The Core Values Of Zappos

The Core Values Of Zappos
The holacratic model has, already, been adopted by for–profit and non–profit organizations in
several countries. For the purpose of an incubation chamber, Zappos.com has been the first
organizational reality to deploy it. Zappos is an online shoe and clothing shop founded in 1999 and
owned by Amazon since 2009. During the negotiations with Amazon, internal management's
primary concern was to maintain the company culture intact throughout the acquisition process,
because a culture that embraces the idiosyncrasies of each individual is what keeps the firm alive
and healthy. Such an emphasis on employees manifested itself in drawing up the ten core values of
the Zappos family:
deliver wow through service;
embrace and drive change;
create fun and a little weirdness;
be adventurous, creative, and open–minded;
pursue growth and learning;
build open and honest relationships with communication;
build a positive team and family spirit;
do more with less;
be passionate and determined;
be humble.
The company has, even, its own consulting unit to help others emulate the Zappos way and folklore.
In 2015, Zappos formerly adopted Holacracy. One of Holacracy's most significant innovations is
making governance something that happens at every level of the organization. Governance becomes
an ongoing process that happens in each circle, during the ... Show more content on Helpwriting.net
...
The business of designing and developing games also fits these criteria well, as Valve discovered.
From Holacracy, in fact, Valve took the flat organizational structure, the focus on project teams and
the fluidity of roles: everyone is a "strategist", everyone is a designer, everyone can rightfully
question each other's
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Appear Corporation Case
Appex Corporation Case Write Up
What were the challenges Shikhar Ghosh faced when he joined Appex?
Appex Corporation was a rapidly growing business, with increasing employee strength and added
project work. It had initially begun as a startup and transformed into an organization which needed a
proper well–defined organizational structure. Shikhar Ghosh was recruited by Appex's investors to
provide the crucially needed control and structure to the organization. Major early issues recognized
by Ghosh were
Ghosh realized that the atmosphere at Appex had changed from "entrepreneurial" to chaotic because
of structural issues due to quick expansion of Appex.
Long term goals were not addressed and there was lack of financial planning. Many tasks ... Show
more content on Helpwriting.net ...
Product teams didn't know the limits of their authority – decisions related to sales price, allocation
of resources & prioritization of activities
Business Teams Business teams included representatives from senior management & had the
authority to make decisions including those related to resource allocation & products. The conflict
of authority & resource allocation was resolved.
The burden of final decision making at the corporate management level reduced A lot of people for
planning & counting rather than for revenue–producing.
Lot of managerial levels & the infrastructure, hiring & training costs increased considerably.
Customer focus diminished & people became concerned regarding internal processes rather than
company–wide financial goals.
Divisional Structure Appex's product could be divided into one of these two businesses. A separate
Operations division could service both the businesses with utility functions. Accountability,
budgeting & planning were improved across the businesses.
Employees could relate themselves to the divisions & there was a sense of cooperation. They now
focused on meeting the financial

Organizational Culture : Organization Structure Essay
As known each organization has a set objective to be achieved. Hence depending on the objective &
to achieve those objectives, an organization can be structured in many difference ways: the 2 basic
division, is the division of labour& coordination & supervision. These are done to be in–line with
the organizational objective.
Defining and identifying an organization structure affects the organization in two big ways – it
provides the foundation on which standard operating procedures and routines rest and it determines
which individuals get to participate in which decision making process.
For the ease of operations, the organization structure is further divided into:
Tall organization structure – for large & complex companies
Flat organization structure – mid–size organisations.
Virtual organization structure – companies that are dependent on communication technology for
their day to day working.
Boundary less organization structure – a contemporary format of working.
Introduction to organizational culture:
Organizational culture is the heart of the organization performance it is critical for organizational
success. It is a culture in which the core values are intensely and widely shared among the
employees and stake holders.
Some of the characteristics are:
Innovation – some organization encourage its employees to be creative and generate new ideas.
Stability – some organization emphasize on maintaining a stable & predictable environment.
People oriented – organizations

Human Resource Management Case Study: The Liang Brothers...
Decision Problem: The Liang Brothers, Xin and Jiang, must decide how to privatize their family
guest house heritage from a mainland China SOE. Four urgently emerging human resource issues
arose from this case:
First of all, the old SOE employees were poorly motivated and there were no incentives in place at
all. There was no pay mix internally aligned with any pay structure. The goals of employees were
not aligned with the company's vision and long–term management strategies if there were any. Low
employee morale and productivity combined with corrupted business model severely affected the
occupancy rate and profitability of the guest house.
Secondly, the internal and external competitiveness are both off the balance and unfair. ... Show
There is no HR strategy so there is no matching with the corporate strategy at all. The culture of the
house is simply set by the senior management and simply inherited the traditional way of SOE
corrupted culture. Organization design, compensation and benefits are all blur and based on ad hoc
approach. In addition to lack of training and standardized recruitment rules, HRM in the house also
has no evaluation and feedback loop from the employees. The internal promotion depends on
Guanxi and relationship with the management.
Plan for the next 6 months to 1 year
It is important that the brothers must realize the importance of Guanxi in the process of shifting
from SOE to privatization. To utilize their two cousins strong local connection in their Guanxi
network can be extremely beneficial to both short term and long term development. The proposed
the privatization HR plan for the brothers in the next 6 months are:
1. get to know the Guanxi network who are the major players: this task will be the most important
one that the brothers should start right away and continuously expand their Guanxi network both
locally and in China. To succeed in this task, the brothers must obtain a list of current senior
managers and their relationship in and outside of the guest house. First, it will help the brothers
understand relationship both internally and externally. Then the brothers need to find ways to get
connected with people with authorities that these managers know. The

Organizational Structure Of Boston Pizza International Inc
Research Project on Organizational Structure and Design of Boston Pizza International Inc.
Submitted To Dr. Ghassem Zarbi Master of Administrative Science (MAS) Theory and practice of
administration (MADS 6600_V2) Fairleigh Dickinson University– Vancouver Campus Spring
Semester, 2015. Prepared by: Chenqu Zhang Eman Ahmed Latha Dabir Naresh Shivakumar Yeyu
Ding Abstract The food industry in Canada, with its highly competitive market ... Show more
content on Helpwriting.net ...
It is this mix of key factors that has empowered Boston Pizza to serve a bigger number of clients in
a greater number of areas than many other full–service restaurants in Canada (BP International Inc.,
2014). Background Authoritative structure and outline help organizations to comprehend themselves
and in a perfect world to cooperate to perform all the assignments and accomplish all the objectives
of an organization. Frequently when a company is small and beginning up, it ignores both of these
ideas while it makes sense of its character, errands, capacities and everything authoritative structure
and outline help put in place. Contrastingly, when Gus Agioritis opened his little Boston Pizza and
Spaghetti House in 1964, his technique was to develop the restaurant by concentrating on
franchising. "Take on a similar mindset as a client, convey extraordinary sustenance and quality, and
work nearly with your accomplices." (BP International Inc., 2014). Boston Pizza has conquered this
by concentrating on the three mainstays of achievement, which are the scenery for all choice making
that has supported the advancement and accomplishment of Boston Pizza. The three pillars of this
concrete pizzeria are responsibility to the franchisee benefit, responsibility for building the Boston
Pizza brand, duty to persistently enhancing the client experience. One of the first franchisees was a
RCMP (Royal Canadian Mounted Police) officer named Jim Treliving who

Employee Empowerment
Employee Empowerment Exploring employee empowerment is a management decision based on
proven capability and demonstrated trust by the employee. Transformed organizations introduce
empowerment over rules and regulations through smart governance and guidelines supporting
organizational culture. These practices promote improved customer service through employee
decision–making extended by management authority and flexibility. Demonstrating customer–
focused programs and practices through skilled and knowledgeable employees with authority and
responsibility to move the organization forward in its mission.
Power and Empowerment By definition and context, power is "possession of control, authority, or
influence over others" ... Show more content on Helpwriting.net ...
The candidates committed to the organization coupled with the willingness to work beyond the
scope of work makes them ideal candidates for empowerment. Empowered employees work in
concert with the organizational mission as management recognizes their ability and gains further
trust in employee's capability for sound decision–making and respect for boundaries. Empowered
employees are problem solvers and are keen on the organization's goals as objectives. A manager
will choose an empowered employee because he or she takes initiative on projects and is capable of
providing innovative ideas that can enhance productivity and product improvements. According to
Anderson (2011), empowered employees tend to take more responsibility in their work knowing that
what they produce effects the success and profitability of the organization. Managers identify
empowered employees as assets to the organization and instrumental in achieving successful
outcomes. Managers empower employees who they trust to follow specific instructions and
effectively communicate organizational protocols. The empowered employee is an intrinsically
motivated team builder not afraid to take controlled risks and assume responsibility.
Effects of Employee Empowerment
Interaction between employee and management affects many facets of an

Google 's People Management Division On The Topic Essay
Executive Summary
This case discusses the research, implementation, and review of Google's people management
division on the topic "Do Managers Matter?" Starting as soon as the early 2000's but coming to full
steam in 2009, Google's people analytics group initiated a research project, deemed Project Oxygen,
to investigate if and how management style would potentially affect employees. Through lengthy
data collection, Project Oxygen members discovered that a certain eight management characteristics
resulted in a noticeably larger gain in efficiency and overall happiness of subordinates. Google's
internal reviews proved exceptionally important, as the culture instilled through the founders is
inherently different than other large corporations, as is the relatively flat organization structure. By
taking the previously stated eight characteristics, implementing feedback surveys, and providing
courses for low scoring areas, Project Oxygen members were able to cultivate improvements in each
manager's ability, not only in their Mountain View headquarters, but globally. These improvements
were not without hesitations. Nevertheless, the results and implementation of Project Oxygen
resulted in drastic increases in the overall management rating. Google was not only able to
determine how managers do matter, but were able to develop managers beyond their current
performance. This success of Project Oxygen inevitably prompts the question of what other projects
can cultivate improvements

Case Study : Sandwich Station, A Best Known And Loved...
Introduction Any business can dramatically improve its profitability and growth through
implementing appropriate growth strategy under the certain business form, which will enable it to
obtain financing assistance for organizational structure, staffing and treatment of customers
(Liabotis, 2007). For Jack's Sandwich Station, a best–known and loved sandwich concession in a
town, business growth is the natural continuation of its performance. Now, as it operates its fifth
year selling sandwiches and other lunch items from locally produced food, the next step in pursuing
business goals is to use the opportunities for business to grow into a potentially more lucrative
enterprise. Here, the business will implement a greater variety of food products and services and
thus will increase its competitive edge in the region. One of the long–term dreams of Jack's
Sandwich Station is to develop creative and health–conscious culinary skills and services to the
wider clientele outside the current market. For that purpose, it is necessary to understand the steps in
organizing and prioritizing growth strategy, business form most appropriate for growth, type of
financing assistance available and other characteristics for successful business development. Growth
strategy The key with any growth strategy is to understand and figure out the steps in growth. Here,
as the first step for Jack's Sandwich Station growth, it is necessary to understand what sets the
business apart from the

Digital Creations: a Chance or a Trap for the Furture...
DIGITAL CREATIONS: A CHANCE OR A TRAP FOR THE FURTURE INVESTMENT
A case study of CREATIVITY DESIGN: EXPERIMENTING AND INNOVATION AT TEAMLAB
JAPAN
by
CHEN Fei wen
Executive summery
The purpose of this report was to analyze the situations of TeamLab and digital creations, discuss
some implementation plans and explore the related market.
1. major issues
After reading the materials, there are about three major issues on TeamLab. Details as blew.
First of all, at the current market situation, commercial application of digital creations still remains
immature. Though the market is still a Blue Ocean, it is hard for TeamLab to make a reasonable
profit. There is not enough demand from the market, so TeamLab is still a long way to off. ... Show
Sixty percent of TeamLab's employees were engineers, and another twenty percent were creative
designers. Only seventeen percent employees were charge of the projects and the remaining
employees were back–office operating clerks. The flat organizational structure made TeamLab be
the source of creativity and highly collaborative. TeamLab was easy to make all projects available to
every employee, and encourage constant communication between members. Through its
organizational structure and highly collaborative working process, TeamLab provide a large number
of high–quality and creative products and services. Moreover, its products and service serve a wide
range operation around the world. In addition to digital artwork displayed in exhibitions and
museums, TeamLab also developed new technologic innovations by producing products, phone
applications and digital programs for commercial use.
Brand promotion
In 2011, as Kudo joined TeamLab, the company started to create the company's brand in earnest. It
is pretty interesting that the company do not believe the power of setting a marketing team. Because
it is now the age of internet, TeamLab attempts to take advantage of network communication.
Through the social media sharing, the company received considerable media attention in the past

five years or so.
Further development
Lack of other established players, TeamLab struggled

Capital One's Organizational Structure
"At capital One, diversity means seeking out and embracing differences for the richness those
differences add to our lives and to our business."
(http://www.capitalone.com/about/corporatecitizenship/diversity.php) A company that opens it
business to diversity has the ability to value human differences, and in return acquire beneficial
relationships. Capital One has partnered with MWBE (Minority and Women Business Enterprises)
and the relationship is yielding a positive reaction in terms of the communities that house Capital
One and in the corporate world. Because Capital One is an information based company there
diversity plan is also well thought and proven. The diversity plan includes targeted recruitment,
development and ... Show more content on Helpwriting.net ...
The nodes on the bottom row represent sub–organizations, while the top two rows are individuals.
(Organizational Hierarchy, page 1 para. 3) Old organizational models still exist in the real world
where total control is a complete requirement. These old organizational models mainly used in
government and military and sometimes transplanted to the non–military public companies and
would work to a certain extent, but they have great limiting effect on promoting and evolving
people. The transformed organizational model is quite different and the operating process is quite
different. Figure below gives us insight into why interconnecting the stovepipes is a better option.
We redisplay the organization in 'link patterns' and we see a totally new perspective. By adding the
horizontal ties we have transformed a simple hierarchy into an interconnected group. Recent
research by psychologist Patrick Laughlin of the University of Illinois shows that groups outperform
even the best individuals in decision making. Intelligence information is rarely clear or complete ––
a key reason for having many perspectives and diverse experiences for cross–pollination and sense–
making. (Organizational Hierarchy, page 1 para. 10) This considered being a transformed
organizational model has catapulted companies into a company that is

Final Report Real Time Interactive Group Project
Final Report Real Time Interactive group project
Introduction
For this report the process of creating the game Chased by Snakes as a member of Danger Noodle
will be discussed.
Methodology
For this project it was decided by the group to use a flat management structure, and to follow a
system akin to free development. This method meant that none of the group was the project manager
and instead the thing keeping people on track was their self–motivation to complete the project. To
aid with completing the project at the start of the project a list of work was set out from the
requirements, and then each member of the group picked the tasks that they could complete for the
year. The main reason such a free and unstructured ... Show more content on Helpwriting.net ...
Another problem is that this method requires everyone to have high motivation if they want to
complete the project to a high standard and a as the group is small a few unmotivated people can
bring the whole project down. The group did have motivation problems during the middle of the
project with some group members not producing any work. The motivation could have been reduced
if the work been assigned one at a time instead of all at the start allowing people to focus on one
thing at a time and seeing the list of work get smaller.
A problem with using this flat management with free development is that there are not a lot of
examples to follow with many companies using agile. It seems that this flat management is new to
the games industry and so the group might make some mistakes that others can learn from in the
future who want to use the same structure. There are however some companies that do, valve uses a
flat management structure and so does Chucklefish games (Bithell , Sliwinski, & Orlowski , 2016)
(18:25–19:00). At Chucklefish the flat management works well as there is a small team of people
who are all self–motivated to complete the parts of the game they are working on. As we were
working in a

Organizational Structure Of An Organization
I/ INTRODUCTION: The most important things to run a business smoothly is an appropriate
organizational structure in order to manage workers effectively, have maximum productivity and
achieve the objectives set by the company. The structure of an organization including the method
that an organization employs to delineate lines of communication, policies, authority and
responsibilities. It determines the extent and nature of how leadership is disseminated within the
organization. It is the method to ensure effective channels of communication. In addition, to ensure
the competitiveness, organizations are changing and restructuring in a way that increase flexibility
and strengths. The result is the organization called " flattened in ... Show more content on
Helpwriting.net ...
II/ DEFINITION
1.Hierarchical or vertical organization structure: A hierarchical organization is an organizational
structure like a pyramid– one or a group of people at the top who inform employee of policies and
procedures, point out problems that need attention, and offer feedback about performance; then the
subsequent levels of people below them, who stay in the bottom of the pyramid. This is the
dominant mode of organization among large organizations; most corporations, governments, and
organized religions are hierarchical organizations with different levels of management, power or
authority. In this traditional structure, the communication process flows through layers, employees
receive their works from direct manager, who interprets orders from the higher manager and
employees send information about their work back to the direct manager. This structure makes it
easy to plan and implement business strategies, that is, if employees stick to the established patterns
of communication.
2. Horizontal or flattened organizational structure: A horizontal organization is an organization that
has an organizational structure with few or no levels of middle management between staff and
executives. The idea is that well–trained workers will be more productive when they are more
directly involved in the decision making process, rather than closely supervised by many layers of
management. This structure empowered

Caledonian Credit Company
Caledonian Credit Company (C.C.C)
Outcome DJ42–34 CCCCC
The managing director of C.C.C had asked me to answer the following 7 questions relating to
customer care/ focus and aftercare.
To understand what excellent customer care and the impact of both positive and negative
experiences can have on a customer, we must firstly understand what a customer is and secondly
what Customer Care is.
A customer can either be an individual or a business, on a daily basis we interact with customers
both internally and externally. Each customer will have a unique set of requirements and needs. For
external customers this could be to have bank accounts to save money in, ability to pay bills (Direct
debits etc), buy/sell shares, create pension ... Show more content on Helpwriting.net ...
To enable C.C.C to embrace this concept there needs to be a radical change in the management
style. Obstacles which will stand in the way of customer care would be poor communication, lack of
commitment from management, proper staff training and lack of resources.
The most appropriate style of management would be no.3 the Flat organisation. This will remove
some of the barriers between external and internal customers.
Question 4 overlaps with no.3, to remove some of the decision making levels of management means
that that front line staff need to have the ability and responsibility to make decisions and respond to
customer complaints in a manner which does not need to be authorised by the high level
management. An example of this could be charges placed on a customer's account for their account
going overdrawn due to an oversight. The front line staff can be given the authority to on individual
cases to refund those charges if they felt that it was more an oversight that intentionally abusing the
overdraft facility. In doing this it gives both the customer satisfaction and also the staff in that they
are making a difference helping C.C.C in attaining targets. Empowering the staff should also make
the role of management easier, if issues arise the managers can ask the staff how they think they can
resolve or improve services without them

IKEA: A Case Study Of Ikea
INTRODUCTION
Most players in the furniture industry remain highly focused on their respective domestic markets.
The localization of furniture has become a norm in most countries due to domestic preferences and
demand for low cost. The king of the Swedish furniture industry decided to break the custom and
decided to go global with IKEA.
Since its conception in 1943, IKEA has stuck to its initial objectives and has bound by it till date.
The main objectives being:
Low prices
Produce economical and affordable products for consumers
Better standard of life for people who can't afford an expensive lifestyle
Make sure they meet the customer's every need and demand
FSA (COMPETITIVE ADVANTAGES)
IKEA is different from its rivals in the furniture ... Show more content on Helpwriting.net ...
IKEA has achieved success by offering customer value for functional designer products. The cost
conscience attitude has worked in favor for IKEA amongst its target market.
Flat packaging– easy to assemble and ship
Flat organizational structure has led to fast decision making and less errors.
All furnishing goods under one roof– one stop shop
Cater to all age groups and amenities of store visitors. IKEA provides all necessary family services
for instance, play areas for kids, restaurants, rest areas, these facilities enable people to spend all day
in their stores.
Even though IKEA produces on a wide scale and has standardized products in all its stores, they
have continues to maintain a specialization and made–to–order to a certain extent.
WEAKNESS
IKEA being a global brand is still very heavily reliant on its revenues from European countries as
compared to international stores in USA, Asia and Middle East.
Continuous need to maintain intense control on costs and quality while compromising on profit
maximization.
IKEA focuses on having few large stores, rather than making its presence known in multiple
locations. As IKEA stores become larger they would have more value added services which lead to
increase in operational

Rise Of The New Tech Companies Essay
RISE OF THE NEW TECH COMPANIES
1101IBA Management Concepts
Contents
1. Introduction 2
2. Adhocracy 3
3. Bureaucracy 5
4. Conclusion 7
5. References 8
1. Introduction
Over the last decade we have seen the emergence of a new breed of organisations that are disrupting
every market, regardless of the industry or geographical location. They are driven by technology and
globalisation. The world has witnessed 'the rise of new tech companies' such as Uber, Airbnb and
Facebook that provide software, which act as an interface between customers and businesses. Most
of these organisations do not own any assets or resources, but are relying on contractors around the
world to perform their services, which has significantly reduced the costs of running a business.
These companies have experienced exponential growth and have expanded into different regions
around the globe. Ever–changing global markets and digital disruption have forced companies to
innovate rapidly, adapt their product and services, and stay connected to local customers.
The issue new tech companies are facing is to create an organisational structure that promotes
innovation, while being adaptable enough to facilitate their whirlwind growth into the global
competitive market. The aim of this report is to find a suitable organisational structure that relates to
the potential management problem of these companies. The report will examine and discuss two
contrast theories in organisational

Flat Organizational Structure Essay
On the other hand, tall company must perform various levels. For example, low level employee
must report to a supervisor, supervisor must inform to a manager, then director, who reports to a vice
president, then finally, information send to the top management. In addition, staffs of a tall
organization have many layers to pass for decision making which leads demotivates to the
employees to work and decrease on the working condition which directly affect to the result of
organization. F. Raza, (2016), what's the ideal structure for your organization? Suggested that,
decisions of top organization can be easily communicated to middle level helps to make accurate
mission in the organization in flat organization. a flat organization give. (2015), ... Show more
It is useful for small types of business or co–operative. Communication level also fast and reliable
between managers and employees. Connects the global issue blog, (2015), 'advantages and
disadvantages of flat organizational structure,' decision making is easy and adopted faster because in
flat structure lower level have more power to decide and make decision immediately. In flat
organization, the disadvantages are easily losing control because few levels and less supporter can
found. sometimes work pressure creates conflicts between employees due to one manager should
handle the whole responsibilities in once time. Sometimes management and employees between
them raise misunderstanding for power because lack of specific boss for work in the condition of the
absence of owner or CEO in the organization. Addition, in the case of promotion of experience
employees to improve their skills may find difficult to hard to search satisfaction this may leads
brain drain in the organization and government too. less chance of promotion in the flat organization
because few levels and which demotivates the employees so they can move anywhere in searching
of the better future which directly hamper the productivity, growth and price, product. worker can
fulfill the different roles in the flat company they do not have specific post so it's hard to play role
on their task to and to perform the groupwork is difficult because many subordinates under one

Lincoln Electric Essay
The two most important issues that Lincoln Electric is faced with are as follows. First, the inability
to meet customer demand because of the shortages in supply creates opportunities for competing
firms to enter the industry. What resources and capabilities does Lincoln Electric have that can
mitigate this threat of entry. Second, the emphasis put on the monetary incentive plan leaves the
company vulnerable in economic hardships. How can Lincoln Electric continue to encourage
competition and quality without a high emphasis on monetary incentives? Examining the arc
welding product industry structure will help identify the opportunities associated with that structure.
Arc welding is part of the emerging, mature, and international ... Show more content on
Helpwriting.net ...
For example, their valuable and rare inventory control team maximizes efficiency and lowers cost
by loading palettes completely full of product while the competition loads palettes only half full of
product wasting valuable room. The threat of suppliers, threat of buyers, and threat of entry are the
significant threats in the arc welding product industry. Suppliers in the arc welding product industry
include all of the employees that make up a company. The suppliers can threaten performance,
quality, and production cost. The temporary competitive advantage that Lincoln Electric uses to
mitigate this threat is a valuable, (fairly) rare, (fairly) costly to imitate, organizationally competent
employee compensation program. The program includes large bonuses, pays per piecework, and
guarantees 75% employment forever. This program also exploits the opportunities associated with
the cost advantages in the mature and international industry through economies of scale. For
example, the learning curve illustration in figure 6.2 and equation 6.5 in chapter 6 of Barney shows
that as the cumulative amount of time spent on a project increases (turnover is low), per unit cost
decreases. Due to the rapid change in industry demand, the threat of buyers quickly becomes an
issue. Without adequate supply, buyers are forced to move to new suppliers. This can lead to a loss
in future business. Lincoln

Advantages Of A Flattening Chart
Advantages and Disadvantages of a Flattening Chart
Jyoti. Waddigeri
MSH512 WP: Health Education Program Administration
Professor: Dr. Alexander Riley
United States University
05/15/2016
Abstract
Flat organizational structure is agencies model with few or (much of the time) no levels of middle
administration between the administrators/executives and the staff level workers. It was outlined
with the possibility that learned and very much prepared employers will be more gainful when they
are straightforwardly required in the basic leadership procedure of the association, instead of being
administered by numerous administration layers. At the end of the day, representative contribution is
advanced by decentralizing the basic ... Show more content on Helpwriting.net ...
At that point, obviously, flat organizational structure is for everybody. New businesses and little
business ought to weight its advantage and disadvantage before choosing to execute it in their own
particular business.
Advantages of Flattening Chart
1. Cost Effective
In this flat organizational structure, there are less (or no) supervisor layers between the official
executives and the staff people. This implies there are less wages, incidental advantages to pay for
administration. Compensation related costs are lessened, empowering the organization to save
amount and additionally give better pay to its specialists.
2. Promotes Rapid Decision Making
Another point of preference around a flat organizational structure is there are few decision– making
hoops. Fewer individuals must be counseled around a choice, permitting the administration to give
quick reaction to any issues or concern. It makes an immediate correspondence line between the
individual sitting behind the work area (CEO) and the general population on the cutting edge (the
specialists/workers).This faster decisions make this structure very beneficial.
3. Helps for Clear Communication
What generally happens when data is gone on through a progression of ears and mouths is that it
wound up either contorted, puffed up, or emptied. At the point when communication is gone
crosswise over numerous administration/management layers, there is a

FBI Case study
An organization's design is made keeping in mind the decision making principle of the company and
the flow of information (both formal and informal) within the company. Four organizational
structures are the most common to all organizations, namely: hierarchical, flat, matrix and
networked.
The hierarchical structure comprises of a top level management and keeps getting segmented to
different levels depending on the work that has to be done. The decision making is done by the
topmost level management in the structure while the lower level work force follows the rules made
by their seniors. The lower levels are grouped basing on their department of function such as
marketing, sales, production etc., or they are divided as divisional teams ... Show more content on
Helpwriting.net ...
In the FBI case, it was their lack of information among departments that caused the ineffectiveness
of its performance. In the article "Who killed the Virtual Case File?" it is clearly identified that the
gaps in information made it difficult to solve issues in crime and terrorism.
Though the senior management in both the company cultures showed failure in embracing
technology for example in the case of FBI paper work was followed instead of using electronic
documentation, FBI also failed to identify the use of database in a smart and effective manner to
store and share information securely among departments. This was however not the case with
Kodak. It was the reluctance of senior management to accept the new technology though they
identified the new horizon of business identified by them.
Though Kodak had flaws with decision making by its senior management, they have acted upon not
making hierarchical structure as their organization's framework. Another article called "Lessons
from the past by Jessica Lipnack and Jeffrey Stamps on "Turning Hierarchy on its Side" explains the
famous "Pizza" organization of Eastman Kodak. This structure encourages that company to
communicate horizontally and not vertically. There is no up or down chain of command, instead it is
a cross–sectional approach. Though it maintains hierarchy, the CEO's role is more central in the
structure rather than

Organizational Structure Of Zomato
INTRODUCTION
Zomato is a discovery platform for restaurants which provides information on Home Delivery,
cafes, Nightlife and Clubs. It is one of the few innovative ideas of it's the recent decade as it has
added information of menus, photos, Cost for two added as important features for consumer
experience.
The mission of Zomato is to ensure that nobody has a bad meal and they are doing this globally. The
service provision of Zomato works in the following ways–
1) Helping people discover great places to eat around them– The Zomato team visits all the listed
restaurants every three months globally to ensure that the data is fresh. To ensure a perfect consumer
experience they have helped to create an interactive interface where food lovers ... Show more
Zomato has focussed not only on its customers through applications like online ordering,
associations with Uber Cabs and Table reservations but also focussed on its clients from which its
gain its major source of revenue so together they ca give an ultimate user experience to the end
consumers. The introduction of white label applications is one such thing Zomato has done recently
where Restaurants have been their own customary applications so as to manage their online space in
a more effective and approachable way. White label includes

The Structure And Culture On An Organization 's...
Introduction
The aim of this essay is to summarise the relationship between the structure and culture on an
organisation's performance and Pobl as a not for profit organisation. Pobl is a mental health charity
founded on the idea of 'People helping People'. It was established by David Bentley–Miller, who
had experienced a mental health illness and found that there was insufficient support, consequently,
he started a charity with like–minded people to aid those who were also affected. The charity also
supports a food share scheme, Mental Health for Armed Forces, and Mental Health training courses
for companies, which also financially supports the charity.
The relationship between structure, culture, and people has a huge effect on an organisation's
performance. It can boost employee's moral, help set the guidelines and ethics of a company and
increase the efficiency of the company's workload.
Organisation structure
An organisation structure is a system in which the employees of an organisation are sorted to define
job roles, responsibilities and to show them who they report to. There are many ways in which
modern day businesses can structure themselves, it can depend on many factors; how large the
business is, how many people it employs and what day to day business activities require. Large
businesses tend to have tall hierarchical structures based on products/functions whereas smaller
businesses will have flatter structures. It is important to note that there is not one

Work Based Assignmement: M4.01: Understanding the...
Title Page
"Understanding the management role"
Work based assignment:
By Sian Thompson
Word count: 1947
WORK BASED ASSIGNMEMENT:M4.01:
UNDERSTANDING THE MANAGEMENT ROLE
INTRODUCTION
The purpose of this assignment is to show a greater understanding of the role of a middle manager
within an organization and the way in which it works.
THE ORGANISATION IN RELATION TO ITS PURPOSE AND ITS STAKEHOLDERS
Hair @ Hall Garth, is a small hair salon located within a well established country hotel. It has been
trading since September 2012 and is gradually becoming a popular salon and building up a regular
clientele.
Hair @ Hall Garth aims to provide an individual professional service tailored to the client's needs.
To offer ... Show more content on Helpwriting.net ...
Stakeholders
A Stakeholder is person group or organisation that has an interest or concern in an organisation.
Stakeholders for the salon include; * Our customers * Ray and company and salon services,
suppliers of products * The community * Government * Employees and salon owner
Different stakeholders have different objectives. The interests of different stakeholder groups can
cause conflict.
Owners generally seek high profits so may be reluctant to pay high staff wages.
A business decision to move production overseas may reduce staff costs. It will therefore benefit
owners but work against the interest of existing staff, who may lose their jobs, customer may also
suffer if they receive a poorer service.
Owners have a say in how the aims of the business are decided but other groups also have an
influence over decision making.
Customers – Businesses that ignore the concerns of customers may find themselves losing sales to
rivals.
Within a small business the primary stakeholders are the owner, staff and customers.

THE ROLE OF MANAGEMENT IN ACHIEVEING GOALS
Middle managers are responsible for carrying out the goals set by top management. They do so by
setting goals for their departments and other business units. Middle managers can motivate and
assist first–line managers to achieve business objectives. Middle managers may also communicate
upward, by offering suggestions and feedback to top managers. Because middle managers are

Essay Valve Case Study
1101IBA – Management Concepts
Literature Review and Report
Valve Case Study
By
Muhammad Rabani b. Shamsul Khairil s2834180 Semester 2, 2012
1 583 words
Table of Content
1. Introduction 3 2. Problem Identification 3 3. Analysis 4 3.1 Vertical Organisation Structure 4 3.2
Horizontal Organisation Structure 5 4. Recommendations 6 5. Conclusion ... Show more content on
Helpwriting.net ...
This enables organisation a better at designation of tasks to employees or departments within the
company, have well–defined responsibilities for employees, and are generally easier to manage. This
enables problems to be solved quickly and projects or tasks are done according to plan. Because of
this distribution of power and centralisation in decision making, vertical organisation structure
provides the organisation the ability to grow efficiently as well increase productivity (Mihm et al.
2010, p 831). As company grows large, management are required to solve problems that are
complex because of multiple relevant technologies, globalizing markets, multiple interacting
business processes, and collaboration with external partners, vertical organisation structure helps in
solving these challenges.
A major problem for vertical organisation structure is that because of the pyramid shapes of the
structure, it lacks the transparency of information because each layer muddles information more and
more and tends to create boundaries between departments or branches in an organization. For
example, person down one branch must go up the chain of command on his branch and then down
the chain of command on the other branch in order to interact with someone down the chain of
command on a different branch (Damraks 2009, p7–8). This may lead to poor inter group interaction
which can result in

Research Paper On Fedex
1.0 Introduction
This study scrutinizes the culture and structure of two corporations: Microsoft and FedEX. Further,
the similarities and differences of structure and culture of an organizations are examined. The
impact of organizational structure and culture on business performance and the factors that motivate
employees in an organization are examined.
Diverse methods of management and leadership along with the theories of management are
discussed. More so, comparison of the soundness of the different type of leadership styles use in an
organization are discussed. The way organizational theories explain management in practices and
the way organizations applied the theory are discussed.
Furthermore, the diverse relationship that exist among ... Show more content on Helpwriting.net ...
This new structure and culture are said to be right and best way a company is being managed. The
new dimension of the structure and culture of the corporation spur the of the company to $69 billion
in 2011 (Microsoft, 2011). The new flat organizational structure creates a lower hierarchy in the
corporation but the hierarchy is termed to be powerful in the company. The reduction in the
hierarchy level makes the Chief Executive Officer to get involve in decision making process thereby
making decision process efficient and

Culture Analysis: Cultural Analysis Of Lincoln Electric...
Cultural Analysis of Lincoln Electric Company
When Mr. John C. Lincoln left his then employer, the depressive Elliott–Lincoln Company, to start
his own venture, it seemed that the unpleasant working experience at the former employer had
instilled the initial thought of creating a worker–friendly working environment for his business. This
laid the foundation of the company's culture – to treat its employees well. Furthermore, John's senior
brother, James F. Lincoln joined the company in 1907 and became the active head in 1914. James,
as the son of a Congregational minister with Christian philosophy at the center of his business
philosophy, helped facilitate the setup of an Advisory Board that would advise him on company
operations, a reflection that the company Lincoln Electric engages employee to create a more open
atmosphere and a flat–to–some–extent structure. The two founder's personalities, background and ...
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This is a vivid example of how founder/key management team's personal value and background has
a play on an organization's culture. The company strives to provide a relatively competitive payment
package to its employees to incentivize productivity. As the case study noted that typical Lincoln
employee earns about twice as much as other factory workers in the Cleveland area. Most of the
interviewee in the case study also said that they made more than their counterparts at other plants
and production at Lincoln Electric plants were higher than that of the other plants. Some of the
interviewees said outright that the incentive plan, money or compensation are the major advantages
working at the company, and since the more one produce the more one make, so productivity is
enhanced through money incentives as well. The manufacturing procedures appear efficient. The
company's almost zero worker turnover, on the other hand, also attested the success of its
compensation

Personal Statement : Defender Direct Will
Ethan Thomas COB401 / Prof. Stiver Assignment #2 6/14/2015 Introduction By the first of next
month, DEFENDER Direct will officially be known as Defenders. This has been an endeavor
lasting months. Each aspect of the company has been contributing to make sure there is a successful
transition into this rebranding strategy. Through analysis and research it is easy to observe how the
entire company has properly prepared and affected this transition. With many moving pieces,
Defenders has still stayed true to their goals, values, and mission statement. They are still the top
marketer, seller, and installer of ADT Home Security Systems. Properly titled an Authorized Premier
Provider for ADT, Defenders continually strives to constantly grow and ... Show more content on
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New employees are encourage to become growth orientated learners, competitive winners, and
humble servants. By understanding and following these values one can truly grow. We are called to
grow and inspire leaders who love and serve people (Defenders, 2015). Leader is emphasized with
the mantra "Everyone is a leader" (Defenders, 2015). A mission statement is created and used to
portray larger environment goals and should indirectly guide individuals within an organization to
greater outcomes personally and professionally (Kotler & Armstrong, 2014, p. 63). In this mission
statement, the focus never hits directly on what the company does or accomplishes from a business
aspect. By investing so heavily in the employees themselves, Defenders simplify the business and
encourage growth in the individual to reach bigger goals. Defenders have always stressed company
culture and its overall mission. The re–branding has not truly affect what is being implemented, but
created more importance on the individual employees. Each employee is a defender, and the
company is properly renaming itself in support of each defender that works for the company. This
internal re–branding was the first piece of the much larger puzzle of interesting the brand to each
piece of the company and to the business world. By renaming themselves to reflect their

Flat Organization Model Essay
Every organization needs a model to which they can structure their companny on, it is how they
structure their organization that will determnine the relationship among the workers and the
management. As for the nursing structure of the organization model it is imperative that the model is
operational and resouresful in that the function of the organization can reach its common goal and
mission. Since no company can function on it's own it is imperative for the company to ensure
commitment and integrety. Therfore, no matter which model an organiztion uses there will be pros
and cons to each side. When looking at the flat organization model, for example, there are several
pros to this. The first is the decentralization of the company, which ... Show more content on
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Although we are addressing the needs of the patient and we have compasion in our job, the idea of
nursing shortages, and understaffing is a big issue among the nurses. In order to appropiately meet
the needs of our clients and improve their health, the organiztion has to implement some type of way
to get the patient ratios to nurses to a safe level, decrease the fatigue of the nurses, thus decreasing
the turnover (Huber, 2014). In addition, I feel that caring for the staff is lacking in the organiztion
and with the lack of caring comes the lack of euthisam to do the job you were hired to do. In order
to correct this, companies need to first of all, evaluate why the staff feels like the managers or
facility are uncaring. We at OhioHealth have yearly evaluation of the company in which we can
annominsly state our concerns, our feelings of our manager, staff, and insurance just to name a few.
Consequently, the managers along with the Chief executive manager, summerize our opinions, and
attempts to make changes. For example, we recently filled out the form and our main complaint was
our insurance. So after the powers–to–be came together, they actually made some improvements to
some of

What Makes A Good Manager?
Case Essay
From the study of GE as a company and Jack Welch as the CEO, you gain a very clear picture an
effective a leader drives an organization forward. According to Goleman's 6 Leadership styles, Jack
Welch's style is more of a "pacesetting" and "coaching" style where he inspires those under him, sets
the expectations and continuously looks to all areas of the organization for its future leaders
(Benincasa). It comes down to one simple method: get rid of unnecessary hierarchy, and promote
the empowerment of the lowers levels in an organization. When using this method of cultivating
new leaders, any organization can not only succeed, but sustain for decades.
When Jack Welch was asked, "What makes a good manager?", this was his response: "I prefer the
term "business leader." Good business leaders create a vision, articulate the vision, passionately own
the vision, and relentlessly drive it to completion. Above all else, though, good leaders are open.
They go up, down, and around their organization to reach people. They don't stick to the established
channels. They're informal. They're straight with people. They make a religion out of being
accessible. They never get bored telling their story (Tichey)."
Jack Welch's outlook towards leadership and management is summed up into a few uncomplicated
thoughts:
1. ensuring free information flows throughout the organization
2. encouraging people to talk, listen and be open to new ideas.
Both of these can be achieved by something

Reward Power And Reward Powers
1.3 If I am the manager working in restaurant, and I will use some rewards to my employees such as
reward power. Reward power is like ability of one person like me, a manager in this restaurant to
influence my employees. Like positive appraisals, salary increments and promotions. If someone in
an organization, people who in charge this organization wield reward powers can influence the
actions of other employees. And as a manager in Peace restaurant, I should use my reward power
well, then I can motivate employees greatly. But if I use it through favoritism, then, reward powers
can make employees negative greatly when they are working. If I am a manager who has the reward
powers, I will ask them about their hopes in rewards and reward them fairly, then make sure to use
rewards only after they have been earned. (2) In my opinions, reward power arises from the ability
of a person to influence the distribution of rewards in an organization. Then, if manager use the
reward power, then he or she should use it fairly to the employees. Rewarding employees when they
are hardworking and also can ask the hopes of wonder, then it can motivate employees greatly.
Punishing employees when they are lazy on working and encourage these employees to get better on
their job. A manager holds in an organization 's class who has positional power should has good
influence because he or she can set and enforce standards and use and distribute organizational
resources. And person like this must and

The organization structure of NJIT
Question 1: Using NJIT as an example, explain how its organizational structure influences how
work is organized, how people and groups communicate, and how decisions are made?
Before explaining how the organizational structure of NJIT influences the organization of work,
communication and decisions, it is essential to understand how the NJIT is structured.
Organization structure of NJIT
The organization structure of NJIT is complex and highly centralized and hierarchical. It is governed
by Board of Trustees and Office of the President reports to the Board. Various other Vice Presidents
like, the Human Resources, Academic support and student affairs etc., report to the President's
Office. Each of these Vice Presidents have their own ... Show more content on Helpwriting.net ...
The roles are loosely defined and everyone has the autonomy and independence to work. Rules are
often meant to be ignored.
Google is one such company which is a classic example of network organization structure.
How different it is to work in an organization like Google? How does it differ from a typical
bureaucratic organization? Here are some of the key differences.
1. No bureaucratic jungle. It is nice and easy to reach to the top management without wading
through the bureaucratic jungles of the corporate hierarchy. Google has a flat structure of
organization and there are very few layers between the top management and lower managements.
This is quite contrary to any centralized hierarchy.
2. Borderless: There are no pre–defined limits for an employee to work within and adhere to. The
focus is more on corroboration rather than working in isolation and taking directions from the
superiors. There are no predefined rules to be followed.
3. Empowerment: Every employee is empowered. If the employee has a passion he is empowered to
go and do it. An employee may be just new, yet he is empowered to crack a complex code if he has
passion to. No permissions required no need to wade through the hierarchy of authorities to get the
permission to do it. There is no micromanagement involved here.
4. No Rules: There are no rules for the employees to work at the desk. The employee can work
anywhere and do the work. The environment is more employee friendly and has no boundaries of

The Effects of Organizational Structure, Culture and...
The Effects of Organizational Structure, Culture and Management Style on the Performance of a
Business
J–Sainsbury's is a hierarchical organisation. The hierarchal structure starts from the Chairman (non–
executive) and deputy chairman are at the highest level in the hierarchical and the rest come under
them level by level, depending on the job. To reduce communication problems for Sainsbury's they
can set up special systems to improve flow of information. One of Sainsbury's aims is to make
shopping more quick and effortless for customers. In order to find out how this can be done the
marketing and research department has to look into this case. By doing this Sainsbury's are able to
meet their targets. ... Show more content on Helpwriting.net ...
Disadvantages would be that all staff would not be able to communicate back to manage in terms
that all staff cannot answer back to the decision that has already decided. Also the paths for
promotion are less well defined as there are fewer levels compared to hierarchical structure.
Objectives in which Sainsbury's hope to gain while using the flat organisational structure is that
where there is one line of communication between the manager and the operational staff it is easy
for work to be done and messages which are important or not that given on time and correctly
whether they are written or verbal. The culture in which Sainsbury's use is power culture which on
performance would show that Sainsbury's has done well in the culture in which they use as the
performance of Sainsbury's has become very well known as they are well known nationwide and the
performance of the workshop floor is that of a good standard as all Sainsbury's restaurants are well
organised between the employees on the shop floor as everything runs smoothly.
The disadvantages of this culture for Sainsbury's are that if there is a miscommunication between
the manager and its employees then problems could occur when work is happening. Also employee
may get fed up with trying to impress and will be less motivated than if they where treated equally
on a level where they are respected and are not

Organizational Structure Of A Corporation
Appex Corporation
When Ghosh joined Appex, he walked into a company full of chaos with no definable structure. The
rapidly growing company was ill–equipped to manage its growth at the rate it was expanding. There
were no formal policies or structures in place to manage this exponential growth. As the number of
products increased the lack of structure became more pronounced. The work became mostly crisis
management, leading to a decline in customer focus and production. Additionally, finances were not
managed with any planning or structure causing Appex to lose money rapidly. Ghosh, eager to test
his skills, attempted several organizational structures to stabilize Appex.
Circular Structure
Circular structure is a nonhierarchical organization structure with the senior executives in the center.
The circle centers on the executives, followed by the managers, then employees, and then the
customers. Ghosh used this system as an attempt to create a continuous flow of information through
the organization. One problem identified was that current employees could not relate and new hires
did not understand. New hires looked for a hierarchical structure to understand the flow of power for
decisions and their performance evaluation but were unable to identify such within this
organizational structure. Additionally, this structure did not formalize any type of business planning.
Horizontal structure The horizontal structure is the traditional vertical organizational structure

Appex Corp. Essay
MEM 6970 Engineering Management Problems
Assignment 2
Ileana Rodriguez
January 27, 2013
"Appex Corp."
1. What were the challenges that Appex CEO Shikhar Ghosh faced when he joined Appex? Why
were "structure and control" deemed necessary? Following were the challenges which Ghosh faced
when he joined Appex: * The organization was initially small and the decision–making was
centralized among the key executives. All other employees were only involved in developing and
selling products. * People had expertise in definite sectors but everybody did nothing. * There was
no functional structure, roles were not defined and there was no job description * As the market was
growing, more projects poured in and people worked ... Show more content on Helpwriting.net ...
Problems Addressed:
1. It provided clarity of responsibilities and authority across different functions
2. The structure succeeded in focusing the company on completing tasks
3. It accounted for a greater degree of control
Problems Created or persistent:
1. Confusion in defining the functions – How many distinct functions should be created, should
marketing be a part of sales, should there be separate finance, human resource and accounting
teams, etc.
2. Confusion in assigning new management roles – Who should head each of the teams, could the
same management personnel handle the responsibilities with the rapid growth of company, etc.
3. Horizontal reporting structure of the functions displeased the Board of Directors. The board
wanted a traditional hierarchical structure.
4. Politics came into existence – People became concerned about their titles and desk locations
5. Heads of the teams started creating sub –functions within their team – Organizational chart grew
vertically and horizontally and managerial roles kept on increasing within sub –functions.
6. Teams became polarized – The distinction between various departments inhibited working
relationships and involvements. The cost of resource allocation separately to the teams increased.
7. Role of personalities came in

Flat Management And Transparency Worked For Them Essay
This post is inpsired by a post I found recently on inc.com
I found this title to be very intriguing. So much so that I decided to do some research as to why Flat
management and transparency worked for them.
So Here is why!
Introduction
Flat management is an organizational structure which eliminates intermediate executive levels and
their functions. In this, the top most level of management is in directly intertwined with frontline
customers, employees on the floor and salespeople. Undeterred by their breath, flat management can
be benefited from various advantages for the customer like faster response times and also other
customer preferences.
From increased productivity to faster decision–making, here are 5 compelling reasons as to why flat
or horizontal management could work for your company.
1. Focus on core Products:
With a flat management system there is more time to listen to your customers and their reviews on
the products. Thus giving you the feedback you need to refine your the product. With a Flat structure
you don 't have to deal with the nitty gritties of Human Resources or any issues related to it.
Departmental meetings are also not required. Staff meetings, however, should be conducted at least
once every week so that you can have a clear status about the state of the business. In this meeting
you get a good opportunity to discuss on ideas and techniques offering customer service
suggestions, content, new product features etc.
It has been found that flat

Report- Change of Management Structure
Report
1. Proposed Change of Management Structure
Introduction Asos.com is at current a leading online fashion store for men and women, which is
based in the UK and attracts an impressive 3.3 million shoppers every month. The site has a
whopping 1.8 billion registered users and the group profits are probable to exceed £7 million. The
company has achieved significant growth since its inception in 2000 and is surely on the path
towards conquering the online fashion retailing market and attaining greater profits in the coming
years. As a company progressively grows, it becomes essential for specific changes to take place
within the organization. These changes are in relation to the management and organizational ...
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Weekly meetings among division heads to discuss operational predicaments and setbacks are an
example of an internal objective that may possibly be implemented for the benefit of the
organization (Recruitment goals for seasonal staff are an example of an external objective of a
company). By following this course of action, it becomes possible to determine the changes that
need to take place within the organization by reviewing the business plans, goals, missions and
objectives and it is the initial step towards building a fresh organization structure. In addition, it
would be beneficial if the organization uses a wide span of control within the company. This
basically means that every department head is expected to report to the general manager which in
turns ensures a well–organized chain of command in the company's structure. As the organization
grows the number of divisional managers' increase, as does it result in a lengthier chain of
command, but by implementing a system of wide span control within the company there would
undoubtedly be efficient organization within the company. It is also very important that the various
departments within the organization's responsibilities are clearly defined. Since the organization
Asos.com is an online fashion store, high quality customer service is primarily very essential. In
order to ensure customer satisfaction, it would

Mrs Fields Cookies
Situation: In 1977, Debbi Fields opened her first Mrs. Fields ' store in Palto Alto, California. The
Mrs. Fields store concept quickly expanded to a national and international level. With more than 500
Mrs. Fields ' cookie stores in 25 states and five countries on four continents, Mrs. Fields ' Cookies
was dependent on a corporate structure that was technologically advanced. The company 's
organizational strategy included a flat organizational structure feel and a management control
system that "put as much decision making and intelligence into the store level PC as is necessary to
free the manager to do those things that uniquely people do" (HBS, p.6).
Critical Issue #1: A Flat Organization In a flat organization structure, ... Show more content on
Helpwriting.net ...
The system also allowed for more timely decision making as attested by Tom Richman:
[e]ven when she isn 't there, she 's there...in the standards built in the scheduling program, in the
hourly goals, in the sampling and suggestive selling, on the phone...technology has 'leveraged '
Debbi 's ability to project her influence into more stores than she could ever reach effectively
without it. (HBS, p.9)
In a networked organization, "extensive use of communications technologies and networks ...renders
it easier to coordinate across functional boundaries" (Pearlson, p.68). This is evidenced by the MIS
organization at Mrs. Fields '. The MIS organization was divided into financial, sales, micro–systems
and operations. It can also be argued that when Mrs. Fields ' Holdings, Inc. purchased La Petite
Boulangerie and reduced their administrative staff from 53 to 3, this was made possible by
absorbing the majority of the functions, including accounting, finance, and human resources into
their existing organization. This was undoubtedly made possible by there is evidencing the
importance of communication. Critical Issue #2: IT and Management Control
According to Pearlson, IT "profoundly affects the way managers control

The Threats Of Interglobe Enterprises
Threats of InterGlobe Enterprises
Presence of existing big brands in the global market – the company in the international market is yet
to be visible. There are already big brands and big companies in the market which are a threat to
InterGlobe.
Emergence of small information technology companies – IGT also started years ago as a small
information technology firm. Now with the availability of high skilled labs and capitalization, new
companies are emerging in the industry and making great success. The companies that are emerging
now have more opportunities than IGT had during the start–up stage.
Dynamic technological and operational environment – The working environment has become
extremely challenging and dynamic. Every day brings ... Show more content on Helpwriting.net ...
HR professionals are no longer administrative support staff who process transactions related to
employees. The days of an HR leader being a people person with soft skills have long passed. There
are no soft skills, there is only business acumen. The focus has shifted from what HR does to what
they deliver. Simply stated, the bar has been raised.
In this era of outsourcing, it is often seen that companies are outsourcing their work to different
organizations and consultants. In HR, disciplines such as payroll, health insurance and
reimbursement may be outsourced. However it is unlikely that a successful organization would want
to outsource its HR staffing, recruiting, development of policies and procedures, and succession
planning to another organization because of the nature of the work. Today, HR is equally responsible
in failure or success of an organization.
For strategic ideas to be effective, human resource department of IGT understands the business, its
industry, and its competitors. As a strategic partner, the HR aligns business objectives with
employees and management in designated business units. Operations and HR together are involved
in all the phases–recruitment, training, development, retention, and performance planning.
Following are a few examples how HR functions as a strategic

Appex Corporation
EAE Business School. IMBA. Carlos Díaz. APPEX CORPORATION 1. What problems do you
observe in the organization before Ghosh arrived to the company? * In spite of the small size of the
company, with 25 employees and a potential business because of the new cellular industry, there was
a lack of organization and administration in the company. * Everyone was doing just what they felt
like, people where arriving late at work, did things on their own time and the customer service was
very poor. * The company had a problem with financial planning and the investors needed someone
to put control and an urgent structure. * The employees were ... Show more content on
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New strategy: To have control. Option: Traditional hierarchical structure Hierarchical, Functional
Structure * Functions organized as teams: Sales/Marketing team, Software development and
services team, Engineering and technology team, Operations team, Finances team, HR team,
Administrative team. * Issues: How many distinct functional teams? Marketing separate of sales?
Finance and accounting and hr teams by separate? Heads of teams? The titles, desk locations, and if
the person that was head of the team was the better for that position. * Results: * The team structure
succeeded in focusing the company on completing tasks. * Sales people now focused on sales,
financial people did financial planning * The structure improved the company's basic capabilities. *
Ghosh was involved in everything. * After few months: * As a natural tendency, the heads of each
team created sub–functions within their team. * The organizational chart grew vertically and
horizontally. * Appex ended up having to spend more money on system development and operation
than previously * Hired managers that didn't know about the product and it was very difficult

Case Study Of Criteria
Started as a small cabinet business in the mid–1960's Criterion furniture was established by two
brothers, Wally and Brian Smaill. It started out as a simple business in their garage and soon
transpired to be one of Australasia's largest marketers and manufacturer of ready–to–assemble
furniture and succeeding to achieve large target markets in USA and several parts of Asia. This case
study pertains to Criterion group from the 1960's to the year 2000. Business for this company
peaked in 1980 while steadily declining shortly afterwards and by the year 2000 the business was
working on reinventing itself to remain in production. (Campbell–Hunt, 2000) This assignment will
outline the problems Criterion face based on several issues and what should ... Show more content
on Helpwriting.net ...
The brother's motivated the employees by having training courses to ensure high–skilled workers.
(Campbell–Hunt, 2000) After the dip in sales during the 1990's, Criterion's upper management
figured that they had change their style of motivating their employees and accepted the lessons that
could be derived from the Hawthorne studies which states that people tend to rise to their employer's
expectation after being singled out with praise. (Schermerhorn et al, 2014) While Criterion does
follow Maslow's hierarchy of human needs (Schermerhorn et al, 2014) starting from the
psychological needs to helping the employees achieve self–actualisation, however it could be said
that the rewards that were given out to the employees had no relation to the company's goal of
achieving higher levels of sales and this in turn, made the employees to act out of own self–interest
instead for the good of the company, as could be seen with their insistence of being "cell leaders".
(Campbell–Hunt, 2000) It would also have worked in Criterion's favour if they realised the result of
the Hawthorne effect earlier rather than in the late

The Core Values Of Zappos

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