The readings that have been chosen for this essay have a common theme that is of great interest to many business administrators, workers, and employers.
In particular, one should speak about the qualities of a successful organization that can achieve an ambitious goal and remains competitive for a long time. In particular, one should speak about the ability of a company to make employees committed to its strategic goals. This question has been examined in various empirical and theoretical studies.
On the whole, the main task of business administrators is to create a culture that can make a person associate one’s interests with the values and goals of a company. In addition to that, one should work on the development of rules that can facilitate conflict resolution within an enterprise. Finally, business administrators should make an organization more responsible for the changes in the external environment.
To some degree, this goal can be achieved with the help of appropriate HR management techniques. These are the major preconditions for the financial performance of a business, its long-term competitiveness, and ability to retain customers. In turn, it is necessary to discuss these issues in greater detail.
Overall, researchers, who study organizational behavior, argue that companies have to focus on such issues as the recognition of worker’s rights, motivational strategies, and the ability of a business to respond to various challenges that companies can encounter due to various external factors (Kreitner & Kinicki, 2013).
It should be noted that in the twentieth century, managers have attempted to single out the characteristics of sustainable businesses (Kreitner & Kinicki, 2013, p. 11). For instance, many researchers attach importance to the empowerment of workers and the need for continuous improvement (Kreitner & Kinicki, 2013, p. 12). This element is an inseparable attribute of total quality management (Martin, 2010).
To some degree, this approach is useful for making businesses resilient to external stressors that cannot always be anticipated. The problem is that in many cases, businesses are not able to cope with the changes in the external environment.
For example, one can speak about those cases when organizations cannot adapt to new economic conditions such as long-term recession and declining purchasing power of clients. In part, this goal can be attained by empowering employees who can suggest new methods of cost-cutting or innovative methods of manufacturing products. This is one of the issues that can be taken into account.
In turn, it is critical to remember that effective business administrators strive to engage employees in decision-making. This issue is particularly relevant if one speaks about the development of HR policies within an organization (Workspan TV, 2010). In turn, this strategy is aimed at achieving three objectives. First of all, separate employees should feel that their opinions are not disregarded by the management (Workspan TV, 2010).
Finally, the workers will not have to come into conflicts with one another. As a group, they will understand that the rules of the company are partly based on their informed consent of every stakeholder (Workspan TV, 2010).
Finally, an organization in which the rules are properly negotiated, is more likely to remain competitive in the long term. This is one of the points that can be made. Overall, this discussion indicates that successful organizations perceive employees as one of the most valuable assets.
To a great extent, these people can shape such areas of performance as product development, profitability, customer relations, and many other areas. This is why the interests of these stakeholders should be supported by the management. This is one of the issues that can be distinguished.
Additionally, it is critical to remember that organizations lay stress on the culture, which can be described as the set of values and principles that employees can accept and follow (Kreitner & Kinicki, 2013). These values shape the behavior of groups and individuals within an organization.
In particular, it is critical to creating an identity of the company or the image that appeals to the employees. Employees should understand what kind of values this organization represents (Kreitner & Kinicki, 2013, p. 63). In turn, they can align their behavior with these values.
Moreover, business administrators need to focus on collective commitment. In this context, one should speak about the willingness of certain stakeholders to work for the benefit of the organization.
Among such stakeholders, one can certainly distinguish the role of workers and frontline managers who can increase the competitiveness of an organization in the long term. In many cases, these people form the reputation of a company and shape the attitudes of clients.
Furthermore, it is important to focus on social systems stability. In this case, this term means that employees can resolve conflicts without blaming one another. This requirement is indispensable for increasing the effectiveness of the work of a business, especially at the time, when this organization passes through a period of crisis. Furthermore, this element of culture supports problem-solving within companies (Martin, 2010).
Moreover, this approach helps business administrators to minimize alienation of employees who may feel that their views are not valued by others. This is one of the details that should not be overlooked.
Finally, it is important to discuss the existing of the so-called sense-making device. This issue means that employees can understand the requirements set by managers (Kreitner & Kinicki, 2013). Moreover, workers need to understand the goals that the management tries to achieve.
Furthermore, a sense-making device is important for retaining candidates who need to understand what employers expect. Overall, the elements of culture play an essential role in the functioning of the organization. To some degree, they can affect practically every business processes within a company.
So, the task of HR managers and senior executives is to identify the vision, values, and ethical principles of an organization; otherwise, a company may not remain competitive for a long time.
On the whole, this discussion indicates that there are several attributes of successful organizations that can remain competitive in the long term. First of all, such businesses can increase the commitment of workers who understand the long-term objectives set by the management. Additionally, in such organizations, employees feel that their opinions are taken into account by managers.
Much attention should also be paid the culture of such businesses. In particular, they can create an identity that can appeal to the workers. More importantly, they support the individual initiative of employees and their participation in decision-making. Finally, there are mechanisms that support conflict resolution in organizations. These are the main elements that be distinguished.
Reference List
Kreitner, R., & Kinicki, A. (2013). Organizational Behavior. New York, NY: McGraw Hill/Irwin.
Martin, J. (2010). Key Concepts in Human Resource Management. New York, NY: SAGE.
Workspan TV. (2010). Successful Organizational Cultures[Video file].