Does Your Goals Match Your Organization’s Goals?

Listen to this postMany employees work very hard to achieve their personal goals thinking that these goals would help them to excel in the their careers. Sometimes, personal and career goals are a perfect match because the individual had planned it that way. We all have needs and wants that appeal to us. We would like to achieve them but they do not help us to climb that steep professional ladder to reach the desired promotion or salary increase. Reading the following pages would help identifying your personal strength and weakness and guiding in converting the weakness to a strength to reach your challenging goals. The last page would help the reader to compare his or her personal goals with their organizational goals. The reader is asked to match his or her goals with the career goals and try to aim for a common goal that develop him or her and to achieve the organization’s objectives.

Many employees work very hard to meet their personal goals thinking that these goals would help them to excel in the their careers. Sometimes,personal and career goals are a perfect match because the person had planned it that way. We all have needs and wants that appeal to us. We would like to achieve them but they do not help us to climb that steep professional ladder to reach the desired promotion or salary increase. Reading the attached pages (by clicking here) would help identifying your personal strength and weakness and guiding converting the weakness to a strength to reach your challenging goals.


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How Does It Help Us!

Sharing information in an organizationListen to this postTeams or departments acquire skills, experience and knowledge while doing their daily work and overcoming the new challenges they meet occasionally. The knowledge and experience are learned by the team members or the department employees only. Other employees in the same organization will not learn that important experience or knowledge if it was not documented and shared. However, “knowledge is power” as they say, and many department managers or leaders would like to keep the knowledge or experience confined within their teams or departments. The new knowledge might speed up the work process, prevent mistakes, save money or do these advantages and that’s why some people avoid sharing them. The team is afraid that they might lose there competitive advantage if they share what they have learned. If you approach the team leader or the department manager and ask him or her to share with you that knowledge, they would say something like “how does it help us!” and they mean that they will consume their valuable time and give their competitive advantage when they share their advantages without feeling any direct benefit to them. Not knowing that sharing the information will benefit them indirectly especially if they are working in the same organization. They will benefit a lot when they share. They will have better support from the supporting staff, they will have less mistakes and fewer wrong deliveries and they will have smoother supply chain. The organization will do better and will be more profitable which will generate more capital to invest and grow. When somebody tell you “how does it help us!” you tell them that everybody will serve and cooperate better with them when they share their competitive advantage.

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SWOT Analysis

SWOT analysis Matrix Listen to this postMany people associate SWOT analysis with the SWAT police force. SWAT team is a Special Weapon And Tactics team while SWOT analysis, the subject of this post, is the identifications and sorting of the Strength, Weakness, Opportunities and threats. Strengths and weaknesses are internal issues, however, opportunities and threats are external matters which can be difficult to find and Control. Brainstorming may be required during the SWOT analysis because some of the items are not obvious and need abroad vision and “out of the box” thinking. Some of the items in the SWOT analysis can fit in two sides of the matrix. They can be a strength and threat at the same time or can be weakness but a good opportunity to explore. I used SWOT analysis before analyze Acer company in this blog. And I wrote in the blog before about my personal reasons to start a blog and that are the advantages and disadvantages to so so. I am today using the same subject for the SWOT analysis. The lost below is the result of my personal SWAT to blog. I have use the “Priority Matrix” to help me in the SWAT arrangement and I find it very useful application to use on your iPad if you are welling to spend few dollars.

SWOT analysis for personal blogging:
Strength :

  • Crystallize and integrate ideas while writing
  • My writing will be global
  • Writing release stress
  • Have many thoughts to share
  • Can use school work for the blog
  • Long work experience
  • My Academic knowledge

Weakness:

  • Some people may misunderstand the thoughts
  • Might get negative comments
  • Writing in English is a challenge
  • I have limited time for bogging

Opportunities :

  • Can blog on anywhere and anytime
  • Blog site is free
  • International reputation
  • People will ask for my expertise
  • Rewrite the post into s book
  • Display my ability to integrate the thoughts

Threats:

  • Hackers may change what I wrote
  • May offend some people with my thoughts
  • Host site may accidentally delete the blog
  • Readers may copy my writing for their personal use.

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How to set your personal goals?

Listen to this postPersonal GoalsMany of us had assembled a toy or a piece of furniture before. You probably did the assembly with the help of the instruction sheet or a drawing which was folded inside the box. Researchers found that many people spend long time to plan their vacation and take care of the little details to enjoy every hour of their vacation time. The same people
would not spend half of that time to plan their lives. Planning our life and careers would start by identifying our short-term and long-term goals. We should articulate the goal and then set a plan to achieve them. We need to select the achievable and realistic goals to improve our life. You will be able to set your personal goals and write a plan to achieve by simply reading the following text and follow the simple guidelines.

Many of us had assembled a toy or a piece of furniture before. You probably did the assembly with the help of the instruction sheet or a drawing which was folded inside the box. Researchers found that many people spend long time to plan their vacation and take care of the little details to enjoy every hour of their vacation time. The same people would not spend half of that time to plan their lives. Planning our life and careers would start by identifying our short-term and long-term goals. We should articulate the goal and then set a plan to achieve them. We need to select the achievable and realistic goals to improve our life. You will be able to set your personal goals and write a plan to achieve by simply clicking on and reading the following PDF file the simple guidelines. Please click on “How to set your personal goals” to download the file.


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Are You Changing Your Work-Space?

Listen to this postMany companies had redesigned their office space from the traditional set up which have rooms designated for one or two office workers to cubicles or open space design. Some cultures would accept the new set up but others would like to  maintain their privacy in the office. According to Jones (2007), the main purpose of the organizational structure is “to control the way people coordinate their actions to meet organizational goals and to control the means used to motivate people to achieve these goals” (p. 7). The workspace is defined as an organizational resource and is designed to advance the organizational goals (Vaske & Donnelly, 1999). The marketplace especially the international market is influenced and segmented by religion (Wenger, 2004).

Organizations would attract workers who conform with the dominant religion in the organization and in the environment, employees with different religions may face glass ceiling and bear stereotype effect during promotions and salary increase. Wenger (2004) relates religious marketplace theory to the failure of communism to replace religion in China. Religion may have a positive effect from the point view of some (having the same religion) or seen as a hurdle by others. Many companies in the Middle East region are changing their work place set up to cubical or open-space set up similar the Western office layout. The new theories may support the open-space layout and “barrier removal” to enable workers to interact openly but not all agree. New researchers have found that such optimism does not continue when workers find that they lose privacy and independence with it (Chan, Beckman, & Lawrence, 2007). Another research found employees’ satisfaction decreased after they moved from the traditional office layout to the open-space layout (Chan, Beckman, & Lawrence, 2007).

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References:

Chan, J. K., Beckman, S. L., & Lawrence, P. G. (2007). Workplace design: A new managerial imperative. California Management Review, 49(2), 6-22.

Jones, G. (2007). Organizational theory, design, and change (5 ed.). New York: Pearson Prentice Hall.

Vaske, J. J., & Donnelly, M. P. (1999). A value-attitude-behavior model predicting wildland preservations voting intentions. Society & Natural Resources, 12(6), 523.

Wenger, J. E. (2004). Official vs. underground protestant churches in China: Challenges for reconciliation and social influence. Review of Religious Research, 46(2), 169-182.

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Cultural Differences in Business

Listen to this postCultural differences are considered as one of the main reasons for work stress and management conflicts during business relationship development in the U.S and China (Li, 2009). Chinese avoid confrontation especially when the conflict is with someone who holds authorities. The Chinese believe that direct approach with the boss will ruin their relationship with him (Johnston & Hongmei, 2009). Cultural diversity has two dimensions, the first consists of age, ethnicity, gender, race and sexual affection orientation which molds the workers self-image and fundamental worldview. The second dimension manipulates the workers self-esteem and definition because it consists of “educational background, geographic location, income, marital status, religious belief” (Edewor & Aluko, 2007, p. 190). The cultural diversity would strengthen the differences between two countries. Globalization help advancing business growth and taping economical resources but cultural differences would limit theses business opportunities. Pinggong (2009) stress the importance of not isolating one culture from the other but to try to relate the cultural experiences and integrate them to have a harmonious organizational culture.

The Islamic culture stress the importance of bonding and team work. Similar to the Chinese culture, the Islamic culture would demand respect and obedience to the superiors and leaders. Most of the Arabic cultures (mostly Muslims) are build on the fundamental of electing an Amire (leader) and then follow the leader whom the community had selected.
Reference:
Edewor, P. A., & Aluko, Y. A. (2007). Diversity management, challenges and opportunities in multicultural organizations. [Article]. International Journal of Diversity in Organisations, Communities & Nations, 6(6), 189-195.

Johnston, L. M., & Hongmei, G. (2009). Resolving conflict in the chinese and U.S. realms for global business entities. (English). [Article]. China Media Report Overseas, 5(4), 22-36.

Li, C. (2009). Managing business relationship development: A cross-cultural perspective. Portuguese Journal of Management Studies, 14(2), 123-147.

Pinggong, Z. (2009). Rethinking the impact of globalization and cultural identity in China. [Article]. China Media Research, 5(2), 25-34


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Example of An International Expansion Strategy

Listen to this postThe color TV market boomed after the introduction of color TV in the late 1979. China opened for commercial production and the electronics manufacturing moved steadily to China up to the 1990s because of the cheap labor cost. Growth in the TV market in the past 10 years was dominated by the flat screen TV. TCL is an emerging Chinese company which bought Thomson television business and Alcatel Mobil phones in line with its main business of multimedia , communications, home appliances and electronics. This accusations moved TCL from being the 60th in the 1995 to be the number one brand in China now. TCL vision is to strengthening their foundation by reforming their basics and continuously innovating . Acquiring the Thomson television and Alcatel Mobil brings in a proven and successful technology to TCL and widen the ambitions goal of the “top 10 in 10 year” globalization vision (“Vision”, 2007-2008).

Innovations is a strong part of TCL business and part of the organization vision. TCL set up the first Research and Development (R&D) center for audio research in 1992. Currently, TCL has 18 R&D centers with 20 manufacturing bases around the world. TCL operated as separate business units in 2004. Some of the business units are multimedia, telecommunications, personal computers, consumer electronics and CD/DV distribution. Multimedia and mobile handsets generated most of TCL’s revenues at the same period. Supply chain management is a key success factor for TCL, which employed 80 people for sourcing and quality management. TCL made substantial profit because of its efficient supply chain management while its competitors lost money although all of them are sourcing their material from china (C. Bartlett, Ghoshal, & Beamish, 2008). The perfect supply chain enabled TCL to integrate its businesses and R&D centers together to move faster than its competitors in selecting the promising innovations and convert them into competitive product distributed around the world (C. Bartlett, et al., 2008).

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References:

(“Vision”, 2007-2008). Vision  Retrieved Jun 10, 2010, from http://www.tcl.com/main_en/About%20TCL/Vision/index.shtml?catalogId=13047

Bartlett, C., Ghoshal, S., & Beamish, P. (2008). Transnational management: Text, cases, and readings in cross-border management (5 ed.). Boston: McGraw-Hill/Irwin.

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Safety Culture Prevents Accidents

Listen to this postFriend (2000) suggest setting up key performance indicators to check the safety culture and act on deviations from these performance indicators. Periodic review is suggested to confirm the validity of the key performance indicators and culture development. Reid (2008) highlights three steps to build up a safety culture. First, team’s errors, intentional or unintentional, are unacceptable and should be dealt with to either mitigate or end them. Second, acknowledge human factors in the care delivery. Third, set permanent quality improvement in the medical teams and leaders. Hard work is required to prove that such problem does exist at the work place. The problem might be intangible like potential for loss which can be prevented by an insurance policy. Management support and commitment is required to build safety culture. Management can support the culture by endorsing written safety documents like safety manual, safety policy, rules and regulation. Management should support a carrot and stick system to reward good safety behaviors and denounce unsafe behaviors.

Intangible items like shared values, beliefs and perceptions set safety culture in the work site. Management will focus on selected intangible elements of the culture according to the job nature. Deviations will not be accepted in these selected elements. Management should improve safety attitude and constantly assess the safety related issues to build a solid safety culture. Set up standard operating procedure and proactively manage assets. Assess each incident and share the learned lessons with employees. Encourage employees to document incidents regardless of their size or effect on the workplace. Analyze each incident and set a remedy to prevent its reoccurrence.

One of the important management responsibilities is to balance between safety and the incident cost reduction. Management should elevate safety awareness as part of their support to safety culture. Train employees, new and veteran, on safety related issues and encourage them to report incidents. Employ safety personal make them report to the highest management levels possible.

References:

Enhance safety culture in your manufacturing sites. (Oct 2007). Hydrocarbon Processing, p.NA. Retrieved October 19, 2008, from Gale PowerSearch database.

Friend, M. (2000). Establishing a safety culture: getting started. Professional Safety, 45(5), 30. Retrieved October 18, 2008, from the EBSCOhost database.

Reid, J. (2008). Building a safety culture. The Journal of Perioperative Practice, 18(4), 134.  Retrieved October 19, 2008, from ProQuest database.

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Multinational Organizations Role in Human Rights

Listen to this postI witnessed a heated discussion over the human rights and one of the discussion points was around the question “Should multinational organizations work in countries that are accused of human rights violations?”

Multinational organizations may work in countries that are accused of human rights violation. The organization should not intentionally violate human rights or encourage it. However, the organization should help the local community by paying them a fair wage to the amount of work done by the labor. Lam (2009) surveyed Chinese executives working for American multinational organizations in China and the executives felt that “Corporate Social Program” are human resources department job. The Chinese executives did not see their ethical responsibility or feel the obligation toward the society because their functional strategies did not incorporate social responsibilities (Lam, 2009). Multinational organizations, similar to domestic  organizations, are influenced by three conflicting needs, the organization, the industry and the society (Labbai, 2007). The ethical conflict between personal ethics and the organization would have strong effect on the organization operations in the international market (Labbai, 2007). The executives’ and the line managers’ ethical responsibilities would be the deciding factor for the multinational organization to behave ethically in countries that violate human rights.
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References:

Labbai, M. (2007). Social Responsibility and Ethics in Marketing. Paper presented at the International Marketing Conference on Marketing & Society, 8-10 April, 2007, IIMK.

Lam, M. (2009). Beyond Credibility of Doing Business in China: Strategies for Improving Corporate Citizenship of Foreign Multinational Enterprises in China. [Article]. Journal of Business Ethics, 87, 137-146. doi: 10.1007/s10551-008-9803-3

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Mediating the Negotiation … Ouch!

Listen to this postThe negotiating parties might not have a conflict of interest but the emotional involvement and the negotiators’ ego may cause the conflict (Noll, 2009). The mediator will face a challenge to control the personal differences during the negotiation because some of the reasons for the conflict is the readiness to meet and discuss. The mediator’s job is to listen to both sided of the discussion. Noll (2009) state that “many disputes end up in litigation because someone feels that he or she has not been heard.” (p. 45). The mediator should use his authority as a mediator to stop the repeated interruption and give equal and fair chance for both sides to state their views. The mediator might offer encouragements or threaten to take away benefits to help steer the negotiation in the right direction (Favretto, 2009).

The mediator has to be neutral with good negotiation leadership to be able to end the discussion. Mediation as stated by Fridl (2009) is a form of intervention to resolve  a conflict by negotiating an acceptable settlement. The definition of “acceptable” would vary from one person to another. The mediator should lead the negotiation by his or her communication skills to reach a compromising solution (Fridl, 2009) that both parties could not reach by themselves. Fridl (2009) state that the negotiation would not reach an acceptable solution for three main reasons. First reason would be the readiness of the negotiating parties to accept a compromise. Sometimes the parties would not compromise their demands because they feel that what they have asked for is their right to have and the other party should compromise.  The second reason would be the mediator’s failure to lead the negotiation toward a compromising solution. The third reason would be the benefactors readiness to seek out a constructive alternatives. The benefactors could be the shareholders or board of directors of the negotiating parties.
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References:

Favretto, K. (2009). Should peacemakers take sides? Major power mediation, coercion, and bias. [Article]. American Political Science Review, 103(2), 248-263.

Fridl, D. D. (2009). Kosovo negotiations: Re-visiting the role of mediation. [Article]. International Negotiation, 14(1), 71-93. doi: 10.1163/157180609×406526

Noll, D. E. (2009). The myth of the mediator as settlement broker. [Article]. Dispute Resolution Journal, 64(2), 42-48.

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