Creating and Sustaining Successful Growth †MyAssignmenthelp.com

Question: Discuss about the Creating and Sustaining Successful Growth. Answer: Introduction: According to the list of best places to work in UK and Europe, I have come to understanding that they follow creative and innovative motivational strategies. Expedia, the best company in UK provides its employees with flex and auto-enrolment benefits (Greatplacetowork.net 2017). They also have Destination Benefits which was announced by adopting an innovative method for communication and not via email. The pension contribution has been changed to 1% employee and 3% employer, 2% employee and 4% employer, and 3% employee and 5% employer (Paterson 2014). Other companies such as Impact International, Cisco, Unilever, Accenture and others offer flexible benefits to its employees (Greatplacetowork.net, 2017). They offer a range of core benefits such as life insurance, critical illness insurance and private medical insurance. Mars is one of the best multinational companies in Europe that provides the employees with competitive pay and benefits. There is fair compensation for all employees t hat is regarded as a significant motivational factor. Further, the organization allows planning for the retirement so that the employees have sufficient savings (Mars.com 2017). Hilton offers its employees with HHonors loyalty points and offers paid parental leave and reimbursements (Reviews.greatplacetowork.com 2017). Therefore, these companies use innovative methods to boost the motivational level of its employees. According to Zigarelli (2013), the trait and behaviour theories of leadership are different from each other. The trait theory states that a leader is born and they have personal characteristics such as driven and charismatic. However, the behaviourist theory states that leadership can be nurtured and taught by providing the people with effective skills of becoming a leader. It believes that a good leader can be made with proper training. Both the theories are valid as a lot of research have been conducted that forms the foundation and basis of the theories. Effective team leaders do not magically appear in the organizations. Some people may be natural leaders, but they can develop their skills for effective leadership. This can be explained using an example as a good leader needs discipline. The leader that shows potential can be selected. The leaders can develop discipline in personal and professional life. The leaders must demonstrate discipline by meeting deadlines, ending meetings on time, and keeping appointments. The leaders can develop their leadership skills by stepping out of the comfort zone and develop their leadership skills. Therefore, in this way the effective leaders can be selected and developed (Katzenbach and Smith 2015). Power and Politics According to the case study, If I were Samantha Parks, I would choose to prioritize tasks based on its level of difficulty. I would take a similar approach where the managers are advised not to sweat the small stuff. Delegating a small part of work to the employees shall allow me to focus on the bigger picture (Rees and Porter 2015). Samantha Parks can deal with the concern by stating the guidelines and describing her involvement in the project so that full control is not given. Samantha can control by setting deadlines for the people while collaborating with them and making changes. Executives must have minimal control over the projects. It is not appropriate to have control simply to have an authority over people but it should be done to be successful. They have a right to control projects as long as the project is not going in line and not running smoothly. There are a few tasks that the top executive must never choose to delegate to its employees such as setting vision. Vision is the essence of leadership and the employees must not hand over creating vision to someone else. Further, hiring decisions must be made by the top executives (Mueller and Vogelsmeier 2013). Organisational Change Sustaining innovation is an incremental innovation that enables or sustains an existing product. It does not create a new market for products, but it involves improvement and modifications in the existing ones. A few examples are Macintosh, iPhone, iPad, hard disk drives and mini laptops. These products made improvements in the already existing products so that the companies could survive in the dynamic market. Amongst all, iPhone and iPad were the two products that mainly affected me in the last year (Christensen and Raynor 2013). The disruptive innovations can be defined as an innovation that can create a new market by disrupting an existing market. A few examples of disruptive innovations are smartphone, digital electronic devices, Wikipedia, LCD and Ultrasound. These technologies have added comfort to the normal life and are available at cheaper prices. For the same reasons, I have welcomed these into my life as they have several benefits. My life has become comparatively easier and better because of such benefits. These disruptive innovations have made extensive complicated products affordable and accessible while targeting the price sensitive users (Reinhardt and Gurtner 2015). In the past 11 weeks, I have covered multiple topics on Organizational Behavior. I covered topics such as interpersonal skills, motivation, group behavior, leadership style, conflict management, structure, predominant leadership style and training. Every organization differs in cultural context in terms of ordering of beliefs, assumptions and values. For example, there are organizations that follow different set of training methods or leadership style for managing and developing the employees. The organizational culture adapts overtime to meet the changing demands and dynamic changes to gain competitive advantage. Motivation helps the organization to perform smoothly and efficiently (Zhong, Wayne and Liden 2016). All the practices are culturally relative as interpersonal skills can be developed using appropriate leadership style. All the practices are linked with one another and every factor is relatively important. The human resources put effort to reduce conflicts among the employe es which is a critical part of management. The organizations need quality staff to operate in an environment that goes through dynamic changes. It creates and sustains organizations competitive advantage. Organizational fit covers a range of organizational attributes which is the most common and frequently cited element that centres on the congruence between individual and organizational values (Kehoe and Wright 2013). References Christensen, C. and Raynor, M., 2013.The innovator's solution: Creating and sustaining successful growth. NY: Harvard Business Review Press. Greatplacetowork.net, 2017.Best Multinational Workplaces in Europe - Great Place to Work Global. [online] Greatplacetowork.net. Available at: https://www.greatplacetowork.net/best-companies/best-workplaces-in-europe/best-multinational-workplaces-in-europe [Accessed 2 Oct. 2017]. Katzenbach, J.R. and Smith, D.K., 2015.The wisdom of teams: Creating the high-performance organization. NY: Harvard Business Review Press. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Mars.com, 2017.Competitive Pay and Benefits. [online] Mars, Incorporated. Available at: https://www.mars.com/global/careers/work-at-mars/pay-benefits [Accessed 2 Oct. 2017]. Mueller, C. and Vogelsmeier, A., 2013. Effective delegation: Understanding responsibility, authority, and accountability.Journal of Nursing Regulation,4(3), pp.20-27. Paterson, J., 2014.Expedia aligns flex and auto-enrolment - Employee Benefits. [online] Employee Benefits. Available at: https://www.employeebenefits.co.uk/issues/march-online-2014/expedia-aligns-flex-and-auto-enrolment/ [Accessed 2 Oct. 2017]. Rees, W.D. and Porter, C., 2015. Delegationa crucial but sadly neglected management skill.Industrial and Commercial Training,47(6), pp.320-325. Reinhardt, R. and Gurtner, S., 2015. Differences between early adopters of disruptive and sustaining innovations.Journal of Business Research,68(1), pp.137-145. Reviews.greatplacetowork.com, 2017.Hilton. [online] Reviews.greatplacetowork.com. Available at: https://reviews.greatplacetowork.com/hilton [Accessed 2 Oct. 2017]. Zhong, L., Wayne, S.J. and Liden, R.C., 2016. Job engagement, perceived organizational support, high?performance human resource practices, and cultural value orientations: A cross?level investigation.Journal of Organizational Behavior,37(6), pp.823-844. Zigarelli, M., 2013.Ten Leadership Theories in Five Minutes. [online] YouTube. Available at: https://www.youtube.com/watch?v=XKUPDUDOBVo [Accessed 3 Oct. 2017].