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In todays world, management is dynamically challenged by a vast number of external, as well as, internal forces. The shrinking of a qualified workforce, globalization, technological advances, and political tides only but scratch the surface of these challenges faced by modern day management. Gone are the days of the thirty year employee. Businesses of today must continually redefine new and creative ways to increase their organizations flexibility, in order to adapt to todays fluid and ever changing world economy. The internet has forever changed the way that people communicate. Gone too are the days of social irresponsibility in regards to the environment.
As are the abilities to shoot, move, and communicate paramount to the art of modern day warfare, so to are the principles of open-book management, management by walking around (MBWA), and employee empowerment to the learning organization. I will define the complexity if modern day management, in terms of the challenges faced by business in the following areas; maintaining a qualified workforce, the globalization of the world-wide market place, technological advances, and the effects of the political front upon management, and I will also compare my strengths, and weaknesses, in terms of my own personal style of management, and how what Ive learned during this course has better prepared me to become a leader in one of tomorrows learning organizations. In recent years both the military and the corporate world have shared a common problem. They both have had trouble maintaining their people from leaving and taking their jobs elsewhere. With unemployment down to the 4 % mark nationally, the employee has found himself with the law of supply and demand on his siehe employee can now pick and choose who they want to work for. Gone are the days where an employee will work at one job until retirement.
Instead of blind loyalty to the organization, people now view their loyalty as transferable. As long as the person feels that the organization is providing for their needs, then their loyalty will remain. Workers want to feel appreciated. Finding creative ways to recognize the workforce goes beyond the traditional awards system. One such way of giving workers instant gratification that is meaning full is to have that recognition come directly from their peers instead of management. Peer recognition allows people to reward each other for a job well done.
Pay and benefits only go so far. Employees want and demand challenging duties in their work place. Workers want to feel that they have an opportunity to grow in an organization, and their ability to redefine their job position affords them that challenge. Among top priorities of the modern day workforce is their focus on the family. Those businesses that can show a vested interest in the total family concept are going to turn the tide on turnover and retention. To maintain a high level of retention modern managers must ask themselves one basic question.
What is the difference between a tradition and a bad habit? Organizations who retain their very best and brightest employees continue to question their rules, regulations, culture and traditions to insure that they are inline with high-retention. The below chart is the results of a survey conducted during Sept-Oct 2000 by Chart Course International. A 12 question survey was sent to 2500 people with 320 respondents from both national and international organizations.
Percentages rounded up or down to the nearest whole number Question 1: What are the reasons you stay at your present job? (Check all that apply) Challenging job assignments 59 %Salary 55 %Interesting work 53 %Benefits 48 %Flexibility in hours 45 %Good boss 41 %Feel like we have a purpose 39 %Work assignments vary 38 %Pride 37 %Location is convenient 36 %Feel appreciated for what I do 35 %Career opportunities 34 %Makes me feel good 27 %Relationships 26 %We are a team 26 %Autonomy 25 %Have friends at work 20 %Like to travel 12 %No time to look for a new job 10 %Bring pets to work 9 %Other 8 % The results of this question of the survey clearly show that the top five responses to this question all center around the work environment being challenging, interesting, and flexible, as well as, pay and benefits. Globalization is the second of the management challenges facing organizations today. The opening of international market places coupled with trade unions has forever changed the once stable, localized markets. Companies merge internationally and acquire other companies at record setting paces. Mercedes-Benz and Chrysler, Ford Motor Company and Volvo Cars are just two such examples. The challenges of the international market place bring about a need for increased diversity within organizations.
Doing business overseas requires employees with language skills. A new need for cultural understanding is necessary to meet businesses bottom line profitability. Mercedes Benz found the importance of diversity on its staff as they struggled with the differences between American, and German culture at their Alabama plant within the USA. As we learned in chapter, Walmart learned a costly lesson while attempting to penetrate a new market place in South America.
Without performing a proper study, and in their haste to open their store, thousands of American footballs were put on store shelves in a region whose national sport is soccer. Therefore their sales suffered when the local population failed to buy their footballs. The same effect is seen in advertising abroad. When an organization such as Coca-Cola fails to effectively translate their company motto the real thing into the local language as they did in China, the effect is felt in lost revenue.
Free research essays on topics related to: market place, mercedes benz, technological advances, international market, modern day
Research essay sample on Mercedes Benz Technological Advances
