The reason for why governments in developing countries sometimes are unable or unwilling to implement polices that create favorable conditions for economic growth boils down to two main reasons: social issues and political issues. Political issues are just as multifaceted as the social issues. Due to corrupt governments and regimes the lawlessness spreads throughout the developing nation like wildfire. Political issues revolve around the basic needs of a nation such as simple, yet, necessary infrastructure of schools, hospitals, septic tanks, etc. The necessity of public goods is vital for a developing country to survive, maintain, and become what we consider today, a developed country.
This is threatening because it creates a fear of the unknown future as well as failures. Change can also be annoying if someone else is trying to tell us how to do our job better when the existing way of doing business may have suited us just fine. To effectively and efficiently implement change, it is therefore important to understand the reasons why individuals resist change. I will briefly describe the four common reasons for resistance to change and then discuss methods for overcoming resistance to change2. Reasons for resistance to change Resistance to change is a reaction.
This advantage is most especially important in the technologies sector, in which a definitive product of specific design or purpose sets the standards for which other organizations can find most difficult to match. Though designs may be similiar in style, the cause of entering into an untapped “arena” may provide unparalled precedence in the industry. Additionally, being a first mover provides the organization the ability to set pricing at whichever value suffices its tactical goals (primary goals), as well as an enhanced demand for a rather new and innovative product. However, the problem with being a first mover is actually based upon the contrary to what is mentioned above. Without prior market penetration of an organization’s competetitors, the usefulness and effectiveness of properly marketing a new product or service can be quite burdensome.
Identifying where change needs to be made is not always obvious in an organisation. Simply challenging the ‘status quo’ or ‘it’s the way we’ve always done it’ can lead to new ideas and ways of ‘thinking outside the box’ that benefit the company. AC1.2 Identify the barriers to change and innovation in the organisation There can be multiple barriers when trying to implement change. The organisation may know they need to make changes but lack of planning or lack of agility can stop progression. Employees and Managers play a
3) What are the factors that lead to or impede successful ABC implementation (i.e., individual, organizational, technological, external) and which factors were present in the case of Universal? Do these success factors tend to be more behavioral or technical in nature? Universal Electronics’s standard costing system was basically allocating large pieces of overhead to production processes, and burying essential elements of manufacturing costs. These methods not only created incorrect costs, but also they did not provide the costing accuracy or level of detail needed in that competitive business environment. There are several factors, or lack thereof, that can have a direct impact into a successful or unsuccessful ABC implementation, and these can be categorize as follows: * Individual Factors: * There should be individual(s) with expert knowledge of ABC in order to successfully implement this system into a company.
It is too easy to assume that they are just not capable of performing any better. Usually it would mean that they are demotivated so you then need to look at why they might be feeling demotivated and what you can do to help to rectify this. The appraisal process should be used to get the employees point of view and discuss what each party could do to re motivate them and get an improved performance from them. These could include more training, improved working conditions or possibly solving employee disputes etc. You obviously cannot just give in to all demands an employee might make however and you have to discuss options in depth and try and find suitable outcomes to benefit both parties.
Capacity is a key element in a firm’s production strategy; all resources (manpower, facilities, machinery) impact strategic capacity planning. Strategic capacity planning involves many variables, which provides flexibility in targeting specific production objectives. Conversely, poor strategic capacity planning can negatively affect a company’s production process; for example, it would be detrimental to a company that produced perishable or time-sensitive products to maintain excessive warehousing space, since the product has very little shelf life. The opposite would also be true—if a company had insufficient warehousing for nonperishable or non-time sensitive goods, it would not be able to store sufficient product to meet customer demand during surge periods. In supply chain management, strategic capacity planning controls the demand of new opportunities at minimal cost (Chase, Jacobs, and Aquilano, 2006).
Sultan Molla MGMT-325 Thursday, December 15, 2011 Incentives Incentives are a major factor to consider when you are responsible for a business. Incentives can greatly affect an organization in many ways, and the type of organization determines what incentives are most suitable. These incentives are not standardized; they depend greatly on the region and location. For example each region has laws and benefits for businesses, so what might work for one company might not necessarily work for the other. These organizations make decisions based on the location that offers the best incentives for the business the organization engages in.
The conflicts raised by this case are typical from projects that are not closely monitored, resulting in a lack of overall control of tasks. Better reading and quicker response would probably avoid the failure of the partnership. Improvement in the organizational side is needed in order to embrace new technologies, as well as the leadership behavior of the project manager. Negotiation and development of new agreements on how to handle future conflicts, re-evaluation of the tasks required, tracking process on a daily basis and scheduling overtime could help to put the project back in time. A clearly defined escalation process, rethink the tasks allocation to future milestones and co-locating teams with similar activities would help the project
Critical Thinking Application MGT/350 August 20, 2013 Critical Thinking Application Making a sound decision can be complicated enough by not following an appropriate decision making process. A decision is a choice between two or more alternatives. When an individual has a choice, decision making can be time consuming but may not require critical thinking. When thinking critically, the individual will consider all possibilities of the matter and its resolution, including how the decision may affect others involved. Applying critical thinking in the workplace expands the thought process opening the mind to develop ideas, make more acceptable decisions, and lesser mistakes.