Reference no: EM132069656
Chapter 9
1. Larger organizations need more clerical and administrative staff to keep the organization running smoothly. With a larger organization, there is often more work, and more things need to be done.
Each support member has a specific job that keeps the operations from getting hectic and confusing. For example, working in the hospital there's doctors, nurses, and then nursing assistants each working on a patient. The nurses in nurses assistants are there to support the doctor and handle minor task so the doctor can worry about the more important things that need to be handled to save or treat the patient.
Formalization involves rules, procedures, and control in an organization. The larger the organization, the more employees they have in, the more control that is needed to handle all employees. They're often more rules, procedures, so employees know what to do and stick to their jobs period without these rules or procedures employees would do whatever they wanted to do, and no work will get done.
7. Government organizations are based on the written rules and standardization found within the bureaucratic method. They are highly mechanistic in matures whereas non-profits are based more on the clan control method because they are based in, shared values, commitments.
8. The Salvation Army handle several different kinds of organizations in situations because they are a flexible company. They are a flexible organization that can switch gears and handles different situations as they arise.
When they have emergencies, they can operate a command structure constantly changing as well as organized with local teams in organizations. They know how to handle resources that are constantly changing to fit the needs and operations of the organization. I don't think the approach Salvation Army uses would be good for a constant company like Time Warner or Disney.
They don't constantly deal with ever-changing situations they are a localized business that operates on a consistent command structure. They do the same thing every day and repeat it at each day after that. As the Salvation Army is forever changing. They're situations, and their resources are never the same, so they are flexible and need to change app on what their operational goals and needs are.
10. Yes, I do think the no-growth philosophy should be taught in Business Schools. There are always employees who do not want to advance and are satisfied where they're at in their job. Managers who do not know how to deal with these employees May misunderstand the employees being satisfied where they are as laziness.
There are some businesses that are satisfied where they are and will do not wish to increase or grow the business any further. They are happy with the standing they are in the market, and they wish to stay on that same platform until they retire. Managers need to know how to deal with situations like this. They can't have the same expectations for everywhere.
Chapter 10
2. I don't think a company can become successful without having a good culture and being admired by the consumers. Company's reputation is part of is profitability. When companies don't have good reputations, they do not have good profits in some cases. Bad reputations can cause consumers to avoid certain products by companies.
4. Value-based leadership is important because employees like managers who lead by example. I have more respect for my managers when I know they will do the work I do. Many jobs have managers who refused to do any work, and they force everything upon their employees.
Communication between employees and management is something that is very important to the value of a company in my opinion. Statements are in personal, and they often don't make employees feel valued. But a manager or higher official comes and talks to the employee can change in perspective of how an employee feels about an organization.
6. Cheating in business is something that has always been there. I think the difference now is more technology and modern advances make it easier to detect cheating than in the past. So I really don't think the cheating is more or less I just believe we're able to recognize it more.
10. I don't think the code of ethics pushes the responsibility of an organization to the employees. I just think it makes the employees more aware of the consequences that could fall on them for they're mishaps and Unethical Behavior.
An organization cannot monitor every single employee and guarantee that they do the right thing. The only thing they can do is guide them and teach them the way that they want to do things. Now I believe the organization is responsible if they have employees constantly doing unethical things and they know about it and not do anything.
But I do believe, and employee should be held accountable for their mishaps, and an organization should not be the blame, and less they condone behavior that led to the mishap or knew about the mishap and did nothing. Code of ethics is valuable to an organization. It teaches the guidelines of what's acceptable and what is not. They let consumers and employees know what the company stands for.