It will support the sustainability of the Cultural Change by creating a deeper and direct relationship between the senior managers, which will be beneficial during the common work. Intervention 2: Cultural Change The cultural change intervention will focus on solving the strategic issues considering the external environment and competitors of DEI along with on developing new beliefs, behaviours, norms values which can align the divisions’ policies. Although the change is led by the CEO and the senior management, every employee of DEI is involved within the intervention that can increase the stickiness of the change and modify the firm’s values and identity. The first step of the Cultural Change is setting clear goals and the core strategic vision, which is prepared in the Interdivisional workshop of the first intervention and will be completed with the support of the consulting group. This joint effort will help to formulate a vision with an organizational design which is suitable for facilitate the new culture elements which is accepted every senior and middle managers.
It creates knowledge by investigation of the process. It creates a commonsense of the process by improvement program that it implements in the organization. When you share your experiences with others it give them knowledge of how to deal with a customer and how to perform your works more efficiently , . Background of six sigma The six sigma has emerged as a proven strategy for successful business performance in recent years but it has a long history of quality management to get to the present form. In the early 1900s W. Tailor’s work put forward a new philosophy of production management.
Hence, The purpose of a communications audit is basically to explore the strengths and weaknesses between management, typically, and employees, customers and other groups such as investors, the news media with the objective to improve future communications by developing a strategic plan, through a series of endorsements, and to determine where gaps exists which need to be bridged. On the other hand, Communication audit is a valuable way to assess the communication state and to facilitate a strategy for enhancement to be originated. Formerly, a strategic communication audit will identify precise aspects which need attention. A strategic communication audit is a methodical formal/and informal review of a company’s communication practices. It provides a snapshot of everything i.e.
Klein et al. positioned organizational culture as the core of organization’s activities which has total effect on its overall effectiveness and the quality of its products and services. Early studies have showed that there is a relationship between organizational culture and its performance. Organizational culture is naturally connected to organizational practices; therefore organizational performance is conditional on organizational culture.” Organizational culture can develop performance in a wide scale if it can be understood that what supports a culture. According to these authors the culture of an organization helps the employees to be aware of the firm’s history as well as current methods of operation and this specific detection concedes the employees with guidance about expected and acceptable future organizational behavior and
This section starts off with a background discussion of the research which presents insight into Internal Marketing and its impact on customer orientation and motivation of staff. This is followed with a discussion of the problem statement, rationale of the study / justification for the topic choice, importance of research, aim and research objectives. 1.2 Background When looking for improvement in service quality, businesses attempt to give their customers additional facilities and fulfill their requirements faster. To perform these provident and smart businesses, transform the approach they communicate and behave with their staffs and attempt to keep them motivated. It has been approved by researches that customer’s orientation is supported
SISP Methodology Introduction Strategic Information System Management in one of the critical tasks or process for an organizational growth and performance. "A CIO SISP plan can identify IT capabilities and he should be well verse how to integrate IT functionality for business" (Schwarz and Hirschheim, 2003). As per ITGI (2009), it aims to achieve better business output by delivering best IT performance. My last assignment was more in to Business and IT alignment which has been produce by many alignment tools and technique used in SISP. I am going to drive this assignment more on SISP methodology and alignment by applying and defining several process and methodology approach.
There are ongoing awareness among professional public relations practitioners on the importance of serving the interest of people affected by organizations, if they want to serve the interest of organizations that employ them (Grunig, 2001). But at the same time, many of them still doing the communication technician jobs such as publicity, press releases etc. Grunig, Grunig and Dozier (2002) suggested that public relations practitioners to begin contribute to strategic management by scanning the environment to identify the strategic publics that have an impact on an organization’s capacity to accomplish its
Understanding the positive impact of ERP implantation for the organization will help to get the full support from the top management as the resources for such project is very important. In addition, the involvement of the top management is the key element to accelerate the acceptance of the system by other employees. The working culture within the organization might need to be changed to deal with the new working system. Therefore, management commitment is critical at this stage to ensure that the purpose and benefits of implementing ERP is clear for the employees (Kleiner, Brian M, 1999). The vision and mission for ERP implementation need to be in place to create project milestones and time frame which will be useful to track the implementation processes and evaluate the progress.
The concept of internal marketing has evolved from the original conceptualization of employee satisfaction/inspiration by treating employees as customers and jobs as products for improving service quality (Sasser and Arbeit, 1976; Berry, 1981). Since main concept of internal marketing is to make the employees as important as the external customers by treating them as internal customers. The importance lies in motivating the employees and encouraging them to offer excellent services to customers who will improve the customer satisfaction of the company’s services (Lings and Greenly, 2005). Seymour (1985) defines internal marketing as a process of creating a support customer- oriented culture and producing a sense of service in the organizational internal environment. Jiang (2013) also defines internal marketing as a concept of treating employees as internal customer and viewing their jobs as internal products that satisfy the needs and wants of them while addressing the objectives of the organization.