Management for Organizations Essay Example | Topics and Well Written Essays - 1250 words

Management for Organizations - Essay Example Also, the logo of Ron Jon is popular worldwide (Ron Jon website, the History) while the logo of Hilo Hattie is not recognizable at international level. It should be noted that both companies emphasize on the uniqueness and the range of their products, as a competitive advantage towards their competitors. Hilo Hattie is the only retailer in Hawaii that offers to its customers an extremely high range of products. Ron Jon has emphasized on products related only to Surf, aiming to address customers in the specific sector. Specializing on Surf-related products Ron Jon is able to provide to its customers a high range of products of this category. In the websites of the two companies elements can be retrieved in regard to their organizational planning, leading and control. These elements are presented in Table 1 below. Companies/ Element in the website Ron Jon Surf Shop Hilo Hattie Organizational planning In the section ‘Our Company’; employees are highly valued; emphasis is al so given on the firm’s corporate environment In the section ‘Fun Stuff’ and the sub-section ‘About Hilo Hattie’; the key target of the company has been its development into a major centre of vacation shopping. Organizing In the section ‘Our Company’ / subsection: History; the company has developed its own stores but it also highly based on partnerships. In the section ‘Fun Stuff’ and the sub-section ‘About Hilo Hattie’; the company operates exclusively through its own stores. Important information on the company’s daily operations are also included in the section ‘Info’; for example, the return of a product is based on the rules included in the Returns & Exchanges sub-section Staffing In the section ‘Careers’; Employee benefits include ‘Employee discounts and Educational Assistance’ Vacancies are presented through the website’s section ‘Contact Usâ€℠¢ and the sub-section ‘Careers’; no information is provided in regard to the terms of employment in the company’s stores Leading In the section ‘Our Company’; emphasis is given on the store’s founder, Ron DiMenna and his leading style which is followed by the stores’ managers; securing fun for customers is among the priorities of the company’s leading aspect (Reilly, Minnick & Baack 2011, p.3) The only information provided in regard to the company’s leading is included in the section ‘Contact Us’ and the sub-section ‘Management team’ Control The control over the selling process is secured through a series of rules including in the document under the title ‘Routine and Compliance Guide’, as updated in Jan 2013; the Guide is included in the section ‘Our Company’ and the sub-section ‘Vendor Info’ The company’s operations are aligned with a series of rules included in the section ‘Info’; for example, customers’ privacy is secured while the terms of Returns and Exchanges are analytically described in the relevant sub-section Table 1 – Organizational elements in the companies’ websites Question 2 Company Valuation - Dunkin Donuts The company’s distinctive competence is its brand name as the most popular ‘chain of baked goods and coffee’

360-degree feedback Case Study Example | Topics and Well Written Essays - 1250 words

360-degree feedback - Case Study Example Downward feedback is the feedback received from direct supervisors and also superiors from other areas. Upward feedback is the feedback received from individuals who are either directly reporting to the person who is receiving the feedback or feedback from other people in the lower hierarchy. The last one is feedback collected from the people at the same level i.e. peers, clients, and/or colleagues. At Landon, the 360-degree feedback is used to get feedback so that employees can work on all developmental areas; however, they are not appraised based on this feedback. Yet, 360-degree feedback is believed to be critical for the organization’s performance. . Ideally, 360-degree feedback is collected to assess the performance of a supervisor or an individual in terms of people management, process and client management. Also, 360-degree feedback helps to understand personality of the individual and perception that peers have on the individual. It would be a good practice if the name s of the feedback providers from downward, upward & from peer groups are not disclosed to the feedback receiver. In the present case, Sam shares the 360-degree feedback report with Alex along with the names of the people who provided the feedback. This is one of the reasons 360-degree feedback is not accepted by people and/or people hesitate to provide an open and honest feedback, especially when the feedback is for someone at higher level. The 360-degree feedback should be explained to everyone so that everyone understands the concept and purpose in the right manner. This can be further improvised if the feedback is backed up with strong data or information. Based on Alex’s notion about .360-degree feedback, it is clear that he is not fully aware of its importance in helping him perform better. Alex is unaware of the impact each feedback plays in helping him grow to higher levels of leadership. Therefore, he should be educated about the significance and purse of 360-degree f eedback before providing feedback collected so that he conditions his approach to receiving the feedback with an open mind. 2. What behaviors by Alex are having the greatest impact on the 360-degree data? Alex’s performance and behavior enticed positive and negative feedback from all groups that provided feedback. Firstly, Alex is recognized as an aggressive performer with high career aspirations. His strong educational background and little work experience that has been so successful have contributed to the aggression and the drive to achieve every milestone. This drive further reinforces Alex’s commitment to work and encourages him to work harder. His efforts to go extra mile is well appreciated and does whatever it takes to achieve his goal. Alex expects the same commitment and efforts from his subordinates as well. Alex’s confidence gained through immense efforts and utmost commitment is very evident based on the feedback received. He is recognized as very i mpulsive because his subordinates feet that he is not good listener. In the sense, he always provides instructions, but does not seek others opinion or ask for their inputs on business-related matters. Moreover, his aggression causes him to react impulsively, which the team members as well as peers feel is overpowering and ill treating. Similar feedback from his peers makes him less approachable; however, his immense knowledge and tactful dealing with business challenges makes him a popular and desired employee. It is evident that Alex Sanders is aspiring for higher roles in the leadership position and greater achievements. The 360-degree feedback from his superiors, subordinates and peers has much