...most innovative companies, ranking number eight for “streaming itself into a $9 billion powerhouse” with 20 million subscribers. This success shows how he embraced a business approach where their mission was to take the troublesome experience of everyday consumers and transform them into a business opportunity. Hasting previously owed a company named pure software but later on sold it and get complete focused on Netflix. This report differentiates the leadership styles used by Hastings in Pure software and in Netflix. It also focuses that communication, conflict management styles & feedback play an important role for Netflix to be one of the successful company. Table of Contents Introduction1 Hidden principles and facts related to Hastin1 Recommendation for Netflix to increases delivery services7 Analysis and leadership paradigm7 Hastings Big Five model of personality leadership traits 8 University of Iowa leadership styles 9 Power, organizational politics, networking, and negotiation 10 Conclusion11 References 12 Introduction Netflix is a video streaming and DVD rental service that is widely used by 23 million people worldwide in March 2012. (Statistics Brain) Originally in 2005 Netflix was predicted to fail and it has since proven stock analysts wrong in that it has taken the world by storm. Reed Hastings is the founder and CEO of Netflix that brought it to its rising success as a video streaming industry leader. Hastings built the company with a hard-driving...
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...Abstract Strategic human resource management (SHRM) has emerged as a significant issue in tandem with the increasing focus being given by the companies to strategy. Faced with an accelerating changing and unsteady environment, the response of the corporation has been to attempt to create a sound internal configuration that includes human resource management (HRM) systems. The key to providing an effective response is to have an HRM system attuned to strategic requirements. The philosophical and academic bases for SHRM, proposed during the past three decades, have followed differing paths. This project attempts to bring together the differing approaches to SHRM and presents a consolidation and evaluation of these viewpoints. A discussion highlights the problem of semantics and pinpoints the controversies and contradictions implicit in the different viewpoints. This project underscores the emerging area of agreement viz. the increasing emphasis on the strategic nature of HRM and considering human resource as a strategic resource to be used to create and sustain a competitive edge for organizations. Definition Strategic Human Resource Management is essential to every firm and organization to define its plans and strategies on how the company vision and goals should be aligned and attained through people. It is founded on the following propositions: 1- Human resources is a key source of competitive advantage 2- Employees are those who implement the strategic plans 3-...
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...| Weakness | | * Good location with high crowds * Provide good quality product for the customers * Diversity of products brand offered * Big brand and good reputation in Australia. | * Sales decline * Due to many options available, brand switching is high and low brand loyalty * Not really globalization outside the Australia. | External Factors | Opportunities | Threat | | * Develop a new market place outside Australia. * New customer group | * Currency Risk * Other competitors- Myer, Westfield, introduce similar products with David jones * Global economic downturn * Increasing domestic competition as new brands coming constantly. | Value Chain Analysis David Jones has an extensive planning phase to value chain analysis of the organizational review. This approach helps to David Jones to develop their own competitive advantage. The process is supported by the main activities and the number of activities, marketing and sales to increase product value. . Activities are divided into four main functions, research and development, production, marketing and sales, and services allow organizations to be more competitive than other department store brands. David Jones has a great reputation and marketing of high quality products, as a kind of fashionable clothes and home furnishings retailer. I. Marketing and sales: The marketing sales are very important for the organization. The organization needs always focus one the marketing trend...
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...Bros. Entertainment. |Upstream Component |Internal Component |Downstream Component | |(sourcing/procurement) |(packing/assembly |(distribution) | | |manufacturing) | | |Warner is transforming into a digital |Warner working with Hewlett-Packard |Warner is implementing digital distribution| |end-to-end business | | | | |Developed high-performance storage systems |Broadband communication links | |Filmmakers are increasingly using digital |Manipulate files at the speed the company |DVD | |cameras |must have |High-definition television | |Industry must handle three different types |Creating an information technology |Digital transformation | |of DVDs, Apple iTunes, and other mobile |architecture |E-masters | |devices |Digital media platform |Digitizing 6000+ ...
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...OVERVIEW Allan Mullaly – Ceo FORD 2006-2014 The solution leader’s role is to lead and manage in a complex dynamic world. He is tasked with aligning and or transforming organizational behaviour and performance to accede to the needs of its citizens, customers, shareholders and employees. He must simultaneously grow and maintain, align and adjust their organizations. That is he must achieve sustainable performance and growth through enterprise alignment adaptation and transformation. II. CONTEXT – Mulally has worked for two companies in his professional career. – First was Boeing, which hired him as an engineer in 1969. After nearly 30 years Mulally was made president of the company's Commercial Airplanes division and 3yrs later CEO of that division. – At Boeing, Mulally ran the team that created the company's first all-glass cockpit, with no traditional dials, and implemented a host of other technological advancements. – He was no stranger to pushing the tech envelope – Became president and CEO of Ford, in Sept 2006. 68 years old – 2006 Ford was on the brink of bankruptcy. Posting its the biggest annual loss in its 103-year history—$12.7 billion – When he entered company Ford exhibited the following based on the diagnostic Performance and Behaviour Model o Unattended Environment ( disconnected with industry trends, projections, lacked customer insight o Unclear Direction ( bec...
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...References Communicating with your boss: Tips for Generation Y. (n.d.). Retrieved from http://www.computerworld.com/s/article/315573/Communicating_with_your_boss_Tips_for_Generation_Y Different generations, same objectives . (n.d.). Retrieved from http://www.camagazine.com/generations/default.aspx Generation Y and the WorkForce. (n.d.). Retrieved from http://www.workforcecyprus.com/news.php?id=29 How is Generation Y Transforming the Workplace? (n.d.). Retrieved from http://www.hoklife.com/2012/08/28/how-is-generation-y-transforming-the-workplace/ konopaske, j. m. (n.d.). human resource management 12th edition. Managing generational differences has become an increasingly growing area. In today’s diverse and ever changing business environment, it is imperative to the areas of recruitment, retention and engagement for organizations to successfully communicate across generational boundaries. With an age gap of nearly 50 years between the oldest and youngest employees in some organizations, there is a broad range of perspectives, needs and attitudes floating around the office. Today’s workplace is most definitely a multi-generational one – and each generation has its own set of expectations, needs, values and working styles. Employers have to acknowledge the generational tensions their employees may be feeling. To get everyone working together, they need to understand the unique strengths and weaknesses of each generation and identify the points of friction among them. (Generation...
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...optimizes cloud deployments across public, private, and hybrid clouds. Our SaaS solution delivers unprecedented insights into usage trends and cost allocation coupled with custom prescriptive actions for enhancing performance and reducing spend. Use Cases Whether you’re a CFO who needs to control costs, a DevOps who works on optimizing resource allocation, or a CIO who needs a real-time overview of all cloud activity, Cloudyn enables you to take control of your cloud. Control Cloud Costs Companies today need to move fast to remain relevant and competitive. While cloud computing delivers the agility and scalability required for speedy innovation, costs can soar if not managed properly. Cloudyn provides the finance organization with clarity into cloud cost drivers, tools for cost allocation along with recommendations for optimizing spend and increasing ROI. Plan and Monitor Your Cloud CIOs are responsible for making sure that work gets done quickly, securely and cost-effectively. Whether managing a massive map-reduce job or figuring out which customers are the costliest to support, CIOs need answers on how their cloud resources are performing and what the cost impact is. Cloudyn provides the CIO with tools for assessing cloud efficiency based on detailed performance and cost metrics, across all deployments and environments. Optimize Your Cloud DevOps have successfully leveraged cloud computing to increase productivity and dramatically shorten time-to-market. But the ease...
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...also be reviewed. 2 articles involve experiments, one of which test the path-goal theory in Tawain, and the other studies a contingent view of leadership and the last article looks at transforming leadership for success and sustainability, with H Davenport’s own experience to discuss leadership Leadership can be defined as the procedure of influencing others in order to reach organizations or group goals. Another way of defining leadership “is inspiring others to pursue your vision within parameters you set, to the extent that it becomes a shared effort, a shared vision and shared success” (businessnewsdaily n.d.). There are many different types of leaders and a number of diverse roles in which leaders play. Fielder’s contingency theory, the path-goal theory is one way of improving leadership roles and becoming a more enhanced leader. Path goal theory states “leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals and by increasing the number and kinds of rewards available of goal attainment” (Mc Williams 2010, p. 238). Path-goal theory has four styles of leadership. One style is directive leadership which is used when giving employees exact guidelines for the performance of their tasks, scheduling work, putting in standards of performance, making sure employees are following the correct rules and regulations. A second style is Supportive leadership which is shown when the leader is friendly and amenable, displays concern...
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...an assignment which is done to undertake critical analysis and demonstrate an in depth understanding of organizations management framework. This assignment is based on Thomas Cook, travel agency as I have to select an organization from the travel and tourism hospitality industry. The assignment will be based on the overview of the organization, identifying its size and type of ownership, the types of product they sell and how the service is delivered to the customer. I have also evaluated the design of the organization in terms of operations objectives and the four V’s. And also have analyzed the issues and problems which they face and the main elements and how the service concepts benefit both the customer and the organization. The main sources of information have been taken through the internet and also from articles and journals. A travel agency is a private retailer or public service that provides tourism related services to the public on behalf of suppliers such as airlines, car rentals, cruise lines, hotels, railways, and package tours . In addition to dealing with ordinary tourists most travel agencies have a separate department devoted to making travel arrangements for business travelers and some travel agencies specialize in commercial and business travel only. There are also travel agencies that serve as general sales agents for foreign travel companies, allowing them to have offices in countries other than where their headquarters are located. I have taken...
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...situation. Motivation is the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need. A need however can mean some internal state that makes certain outcomes appear attractive. (Coulter 1996). A motivated workforce does not immediately happen. Companies with a motivated workforce are managed by people who comprehend how to motivate others and work hard at doing that. Respect for employees fill the culture of many victorious companies. Companies with a motivated workforce offer employees professional advancement. They partake in the employees’ careers and provide benefits that enhance the employees’ personal lives (Silverstein, 2007). Just as importantly, great companies with a motivated workforce encourage managers to work cooperatively as part of a team with their employees. Rather than distancing themselves from the rank and file, these managers are approachable, compassionate leaders. They may expect a great deal of the people who work for them, but they give as much as they get (Silverstein, 2007). Goal setting theory increases performance and difficult goals, when accepted, it results in higher performance than easy goals. Intention to work toward a goal is a major source of job motivation. Because pay is an important variable in motivation as one type of reward, organizations and managers wonder how can pay motivate high levels of employee performance. (Coulter 1996). Goals should be realistic...
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...leadership in organizations Transactional Leadership These exchanges involve four dimensions: |[pic] |Contingent Rewards: Transactional leaders link the goal to rewards, clarify expectations, provide necessary resources, set mutually agreed | | |upon goals, and provide various kinds of rewards for successful performance. They set SMART (specific, measurable, attainable, realistic, | | |and timely) goals for their subordinates. | |[pic] |Active Management by Exception: Transactional leaders actively monitor the work of their subordinates, watch for deviations from rules and | | |standards and taking corrective action to prevent mistakes. | |[pic] |Passive Management by Exception: Transactional leaders intervene only when standards are not met or when the performance is not as per the | | |expectations. They may even use punishment as a response to unacceptable performance. | |[pic] |Laissez-faire: The leader provides an environment where the subordinates get many opportunities to make decisions. The leader himself | | |abdicates responsibilities and avoids making decisions and therefore the group often lacks direction. | Transformational leadership is the use of high energy, enthusiasm...
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...Setting New Directions for Kraft Foods Organization : Kraft Foods Inc. Industry : Food; Consumer packaged goods Countries : Global Period : 2006-2011 Pub Date : 2012 "Servant leadership" is the most important aspect of a successful leader - the recognition that I am here to help the organization accomplish its objectives rather than they are here to meet my needs. Once you recognize that, you are able to engage the hearts and minds of your followers, and they are able to just deliver the kind of results that you are looking for." -Irene B. Rosenfeld, Chairman and CEO of Kraft Foods Inc., in 2010. Abstract The case study discusses how Irene B. Rosenfeld (Rosenfeld), CEO of US-based snack-food company Kraft Foods Inc. (Kraft), turned around and transformed Kraft into a global consumer food behemoth. Since taking up the position of CEO in 2006, Rosenfeld had fundamentally changed the footprint and prospects of Kraft. She repositioned the company to deliver top tier growth by revamping some iconic brands, transforming the product portfolio, and consolidating the company's presence in developing markets. In February 2010, Rosenfeld successfully led the Cadbury acquisition to make Kraft a market leader in the global confectionery market. A 29-year veteran of the food industry, Rosenfeld was successful in bringing about a transformational change at Kraft. Under her strategic leadership, Kraft emerged as the second largest food company in the world with its products being sold...
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...the topic of leadership important? History is rich with stories of leaders who have shaped the course of nations, the economy, and society. It is well recognized that effectively run organizations are more productive and successful while poorly run organizations suffer at the hands of ineffective leaders. Compounding the need for effective leadership is the unethical and illegal behavior of numerous business and public sector leaders that has led to the failure of many organizations. The scandals at Enron, WorldCom, HealthSouth, OfficeMax, Tyco, Marsh & McLennan, Putnam, and Boeing, to name just a few, have focused on the importance of strong, effective, and ethical leadership. Dissatisfaction on the part of stockholders and boards of directors has increasingly led to the termination of high-profile CEOs. The recent termination of HewlettPackard’s CEO Carleton (Carly) Fiorina has focused considerable attention on the qualities a leader needs to have in order to achieve the organization’s goals. Employees have suffered at the hands of ineffective leaders. Job satisfaction has declined over the last decade, with the biggest decline in on-the-job happiness among workers earning $25,000 to $35,000 and among workers between the ages of 35 to 44. The biggest reason for people leaving their organizations is that they are being treated poorly by their...
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...Transforming Ford’s Corporate Culture The purpose of this memo is to address the main issues causing Ford’s poor performance over the years, especially the revenue downfall in 2006. We will analyze the causes of the issues such as lack of communication, collaboration, and sense of responsibility. We believe, by following our recommendations in changing corporate culture, Ford can improve on sales performance and bring back its reputation as one of the top leading automobile manufactures. Issues The main issue we found at Ford Company is the tall hierarchy structure of management level. Top managers all tried to protect and increase their power; instead of cooperating and sharing detailed information. Over the years, lack of communication between divisions has occurred, and Ford has built up a culture which allowed divisional and functional managers to hide their problems and poor performance. Therefore, Ford’s managerial culture of maintaining secrecy, ambiguity, and power is the main issue to cause a loss of sales. Analysis Ford’s hierarchical problems allow managers to hide responsibilities. It is a norm that divisional managers never admit their flaws. When asked about company’s issues, managers are unwilling or unable to give an answer. Instead of taking proper actions, managers of different divisions created a mindset of not taking blame nor responsibilities. Their main goal is to keep high reputation, maintain their jobs and power, even when the greater...
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...Farrell The Future of Human Resources 1. Role of HR 2. HR Competencies 3. Future challenges for HR 4. Transforming process and critical success factors Introduction There has been some very important changes in the economy and business in the past two decades. The economies are merging creating a global market. The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. The role of HR has become more vital and important for each organization. It has a broader range of responsibilities and influence on the business path of an organization. Human Resources is switching from administrative and operational role to a strategic role, which makes a bigger impact on the economical well being of a company. HR should not be defined by what it does but by what it delivers – results that enrich the organization’s value to customers, investors, employees. David Ulrich 1. Traditionally HR is viewed that it performs basic functions or roles for an organizations: - Administrative role has been heavily oriented to processing and record keeping. This role has given...
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