1. Essay about week 13 The Innovator s DNA
Innovation
SPOTLIGHT ON
Peter Crowther
INNOVATION
1692 Dec09 Dyer Layout.indd 60
11/2/09 1:38:46 PM
Five "discovery skills" separate true innovators from the rest of us.
| by Jeffrey H. Dyer, Hal B. Gregersen, and Clayton M. Christensen
The Innovator's
DNA hbr.org 1692 Dec09 Dyer Layout.indd 61
|
December 2009
|
Harvard Business Review 61
11/2/09 1:39:02 PM
Innovation
SPOTLIGHT ON
INNOVATION
The Innovator's DNA
"How do I find INNOVATIVE PEOPLE for my organization? And how can
2. I become more innovative myself?"
These are questions that stump senior executives, who understand that the ability to innovate is the
"secret sauce" of business success. Unfortunately, most of us know very little about what makes one
person more ... Show more content on Helpwriting.net ...
Associating is like the backbone structure of DNA's double helix; four patterns of action
(questioning, observing, experimenting, and networking) wind around this backbone, helping to
cultivate new insights. And just as each person's physical DNA is unique, each individual we studied
had a unique innovator's DNA for generating breakthrough business ideas.
Imagine that you have an identical twin, endowed with the same brains and natural talents that you
have. You're both given one week to come up with a creative new business–venture idea. During
that week, you come up with ideas alone in your room. In contrast, your twin (1) talks with 10
people – including an engineer, a musician, a stayat–home dad, and a designer – about the venture,
(2) visits three innovative start–ups to observe what they do, (3) samples five "new to the market"
products, (4) shows a prototype he's built to five people, and (5) asks the questions "What if I tried
this?" and
"Why do you do that?" at least 10 times each day during these networking, observing, and
experimenting activities. Who do you bet will come up with the more innovative (and doable) idea?
hbr.org
11/2/09 1:39:09 PM
Studies of identical twins separated at birth indicate that our ability to think creatively comes one–
third from genetics; but two–thirds of the innovation skill set comes through learning – first
understanding a given skill, then practicing it, experimenting, and ultimately gaining confidence in
one's
... Get more on HelpWriting.net ...
3.
4. Essay Reality Check at the Bottom of the Pyramid
The Globe
Erik Simanis is the managing director of Market Creation
Strategies at the Center for Sustainable Enterprise at Cornell
University's Johnson School of Management.
To succeed in the world's poorest markets, aim for much higher margins and prices than you thought
were necessary–or possible. by Erik Simanis
ABOVE MightyLight customers in Barmer,
Rajasthan, India
120 Harvard Business Review June 2012
M
ost companies trying to do business with the 4 billion people who make up the world's poor follow a
formula long touted by bottom–of–thepyramid experts: Offer products at extremely low prices and
margins, and hope to generate decent profits by selling enormous quantities of them. This "low
price,
low ... Show more content on Helpwriting.net ...
They also need to raise the price point for a single transaction. This combination of higher margins
and higher price points increases the contribution–the amount of money that goes to covering fixed
and operating costs– generated from every transaction.
That's a tall order. But my experience leading businesses in Africa, India, and other emerging
economies shows that it can be done. In this article, I will show how to build a margin–boosting
platform that can help companies solve the cost problems inherent in bringing needed products and
services to very poor markets. A few companies are already using aspects of a platform to improve
their profitability prospects, and S.C. Johnson, the householdproducts maker, has launched an
integrated margin–boosting platform for selling insecticide in rural Ghana as part of an effort to
reduce malaria infection there. Initial results for that venture show the financials moving in the right
direction.
Why Low Prices and
Margins Don't Work
5. C.K. Prahalad was a leader in focusing corporate attention on business opportunities among
consumers at the bottom of the economic pyramid. His view that very–lowincome markets are best
reached through the low–price, low–margin, high–volume model has cast a long shadow on
corporate strategy in
... Get more on HelpWriting.net ...
6.
7. Assignment: Balance Sheet and Basic Industries
Harvard Business School 9–197–010 Rev. May 30, 1997 First Investments, Inc.: Analysis of
Financial Statements In March 1995, Fred Aldrich, a summer trainee with the First Investments,
Inc., was called into the office of the head of investment analysis section of the trust department.
The following conversation took place: Fred, here are the 1994, 1993, and 1985 Basic Industries
Company's financials (Exhibit 1) and a 10–year summary (Exhibit 2 ). Our trust department has
owned this stock since the early 1980s. As you know, our portfolio people place a lot of emphasis on
the quality of a company's earnings and the return on owners' equity in making stock selections.
Well, they are worried. The 1994 Basic Industries annual report shows a ... Show more content on
Helpwriting.net ...
82,120 547,000 65–30 $ 272.9 182,051 537,000 24–17 $4,485.4 3,492.4 8,324.2 3,372.4 $ 598.6
334.0 388,000 304,000 $ 254.8 182,112 536,000 73–58–1/4 $ 249.7 181,684 523,000 66–1/2–46–
1/2 $ 235.4 181,114 529,000 47–1/4–30–1/8 $ 235.2 180,965 520,000 49–1/8–37 $ 234.8 180,651
530,000 50–1/4–40–1/8 $ 234.2 180,266 529,000 48–41–1/4 $ 234.6 180,609 530,000 60–40 $
216.7 180,634 521,000 60–1/8–45–1/2 75–7/8–55 19–9 $5,222.6 3,879.5 9,369.1 3,704.3 $ 671.8
376.2 404,000 307,000 25–20 $3,979.3 2,869.7 7,401.8 3,084.6 $ 435.9 314.3 369,000 292,000 26–
28 $3,639.0 2,840.4 6,887.8 2,801.8 $ 553.1 273.6 363,000 291,000 26–17 $3,334.8 2,650.3 6,198.5
2,553.6 $ 581.4 334.7 297,000 310,000 32–24 $3,287.8 2,366.7 5,894.0 2,426.5 $ 530.6 351.3
410,000 318,000 5–20 3,311.1 2,104.3 5,652.3 2,402.1 $ 514.7 300.1 394,000 305,000 29–21
$3,207.6 1,977.4 5,205.3 2,245.3 $ 561.7 280.4 385,000 296,000 32–21 $3,013.0 1,883.2 4,768.1
2,128.1 $ 484.9 233.6 376,000 291,000 31–23 $2,842.6 1,566.8 4,300.6 2,107.2 $ 332.9 188.4
333,000
... Get more on HelpWriting.net ...
10. Lifexpress. She had delivered the system on time and on budget, and had met all the specifications
that Bennett and the other senior manag–
ers had agreed to. After a relatively smooth testing phase, the companywide implementation,
although slightly behind schedule, was finally picking up steam. The first agents to use the system
had offered mostly positive feedback about its hardware configuration and software. But apparently
Fontana wasn't seeing any of that. At their last few weekly half–hour meetings, Fontana had become
impatient with Sullivan whenever she had tried to distinguish between what she could control and
what she couldn't. And that morning's meeting had deeply unsettled her–in part because Bennett had
joined the discussion and seemed to side with the CFO. Sullivan turned away from the
... Get more on HelpWriting.net ...
11.
12. Jamie Turner at Mli, Inc. Harvard Business Brief Case
THOMAS MORE COLLEGE ACCELERATED DEGREE PROGRAM MASTERS OF BUSINESS
ADMINISTRATION
MGT–MBA 611: MANAGEMENT, ORGANIZATIONAL BEHAVIOR AND DESIGN
Participant Module
MBA Cohort 72
Rob Harris Eddie Ostriecher August 2012 Thomas More College
MGT 611 Course structure and grading policies
Course Description
The goal of this course is to introduce students to the MBA program through the study of various
instrumental techniques and management concepts. Students will learn writing and research
requirements that build critical thinking skills in the evaluation on and reflection on managerial
decision making, teaming, communication protocols, motivation of employees and firm
performance.
Course Topics:
MGT 611 is organized around the following ... Show more content on Helpwriting.net ...
Chapter 2 Harvard Press Book (2006). Performance management: Measure and improve the
effectiveness of your employees. (Chapter 2) Motivation: The Not–So–Secret Ingredient of High
Performance. Harvard Business School Publishing. Cambridge, MA. Lynn, I., Hodge, Y. & Yemen
G. (2007). Teamwork turmoil. University of Virginia Darden School Foundation. Beamish, P. &
Jiang, R. & (2011). The Chinese fireworks industry. Richard Ivey School of Business Foundation.
Kaplan, R.S. (2010). Leading change with strategy execution system. Harvard Business School
Publishing. Cambridge, MA. Karkhardt, D. & Hanson, J. (1993). Informal networks: The company
behind the charts. Harvard Business School Publishing. Cambridge, MA. Katzenbach, J. & Smith,
D. (1993). The discipline of team. Harvard Business Review. President and Fellows of Harvard
College. Kerr, S. (1995). On the folly of rewarding A, while hoping for B. Academy of Management
Executive. 9 (1), 7–14 Download on class site Kramer, R.M. (2003). The harder they fall. Harvard
Business School Publishing. Cambridge, MA. Montgomery, C.A. (2005). Newell Company:
Corporate Strategy. Harvard Business School Press.
2
13. Cohort 72
MGT 611 Course structure and grading policies
Pfeffer, J. & Sutton, R.I. (2007). Do Financial Incentives drive company performance? Harvard
Business School
... Get more on HelpWriting.net ...
16. exercise can elude you if you don't pay sincere attention to them. If you are too burdened by time
pressures and job demands, you may just file the information away and forget about it. To be
effective, the exercise requires commitment, diligence, and followthrough. It may even be helpful to
have a coach keep you on task. Third, it's important to conduct the RBS exercise at a different time
of year than the traditional performance review so that negative feedback from traditional
mechanisms doesn't interfere with the results of the exercise.
Used correctly, the
... Get more on HelpWriting.net ...
17.
18. Boldflash: Cross-Functional Challenges in the Mobile Division
4438
MAY 31, 2012
MICHAEL BEER
RACHEL SHELTON
BoldFlash: Cross–Functional Challenges in the
Mobile Division
On January 16, 2012, Dr. Roger Cahill walked into his office in BoldFlash's Waltham,
Massachusetts headquarters at 7 a.m., less than a year into his new role as Vice President of the
company's Mobile Division. His predecessor's personal photos and mementos had been packed up
months ago, but they still sat in a corner, patiently waiting for someone to collect them. Cahill didn't
have the heart to move them because Jim Harrison had died unexpectedly after more than a decade
in the position. Jack Young, the company's CEO, immediately replaced Harrison with Cahill, a
24year employee and highly respected research scientist ... Show more content on Helpwriting.net ...
''The meeting lasted two days, yet I had a hard time summarizing what we had accomplished.'' With
the next two–day product development meeting coming up in less than a month, Cahill wondered
what changes he would have to make to the meeting, the organization, and the product development
process to develop truly innovative, market–leading products that anticipated customer needs.
Company History and the Flash Memory Market
Two computer science professors founded BoldDisk in Waltham, Massachusetts in 1982. Initially, it
manufactured computer storage media, primarily floppy disks, at a plant in Waltham. The company
continued to focus on storage devices as technology evolved (with the exception of an illfated foray
into MP3 players in the early 1990s), although its product mix evolved with the market.
By 2012, the company–––––now re–named BoldFlash–––––focused on flash memory and had a
significant customer base in both OEM (original equipment manufacturer) and direct–to–consumer
markets.
Flash memory is a solid–state drive (SSD) that maintains data storage without moving parts, even
when disconnected from power. It is commonly used in consumer devices such as digital cameras,
mobile phones, USB drives, MP3 players, DVD players, GPS systems, tablet computers, and
notebook computers. Although some flash memory is embedded into the product, consumers can
also purchase flash memory devices to increase the device's storage capacity.
... Get more on HelpWriting.net ...
19.
20. Communication Skills Gen Y Workforce
rP os t www.hbr.org HBR CASE STUDY Gen Y in the Workforce op yo How ca n Sarah and Josh
work together m ore effectively? by Tamara J. Erickson Do No tC Reprint R0902X This document
is authorized for use only by sharmila mohapatra until January 2012. Copying or posting is an
infringement of copyright. Permissions@hbsp.harvard.edu or 617.783.7860. HBR CASE STUDY
rP os t How I learned to love millennials (and stop worrying about what they were doing with their
iPhones). op yo Gen Y in the Workforce tC "RU BRD?"1 The text message from Ashok stood out in
bold block letters on the small screen of Josh Lewis's iPhone. Am I ever, Josh thought, stuffing the
device back into his ... Show more content on Helpwriting.net ...
They're well suited to handle the traffic–much better than we are," Josh replied. These days it was
just so much easier to download music, movies, and TV shows how and when you wanted them. To
have, as Jessica joked, old 90210 and new 90210 existing peacefully on your laptop. "We'd be
leveraging one of Rising Entertainment's biggest strengths, its library, in a way that gets the
company out in front of the movement to free content." "All great points," Sarah had responded.
"But our budget is soft right now–everything is soft right now. I'm not sure we have the time and
resources to throw at these channels." Josh opened his mouth to respond, but the marketing chief cut
off the discussion there and went on to her other notes. That was the end of that, Josh explained to
his friends. "I guess I just expected that I would get to act on more of my ideas," he complained, as
they finished crunching through a large order of lime–cilantro chips and salsa. "And that the higher–
ups here would have figured out by now that the model's changing." By the time Ashok, Jessica, and
Josh had gotten down to salty crumbs, the three were in firm agreement: Sarah just didn't get it. op
yo ment and opportunity–ever–present TV and film shoots on the lots, hobnobbing with industry
power brokers, the inevitable offers from competing studios, and, of course, the terrific LA nightlife.
But now, with 10 months on the job, and most of that time relegated to
... Get more on HelpWriting.net ...
23. are looser and customer specifications permit, we produce goods with lower–cost substances that
would not be acceptable in all regions."
Putting down the memo, Brown turned to a report on Narinex's environmental practices. It had been
prepared by none other than her 17year–old granddaughter as a school assignment. Zoe had e–
mailed it to her a few days earlier with a short note:
Thanks for your help getting information for this, Nana. You should read it. You weren't the worst
company we talked about, but you weren't the best either! XOXO.
The teenager's analysis was refreshingly direct–free of corporate politics and personal ambition.
Zoe's top recommendation: Hire a
CSO.
"From the mouths of babes," Brown mused.
She knew several other companies had appointed CSOs. She'd generally
... Get more on HelpWriting.net ...
24.
25. Can Information Systems Provide Businesses with a...
Can information systems provide businesses with a competitive edge? Are such IT related
competitive advantages sustainable in the long run? Why or why not?
In recent years, many businesses have faced an increasingly uncertain future. As a result, there is an
"economic imperative" to gain advantage over their competitors (Bakos & Treacy, 1986). A
competitive advantage is attained when "a firm reaches its comparative efficiency or bargaining
power (Bakos and Treacy, 1986). There has been a need for the introduction of information systems
into many businesses due to human limitations, with bounded rationality concerning the "memory,
computation and communication" capacities of an individual (Bakos & Treacy, 1986). There is limit
to which ... Show more content on Helpwriting.net ...
Here, they suggest core competence being "a bundle of skills and technologies that enables a
company to provide a particular benefit to customers". This is the main reason for improving
information systems, as they "optimally position a company within an existing market and develops
foresight into the whereabouts of tomorrow's market". Information systems should help the business
to produce at a lower cost level. This will enable it to differentiate from its competitors and to
analyse other markets and market sectors it may wish to enter into (Porter, 1980; Porter and Millar,
1985). Using information systems can potentially raise barriers to entry for new firms who will not
have the technology that an established firm will or, or not have the capital to fund such a system. It
can also create ways in which clients will depend on your business, be able to offer new and
idiosyncratic goods and services and creating business opportunities (Bott et al., 1986, Porter and
Millar, 1979).
Information systems providing competitive advantage can be displayed in the retail business. With
high street businesses, rent and wages must be paid. These companies will also have distribution
centres. With online retailers, they only have a distribution centre and due to the internet can have
customers worldwide. The reduced expenses means they can offer lower prices in a price driven
market. As a result, the demise of high street
... Get more on HelpWriting.net ...
26.
27. The Best Laid Incentive Plans
"The Best Laid Incentive Plans". Summary: Current State: Cheryl Hailstorm is the new, and first
non–founding family, CEO of the 94 year–old company Lakeland Wonders Toy Company. Cheryl
has found herself caught between aggressive new objectives and opportunities, and a deep–rooted
internal culture that resists change to anything that is outside the common company norm.
Summary: Desired State: Lakeland is a large producer of a high–end brand of wooden toys, who
now has the opportunity for entrance into a new major–retail chain named Bulls–Eye with a less–
expensive or mid–market toy line, and now for the first time must look to outsourced manufacturing
overseas to keep costs down supporting the required new product price points. ... Show more
content on Helpwriting.net ...
Proof of Diagnosis Cause Evidence Action Plan Ideas Maintain US Manufacturing Always Have
Establish Separate Offshore Division Design Firm Loyalty Long time relations Focus new firm to
new projects only Made in USAAdvertising On all toys & trucks Set–up separate distribution in
new division Timing to Market for Peak Holiday Season Prioritize development of key products
Union Work Force Prevalent New Division 100% offshore Outcome Statement Lakeland Toy
Company has a proud heritage, established production facilities, and successful high–end market in
specialty stores for its core brand. Lakeland's market presents, organization, and reputation must be
maintained in representing the core culture behind the brand, the company, and the associated work
force and suppliers. Lakeland's ability to grow requires the company to pursue a more inexpensive
segment of products that will have mass appeal and affordability in major–retail chains. In order to
produce at costs that allow sales at the required price points Lakeland must look to outsource
production overseas. Doing so is such a dramatic shift in all aspects of Lakelands existing products,
advertising, and culture the need to create a fully separate division will be necessary to facilitate
... Get more on HelpWriting.net ...
28.
29. Formal Structure Interface With Internal And External...
INNOVATION MATRIX [10]
Formal structure interface with Internal and External Business Environment –
The internal and external business environment plays a significant role we have to adopt innovation
according to changes which are happening in internal and external business environment. [20] The
success–survival–growth of business completely depends of innovation with scenario analysis [19]
& [20]
How Innovation can be successfully implemented in Organization:
Role of organizational culture in overcoming challenges and Resistance to change
An article "How to Kill Creativity" published in the Harvard Business Review (1998), Therese
Amabile identified a few proven strategies for organizations to help promote ... Show more content
on Helpwriting.net ...
Managers can also support creativity by serving as a role model, persevering through tough
problem, as well as encouraging trust, collaboration and communication within the team.]12]
Organizational Support – Encouragement from supervisors certainly fosters creativity, but creativity
is truly enhanced when the entire organization supports it. Organizational leaders must put in place
appropriate systems or procedures that value and recognize creative contributions. [13]
Managerial Implication–
Positive approach to innovation is greater if employees know that they have the support of superiors
and independence in action while they develop innovative ideas, as well as that they can make use
of financial resources to support the innovation processes. As the relevant literature shows,
objectives may actually promote innovation at the same time leaders of the organization should give
a clear signal that innovation is highly desirable, by setting ambitious goals indifferent areas and
establishing motivated teams to find ways to implement the vision.[14] The support for innovation
is the symbols and rituals, whose main objective is to identify innovative behaviour and an incentive
for this type of behaviour.[15] a dimension of the
... Get more on HelpWriting.net ...
30.
31. Futher
School of Policy, Planning and Development University of Southern California PPD 515: Strategic
Management of Healthcare Organizations Intensive Semester |Session I: June 5 through 8, 2008
|Time: 8:30 AM to 4:30 PM | |Session II: June 23 and 24, 2008 | | |Session III: July 14 and 15, 2008 |
| Professor: Robert C. Myrtle, D.P.A. Office Phone: (213) 740–0378 FAX: (562) 439–2250 Home
Phone: (562) 438–4359 E–Mail: myrtle@usc.edu Office Hours: By ... Show more content on
Helpwriting.net ...
2. If you are not submitting your papers electronically, two copies are required. 3. Do not put your
name on your work but use your student identification number instead. Case Analysis A number of
cases and problem situations have been assigned as part of the formal course requirements. Most of
these will be completed as part of the seminar activity. The remainder will be completed outside of
the classroom and turned in for grading. In either event, you should keep in mind that you must be
prepared to discuss each assigned case at the time scheduled in the syllabus. The best case
discussions are mindful of the following–you have: taken a position that is decisive and specific,
"done the math". Many cases provide an opportunity to manipulate real data. You should recognize
when this is appropriate and will attempt to solve the problem. Obtaining the right answer
numerically is not nearly as important as recognizing when and where to do calculations,
comparisons and to make inferences, when appropriate, discussed the downside of a proposed
strategy, if there are negative repercussions. Be especially mindful of the costs involved in any new
program or actions you recommend. The critical thing is that the benefits outweigh the costs For the
last few semesters I have been experimenting with submitting your required case analysis as a
PowerPoint presentation. This presentation
... Get more on HelpWriting.net ...
32.
33. Moral Compass Essay
Moral Compass Essay
Yuebo (Grace) Zhu
I. Introduction
A moral compass is the moral guide on which a person bases his/her decisions and distinguishes
what is right from what is wrong. With our moral compass, we know what rules we should play by.
When I was a child, I learnt Chinese traditional wisdom, Confucianism, from my parents and
elementary school. The core of Confucianism is humanity, to be altruistic, upright and courteous
within the society, from which I got to know the rules I should honor. Never cheat. Be kind and
honest. Don't do anything that will hurt others. These become the foundation of my moral compass.
As I grow older, I have been introduced to other theories which cast light on the formation of my
moral compass. ... Show more content on Helpwriting.net ...
According to my moral vision, I make my own code of conduct. First, don't judge. I shouldn't judge
others' choices because they have their own rights to choose freely. Second, don't do anything that
will violate others' basic rights. Examples are as covering my cough, not making noise when
roommates are sleeping, etc. If I choose to do the opposite, it would make no difference to me, but it
would put other people's rights at stake. Third, others have no saying in my decisions. I expect
people to respect my rights and not to control or disturb me. Just as the way I respect them, they
should respect me.
III. Defining Moment
My moral compass gives me guidance on many decision making situations. However, chances are
high that interests of different groups cannot always be saved at the same time. Under these
circumstances, no matter which one I choose, there would always be someone whose rights would
be violated. This is my defining moment.
There is no such thing as "absolute good" but "good for". Whenever I meet my defining moment, I
think about the question, "Whose good should I be serving?" I am not saying to evaluate whose
interests are more valuable, but to evaluate whose interests are more important TO ME. There are
three principles for me to evaluate different interests. The first is the interest's indirect impact on the
third party. For example, the police are investigating a theft and I know who the thief is. I must
... Get more on HelpWriting.net ...
34.
35. choosing strategies for change
Best of HBR JOHN P. KOTTER AND LEONARD A. SCHLESINGER Choosing Strategies for
Change considered that there is nothing more difficult to carry out, nor more doubtful of success,
nor more dangerous to handle, than to initiate a new order of things."1 In 1973, The Conference
Board asked 13 eminent authorities to speculate what significant management issues and problems
would develop over the next 20 years. One of the strongest themes that runs through their
subsequent reports is a concern for the ability of organizations to EDITOR'S NOTE: A lot has
respond to environmenchanged in the world of tal change. As one person management since 1979,
when wrote: "It follows that an this article first appeared, but acceleration in the ... Show more
content on Helpwriting.net ...
■ To lead change, tailor your strategies to the types of resistance you'll encounter. For instance, with
employees who fear change, provide skills training. ■ Consider situational factors. For example, to
avert an imminent crisis, change quickly – even if that intensifies resistance. number of different
reasons, individuals or groups can react very differently to change – from passively resisting it, to
aggressively trying to undermine it, to sincerely embracing it. To predict what form their resistance
might take, managers need to be aware of the four most common reasons people resist change.
These are a desire not to lose something of value, a misunderstanding of the change and its
implications, a belief that the change does not make sense for the organization, and a low tolerance
for change. Parochial self–interest. One major reason people resist organizational change is that they
think they will lose something of value as a result. In these cases, because people focus on their own
best interests and not on those of the total organization, resistance often results in "politics" or
"political behavior."5 Consider these two examples: ■ After a number of years of rapid growth, the
president of an organization decided that its size demanded the creation of a new staff function –
New Product Planning and Development – to be headed by a vice president. Operationally, this
change eliminated most of the
... Get more on HelpWriting.net ...
36.
37. Unit 6 Business Decision Making Essay
Page 1 of 22 Centre Name/logo Programme Title Unit No & Title QCF Level: Assignment No/Title
Tutor/Assessor Written by Essex International College BTEC HND in Business Unit 6 Business
Decision Making 5 Credit: 15 Y/601/0578 Acorn Research Consultants Please Provide Tutor Name
Here /Assessor Panel Dr Keith Hoodless To meet LO 1 Assessment method To meet LO 2 To meet
LO 3 Written Report not exceeding 4000 words covering all tasks To meet LO 4 Key dates:
Assignment distribution date to learners 20th January 2014 Assignment submission date 14th April
2014 Assignment returns date to learners (if applicable) Within 4 weeks after Submission Aim The
aim of this unit is to give learners the opportunity to develop techniques for data ... Show more
content on Helpwriting.net ...
Project 3 Hotel Russell, located at 1–8 Russell Square, Bloomsbury, London, is a four–star hotel
offers easy access to central London businesses, tourist attractions, shopping and entertainment
areas. A 4–star venue offers a level of service and comfort designed to insure that both business and
leisure travellers who visit historic capital city will find charming hospitality and personalised
service. Russell Hotel would like to your company to conduct a survey with their customers about
their services in the hotel to make necessary improvements. Project 4 Choose and organisation you
know or are familiar with, and prepare a report based on the customer experience in order to
facilitate an improvement in services and outcomes. BTEC HND in Business / Business Decision
Making / Jan 2014 Page 4 of 22 Learning Outcome Learning Outcome 1 Be able to use a variety
of sources for the collection of data, both primary and secondary Learning Outcome 2 Understand a
range of techniques to analyse data effectively for business purposes Learning Outcome 3 Be able to
produce information in appropriate formats for decision making in an organisational context Tasks
Mode of Assessment Task 1 a) As the Marketing Manager create a plan for the collection of primary
and secondary data for your chosen business project (AC 1.1) b) Prepare the survey methodology
and sampling frame work to be used in the above situation
... Get more on HelpWriting.net ...
41. Business Case Study Interpretation: Tyco
Analysis of Harvard Business School Review
1. What are the goals and objectives of Tyco? How well has the company performed? Show your
analysis and interpretation.
Tyco was a holding company of the highest caliber (at the time of this case's publishing), with a
simple plan that was painstakingly engrained into the corporate culture. Everything about the
company screamed Wall Street success, despite that one CII report to the contrary, and this success
could be credited to the stubborn adherence to meeting 15% growth rates and various financial
performance ratios.
2. What are the nature and characteristics of businesses/industries that they are in? What is the
business selection strategy? What businesses are they entering or ... Show more content on
Helpwriting.net ...
Fort was able to make all future year financial figures shine. He gave his manager's freedom to meet
targets, but was very controller heavy; in essence perpetuating this attention to the financials.
There was one drawback to this style though. In my mind, this Wall Street–heavy strategy makes all
planning year–by–year. Thus, long–term corporate health might be sacrificed in the effort to make
each year's goals. Moreover, this strategy was in stark contrast to the bonus structure set up at Tyco,
adding further to the minds of those who ran the business from day–to–day.
6. Has the company created and sustained its corporate competitive advantage? Explain the sources
of sustainability for Tyco.
We all know the hot water Mr. Koslowski got the company into a few years ago with his lavish
spending at a company party. With that information aside, the skill Tyco has built at acquisition and
holding company management seems to be tried and true. Also, the industries in which it trades
seem to be under the company's control. In these senses, Tyco can thrive for years to come thanks to
competitive advantages.
However, there is one area where Tyco could easily falter. Namely, the very reliance on financial
performance that has made Tyco a success for decades could be its downfall. First of all, the
company has never been as entrepreneurial as management wanted us to believe since there are "no
guarantees that the divisions generating
44. Key Resources That Affect Creativity Are Time And Money
Resources – The two main resources that affect creativity are time and money. When it comes to a
project, we must determine the funding, people and other resources that a team legitimately needs to
complete the task.
Work–group Features–Group must work for common objectives of their group. There must be
mutual understanding between group members. There must be predefined rules and regulations for
every group member. There should be effective communication among every group member.(Wride,
2012)
Supervisory Encouragement – Most managers and supervisors can encourage creativity by offering
due recognition and credit to their team members. Managers can also support creativity by serving
as a role model, persevering through tough ... Show more content on Helpwriting.net ...
References–
1] T. Bateman and J.M. Cram, "The Proactive Component of Organizational Behavior: A Measure
And Correlates," Journal of Organizational Behavior, 14 (1993): 103–118.
2] T. Bateman and H. O 'Neill, "The Goals of the Top Manager: A General Taxonomy and
Customized Hierarchies," Working manuscript, University of North Carolina, 1999.
3] White Paper: Innovation in the workplace a multi–level approach drawn from academic research
PenniWolfgramm19th September 2011.
4] Riesman, F. K., &Hartz, T. A. (2010).Crafting a Culture of Creativity and Innovation the Talent
Management Handbook: Creating a Sustainable Competitive Advantage by Selecting, Developing,
and Promoting the Best People.
5]Christensen, C., Dyer, J., &Gregerson, H. (2011). The Innovator's DNA: Mastering the five skills
of disruptive innovators. Boston: Mass, Harvard Business Press.
6] Zenith International Journal of Business Economics & Management Research.2012.vol.6
7]T.M. Amabile, "Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic
Motivation in the Workplace," Human Resource Management Review. 3(1993): 185–201.
8] Amabile, T. M. (1998).How to kill creativity (pp. 77–87).Harvard Business School Publishing
45. 9] Harnessing Creativity and Innovation in the Workplace by Olivier Serrat.2009.vol.69.
10] Special Edition on Innovation in Organizations November 2012,
... Get more on HelpWriting.net ...
48. Gerstner and Childs wanted people to un–
harvard business review september 2004
derstand that this was truly something new.
IBM had a long practice of being blind to differences and gathering demographic information only
to ensure that hiring and promotion decisions didn't favor any particular group. So this new
approach of calling attention to differences, with the hope of learning from
... Get more on HelpWriting.net ...
49.
50. Communication in Global Business
Communication in Global Business. The use of computers and the Internet in workplaces are
becoming more pervasive and the functions performed using computers are dramatically increasing.
The influence of technology will go beyond new equipment and faster communications, as work and
skills will be redefined and reorganized. This will lead to paperless and people less offices.
Companies understand the need to respond and adapt to the evolving use of technology by their
customers, stakeholders and suppliers. Technology adoption typically occurs in an S–curve with
exponential growth of technology adoption from 'early adopters'. Not only is the diffusion of
individual technologies exponential, but the rate of diffusion is accelerating and with each new
technology release the 'early adopters' and 'early majority' move further to the left. It took more than
70 years for telephones to reach 50% household penetration, compared with 28 years for radio, and
10 for internet access. Following this trend, the rate of technology adoption should continue to
accelerate so that each new technology outpaces the adoption of its predecessor. This is going to
directly affect current type of office. The changing office is strongly influenced by the young new
workforce (Generation Y). Generation Y's expectations are being formed by the technologies they
surround themselves with. They adapt their lifestyles to each new technological invention and they
won't accept that the brands they interact
... Get more on HelpWriting.net ...
51.
52. Why Satisfied Customer Defect
ARTICLE www.hbr.org Why Satisfied
Customers Defect by Thomas O. Jones and W. Earl Sasser, Jr.
Included with this full–text Harvard Business Review article:
1 Article Summary
The Idea in Brief– the core idea
The Idea in Practice– putting the idea to work
2 Why Satisfied Customers Defect
14 Further Reading
A list of related materials, with annotations to guide further exploration of the article's ideas and
applications
Product 6838
Why Satisfied Customers Defect
The Idea in Brief
The Idea in Practice
Satisfied customers–a sure sign of your company's success? Actually not, as Xerox
Corporation discovered. Its merely s atisfied customers were six times less likely to buy again from
Xerox than its totally satisfied customers.
To secure ... Show more content on Helpwriting.net ...
The company's eight divisions operate in diverse markets, including light manufacturing, wholesale
distribution, and consumer services. All are feeling pressure from strong competitors, and the
corporation has created a customer–satisfaction survey as one method of measuring the impact of its
quality–improvement process.
After dispensing with several items on the agenda, the group turns to the third–quarter customer–
satisfaction indices, and a transparency is placed on the overhead projector. (See the graph "Third
Quarter Satisfaction Index.")
The CEO proudly points out that 82% of the customers surveyed responded with an overall
satisfaction rating of either 4 (satisfied) or
5 (completely satisfied). Everyone in the meeting agrees that the company must be doing pretty well
53. because only 18% of its customers were less than satisfied.
There are three divisions with average rat–
harvard business review november–december 1995
ings of 4.5 or higher. There is general consensus that they have reached the point of diminishing
returns and that further investing to increase customer satisfaction will not make good financial
sense.
The group next examines the results of the division with the lowest average rating, a 2.7.
This business unit manufactures bulk lubricants and sells to companies that repackage the product
for sale to the retail channel. It is a
... Get more on HelpWriting.net ...
56. The CEO Can't Afford to Panic HBR C ASE S TUDY
Eric J. McNulty writes on leadership, social enterprise, and sustainability. He can be reached at
eric@ericmcnulty .com.
Behind him, Sal Persano, the senior VP of marketing, was fumbling with the remote control to the
boardroom television. He pushed buttons seemingly at random, managing only to initiate a video
conference with the firm's London office. Hicks, meanwhile, had stepped back from the window and
was tapping furiously on her laptop. "CNN is just reporting 'an incident' so far," she said. "No details
yet." She continued to focus on the screen, surfing from site to site in search of concrete
information. A cacophony of ringtones in the conference room competed with the sirens of
emergency vehicles outside. The head of HR, Joan Kaczmarek, moved close to Smarten at the
window. "It's rush hour," she said. "Our people are probably down there. I'll initiate a headcount in
all departments. What else do you want to do?" Smarten turned without answering her, as Persano
... Get more on HelpWriting.net ...
57.
58. Computime
Question 1
Communication across Computime is lacking. According to Wolcott and Lippitz, Computime lacks
formal communication channels between Research and Development (R&D) and business unit
engineers (2008). If the R&D unit is unaware of how Computime's customers are innovating a
product, how can the department anticipate needs and make adjustments prior to unveiling a new
product? Communication needs addressed.
Chinese engineers "tend to be less accustomed to sharing problems, offering ideas, and working in
teams" (Wolcott & Lippitz, 2008). This is a barrier for Computime, as Chinese engineers may not be
able to communicate effectively with the R&D units. To improve communication channels,
Computime can use Frans Johnansson's concept ... Show more content on Helpwriting.net ...
Step 3 – Check for organizational congruence With the opening of the new R&D center in 2006, the
formal organization, culture, and people of Computime will need re–aligned (Tushman & O'Reilly,
1997). This is necessary because they do not fit the new vision, since all were established when
Computine was a contract manufacturer (OEM), not a global leader of branded products.
Step 4 – Develop solutions and take action
Possible changes to the formal structure at Computime could include new communication systems
and rewards. Possible changes to human resources could include new skills and expertise necessary
for branded products. As far as cultural changes, a shift from "manufacturing" to "innovative" is
necessary for all employees if Computime wants to become a leader of branded products (Wolcott &
Lippitz, 2008).
Step 5 – Observe response and learn from the consequences
Organizational learning is about finding–good enough solutions to important problems and making
error–correcting adjustments to get better and better (Tushman & O'Reilly, 1997). The key for
Computime to becoming a global leader in branded products is to continually learn/make
improvements from their targeted actions taken in step four.
In summary, a congruence analysis will help Computime
... Get more on HelpWriting.net ...
64. commercial enterprise software, competition within the U.S. economy has accelerated to
unprecedented levels. There are a number of possible reasons for this quickening, including M&A
activity, the opening up of global markets, and companies' continuing R&D efforts. However, we
found that a central catalyst in this shift is the massive increase in the power of IT investments. To
better understand when and where IT confers competitive advantage in today's economy, we studied
all publicly traded U.S. companies in all industries from
... Get more on HelpWriting.net ...
65.
66. The Global Entrepreneur
Best Practice BY DANIEL J. ISENBERG The Global Entrepreneur A new breed of entrepreneur is
thinking across borders – from day one. FOR A CENTURY AND MORE, companies have ventured
abroad only after establishing themselves at home. Moreover, when they have looked overseas, they
haven't ventured too far afield, initially. Consumer healthcare company Johnson & Johnson set up its
first foreign subsidiary in Montreal in 1919 – 33 years after its founding in 1886. Sony, established
in 1946, took 11 years to export its first product to the United States, the TR–63 transistor radio. The
Gap, founded in 1969 – the year Neil Armstrong walked on the moon – opened its first overseas
store in London in 1987, a year after the Challenger space shuttle ... Show more content on
Helpwriting.net ...
The company may be just six years old, but brand awareness is high, and RacingThePlanet is
already profitable. In this article, I'll describe the challenges start–ups face when they are born
global and the skills entrepreneurs need to tackle them. ARTICLE IN BRIEF ■ More and more
start–ups are being born global. By tapping resources or serving customers across nations,
entrepreneurs can take on larger rivals, chase global opportunities, and use distance to create new
products or services. Distances, differences in cultural contexts, and paucity of resources are the
main challenges new ventures face. Successful entrepreneurs are clear in their purpose, strike
alliances from positions of weakness, are able to manage global supply chains, and can establish
multinational organizations from the outset. ■ ■ ■ Key Challenges Global entrepreneurs, my
research shows, face three distinct challenges. Distance. New ventures usually lack the
infrastructure to cope with dispersed operations and faraway markets. Moreover, physical distances
create time differences, which can be remarkably tough to navigate. Even dealing with various
countries' workweeks takes a toll on a start–up's limited staff: In North America,
... Get more on HelpWriting.net ...
67.
68. Leadership Styles Differ From One
Degree:
Module:
Lecturer:
Coursework:
Name:
Year:
How leadership styles differ from one MNC to another & what factors contribute to its success?
Word Count: 2,500 Word Limit: (Bossidy & Charan, 2002). A viable individual procedure will
deliver precise evaluation of the individual which leads the system into creating and distinguishing
future leaders, and coming up with an 'ability pool' to fill future positions.
Hence all in all I will now introduce the above mentioned leadership styles and concepts and apply
them to various Multinational Companies and with the help of Primary and Secondary research
methods will deduce which strategy yields highest success rates. Though, leadership style remains ...
Show more content on Helpwriting.net ...
This will incorporate the coursework we have studied within the paradigms of this course to the max
and will elaborate the entire method that I'll be using to conduct my research regarding leadership
styles practiced in the Multinational Companies like Toyota and Honda whilst simultaneously
analyzing different factors that lead to success of these companies. For this I'll be using the
following methods as listed below as well as I'll be making a two day trip to their outlets and
workplaces here in Pakistan for one–to–one interviews and observations.
Primarily, I'll make use of the Positivist methodology of conducting out research which reinforces
the objectivity of social reality (ontological) and methodological which simply means that the
results sought after the research can easily be generalized to not only just the sample size but the
entire
... Get more on HelpWriting.net ...
69.
70. Engstorn Auto Mirror Plant Case
MICHAEL BEER ELIZABETH COLLINS
Engstrom Auto Mirror Plant: Motivating in Good Times and Bad
There had been several rough quarters at the Engstrom Auto Mirror plant in Richmond, Indiana, a
privately owned business that manufactured mirrors for trucks and automobiles and employed 209
people. For more than a year, plant manager Ron Bent and his assistant, Joe Haley, had focused their
Friday meetings on the troubling numbers, but the tenor of their May 14, 2007, meeting was
different. Both men sensed that they now faced a crisis at the plant. Bent was talking animatedly to
Haley: "This is the third productivity problem in, what, two weeks? We can't climb out of this
downturn with performance like that." He scowled as he signed the ... Show more content on
Helpwriting.net ...
Scanlon worked with the mill owner to enlist the plant workers in identifying ideas for increasing
productivity. Ultimately, the plant was saved. Although Scanlon was oriented to helping small,
distressed companies, variants of his "gainsharing" plan have been adopted by a diversity of
organizations. The heart of these plans is the concept of participative management. Scanlon believed
that individuals will work hard to help achieve their organization's goals so long as they have an
opportunity to take responsibility for their actions and apply their skills. A key tactic is to
communicate financial and other business data through all levels of the organization. While this is a
symbolic motivator for many workers, the tactic also has a practical basis: everyone is encouraged
to suggest ways to improve the plant's productivity.
Do
The three plan components–the submission of suggestions for improvement by employees at all
levels, the structure of the company committees that evaluate the suggestions, and then the sharing
of the fruits of increased productivity through monthly bonuses–ideally work together to drive big
changes in behavior and attitudes. When things are working properly, teamwork and
knowledgeBRIEF CASES | HARVARD BUSINESS PUBLISHING
2
Copying or posting is an infringement of copyright. Permissions@hbsp.harvard.edu or 617–783–
7860.
71. No tC
The Scanlon Plan is the oldest organization–wide incentive plan still in use in the United
... Get more on HelpWriting.net ...
72.
73. Formal Structure Interface With Internal And External...
revolutionary science" because it involves a paradigm shift. In this case, the problem is well defined,
but the path to the solution is unclear, usually because those involved in the domain have hit a wall.
[24]&[25]
INNOVATION MATRIX [24]
Formal structure interface with Internal and External Business Environment –
The internal and external business environment plays a significant role we have to adopt innovation
according to changes which are happening in internal and external business environment. [20] The
success–survival–growth of business completely depends of innovation with scenario analysis [19]
& [20]
How Innovation can be successfully implemented in Organization:
Role of organizational culture in ... Show more content on Helpwriting.net ...
There must be predefined rules and regulations for every group member. There should be effective
communication among every group member.[12]
Supervisory Encouragement – Most managers and supervisors can encourage creativity by offering
due recognition and credit to their team members. Managers can also support creativity by serving
as a role model, persevering through tough problem, as well as encouraging trust, collaboration and
communication within the team.]12]
Organizational Support – Encouragement from supervisors certainly fosters creativity, but creativity
is truly enhanced when the entire organization supports it. Organizational leaders must put in place
appropriate systems or procedures that value and recognize creative contributions. [13]
Managerial Implication–
Positive approach to innovation is greater if employees know that they have the support of superiors
and independence in action while they develop innovative ideas, as well as that they can make use
of financial resources to support the innovation processes. As the relevant literature shows,
objectives may actually promote innovation at the same time leaders of the organization should give
a clear signal that innovation is highly desirable, by setting ambitious goals indifferent areas and
establishing motivated teams to find ways to implement the vision.[14] The support for innovation
is the symbols and rituals, whose main objective is to identify
76. Leading Change: Why Transformation Efforts Fail
www.hbrreprints.org
B E S T O F H BR
Leaders who successfully transform businesses do eight things right (and they do them in the right
order).
Leading Change
Why Transformation Efforts Fail by John P Kotter
.
Included with this full–text Harvard Business Review article:
1 Article Summary
The Idea in Brief–the core idea
The Idea in Practice–putting the idea to work
2 Leading Change: Why Transformation Efforts Fail
10 Further Reading
A list of related materials, with annotations to guide further exploration of the article's ideas and
applications
Reprint R0701J
BEST OF HBR
Leading Change
Why Transformation Efforts Fail
The Idea in Brief
The Idea in Practice
Most major change initiatives–whether ... Show more content on Helpwriting.net ...
Leaving short–term successes up to chance Failing to score successes early enough
(12–24 months into the change effort)
79. What Did You Learn From The Harvard Managementor Writing...
EHTP Ponts Executive MBA – MA 19 Module: Effective Communications Professor: Gigi WANG
Assignment: Pre–Class Homework Name of participant(s): Reda MAHMAJ Declaration of
Authorship "I (We) hereby declare that I (we) have neither given nor received unauthorized help on
this assignment, that all work is my (our) own unless otherwise stated, and that all sources used in
the preparation of this assignment have been properly cited." Submitted on: Part 1: Business writing
1. What did you learn from the Harvard ManageMentor Writing Skills tutorial? (1) Besides the
basics of an effective writing, the Harvard ManageMentor Writing Skills tutorial gave me practical
steps on how to plan the task, how to develop its components and how to edit for content and style.
In fact, it taught me how essential a deep understanding of the task is. Before all, it is important to
consider the delivery strategy. Then, one must clarify his purpose, scope the topic and analyze his
audience by making himself in the reader's shoes, in order to state a clear key message. Since I have
always considered that starting writing is the most challenging step, I found the getting started
methods just inspiring. So according to the contexts I must anticipate reader's questions, create a
traditional outline, use the brainstorm outline, or try a free writing. Likewise, I learned how to
choose the appropriate organizing method: Order of importance, Chronological, Process and
... Get more on HelpWriting.net ...
80.
81. A Day in the Life of Alex Sander
LARRY E. GREINER ELIZABETH COLLINS
A Day in the Life of Alex Sander: Driving in the Fast Lane at Landon Care Products
5:25 A.M.
Sweat dripped onto the handlebars of Alex Sander's StairMaster. Sander was half an hour into a
cardiovascular workout, while carrying on a conversation in the fitness center of the downtown
condominium complex with a neighbor who was climbing steadily on his own StairMaster. At 32,
Alex was the newest, and youngest, product manager in the Toiletries Division of Landon Care
Products, Inc., a cosmetics products company headquartered in Connecticut. In just over one year
with Landon, Alex had successfully rebranded two national skin care products. In January 2007,
Landon had been acquired by Avant–Garde, a ... Show more content on Helpwriting.net ...
Even if I have to steamroll over someone's feelings, or ignore the way a colleague would like to
handle a project.
Sander: Well, I get ticked off pretty easily. For example, I can't stand explaining something more
than a couple of times. But what really bothers me is lack of commitment–for example, if a long–
time employee isn't willing to put in extra hours to meet an important deadline. But you know what?
After I really become angry, there are people at Landon whose output will jump for at least a couple
of weeks afterwards. My temper is actually an effective management tool.
9:00 A.M.
Leong nodded apologetically to Garrison as she left and said, "The interviewer from your alumni
magazine is here." The magazine was interviewing Sander for an article on "high–potential" product
managers as part of a career development issue. After the Avant–Garde acquisition of Landon,
Sander had been selected to reformulate a stale Avant–Garde skin care product marketed primarily
in Western Europe and to launch it as Nourish in the United States. The target market for Nourish
included active American women in their 20s and 30s. Even though considerable investment in
research and development would be required, Avant–Garde had allocated $25 million to fast–track
the project, in an effort to beat a competing product to market. The interviewer from the alumni
magazine first asked, "Alex, how did you end up working in product
... Get more on HelpWriting.net ...
82.
83. Business Review : Steve Jobs
The computer technology is a rapidly growing and evolving industrial on an international scale. In
this day and age, computer technology has become an integral part in business. One individual who
made a great impact in the computer industry was Steve Jobs former chairman and CEO of Apple
Inc. This research paper examines some factors that contributed to the success of Steve Jobs.
As stated in the Harvard Business Review, Steve Jobs cofounded Apple and in 1997, he
revolutionized the company to become a successful corporation as is very evident today. – Harvard
Business Review 2012. Jobs' business ethics impacted and transformed seven industries and that
includes personal computing, animated movies, music, phones, tablet computing, retail ... Show
more content on Helpwriting.net ...
– Harvard Business Review 2012 Rather than conduct research on target or focus groups, Jobs
focused on human desires and used himself as an example when creating new devices. He relied
more on intuition than pubic opinions when designing new products. – Harvard Business Review
2012
As noted In the Harvard Business Review, in addition to being focused, Jobs also kept things
simple. Jobs believed that the simpler the device, the more attractive it would be to consumers. –
Harvard Business Review. Jobs recognize that humans, though complex creatures, do not like
complexity in dealing with daily routine of life. People want to do things when they want to and
having a simple device that will help them accomplish task will greatly appeal to consumers. The
simplicity in Apple is seen in the choice of logo that is the symbol of Apple. It is easily recognizable
and remembered because it is an object that people can identify with. That simplicity is also
incorporated in the vision of Apple which states: "Apple is committed to bringing the best personal
computing experience to students, educators, creative professionals and consumers around the world
through its innovative hardware, software and Internet offerings"(Apple, Inc., 2012). – Marshall
Digital Scholar 2012. The Company is committed to bringing the best user experience to its
... Get more on HelpWriting.net ...
88. Effective Communication Among Every Group Member
team legitimately needs to complete the task.
Work–group Features –Group must work for common objectives of their group. There must be
mutual understanding between group members. There must be predefined rules and regulations for
every group member. There should be effective communication among every group member.
(Wride, 2012)
Supervisory Encouragement – Most managers and supervisors can encourage creativity by offering
due recognition and credit to their team members. Managers can also support creativity by serving
as a role model, persevering through tough problem, as well as encouraging trust, collaboration and
communication within the team.
Organizational Support – Encouragement from supervisors certainly fosters creativity, ... Show more
content on Helpwriting.net ...
2] T. Bateman and H. O 'Neill, "The Goals of the Top Manager: A General Taxonomy and
Customized Hierarchies," Working manuscript, University of North Carolina, 1999.
3] White Paper: Innovation in the workplace a multi–level approach drawn from academic research
Penni Wolfgramm 19th September 2011.
4] Riesman, F. K., & Hartz, T. A. (2010).Crafting a Culture of Creativity and Innovation the Talent
Management Handbook: Creating a Sustainable Competitive Advantage by Selecting, Developing,
and Promoting the Best People.
5] Christensen, C., Dyer, J., & Gregerson, H. (2011). The Innovator's DNA: Mastering the five skills
of disruptive innovators. Boston: Mass, Harvard Business Press.
6] Zenith International Journal of Business Economics & Management Research.2012.vol.6
7] T.M. Amabile, "Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic
Motivation in the Workplace," Human Resource Management Review. 3 (1993): 185–201.
8] Amabile, T. M. (1998).How to kill creativity (pp. 77–87).Harvard Business School Publishing
9] Harnessing Creativity and Innovation in the Workplace by Olivier Serrat.2009.vol.69.
89. 10] Special Edition on Innovation in Organizations November 2012, Illumination.APS. Shelley
Logan.
11] Sternberg, R. J., & Lubart, T. I. (1999). The concept of creativity: Prospects and paradigms.
12] Brouwer, M.T. (2002), Weber,
... Get more on HelpWriting.net ...
90.
91. Change Management Simulation Essay
Change management simulation
As CEO and founder of Spectrum Sunglass Company, I want to bring a change in the company that
can make the company and its products more environmentally sustainable. To do that, I need to
convince 20 managers at Spectrum to adopt my initiative in 96 weeks. And I used 85 weeks to reach
that goal. Here's what I did.
At the beginning, I want to let them be aware of this initiative as soon as possible, so my first 3
choices are to issue e–mail notice, walk the talk and hold town hall meetings，and I thought that
would be a good way to start. But result is not good at all, no one seems to be affected, at that
moment I noticed how difficult it is to bring a change into the company, no one wants to move from
... Show more content on Helpwriting.net ...
And so far all 20 managers have been aware of this change project. At Week 16, I provided internal
skill– building to show those who are willing to change the way to adopt this project, and I made 1
person enter the trial stage. At week 18 I decided to issue an e–mail notice, by now they should pay
some attention to the context of this e–mail, and it made 1 person entered the interest stage. At week
19, I conducted a pilot project, hoping to achieve a short–term win that can nourish faith in the
change efforts, and the results are that 1 person entered the interest stage, 1 person entered the trail
stage and first person entered the adoption stage. At week 25, I conduct private interviews again and
made 1 person enter the interest stage. And week 26, I privately confront resister Pal D'Arcy hoping
that he may change his mind, but he didn't. At week 27, I walked the talk and show them the actions
aligned with the change initiative, and make 3 people enter the interest stage and 4 people enter the
trial stage. At week 29, I recognized an adopter and hoping this would have an influence on others,
but it only made one person enter the interest stage. At week 32,
... Get more on HelpWriting.net ...
92.
93. Ann Hopkins Case Study
Ann Hopkins: Harvard Business Case Analysis #1
Ann Hopkins: Harvard Business Case Analysis #1 Why was Ann Hopkins passed over for a
partnership? Give examples of events that contributed to her being passed over. The Supreme Court
ruled Ann Hopkins was passed over for Price Waterhouse partnership because she was not a
feminine woman (Selman and de Llose, 1990) calling it sexual discrimination. The partners claimed
she needed help with personal and leadership qualities required of a partner (Badaracco 2001, p. 9),
however when discussed with the voting partners, the reasons varied. When asked, according to
Krulwich, Conner told Beyer she had irritated some senior partners. (Badaracco, 2001 p.10).
Unfortunately Krulwich was ... Show more content on Helpwriting.net ...
Therefore she did not make an effort to change when finally receiving some feedback as it was
implied it was about appearance and not team and leadership abilities. It was suggested she be more
like the other women, which she felt it was offensive (Badaracco, 2001 p.8) and therefore made no
effort to change.
What do you make of Thomas Beyer's behavior? Although he was an advocate of Hopkins'
partnership, he made some remarks to her that could be construed as sexist. Still, he was trying to
help. Do you think his advice was good? Was it appropriate and realistic, even if it was painful for
Hopkins to hear? Or was Beyer just insensitive? I think Thomas Beyer's behavior supports the fact
that it is still a man's world. He did want Hopkins to succeed, but he wanted her to look and act
more like a "lady." His opinion of what a lady should be like in a partnership position. Gender
stereotypes put men and women in certain boxes based on an opinion of what they should and
should not look or act like. He was trying to help but not in the correct way. I feel he was trying to
play political correctness. His advice was not good and totally inappropriate. Although the company
culture reality may be for men to look a certain way and woman to wear traditionally feminine
clothing, makeup and jewelry it cannot be used against a person nor can they be discriminated
against unless it is a bona fide occupational qualification. I do not feel it was
... Get more on HelpWriting.net ...
94.
95. Success Is The Most Misunderstood Driver Of Performance
Some popular theories claim that the amount a person is paid determines how well that person
produces and performs. However, new research suggests that there are more variables at play
pertaining to peak performance and link an employee's happiness to his or her productivity and a
company's success. Research indicates that performance on nearly every level–productivity,
creativity, and engagement–improves when people cultivate and work with a positive mind–set.
According to Shawn Achor, the author of The Happiness Advantage, "Happiness is perhaps the most
misunderstood driver of performance. For one, most people believe that success precedes happiness.
'Once I get a promotion, I'll be happy,' they think. Or, 'Once I hit my sales target, I'll feel great.' But
because success is a moving target–as soon as you hit your target, you raise it again–the happiness
that results from success is fleeting." Achor explains that when employees develop a positive mind–
set, they become more engaged, creative, motivated, energetic, resilient, and productive at work. He
has observed this effect in his role as a researcher and lecturer in 48 countries on the connection
between employee happiness and success.
In a study at the University of Warwick, economists discovered employees who were happy
increased their productivity by 12%, while unhappy workers were 10% less productive. The
Warwick research team stated: "We find that human happiness has large and positive causal effects
on
... Get more on HelpWriting.net ...
