Successful Business Essays - Anti-Defamation League,

Successful Business Does Process, Form, and Strategy make a business successful? The 60's and 70's ADL enjoyed a pre-emptive market share originating from the late 1800's, and became the leader of a growing management consulting practice during 60's and 70's. By the end of the 70's and early 80's they lost their dominant position as the market grew, and they continued to slide as the success of new companies tooled with contemporary technologies and skills, identifiable products, and a singular image gained market strength. ADL's pride was in the freshness of approach to each case, the "Eureka" kind of solutions, and no repetitive job undertaking. Work at ADL was problem oriented, technically based and highly customized. However, the company identity was fragmented and confused and did not have a formal organizational structure. A team of 5-15 people made a unit. There were 2-4 units per section and around 40 sections with $5-10m in revenues for each section. In 1954 ADL attempted to form into 7 divisions but this resulted in fighting over leads and capital resources. ADL's work force was highly innovative, with high morale and a broad range of freedom in work. There was no career ladder within the organization and titles meant little as new jobs allowed for a new hierarchical structure. Strengths and competitive forces during 80's The market in the 70's had started growing from $2b to $40b, and there were a lot of new entrants. As opposed to ADL, they focused on specific areas of management consulting and specialized in a few particular areas. The new entrants also had an effect of segmenting the market into core functional components. ADL was a broad-based non-specific product company, which allowed for capturing many business problems that arose as markets evolved. ADL enjoyed a very strong past, a vast knowledge base and a good R&D facility. The internal organization of company was totally flat which initially worked to their advantage. One major strength was the return of LaMantia to ADL as president, and the redeployment of his process thinking. Main elements of new organization structure ADL's new structure allowed for vertical development and functional orientation. There were 7 directorates divided into three major businesses. Five of them were related to management consulting and were geographically structured. Inside of each directorate were three levels - director, senior consultant and consultant. The entire company structure was tied together with 7 common business processes. Each case would primarily belong to one directorate but would encompass different business processes, making it a matrix-type structure. The idea in creating a business organization structure was to have more accountability, identify specify goals and duties and improve resource allocation. Overhauling the financial area, as well as tightening the planning, budgeting system, and accounting system were additional initiatives implemented. Core business Providing experienced and knowledgeable people to solve company problems was ADL's core business. ADL sold processes focused services ranging from strategies, customer service, supply chain management, information technology, manufacturing, finances, organization and innovation. It concentrated on various industries like chemicals, pharmaceuticals, health-care, automation and telecom. Its three core business units were management consulting (MC), environment and health services (EHS) and technology and product development (TDP). Process thinking & strategy fit Process thinking is identifying, categorizing, and prioritizing business functions, and linking the functions through their informational needs. A strategy is making use of, creating, modifying and tailoring the functionalities to achieve a certain goal. ADL divided its entire operations into 7 processes. The processes fit the ADL strategy by allowing the company to focus on its client relationships, HR and finances and by facilitating its implementation, while costing the effort in terms of its returns. The knowledge of a common process amongst functionality allows continuity and repeatability with skill-sets and identifiable goals. Strategic options for ADL, Recommendation The integrating strategies include a unified company image, cross selling and integration of the three business units, making the three business units into separate sister concerns, developing a cross-business synergy, product, and practice, and single a company strategy - a global industry practice. ADL's strength lies in the vast and varied knowledge, which can be utilized across the three different business units. ADL should position itself as a company with a brand name identity, providing system-wide, varied and integrated solutions, and initiate processes for the cross selling and integration of its three business units.

Hattie Big Sky Essays

Hattie Big Sky Essays Hattie Big Sky Paper Hattie Big Sky Paper 1) Title of the book: Hattie big sky 2) Author: Kirby Larson 3) Setting (location- where does the story take place? ): In the beginning Kirby reflects on his visit to Montana. __________________________________________________________ 4) Time period- what year or years does the author write about? 1900 century-many things needed plain fire to be used like the stove. 5) Characters: (who is the main or most important character? a. Hattie Are there other characters? Name them: b. Sarah c. Charlie Hawley d. Holt 6) Plot summarywhat happens in the story? (5 -6 sentences) In the beginning Kirby reflects on his visit to Montana. He goes on to say how nice it was and how friendly people were to him; Kirby thanks various people who have helped him reach his goal of writing books including this one. Hattie was living with her aunt ivy because her father and mother passed away when she was a little girl. She went to live with her aunt Sarah until aunt Sarah could not take care of her anymore. Her aunt ivy took her in. Hattie went to school with a guy names Charlie Hawley who has enlisted in the military and is overseas in France. : Hattie writes letters to Charlie about how much he is missed. Her aunt ivy goes and thinks anything is wrong with reading Hattie’s letters so Hattie has to hide them from her. Aunt ivy wants Hattie to help her friend Iantha wells instead of finishing school. One afternoon Uncle Holt who lived with aunt ivy told Hattie that a letter came for her. He letter was not from Charlie but from Chester Hubert wright a biological uncle from Hattie’s mother’s side. The letter stated that 320 acres were left to her. Hattie took the opportunity to leave aunt ivy. She packed her things and was on her way. Uncle Holt drove her to the train station because aunt ivy was mad about the choice Hattie made. 7) Conflict and resolution: (is there a lesson to learn, or a problem that is solved? What is it? ) Hattie has learned to adjust to her situation even though she was not happy about it. She never quit seek in out her dream. 8) Did you like this book? Why or why not? Overall the book was good. Because the details helped me, create a picture in my mind.

Using 3 carefully chosen, described and analysed illustrations, show Essay

Using 3 carefully chosen, described and analysed illustrations, show how images of success used in the contemporary labour market revolve around the themes of potentiality, performativity and perfection - Essay Example Given this â€Å"improved perspective† of the human resource, this paper will examine if such â€Å"improved perspective† of the workforce translates to better work life. This paper will also answer the new definition of success in the workplace, given the prevailing economic environment, and what it takes to succeed. As a business entity, companies are always driven by the profit motive. To paraphrase Radcliffe, â€Å"essentially, the main goal of all firms is to maximise and improve their bottom line† (2005 p.56). To improve this bottom line, companies had always sought new ways on how to improve its profitability that includes adoption of new processess and methodologies, as well as the usage of sophisticated technologies. It also realised that by maximising the potential of its human capital to perform, it would be able to enhanced its viability and competitiveness as a business entity in the market. Hence, there is the adage â€Å"our people is our most important asset† (Costea 2007 p.6), a slogan which is used by almost all companies in stressing the importance of human capital in their organisation. Frederick Winslow Taylor first thought that to motivate performance, employees has to be adequately paid (Jaffe 2008). It may have been a simplistic perspective about motivation, but it answers the economic needs of an enterprise’s employees and is even used until today. Mayo later expanded on this narrow perspective of Taylor about human resource and later included the social needs of its employees that needs to be satisfied for employees to be better motivated (Sarachek 1968). Perhaps it was Mayo who introduced the concept of Human Resource Management (HRM) when he introduced Human Relations department at the workplace who emphasized among its managers to treat its subordinates humanely (Smith 1987). Other organizational behaviorists and psychologists followed suit on how to better motivate employees by attending to their various