2) Moreover the data was collected from a single point of contact i.e. CEO and does not provide a complete representation of the organizational data. The findings by Aston study do not have strong evidence to a fair data as the sample also consisted of smaller sub-units and divisions, which could change the expected numerical outcome as the heads of sub units tend to give more score to their respective organizations and due to the heterogeneity of sample. National sample is considerably more homogeneous in respect to the ownership status and the function of its organizations. Also a negative correlation arises between centralization and
The organization’s reputation is costly, difficulty in sustaining product differentiation, maintain customer loyalty, , customer loyalty is stagnant or declining, and transparent policies on corporate social responsibility and ethical behavior. Kowalczyk, S. J., & Pawlish, M. J. (2002). Corporate branding through external perception of organizational culture. Corporate Reputation Review, 5(2), 159-174.
Also, firms with monopsony power often have a degree of monopoly selling power. This enables them to make high profits at the expense of consumers and workers. And, less care is taken about working conditions because workers don’t have many alternatives to the main firm. Nursing shortage is a major problem in the United States and there is
Quality over quantity - it's a simple concept taught to us throughout our formative years - but it's one that fits like a square peg in a round hole in today's corporate environment. The reason that it's so hard to emphasize quality over quantity is simple - businesses are established to make money as quickly as possible and at the highest possible margins. Crafting single high quality products tends to be expensive and time consuming, and must be sold at much higher, less attractive prices to the average consumer in order to be profitable. Lower quality work, produced quickly in outsourced factories with a minimal time commitment per product, tends to be far more profitable, with higher margins as well as a lower, more attractive price point for consumers. Well-known adopters of this business model are Wal-Mart and Target.
However because generally people think that older people cannot be as productive as younger people, many consider them a drag to society. This is ageism. Ageism is prejudice or discrimination against someone because of their age. Many people around the world suffer because of this. Company’s want younger people because they are able to easily use newer technology and connect with new clients easier.
Performance oriented market; constantly changing environment and globalisation are influencing the workplace structure and leading to increased reliance on employee skills for providing better products and services. Employees not trained to deal with the advanced management methods and techniques cannot work towards the better business performance. This issue is one of the most important topics in business management studies. 1.3 Company Background (AB Law Firm) Case Company (AB Law Firm) is a medium size law office with an aggregate staff of 250, which incorporates qualified legal counsellors, in-house advocates, student attorneys, lawful administrators, paralegals and regulatory and bolster staff. One huge attribute of AB Law Firm is its dedication and devotion to giving administrations that would create prompt result for customers as well as have the capacity to give such administrations that place the organisation in the main position of such law offices in the nation.
Size- Formal group are often in larger size. This is because employees of various field or specialization are grouped together to achieve organization goals. Informal group size tend to be smaller in size as its purpose is just satisfy employees need which cannot be obtain in formal group. Smaller in size gives advantages to members to interact better within the group. 4.
If the client is a small size business, auditors need to aware that fraud management may be higher that big size business client. Because there is less to maintain audit committee in the small size business, therefore auditors need to advice the internal control to exercise audit committee in the management in order to prevent fraud an also perform more test of controls. While a big size company, auditors need to be expert in such of industry that the client is involved with as larger size of company will have be more complex and there is the risk that the auditors could not assess the fraud as they have no such expertise as require. Hence, we suggest to the auditors to hire experts related to the industry. While for non-profit organizations, auditors need to use more effective instruments in detecting fraud.
But it is also important that companies have a healthy organisational culture that is ingrained with how they run their business. An unhealthy culture may prevent a company’s progress or even contribute to failure of the business. A study by Columbia University found that companies with weak organizational cultures had an average of 48.4% turnover rate as compared to 13.9% turnover rate of healthy organizational culture companies. Therefore, managers and/or owners should not ignore organizational
Also it arranges how roles, responsibilites are assigined between different level of management. Thien Thanh decided Decentralization as an organizational structure. This is a good choice for a growing company like us because becoming globalization is a big challenge. Our company have 3 factories with more than 200 employess so Centralization will be a disadvantage because it will be waise of time and it will not support quickly responsitiveness to any