. When this yearly expense of 1. 5 million is facilitated and with expanded costs to deals merchandise we will see Strong Tie turning out to be productive once more.

Term Papers Is Best Measured Online

Term Papers Is Best Measured OnlineIf you are to pick up on the thought, 'What is it that I should be studying for in terms of academic term papers', then you will find the best option available to you is going to be online college classes. These provide the ability to pick up on the vast amount of study material, that you may not have a grasp on. You will be able to get what you need from online courses, and be able to get started off on the right foot, even if you have not studied in the past.When you are looking at what is needed, you will find that these are going to be the best options, because you are going to be able to get the most of what you need. It is going to be more expensive, but you will be able to get the course material that you need, with these. When you are looking at what is offered in terms of college courses, you will find that there are many options available to you.You will find that these are going to be offered by various colleges and universities around th e country. They are going to have terms and requirements that you will need to meet. It will depend on the degree level, as well as the institution that you are going to be in.When you are looking at what is going to be needed for your degree, you will find that these are going to be the most important to have. These will cover the subjects that you have taken on for years, but you never got the hang of. It is going to be more difficult to take on a paper that is based on this material.Another thing that you will find that these will cover are term papers. This is going to be used to show a person what you are capable of doing when you study for a term paper. It will be used to help in making sure that you are going to get the most out of what you can do with term papers.If you are going to be taking online college classes, you will find that they will allow you to work on these in the evenings. When you are working, you will be able to work on these and get them written. When you g o to campus, you will find that these are the same.The one thing that you will want to remember when it comes to these term papers is that they are going to be written for you to help you determine what you are capable of doing. This is going to be done for you. This is going to be a way that you can get what you need and get on the right track when it comes to getting your grades.When you are going to look at what is required for online courses, you will find that you are going to need to be taking these. If you are going to be attending campus, you will find that this is what is going to be required. This is going to be used to show you what you are capable of doing, and get you on the right track.

Kellogs Case Essay

Utilizing two inspiration speculations of your decision, clarify a) the similitudes and the b) contrasts between the two hypotheses. Among the different inspiration speculations, I picked Herzberg’s hypothesis of inspiration and Maslow’s chain of importance of necessities. a) Similarities Herzberg is the individual liable for the introduction of the two-dimensional worldview of elements influencing people’s mentalities about work. This is now and then called the two-factor hypothesis. The variables included are: cleanliness components and inspirations. The nearness of cleanliness variables or dissatisfiers identify with the circumstance where the individual does what the individual in question does while sparks or the satisfiers identifies with what an individual does. Maslow presented his progressive system of necessities which is about how individuals fulfill different individual needs with regards to their work. He additionally estimated that an individual couldn't perceive or seek after the following more significant need in the progressive system until their as of now perceived need was generously or totally fulfilled. The two previously mentioned speculations are comparative with regards to perceiving that there are a few elements/needs that influence a person’s mentality towards work. Especially in Herzberg’s hypothesis, variables may fulfill or disappoint a laborers execution in the organization; it can make them or break them. While Maslow’s progression of necessities expressed that there are needs which individually ought to be fulfilled, in order to improve his capacities as an individual or as a specialist in an organization. These stages ought to be gradually and totally fulfilled before going up on the pyramid of necessities. So in onclusion, these two hypotheses shared factor is the fulfillment of one’s requirements for them to work all the more emphatically. Notwithstanding their likenesses, Herzberg’s cleanliness variables and helpers are equivalent to the physiological needs in Maslow’s order of requirements. b) Differences Herzberg’s hypothesis of inspiration includes the cleanliness variables and helpers. These variables are distinctive such that cleanliness factors are called dissatisfiers while inspirations are the satisfiers. Such factors like the organization arrangement, relational relations, management, working conditions and compensation are cleanliness factors. The nonattendance of cleanliness elements can make work disappointment, however their quality doesn't propel or make fulfillment. Sparks then again, are the variables that improved a person’s work. There are five determinants of helpers; accomplishment, acknowledgment, works itself, obligation and headway. Maslow’s progressive system of necessities is named as follows, starting from the base on the pyramid to the top; physiological requirements, wellbeing needs, social needs, regard needs and self-realization. As people fulfill one degree of need, their inspiration change as they try to arrive at the higher request needs. Physiological requirements are thirst, appetite and sex. Wellbeing needs are security, strength and assurance. Social needs are the break to depression, love and belongingness, to cherish and be adored. Regard needs are sense of pride, the regard to other people. Self-realization is to satisfy one’s possibilities. Essentially, the two hypotheses contrast in the part of the acknowledgment of the various factors or needs that an individual/pioneer must mull over. Something else is Herzberg’s hypothesis is about the components which influence a person’s disposition about work while Maslow’s chain of importance of necessities is about the different individual needs with regards to their work. 2. Depict the advantages to an association of having an inspired workforce. At the point when an association has a persuaded workforce, the advantages are commonly picked up. It’s like hitting two winged creatures with one stone, it might sound repetitive however indeed, it’s valid. You gain cash and simultaneously you gain your laborers trust and kinship. For instance, in our store, at whatever point there are high pace of deals, we give motivations. On the off chance that there are times when we see that our laborers make some hard memories working, similar to stocks have shown up, we give additional tidbits. We treat our laborers in our store as well as an individual from our family, yet there are confinements and we adhere to a meaningful boundary among pioneer and specialist in order to dodge oppressive practices. During special seasons or birthday celebrations, we welcome them to go along with us in our outing. We considered this to be an opportunity for us to become more acquainted with our laborers better outside our store, how they are as a person. We likewise go somewhat further in comprehending what inspires them, what they need, and how to fulfill their necessities, since recognizing what rouses our laborers makes our relationship in the store, simple and powerful. 3. Investigate the distinction between cleanliness components and sparks. Cleanliness factors are called as the dissatisfiers; they are the activity factors which are fundamental for inspiration in a working environment. The nearness of these components doesn't prompt positive fulfillment for long haul. Be that as it may, if these components are missing or on the off chance that these elements are non-existent at working environment, at that point they lead to disappointment. At the end of the day, cleanliness factors are those components which when satisfactory or sensible in an occupation, appease the representatives and don't make them disappointed. These elements are outward to work. Cleanliness factors are additionally called as support factorsâ as they are required to stay away from disappointment. These variables depict the activity condition or situation. The cleanliness factors represent the physiological needs which the people needed and expected to be satisfied. Cleanliness factors include: ? Pay-The compensation or pay structure ought to be suitable and sensible. It must be equivalent and serious to those in a similar industry in a similar area. Organization Policies and regulatory arrangements The organization approaches ought not be excessively inflexible. They ought to be reasonable and clear. It should incorporate adaptable working hours, clothing regulation, breaks, get-away, and so on ? Incidental advantages The representatives ought to be offered medicinal services plans, benefits for the relatives and worker help programs. ? Physical Working conditions-The working conditions ought to be sheltered, spotless and sterile. The work supplies ought to be refreshed and very much kept up. ? Status-The employees’ status inside the association ought to be natural and held. Relational relations-The relationship of the workers with his companions, bosses and subordinates ought to be fitting and adequate. There ought to be no contention or mortification component present. ? Employer stability The association must give professional stability to the workers. Sparks then again are factors which are characteristic to work. These components persuade the workers for a prevalent exhibition. These elements are called satisfiers. These are factors associated with playing out the activity. Representatives discover these components characteristically fulfilling. The inspirations represented the mental needs that were seen as an extra advantage. Persuasive elements include: ? Acknowledgment The representatives ought to be commended and perceived for their achievements by the supervisors. ? Feeling of accomplishment The workers must have a feeling of accomplishment. This relies upon the activity. There must be a product or some likeness thereof in the activity. ? Development and limited time openings There must be development and progression openings in an association to persuade the workers to perform well. ? Obligation The representatives must consider themselves liable for the work. The administrators should give them responsibility for work. They ought to limit control yet hold responsibility. 4. Assess the advantages to associations of utilizing distinctive inspiration draws near. In the event that an association utilizes various types of inspiration draws near, they are bound to accomplish a superior working environment with laborers who are all around spurred. For what reason is this so? since the various speculations of inspiration recommends a great deal of tips and difficulties for the organization to apply for them to accomplish a superior and more joyful individuals in the working office. Another is that the organization chiefs will have the option to fulfill each part needs prompting fulfillment and inspiration, just as keeping away from the dissatisfiers that may result to disadvantages. Propelling the individuals from your organization makes them increasingly dedicated and they will confide in you since they will feel that they are imperative to the organization they are working into. Applying different sorts of inspiration speculations additionally makes the workplace all the more energizing and intriguing, so your laborers are increasingly excited in coming to work each day and eventually making gainful, productive and serious business. Along these lines, you are picking up cash as well as you are likewise ready to help other people develop themselves as a specialist and as productive and viable individuals from the general public.

Leadership in Rapidly Changing Business Environments - Free Essay Example

Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time ABSTRACT Globalization is placing new demands on today’s corporate leaders. As organisations continue to expand and operate in a more competitive environment, leaders are being asked to provide guidance and direction to teams working across time zones and distances. In addition, the competitive environment is requiring leaders to make sense of increasingly unlike sources of information and make decisions more rapidly. Different scholars present different theories and discuss the characteristics of leadership. They point out that vision, capacity to learn, adoptability, initiative and innovative approach are the qualities those a leader should have to make h/her more effective in managing the organisations to cope up with this ever changing business environment. Relation between leadership and changing business environment are also presented by the researchers on how a leader can play the vital role in long term success of the organisation. INTRODUCTION It has been a prescription to say â€Å"nothing is permanent in this world except change. Dramatically, this proven proverb led many people to accept change than to oppose it. In this world where technology is at its height and still in progress, change has become widespread and fast. To cope with this, people especially those in the corporate world who, are mostly affected, need to have strategic plans to address such unforeseen changes in the organisation (Kanellis, 2005). Globalization is rapidly redefining today’s business environment. Significant strategic shifts are transforming the playing field. Vast opportunities for growth are emerging at the same time that the pool of high-performing talent capable of seizing those opportunities is shrinking. Those who can stay ahead of the rapid pace of change, anticipate talent needs, and take the lead in developing innovative strategies for the future wil l likely be tomorrow’s winners (PricewaterhouseCoopers, 2007). Successful business leaders must shape their organisations to be more nimble and flexible, less hierarchical, and more networked—in short, better organized to deliver value. The focus should be on key emerging business revolutions: agility, authenticity, talent, and sustainability. A distinctive leadership framework—one that defines success quotients—provides direction on what it will take to lead and shape organisations in the future. The fate of future business rests, in part, on how well business leaders can anticipate change, demonstrate authentic leadership, maximize the power of their talent, and embrace social responsibility (Applebaum, St-Pierre Glaves, 1998). BACKGROUND OF THE STUDY Around the 1960s and on to today, the environment of todays organisations has changed a great deal. A variety of driving forces provoke this change. Increasing 1 Leadership in Rapidly Changing Busin ess Environments: Learning and Adapting in Time telecommunications has shrunk the world substantially. Increasing diversity of workers has brought in a wide array of differing values, perspectives and expectations among workers. Public consciousness has become much more sensitive and demanding that organisations be more socially responsible. Much of the third-world countries have joined the global marketplace, creating a wider arena for sales and services. Organisations became responsible not only to stockholders but to a wider community of stakeholders, (Michael Ray and Alan Rinzler, Eds. , 1993). As a result of the above driving forces, organisations are required to adopt a new paradigm, or view on the world, to be more sensitive, flexible and adaptable to the demands and expectations of stakeholder demands. Many organisations have abandoned or are abandoning the traditional top-down, rigid and hierarchical structures to more organic and fluid forms (Daryl R. Conner, 1993). Knowing the importance and implication of organisational change and admitting the fact that organisational change is the demand of a time, for sustainable success leadership can play a key role in bringing and implementing these changes, by deciding the desired form of an organisation and taking the practical steps which are needed for the process. The next obvious question which one can have is what kind of leadership is needed for successful organisational change? At the point where the authors agrees and accept that the role of a leader is crucial for managing organisational change, at the same point they also mention that the process of organisational change is very complex and challenging (Wasim Imran, 2010). PURPOSE OF THE STUDY To meet the highly competitive and ever changing environment of business and trends, there is a continuous need for organisations to change their business model according to the trends, technologies and future concerns. This demands the most com petent leadership for organisations that is not only well capable to understand and analyze the current business needs, but also prove effective and helpful to suggest the most suitable form of a change by using their vision and then implement this change by using their innovative approach to get that vision successfully. Knowing the importance of organisational change and accepting the key role of leadership in change process, the purpose of this study is to explore the relationship between successful organisational change and leadership on the basis of his or her characteristics. RESEARCH QUESTION This paper revolves around the core research question that is: What is the relationship between leadership and the rapidly changing business Environments? In order to make this paper manageable and reader’s friendly, we decide to split our core question in to three questions. There are two reasons behind this purpose, first we want to give our readers a sufficient knowledge bas e to easily understand the characters, which we are going to use in this paper, and the second reason is to do our Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time 2 work in more structured way. Three sub research questions which we decide to address here are: 1: What do we understand by leadership? 2: Why leadership is important in the rapidly changing business environment? 3: Finally, how leadership and rapidly changing business Environments are related to each other? LITERATURE REVIEW Leadership Leadership and its role are the most concerning issue for the business and organisations now a days. The â€Å"Leaders are individuals who establish direction for a working group of individuals and who gain commitment from this group of members to established direction and who then motivate members to achieve the direction’s outcomes† (Conger, 1992). The term leadership can be viewed through multiple angles and concepts. Traditionally leadership is a set of feature owned by the leader or it is a social phenomenon that comes from relationship with groups. These concepts can give different opinions about the definition of leadership. It is a continuous debate that whether the leadership comes from the personal qualities of a leader or a Leader makes follower ship through what s/he does or believes (Grint, 2004). Grint (2004) also highlight position problems with the leadership, which explores, is the leader a person in charge? With the true authority to decide or implement, or it is only a person in front who takes h/her directions for someone. Recent reviews take leadership as a process whereby an individual influences a group of individuals to achieve a common goal (Northouse 2004). Another view about leadership is that â€Å"leadership is like the Abominable Snowman, whose footprints are everywhere but who is nowhere to be seen† (Bennis and Nanus 1985). In short leadership/leader is either a person who is in charge and has authorities to take decision and also has powers to implement h/her decisions or a process having a set of other authoritative process about organisational, personal or social process of influence for which the groups, teams or organisations can do more to increase their ability. The selection of the leader not only depends on the personal characteristics of a person but also on the social and cultural factors along with h/her exposures towards life (Bolden 2010). Organisational leadership has a central role in evolution and cultivating an organisation. It can help the member of an organisation and working teams to face the challenges and to work for organisational goal in a worthy way. Organisational leadership is not a magic that one person have and other don’t have. It is also not all about the ordered by boss and then observed by him that how much these ordered are obeyed. The leadership of an organisation is instead, an ability of manageme nt to get and protect the company benefits by realizing employees need and company targets and bringing them together to work in a better environment to achieve the common goals (Sansom 1998). Senior and Fleming describe an organisation leadership as a Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time person who can promote change in an organisation by its vision and strategy (Senior and Fleming 2006). The leader is one who may have some dreams and ideas like other people, but also has an ability to turn these dreams and ideas in to reality. This is the basic difference between the dreamers and leaders (Prestwood and Schumann 2002). Prestwood and Schumann further states that â€Å"Leadership is a state of mind not a position†. Leaders must be capable to promote and cultivate the innovative culture within an organisation, by motivating other to bring new ideas and provide a proper infrastructure to convert them into reality (Prestwood and S chumann 2002). Importance of Leadership in Rapidly Changing Business Environment With the fast-changing environment, business conditions bring consequences in management both in inner and outer factors. That is why in most cases, most of the managerial activities revolve around decision – making. Knowledge plays a major role in organisational development (Kelstein, 1993). Adding to Kelstein, Malhotra (1998) said that organisational changes are usually described, including management and employee training requirements, recruiting efforts, changes in business processes and changes in authority, structure or management practices. The increasing complexity of the global environment has changed what it means to be a leader. Even the most sophisticated planning tools fail to account for the non-linear and often chaotic manner in which issues and eventualities occur. Effective leaders need to organize people and resources to promote optimal creativity, flexibility, adaptabilit y and the capacity to learn as an organisation (NECSI, 2010). A competent and effective leadership is required to manage the situation. Gruban highlight the fact that the leadership competencies have a great relation with successful organisational change and a competent leader may prove more effective in managing the change process successfully (Gruban 2003). Bennis also acknowledges that special qualities and characteristics are required form a leader to bring successful organisational change (Bennis, 1987). According to Robert Heller Tim Hindle (1999), todays leaders and or managers must deal with continual, rapid change. Managers faced with a major decision can no longer refer back to an earlier developed plan for direction. Management techniques must continually notice changes in the environment and organisation, assess this change and manage change. Managing hange does not mean controlling it, rather understanding it, adapting to it where necessary and guiding it when possi ble. Accepting the greatness of organisational change and knowing the fact that practical steps are needed to make things happen, the next question may arise in mind that â€Å"who will take initiative to bring these changes for organisations, to take practical steps† and â€Å"who will be the person in charge†. Scholars and researchers also agree on the point that role of a leader is very important while managing organisations or addressing the issue of organisational change. Kennedy believes that role of the leadership is a key while addressing the issue of organisational change and effective leader can bring effective change for an organisation (Kennedy 2000). In their book Organisational Change, Senior and Fleming discus the role of leadership and claim 4 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time that leader is a change agent who can take initiative and bring change for organisation (Senior and Fleming 2006). As the b usiness goals can’t be achieved without adopting any strategic business process, likewise the organisational success and sustainability also can’t be accomplished without a strategic role of leaders. From allocation of resources to alignment, from perception of thing to decide future focusing, form commitment and motivating the teams to get the goals of an organisation, to confirm the sustainable growth, it’s a leadership whose footprints are everywhere (McGuire, 2003). Vision is a must quality that a good leader should have. The vision is sort of complex term to define and has multidimensional view. Different scholars and researchers describe it in different way. Kouzes takes it as â€Å"an ideal and unique image of future for the common good† (Kouzes and Posner, 2007). At the other end Jonathan swift states that â€Å"Vision is the art of seeing the invisible†. Knowing where you are going and what is the destination needs a clear vision. Visio n can develop motivation, inspiration, and mutual responsibility for success and can provide smart choices to the leader because they can make their decisions on the basis of end results which are already in their mind because of their vision (Kotter, 1990). Therefore vision can be taken as an ability or characteristics of a good leader which can not only make him or her capable to perceive the future in precise and accurate way, but also can increase h/her motivation and sense of responsibility to get this desired future. According to Bennis and Nanus â€Å"vision is a mental image of a possible and desirable future of the organisation† (Bennis Nanus, 1985, in Lyerly, Maxey 2000, P 48) This mental image grows inside the mind of leaders and depends on the h/her competency to perceive the things accurately and use them intelligently for the betterment and sustainability of an organisation. Bennis (1985) also describes that there are some practically proven leadership co mpetencies that can affect the performance of an organisation, which also includes â€Å"vision and goal setting†, â€Å"interpersonal skills and self knowledge† along with some special characteristics which may be concerned with any specific businesses. Kotter states that the vision is the ability of a leader to look in to future while aligning the team with that vision, and then make them inspire to get the desired goals concerning that future: â€Å"Vision is a picture of the future with some implicit or explicit commentary on why people should strive to create that future†. He also mentioned that organisations are based on teams, and dedicated team work is required to make things happen. These people and teams need a clear picture of a future that motivate and inspire them to become an efficient part of an effort for getting that desired future. It is also important in the way that what the reason of their work and decisions is? It is the vision of a lead er that makes it assure that actions and the decisions of organisational team are fit into the actual picture of desired future (Kotter, 1995). In this age of uncertainty, organisations and companies may face some unexpected and unwanted circumstances any time. So the need of capable leadership is more than ever now a days to sense these unexpected conditions before time and to cope with them by their innovative approach (Prestwood and Schumann 2002). 5 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time Imaginations can play an important role to take a competitor advantages in business. The innovative approach of leadership may lead a company towards a sustainable success and can better formulate the organisational strategy for desirable future for organisation, by using their vision (Prestwood and Schumann 2002). In an organisation, there are major risks and uncertainties in systems development that need to be addressed by the management. Dete rmining when new systems and business processes can have the greatest impact is involved in these challenges. This may be the reasons why organisational change and development is becoming a common scenario to talk about involving management, organisations, business, and leadership. In simple words, building new systems produce organisational change. And since building new systems is incorporated in the organisation, managers should really take a considerable concern not only on the hardware and software aspects but also in people ware, particularly the organisational structure of information flow. In other words, the company agent faced with these changes should have at least a broad understanding of the framework of the change attempt. In this way, the basic systems and the organisational structures including their principles, roles, terms, will be understood by the leadership and management of the organisation (Malhotra, 1998). Relationship between Leadership and the Rapidly Changing Business Environments In order to get the long term success and sustainability the organisations need to take some practical steps. While talking about these practical steps for organisations, the scholars and researchers are agree that organisations need to accept, adopt and implement changes in their business model according to changing trends, technologies, customer preferences and future concerns. Many authors write massively in this area. At the one end when, Caetano takes the organisational change as a demand of time to remain successful in business (Caetano, 1999) Boston, at the other end claims that organisational change is important for long term success and survival of an organisation. There are possibilities for organisations to lose their repute and market share if they do not prepare themselves according to rapidly changing circumstances and situations. Boston (2000) also describes the significance of organisational change in different way that it is an accepted fact that organisational change is important for sustainable business and long term success which can only be dealt by a good leader. While discussing the leadership competencies many authors admit that organisational change is a process in which a most desirable and suitable future form of an organisation is perceived and route map is decided to get his new shape. Therefore a visionary leadership with innovative approach is a key to make this change happen successfully (Gesell, 2010). According to Bennis, vision is a mental image of a desirable future, so it is important that this future is perceived accurately, which needs a visionary leadership (Bennis Nanus, 1985). Scholars also highlight that the innovative approach of a leader can increase the chances of success for a leader to get his vision (Bass 1990). Every individual has some dreams and goals for his or her betterment, improvement or successful future. But unfortunately only having dreams and goals is not suf ficient. They need to take practical steps and actions to get them in a better way, and these 6 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time steps and actions demand different kind of knowledge, skills and talent to become successful. Likewise in order to get the level of long term success and sustainability the organisations need to take some practical steps. While talking about these practical steps for organisations, the scholars and researchers are agree that organisations need to accept, adopt and implement changes in their business model according to changing trends, technologies, customer preferences and future concerns (Wasim Imran, 2010). According to Kotter (1995), without the vision of leaders the motivation level of organisation people may go down and their activities become meaningless which can prove worst for organisations at the later end. He further said that â€Å"Vision plays a key role in producing useful change by h elping to direct, align and inspire actions on the part of large numbers of people. Without an appropriate vision, a transformation effort can easily dissolve into a list of confusing, incompatible and time consuming projects that go in the wrong direction or nowhere at all† (Kotter 1995). To survive in this age of global competition, the organisations and businesses have come to realize the need of innovations in their business model and strategies. It is well evident from the recent reports and publications that the companies form different geographical regions and countries spend a considerable amount of money for the purpose of innovation, and the ratio of allocating the funds for innovation is continuously increasing (Hage Powers1992) For organisations who want excellence and sustainability in their business, need to think about the managers/leaders/leadership with innovative approach in order to develop the business strategy by turning their innovative concepts into reality (Carneiro, 2008). Innovation is an art of responding the market and technological challenges and the future trends of business for organisations in most suitable way that can lead organisations towards long term success and sustainability. It is necessary to make the products, services and business model compatible with the potential market demands and customer needs in order to meet the organisational goals and sustainable development (Brenner 1987). From the beginning of 1980, it is observed that the changes have a significant effect on the business organisations in term of their long term success and sustainability. Therefore the urge of capable leadership was also observed to handle, manage and implement these changes successfully. The question was raised by the scholars that what kind of leadership is needed for organisations to cope and handle the situations of more demanding and rapidly changing business trends? Most of such questions were answered by highlighti ng the role of visionary leadership with innovative approach, as a key component (Bass 1990). In this era of rapidly changing business trends and increased customer demands, the role of leadership is more crucial now a days. The strategic leadership is eagerly needed for organisations, which is well capable to predict the essential alterations and changes, in advance and create required commitment and highly suitable atmosphere for worker and teams to understand and adopt these changes successfully. This action by leaders is decisive not only for the effectiveness of the organisation but also for its very survival (Bass, 1990; Burke Cooper, 2006). Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time CONCEPTUAL FRAMEWORK From the literature review, the following framework is drawn. Vision Capacity to Learn Adoptability Initiative Innovative Approach Effective Leadership Rapidly Changing Business FINDINGS Nowadays business trends are changing rapidly and quickly in the globe and the organisations that don’t change cannot survive (Hage, 1999). An organisation that does not adopt changes cannot survive long in market (Boston. MA, 2000). Organisational changes provide different significant benefits e. g. t improves competitiveness, improves financial performance, enhances employees and customer satisfaction and most important is that it leads organisation towards continuous improvement and sustainability. These are organisational benefits and not every individual in any organisation can get benefits personally from these changes but every individual working in an organisation, usually have common goals and objectives and these changes made the organisation as a whole stronger (Boston. MA, 2000). From the above statement, we understand that organisational changes are necessary to stay in the business. It’s an era of high competition and ever changing technologies and global trends. To respond these changes accordin gly and to remain compatible with them it is good for organisations to understand, adopt and implement changes. It is the need of the time, to become successful in business and get the level of sustainability. The leader’s role is very important in rapidly changing business environment because it requires a well structured way of implementation the change by managing the behavior and attitudes of people working together. It also requires strong commitment of all the people to work together for a stated common vision. Moving is the next phase in which organisational top management identifies, plan, and implement the appropriate strategies. Organisational change can make an organisation capable to better respond the future trends, technological changes, social and economical changes, and can also provide a competitor edge in this age of high competitions. Change can also improve the performance of an organisation which at the later end may lead organisations towards 8 Lea dership in Rapidly Changing Business Environments: Learning and Adapting in Time a long term success and sustainability. The process of organisational change is very demanding and challenging. The strategic leadership is eagerly needed for organisations, which is well capable to predict the essential alterations and changes, in advance and create required commitment and highly suitable atmosphere for worker and teams to understand and adopt these changes successfully. The vision of the leader is also very important for planning and implementing the strategies. All the strategies are shaped in the moving phase. The next step is to mobilize the change situation in which leader assists in stabilizing the changes so that it becomes integrated into status quo. This is most important to understand for the leaders that how to best use of the changes because if adopting the new strategy is incomplete or not mange properly the change will be ineffective and the pre-change behaviors will b e resumed. The good leadership qualities are very important for organisational changes because it is most important to handle the resistance, confusion, exploration and commitment of management. There are some predictable behaviors associated with the change stages and the effective leader always perceive these changes in efficient manner and respond appropriately to get the teams commitment. CHALLENGES The change process is very challenging and important for organisations and can lead an organisation towards a path of success. It can also make them capable to meet future demands and to compete with other market player in effective way. (Robbins, 1999) Ulrich also highlight that change for organisations is necessary to deal with the diversities and the complex market situations (Ulrich, 1998). There are different forces that influence organisation for change and these forces may create expectations of improved efficiency and better services, usually external forces leads towar ds innovation. When organisational changes are well planned and carried in a structured way it leads to continuous improvement and organisational innovation (Boston. MA, 2000). In this ever changing business environment, question may arise, where can organisations turn to see the future of leadership? How can they determine the skills and tools that leaders will need to be successful? Organisational change is not only important but also is a demand of time, and leadership can play a key role in it. Our research work may contribute to better understand the role of leadership, h/her competencies and capabilities, while addressing the issue of coping up with the ever changing business world. Our work may also inspire the companies and organisations to think about the leadership qualities of Vision, Capacity to Learn, Adoptability, Initiative and Innovative Approach in a leader, which may lead organisations to better manage the process of organisational change and may increase the ch ances of their success. The model we have purpose in this paper can also open new ways for researchers to think further on these lines, and develop a more strong and proven relation between the characters of this model. Now it is proved and widely believed that innovation can also happen by managing it. Likewise it is a big debate now a days that leaders born or made? Different scholars have different views over the matters. If we go with the theory that leader can be 9 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time roduced, then it will be the interesting area for researchers that how to produce visionary leaders, who may not only have the great analytical skills for current situations but also have a great ability to perceive the desirable future for organisations. A leadership strategy supports the effective implementation of an organization’s business strategy. Without the right leadership, organizational strategies will remain as i nk on paper. Getting the right leadership to implement business strategies takes careful planning and dedicated effort, and often substantial investment. CONCLUSION The demand and the expectations of consumers today are not only very high towards companies but also changeful. So it is better for companies to not only meet the current demands of consumers, but also perceive the future trends and to make them prepare well before time. For this purpose the companies and organisations need to adopt and implement the change in their business model. The leadership and its role are the most concerning issue in managing organisations and organisational change. It is accepted by scholars that organisational leadership has a central role in evolution and cultivating an organisation. It can help the member of an organisation and working teams to face the challenges and to work for organisational goal in a worthy way. The role of a leader is also very prominent while addressing the change issue for organisations. By acknowledging the importance of vision and innovative approach as competencies of leadership it is also true that there are other important characteristics of leadership which has an effect on the effectiveness of leaders while managing organisations and organisational change. Moreover it is also a fact that role of leader is not a single important factor while addressing the process of organisational change. There are several other factors which are important and have an ability to affect the process of organisational change and its results. Accepting the all limitations it is still believed that leadership has an important role in managing organisations and organisational change and a capable leader along with the characteristics such as vision and innovative approach can make the organisation more effective in managing and coping up with the change process. In view of the pressures being expected from the external environment and the critical vi sion of organizations, top management needs to establish a flexible and adaptive infrastructure that should lead tomorrow’s organizations to higher levels of performance. The largest barrier to â€Å"change† is not changes to technologies, and work processes but changes involving people. To reach such level of performance, links between the environments, the vision of the organization, its leadership and learning processes are essential. Further research is needed to identify systematic integrative models of change with predictive capabilities. These models could be utilized both by management and organizational researchers in order to facilitate the implementation of adaptive strategic change initiatives. 10 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time To succeed in a more global, faster-paced business environment, organizations will need to consider the behaviors of the leaders they are going to need for their future leaders to demonstrate, and the tools and techniques leaders will need to master. This has a range of implications for organizations; from the design of leadership development programs to the prioritization other future budgets. By leveraging the lessons from the literature reviewed here, companies can gain a better understanding of the ways in which the next generation of leaders will be operating. The journey toward globalization won’t always be easy. But we believe, by implementing these recommendations, the game of global business will be more fun; leaders will gain an edge over their competitors. Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time 11

The Non-Existence of Race Courtney Weeks Bethune-Cookman...

According to the American Heritage College Dictionary, race is â€Å"A group of people identified as distinct from other groups because of supposed physical or genetic traits shared by the group. Appiah says that there are various aspects of racism which include racialism, intrinsic racism and extrinsic racism. â€Å"Racialism is the view that there are inherent traits and tendencies of each race that are not shared with members of other races, and that allow us to divide people into distinct races† (Appiah 393). Extrinsic racism is view that the races inherently have different essences that entail different morally relative traits (Appiah 393). Intrinsic racism is the view that moral differentiation between races is justified because each race has†¦show more content†¦In the nineteenth century biologist attempted to create a science of racial differences that would support the view of racialism. â€Å"These traits and tendencies characteristic of a race constitute, on the racialist view, a sort of racial essence; and it is part of the content of racialism that the essential heritable characteristics of what the nineteenth century called the â€Å"Races of Man† account for more than the visible morphological characteristics—skin color, hair type, facial features—on the basis of which we make our informal classification (Appiah 394). As of today, most scientists working in these fields continue to reject racialism. The claims of racialism are not supported by science. Plausibly, Appiah states that racialism doesn’t necessarily have to be an ethical issue. An individual may possibly acknowledge racialism but still believe that constructive moral characteristics are equally disseminated across the different races. But, what is logically possible and what usually occurs are two different things. â€Å"I believe—and I have argued elsewhere—that racialism is false; but by itself it seems to be a cognitive rather than a moral problem† (Appiah 394). Extrinsic racism is the view that the races inherently have different essences that entail different morally relative traits (Appiah 393). â€Å"Extrensic racist make moral distinctions between members of different races because they believe that the racial essence entails certain morally

The Suez Crisis - 1289 Words

In the Suez Crisis, not all other ways of resolving the problem should have been tried first because it was a surprise attack on Egypt. The British did not try other ways of solving the crisis and did not try diplomacy with Egypt. The British took â€Å"prompt action† against Nasser because they feared that their power in the Middle East would be compromised because of him.† (Dooley) They colluded with France and Israel so that they would all attack Egypt and forcefully recover the Suez Canal. Prime Minister Eden did not consider many options besides war because he saw a parallel between how â€Å"Hitler had begun by remilitarizing the Rhineland; Nasser had expropriated the Suez Canal.† (Kunz 97) Consequently, he did not want to try to appease Nasser because he feared that the Egyptians would influence the rest of the Middle East and cut off their oil supply. Although war should have been a last resort the British’s â€Å"immediate impulse was to hit Nasse r hard and quickly† (Dooley). Clearly, diplomacy was not considered because the British hoped to seize the Suez Canal by force. This is why they secretly colluded in hopes of bombarding the Egyptians and forcing them to relinquish control of the canal. â€Å"Almost immediately, Britain with France started well-publicized military preparations in the Mediterranean† they hoped to force Egypt to agree to give the Suez Canal to the international community. (Epstein) When Egypt refused British, France and Israel retaliated against the Egyptians.Show MoreRelatedThe Suez Canal Crisis2451 Words   |  10 PagesThough widely acknowledged as one of the smaller incidents of the Eisenhower Presidency, the Suez Canal Crisis did not only present one of the most concerning existential threats during the 1950s, it became a crucial turning point for U.S. foreign policy in the Middle East. Beyond that, this crisis bucked the hundred-year-old status quo of Britain’s monopoly of po wer in the region. 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Compare and Contrast Between the Socs and Greasers in the Outsider free essay sample

Have you ever thought once that the Greasers and Socs (from â€Å"The Outsiders†) could ever have similarities? These rich kids and deprived kids will ever have something in common. Well, you’re going to find out each ones life style, personality and society treatment. How each of them lives, how they are treated by the society and how they both feel. The Socs are filthy rich kids in the west side, making them very spoiled and all their orders are brought and done. To give an example to that is Bob Sheldon, and his gang ride with a mustang, for teenage kid this is very expensive. While, the Greasers are a group of underprivileged children who have some that work for their living, but still don’t get half of what the Socs get. Most of them have very long and greasy hair because they couldn’t afford to shave. Which shows huge difference in lifestyle. We will write a custom essay sample on Compare and Contrast Between the Socs and Greasers in the Outsider or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Secondly, here comes their general personality, starting with Socs. To keep up in their life they have to lock their emotions up inside until they are numb to their effects. They remember the feeling of anger the hit the weak ones in the society; the Greasers. They jump on the Greasers and just start hitting them and terrorizing them. Unlike the Socs, the Greasers are too emotional, they take everything serious. And when they try express it they get into serious trouble, it is why dally got arrested a over half a dozen times. Have in consideration that they both are starting to get sick of their lives and how each lives it. For example Cherry is bored of pretending not being how she is for her friends and so is Ponyboy, he pretends to be not in love with literature and music in front of his family and friends not feel weird our his friends. Here will be discussed how society treats both crews of characters. The Greasers were always known as vicious thugs in the neighborhood while they are just misunderstood kids in the wrong place and also with know one to tell them what to do. On the other hand the Socs. have to live up to a perfect vision people see of them, they have to stand up others people high expectations, Which really kills them in the inside. It reminds me when Cherry was in the movie theatre talking with Ponyboy, she didn’t hide loving bizarre music nor reading literature. She told her friends that at all, as she is a cheerleader. Finally, after comparing and contrasting Greasers and the Socs we conclude that both the Socs and the Greasers have completely different lifestyles. Surprisingly, they have something in common; not being who they are with their closest friends and also are not penchant to be judged. It shows us no mater how wealthy or poor you are you still are a normal person like everyone else, no difference in having feelings.