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Introduction
In this case analysis the company Affinity Plus will be examined. Affinity Plus recently implemented a new control system. The implication of this new control system resulted in more employee latitude. The consequence of this new system was that resources and time of the organization were used in excess of what was supposed. To solve this problem, MOE (Member, Organization, and Employee) was introduced as a guideline of the chronological sequence that should be taken into account when considering a decision. So, first the member (customer) has to be considered when making a decision, then the organization and after this the employee. In this case analysis, an assessment will be made of Affinity Plus new strategy, its consequences (the tradeoff, high turnover, the commitment of employees), and the relation to Indirect Lending.
The Anchoring of Affinity Plus
Employee latitude beholds the amount of freedom regarding the acting of an employee during his job. Affinity Plus has augmented their employee latitude to a new level with the loosening of controls and the introduction of MOE. The action controls as well as the results controls were less of a focus and eventually more emphasis was put on cultural and personnel control. The adoption was made towards the employee’s assessment skills and empathy regarding the making of the right decisions during their job. There are several reasons why an organization as Affinity Plus would implement the loosening of controls and MOE. According to Merchant and Van der Stede (2012), the increasing of tightness of MCS will lead to a higher probability of employees acting in the best interest of the company. Employees were forced to act and make decisions according to strict controls wh...
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...arkland and his management team showed commitment to their new way of thinking, or in other words tone at the top. Third, if the O of MOE were in conflict with the M, management tried to find an applicable solution. For instance, unplugging the Simon Boards would normal lead to an increasing average wait time. However, the wait time decreased to 30 seconds duo to the introducing of a new phone system, which made every one of Affinity’s Plus employees a potential part of the member relations team.
To sum up, MOE was until now a great success. It brought the company closer to their mission and vision and gave a lot of freedom to their employees. The MOE framework was successful because it was in line with the preferable culture, there was support from the Board of Directors, and it was implemented, executed and maintained in a proper way by managers and employees.
Sapient is a business consulting and technology Services Company based in Cambridge, Massachusetts, that was founded in 1991 to specialize in client/server application development. Sapient was one of a group of companies (along with firms such as Cambridge Technology Partners and i-Cube) that sought to differentiate themselves from traditional consultants by offering strong technical skills and application development to enable companies to get business value out of technology within fixed-fee/fixed-time contracts and by focusing solely on client's success to achieve long term goals and objectives. In the mid-1990's, Sapient recognized the potential of Internet and started to offer Internet solutions to its clients. Sapient was one of the few e-business integrators from the dot-com era that recognized offshore opportunities early on. It invested in global delivery capabilities in India starting in 2001.The Company has been through significant changes over the past five years, including significant shifts in its client base, offshore staff mix, and target contract size, but the focus on its purpose, core values, Internet enablement and related technologies is unchanged.
However, RLK’s competitors are downsizing and outsourcing R&D and exploiting on the cost advantages. If RLK decides to invest more money into R&D and should the new product stall on launch, they face the danger of becoming bankrupt.
Within an organization, the set of beliefs and values of the employees that differentiate their organization from others is their organizational culture (Dhingra & Punia, 2016). The success of the organization is built on the strength of its culture (Dhingra & Punia, 2016). Varying cultures from one organization to another regard employee treatment, risk-taking, teamwork, conflict, and rewards differently (Kinicki & Williams, 2012). From views on flexibility, stability, control, discretion, external and internal focus, and integration and differentiation, organizations are divided into four different categories (Kinicki & Williams, 2012). Comprising the competing values framework categories are the clan culture, adhocracy culture, market culture, and the hierarchy culture (Kinicki & Williams, 2012). Four functions of the organizational culture are (1) establishing the organizational identity; (2) resembles the collective commitment of the employees; (3) promotes the social-system stability; and, (4) aids employees in making sense of their surroundings in the organization (Kinicki & Williams, 2012).
Management control strategy is not a one dimensional formulae of labour controlling, other than controlling employees, it is also about exploiting employees' discretionary effort and creativity as a prime interest. In the Webboys article, Barrett (2004: 787) demonstrated how different strategies have been manipulated separately and simultaneously to control the labour process of developing primary software. This essay is going to investigate various directions of management strategies, which incorporate with radical approaches of control in response to the dilemma between offset the notions between "direct control" and "responsible autonomy dichotomy" (Friedman in Barrett 2004: 38). Based on the argument that there is "no best way" (Hyman in Barrett 2004: 38) of management strategies, which Barret contend in the Webboyz case study. This essay is concerned that autonomy can never be fully implemented without direct control. Furthermore, we can never separate the various management strategies fads with their perpetual aim- controlling employees to achieve the best result. I will examine the particular approaches of classical scientific management has been applied to the fast food industry, in terms of controlling by financial incentives, rigid task design. Therefore, team is sought to be a "substitute for a more indirect forms of integration and supervision."(Fulop and Linstead1999:220)
In terms of management guidance, Lundberg et al (2009) recommend that companies should provide their employees with multiple responsibilities and offer options for feedback (Lundberg et al, 2009). Management should also be aware of differences among seasonal workforce and support socializing among migrants (Lundberg et al, 2009).
...ment discretion. The structure and design of the HR policies vary from organization to organization. This improves the satisfaction motivation and commitment of the employees working in the organization. The complete analysis of the organisation is based on the operational performance measures of the stores and this determines the performance data and percentage variation from the regional average.
This is about excellent companies holding tight to their centralized values and they have pushed autonomy in shop floor activities or product development team. Many successful companies allowed their employees the freedom to make decisions while working around and maintaining core company values. And also its about good planning and controlling.
The principles of goal setting applied in this case are implementing a restructuring, redesign, and enrichment of job assignments and tasks to continually adapt to current and future changes in the work environment. It is vital to develop new methods, smarter methods of implementing changes and handling increased workloads.
Since an internal market orientation places great emphasis on the employees’ and values their opinions, a large amount of trust is implied between the employer and the employee (Larson & Sasser, 2000). Due to the high level of trust, an organization trusts its employees to handle greater levels of responsibility that are required with a wide span of control. A wider span of control is congruent with an internally focused orientation because it demonstrates trust and provides employees with meaningful
If the organisation understands and uses these factors in its analysis, people will constantly achieve their targets, project energy and enthusiasm at work. They will have the ability to overcome obstacles and problems to progress. They would accept additional responsibilities and organisational change. Conversely, if the company fails to take these factors into account, then it would have reluctant and demotivated employees who cannot progress...
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
Keller & Price (2011) pointed out that an organisation that have to develop and maintain competitive advantage has to devise mechanisms of involving every employee into the decision making process. A study conducted by Freeman (1999) in an investigation of the importance of including employees in a decision making process documented that, organisations that include employees in decisions of the running of the organisation have higher chances of developing organisational culture that pushes the organisation to higher levels. In this regard, the facets of the success of any organisations are denoted by the strategic decisions made through initiatives such as group decision-making and other strategic positioning plans. Nevertheless, specific aspects of decisions should be avoided in order to make departments effective. Stone (2013) articulated on core aspects that touches on sensitive matters and which should be avoided for effective running of organisations. In fact, Freeman (1999)
Even though the workplace culture initiatives were known as world class well-known, it is foolishness to expect the same from all employees of different cultures. Daniel(1995) states that organization culture or workplace ethics and its effectiveness is primarily established on four qualities of the organizational ethics. The four individual traits includes participation or involvement, reliability, flexibility and mission(O’Reilly, Chatman & Caldwell 1991). Similarly, Sinclair(1993) states that management as an trait can also influence organizational and employee performance. Therefore it seems to be doubtful that every employee would be comfortable enough to blend into the company’s norms and culture. Also the two traits namely involvement and adaptability plays a major role in the culture as they reflect flexibility, openness and responsiveness. He states that culture in the workplace can be an integral part of the adaption process and these indicators may be the sign of good performance and growth(Daniel
This organizational atmosphere is viewed as a potential explanatory factor of employees’ conduct. This can be viewed by decomposing the organizational environment into policies, regulations, interactions between management and lower ranks; then inspecting relationships between these components and employees’ behavior (Son, 2011). As a whole this holistic environment may be seen as a force driving a particular behavior within the organization. Employees process the inputs around them gathered from the various components of organizational environment and behave in ways influenced by such inputs (Son,
Business relationships affect the long-term growth of an organization. This essay looks at the how the relationships a business builds impacts the business and its plan for long-term growth. It will go on to discuss if there is any downside to the business being helpful to others. Finally, this essay will identify two companies that have sustained growth and similarities in their business model and practices. The discussion will identify what has and has not worked for each of these organizations while identifying competitors to the two organizations.