Although the use of common sense and previous experience may have positive effects, a person or organization faced with the problem must create a mental matrix as to what should be done in order to fully resolve the issue at hand. Martin (2015) recommends for a four-point strategy in making a quality decision: (i) indentify the problem; (ii) think of the possible solutions; (iii) assess the possibilities which brings the organization closer to resolving the problem; and (iv) make the decision. Indentifying the problem is a crucial point. Through this, the organization is able to assess the issue that needs to be considered. Urgency of making a decision should not pressure the group as it will defeat its purpose in achieving quality decision.
Brand leaders are involved in the management of their brand which involves planning, implementing and monitoring brand strategies that enhances the successful marketing of products or services (Priyadharsini, 2013). Management skills are a secondary function of brand leadership. A brand needs good leadership if it is to succeed, which is why the role of the brand leader is important. The brand leader spends time ensuring that strong relationships are built within the organization and that employees understand the brand purpose. Brand leaders are transformational in the sense that they motivate employees and define and communicate the future of the brand effectively.
Effective performance results from good operational management. KPIs determine that how good the companies are in managing its’ operations. This includes developing business objectives and identifying specific internal processes that add value for clients and companies’ shareholders. By using KPIs, companies able to detect the results of employees’ performance closely. KPIs assist managers to focus whether there is development in staff’s productivity and division proficiency and to leverage product development, manufacturing, productions as well as
One of the drivers is the leadership, which emphasizes on the quality of leadership in ensuring processes and provision of services and products whatever an organization ventures to. According to Lee (2013), the impact of excellent leadership is vital in determining the satisfaction of customer demands. Another driver entails planning of the organization (Breja,
Highly ranked projects may be deferred or even turned down if they upset the current balance among risks, resources, and strategic initiatives. Project selection must be based not only on the merits of the specific project but also on what it contributes to the current project portfolio mix. This requires a holistic approach to aligning projects with organizational strategy and resources which is of utmost importance.” The above is referenced from (Larson & Gray, 2015: 50). It is recommended that Cerberus Corporation firstly change their organisational structure to a matrix organisation. Secondly, the introduction of a project management office will bring about many benefits as described above.
Is it self-reinforcing? Is it robust? The first questions deal with business model choices, and this is critical because the choices made have an impact on achieving the goals of the business. The second question which talks about reinforcement refers to how the choices complement each other and how that help the business to gain momentum over time. The third refers to how the business model can maintain its efficacy over a period and this robustness is linked to how a company deal away with risks (Casadesus-Masanell and Ricart, 2007).
Internal factors in an organization include strength and weaknesses. The strength of employees is also a vital internal business factor. Internal factors can determine how the organization can meet its objectives. To assess the company’s internal environment with respect to employee’s goals, a survey was conducted to detergent the culture, attitudes, willingness to change and competencies of employee’s goal setting. Engaged employees who are motivated, talented and hard-working performances are what managers expect from employees.
For instance, they must first look at the overall goals and business strategies, align or put their HR plans in perspective and then roll out the initiatives and activities. The outcome or result of doing this would be the ability to attract and retain qualified or competent employees who are self-motivated to perform and deliver the results. In fact, having the right employees who are motivated can ensure greater profitability, high product or service quality, cost efficiency, low employee turnover and the higher credibility or better image of the firm. According to Manning,K & Worland,D (2005) the overall themes of Strategic Human Resource Management (SHRM) are the integration of all HRM functions, adherence to broad organisational goals and responsiveness to the external environment. • Performance-based work culture that is objective and transparent backed by compensation tied to employee performance can be a powerful tool for building competitive advantage for a firm, and above all people, the onus of ensuring this lie with the HR managers and leaders.
Principles are the core strategic values, ethics, and culture, that an organization adopts in order to meet the core needs of the business. Therefore, the importance of principles in the dynamic environment of operations management include helping to improve understanding of operations managers, direction that managers should be trained, research, and how they should manage the organization. The overall importance of principles on the dynamic environment of operations management is to ensure that the organization adopts a strategic angle that catapults the organization into success and production of quality products and services. Operations managers must understand the needs of the organizations in order to plan for the future effectively. The demand of producing quality products and services depends on how prepared the operations managers are in terms of preparing employees to focus on quality and effectiveness and the entire production of outcome to utilize less money, by deliver maximum profits for the organization (Ritzman & Malhorta,
Types of performance appraisal Organizations adopt different methods of performance appraisal in order to maximize the use of their most valuable asset which is employees of the company. As a result the organization will have a better understanding of organizational human resource as well as it assist to link between employee performance accuracy and factors dependent on achieving organizations goals (Daoanis, 2012). The discussions of different methods of performance appraisal methods are as