B7438 Holistic Management in Organizations Week 8

B7438 Holistic Management in Organizations

Week 5 – Literature Review

December 4 2016

Dr. Dale Mancini

Christopher Walters

Home Depot’s blueprint for culture change.

The article tried to elaborate on how effective organizational structure can be of great help to a company. The article tries to show how leadership can be of importance in advocating for change in an organization. Nardelli is the person who has been used as a subject, and the ways he implemented changes in an organization that was going through challenges has been brought in the picture. Leadership is a significant tool in taking an organization ahead. Nardelli tackled the challenge that was in his organization by using personal leadership, mixing encouragement with an ultimatum and promoting cultural norms (Charan, 2006). The article focuses on one of the four organizational models and effectiveness at the workplace.

Home Depot has since been receiving increased revenues and all this is to the credit of the changed organizational culture. The changes that came along with the leadership of Nardelli worked to the advantage of the business. An effective leader knows what is right for his business. By Nardelli bringing in a person that he had worked with in the past, it became easy for him to realize his goals and achieve good results with minimal cooperation at first. The article is similar to other different articles that have been talking about organizational structure. However, the article has used examples that are easy to relate to in real life situations. The main aim of the article is to educate other organizations that might be going through challenges.

The paradox of meritocracy in organizations.

The article concentrates on the basis that some organizations use to reward their employees. According to the author, some organizations have a culture of rewarding employees based on gender. For example, a male employee is likely to be rewarded more than a female employee who performs the same as the male employee. The article tries to bring to the reality how some of the organizations have been rewarding their employees. Meritocracy might not be a very common term in many organizations though it is practiced by many organizations. There are many risks that the article has highlighted about meritocracy.

The matter of promotions and rewards at the workplace should not be gender based; it should be based on the performance of the employees. When an organization looks down on the employees from a gender perspective, it risks not taping some of the high potentials in females hence limiting its success. The article is related to the first one because it has also focused on the matters of management though from a different perspective. However, the article is still different in some ways. The article has not concentrated on the ways that an organizational structure can lead to success; it has focused on how an organizational structure can lead to the falling of a company. The main aim of the article is to make sure that organizations get to understand how dangerous it might be in looking down on employees due to their gender.

Trust and leadership: Learning culture in organizations. International Journal of Management Cases

The article has concentrated on organizational culture. The author has highlighted the three systems of organizational structure and their effects on the day-to-day activities in an organization. According to the article, an organization that has no culture is bound to fall or have a lapse in its communication system. When an organization puts in place effective structures, efficiency at the workplace is enhanced. According to the author, there must be communication between the employees and the management. Communication is an essential tool in promoting productivity and efficiency at the workplace and therefore without effective structures in place it becomes difficult for an organization to excel. Just like the other articles, the article has focused on organizational structure and the effective roles that a good structure plays in ensuring that an organization is successful. The article can be of help to the organizations out there that want to enhance their productivity through organizational culture.

Organizational culture and its impact on organizational commitment in public and private organizations. Global Management Review

The article has targeted three very important topics: organizational culture, public service Motivation, and organizational commitment. Other articles have concentrated much on the private sector, but the article has brought the public sector on board. The three main topics that have been elaborated on are believed to have a close relationship, and they depend on each other in a way or another. Organizational culture has been termed as a way of motivating the employees in the public sector.

An organizational culture ranges from the way an organization is managed by the way that the management handles the employees. It is believed that when an organizational culture of a company does not go in line with the needs of the employees, it becomes difficult for the employees to be satisfied. The case has been backed up by an example of an organizational culture that does not increase the salaries or rewards the employees.

Such a culture is likely to demotivate the employees hence compromising their effectiveness. The article has touched on the ways that an organization can promote a culture of looking into the needs of the employees. Such cannot be possible in the absence of organizational commitment. The reason why organizational culture and organizational commitment have been focused on is that without the commitment of an organization it would be difficult for the organization to promote a motivating culture.

A process for changing organizational culture

Organizational culture is one of the tools that can be used in changing the direction of an organization. The article focuses much on the need to change an organizational culture that does not work by the objectives of the organization (Cameron, 2012). The author insists that some of the organizational cultures that were effective in the last few decades cannot be effective in the modern day business world.

Like other articles, the article has focused on the need to ensure that an organization looks into its culture and makes sure that the culture helps the organization to get the best out of the employees and the management. According to the author, change in any organization is inevitable. Any organization that does not advocate for cultural change is likely to miss the benefits that come along with the implementation of the change. The author has highlighted that change is a process and it must be implemented in stages so as to promote effectiveness at the workplace.

Model-driven engineering practices in industry: Social, organizational and managerial factors that lead to success or failure.

Many organizations have missed out on the bigger picture by concentrating their effort on the wrong activities and strategies. The article tries to bring out the big difference between technical culture and organizational culture. It is well known that some organizations focus more on technical issues as opposed to managerial issues (Boons & Lüdeke-Freund, 2013). However, that is not the way it is supposed to be. According to the authors, if an organization has no good management and leadership in place, the organization is not likely to realize its goals.

The article is not different from the rest since it has focused on the same topic. However, the article has gone deeper and has provided a comprehensive report on the topic of discussion. The article is aimed at enlightening most of the organizations that have been neglecting business models. With the help of the article, many organizations will realize their potential and that will lead to success and promotion of efficiency in the workplace. The article has clearly stated that an organization that fails to implement organizational culture is likely to miss the intended goals. Some of the companies that have been used in the example have realized their goals by employing effective developmental models in their strategies.

Most of the organizations that are the best globally and at the local level have done so because they have been on the front line in advocating for the implementation of effective organizational culture. When an organization neglects its operations, it gets into a very rough time to get at the top. The production of quality goods cannot be realized in the absence of good governance. Therefore, an organization that does not employ the organizational models finds itself between a hard rock and a wall.

Business models for sustainable innovation: state-of-the-art and steps towards a research agenda.

Many organizations tend to forget that innovations must be promoted in any organization so as to ensure that the organization stays competitive. However, many organizations have missed the bigger picture by viewing innovations from a wrong perspective. The article’s main aim is to help some of the organizations that have treated innovations as a different entity to know that they should be cooperated in the business model. The article has no difference with most of the articles that have been written about business models. The authors have provided credible evidence and examples to support their claims.

References

Boons, F., & Lüdeke-Freund, F. (2013). Business models for sustainable innovation: state-of the-art and steps towards a research agenda. Journal of Cleaner Production, 45, 9-19.

Cameron, K. (2012). A process for changing organizational culture. University of Michigan Business School

Charan, R. (2006). Home Depot’s Blueprint for Culture Change. Harvard Business Review, 84(4), 60–70

Hutchinson, J., Whittle, J., & Rouncefield, M. (2014). Model-driven engineering practices in industry: Social, organizational and managerial factors that lead to success or failure. Science of Computer Programming, 89, 144-161.

Padma, R. N., & Nair, V. (2009). Organizational culture and its impact on organizational commitment in public and private organizations. Global Management Review, 4(1), 32 39.