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The Impact of Succession Planning on the Productivity of a Firm
The Impact of Succession Planning on the Productivity of a Firm
(Author’s name)
(Institutional Affiliation)
The Impact of Succession Planning on the Productivity of a Firm
Abstract
The research study focused on how a firm’s productivity is affected by succession planning. The research made use of secondary data and primary data. Furthermore, a thorough questionnaire analysis was conducted as well as the adoption of an estimation technique (Spearman’s rank correlation coefficient). Also, the study’s objectives were used to determine the existing relationship between organizational productivity and succession planning. The study also sort to examine the effectiveness of succession planning in increasing a firm’s organizational performance. Additionally two hypotheses were chosen to be tested through the use of the spearman’s rank correlation coefficient. The results from the study were that there is indeed a relationship between succession planning and firm productivity. Secondly, if succession planning takes place correctly, the performance of the employees in the firm improves. The study concluded and recommended that if a firm is to improve its productivity, it has to pay close attention to its employees. This will ensure that the maintenance and the survival of the firm occur. Strategies should be developed based upon the firms’ resources and this will improve the firms’ productivity.
Key Words: Succession Planning, Productivity, Firm, Employee Performance, Organizational Strategy
Introduction
In the past, some organizations had various managerial levels and their leaders spent a lot of time in different strategic activities including mentoring, training and improvement. Most employees expected that they work for their employer for a long time and this is after providing distinguished services. Thereafter, the employees would be able to achieve the same status as management trainees. Since the employees have ample time on their hands, supervisors could effectively see the direct reports concerning all areas of the workplace. In turn, they could assist in guiding employees with the right resources that will enable them to have exemplarily careers in the future (Reeb, 2005). It is thus recommended that all supervisors ensure that they help identify future leaders. The focus on succession planning lasted in some organizations in the 1970’s, and in the 1980’s. Most of the executives who were prominent at the time are now about to retire (Richtel, 2010). This also includes top executives working in some of the fortune 500 companies. This means that the work force is greatly affected when talent is lost.
Purpose: Many firms continue to search for better or new means of achieving competitive advantage. This means that all the functional areas of the firms have to be scrutinized in order to improve performance. The result is that succession plans strive to retain and develop employees who are high potential, and thus ensure that the firm’s productivity increases. If a firm is to succeed it will need to retain, develop and acquire talented people who have leadership abilities. Also, businesses have to come up with effective strategies that will meet their future and present needs (Rothwell, 2000). This research was meant to find out why succession plans are being incorporated in the strategic plans of many firms as well as its impact on the firm’s productivity.
Thesis: This study focused on finding out how a firm’s productivity is affected by succession planning. The world economy is growing at an extremely fast rate and thus the reason why its industries are booming. This study made an attempt to measure the processes related to succession planning upon a firm’s productivity. Furthermore, recommendations were made in order to improve organizational performance and succession planning. The study was based upon statistical data obtained from business firms. An extensive literature review on succession planning and the impact it has on a firm’s productivity was conducted. The study formulated a conceptual framework about the research topic. Lastly, the study attempted to answer the following research questions:
How does succession planning affect the overall performance of a firm?
When is the right time to introduce potential leaders to succession planning?
What needs to be done to ensure that succession planning is successful?
Literature Review
Background: In many organizations all over the world, planning is considered to be a vital aspect of management. It assists in improving the performance of organizations and this means that customers have to be served well, and the proper utilization of resources should take place. In order to achieve this, the material and human resources should be utilized well, and in the most appropriate time and manner. This will ensure that only minimal costs will be incurred in an attempt to come up with products that are of extremely high quality. Productivity can be formally defined as the summary measure of the quality and quantity of work performance. It should also take into consideration the resources that have been utilized. Productivity is then measured at the organizational, group or individual level. Furthermore, productivity tends to be expressed as the success into an organizations efficiency, effectiveness and performance (Rothwell, 2000).
In the four decades that have passed, there has been a managerial revolution and it has had an impact on succession planning. Some of the enterprises affected by succession planning include educational institutions, government and business, among others. Succession planning is quite vital as it has been stressed by many researchers. For example, in the past, production managers found out that without prior planning, mistakes showed up shortly after while working on projects. This means that certain projects halted because of the absence or misfit of needed components (Stoner, 1982).
As early as the 1940’s the idea of succession planning in an organization was conceptualized. It was claimed that planning is the process of choosing alternatives in case a problem arises at the work place. In turn, many other authors decided to come up with research on succession planning, which is a vital aspect of any successful business. Many companies around the world face the challenge of having succession planning programs and this has in turn created a leadership crisis. Part of a company’s strategic plan is having a succession plan because it is useful to all employees and not only the CEO’s. There are quite a number of disadvantages and advantages associated with succession planning as it has been witnessed. A long-term strategy has to exist if the succession planning process is to bring about the development and continuity of key people and areas. Organizations should seek to develop its key and unique people in order to boost productivity (Sahl, 1947).
Succession planning dates back to the 1940’s after being conceptualized by Goetz. He believed that planning involves choosing options that will deal with problems that are likely to arise. An alternative solution or action exists in matters that concern succession planning. There is a direct relationship between decision making and succession planning. It is thus recommended that planning is done in advance and it should be done by the right people at the right time (Rothwell, 2000). This means that the right alternatives have to be chosen as it will influence future actions. Departmental goals will be effectively achieved because they have been planned for in advance. Succession planning considers the future environments nature whereby planning actions and decisions will operate.
Critique: Charles Sawyer (2006) has raised some issues concerning succession planning on a firm’s productivity. The depth at which formal succession plans are part of a firm is not yet known. Crisis management is today used in the selection of leaders in various organizations. The organizations continue to fail to have succession plans and even resources to be used in the implementation of succession plans. Leadership development and succession planning does not have the adequate focus that middle level managers need (Chirico, 2008). The two strategies have to be urgently considered with special emphasize on middle-level managers. This proves that Chirico (2008) and Sawyer (2006) do not believe that a firm acquires competitive advantage because it makes use of succession plans. The key elements that are needed in the success of a firm, is having talented employees who are motivated to achieve and obtain the best results at the work place.
Solutions: There are three objectives that are meant to be fulfilled by succession planning in a firm. Firstly, it is meant to ensure the proper continuity of the existing leadership in various critical positions. Secondly, it is meant to develop and retain intellectual capital in order to enhance future growth. Lastly, it is meant to motivate and encourage high potential employees that have career advancement aspirations. Most of the top organizations in the world have succession plans because they are fully aware of its importance. For example, in the year 2004, after the sudden death of Jim Cantalupo, the McDonalds Chief Executive Officer and chairman, succession planning was evident. He was replaced within a six hour period by Charlie Bell, the former Chief Operating Officer and company president. This swift act reassured all the investors, franchise owners and employees that a qualified leader could maintain, and provide continuity of the company’s mission (Sawyer, 2006). From the presented case it is evident that succession planning is a business necessity and not a luxury. As a result of having good implementation and succession plans, there is massive productivity and huge savings.
Human productivity is a key issue in the field of business as they are responsible for its success. Human beings are judged upon the quantity and quality of work that they do. It is thus conclusive to claim that productivity is concerned with efficiency and effectiveness (Hirsh, 2011). A management theory founding father Peter Drucker (2003) claimed that in order for success to be achieved effectiveness has to exist. Doing things which are right is associated with effectiveness and efficiency deals with doing things the right way.
In the world’s global organizations, there are quite a number of initiatives based on leadership development. This is known to be an important part of any successful corporate strategy. In a leadership study conducted by Hewitt Associates, a Global Human Resources company, information concerning succession planning was obtained. It was found out that in the top twenty leading companies in the world, 91 percent of them had a way of identifying leaders. This is compared to the rest, which had only a 61 percent success rate of identifying leaders. Also, 82 percent of the world’s top organizations have mentoring programs as compared to the others in the list. In fact, IBM leads as it has eleven leadership competencies at the various management levels (Avanesh, 2011).
The employees who have leadership abilities and are working at IBM are assessed based upon certain competencies. They are then considered when succession planning is taking place in the organization. Secondly, Microsoft came second as it attracts rare talent and potential leaders are identified during the hiring stage. Potential leaders are then groomed later on so that they can take up leadership positions in the future. Cutting Edge, an American research firm dealing in business had a report concerning succession planning (Avanesh, 2011). It found out that a majority of companies have succession plans, but few of them fail to follow through with the implementation requirements. It is estimated that as a result of succession planning, as much as 70 percent of all succession plans fail. The information obtained in the literature review will be extremely beneficial when coming up with a methodology that related to succession planning and its relation to the productivity of a firm.
Methodology
Explanation: The study in this research was quantitative and descriptive in nature. The aim of using quantitative data was to succeed in fact finding. In order to collect the required data, a questionnaire method was adapted (Amaratunga & Baldry & Sarshar & Newton, 2002). The sources of data were secondary data and primary data. The primary data was collected from the filled questionnaires that the Project Leaders in the various respondent units provided. The secondary data was collected from the internet, previous research, magazines, journals and books.
Research Instrument: The questionnaire method was adopted in the collection of data. Furthermore, the questionnaires will have closed and open ended questions. Later on, questionnaires were administered to the respondents chosen to participate in the study. The obtained data was analyzed and later on interpreted based on the available percentage and number of the existing socio-economic characteristics. The standard deviation and mean were computed in order to provide an interpretation of the firm’s performance and succession planning performance (Mugenda & Mugenda, 2003). Thereafter, a comparison of the acquired‘s’-‘t’ test was tested and employed to find out the significance. The correlation coefficient was used to establish the relationship between the firm productivity and succession planning performance. Lastly, the association between firm productivity and succession planning performance was assessed through the use of the Chi-square test application.
Reliability and Validity: The research questionnaires were developed using available literature to ensure its validity. Questions that appeared or seemed to be vague were rephrased in order to convey the intended meaning that was meant to be understood by the respondents. The number and quality of the questionnaires given to the respondents ensured that a statistical analysis of the relation between the two variables was known. It was possible to ascertain the research instruments reliability through data analysis (Mugenda & Mugenda, 2003).
Population: The research used the non-probability sampling technique that was narrowed down to the convenience sampling method. This means that the respondents in the research provided their information based upon their willingness and availability to respond. In this research, the respondents were from the various Saudi Arabian banks. The chosen form of sampling is extremely favorable because it is timely, less expensive and easy to administer questionnaires to the respondents. The help of management consultants was used in this research as they helped in identifying the firms that would be sampled. Furthermore, the firms needed to be practicing their succession plans for at least five years and were based in Saudi Arabia. The companies had their interests in the banking sector of the economy. Lastly, a total of six project managers were selected using a random method in order to have 6 respondents in the study.
List of Sample Saudi Arabian Companies
Islamic Development Bank
Riyadh Bank
Wegaya
Jadwa Investment
DMI Trust
Alinma Bank
Research Hypotheses:
HYPOTHESIS ONE: Null Hypothesis (Ho): Succession planning has no relationship with firm productivity. Alternative Hypothesis (Hi): Succession planning has a relationship with firm productivity.
HYPOTHESIS TWO: Null Hypothesis (Ho): Succession planning does not lead to positive employee performance in a firm. Alternative Hypothesis (Hi): Succession planning leads to improved employee’s performance is a firm.
Logical and Ethical Considerations: It is vital that this research considers the privacy and confidentiality of the respondents. This is to ensure that the respondent’s integrity is not jeopardized in any way. Furthermore, the research will not be in any way plagiarized as the words used are original and not borrowed directly from other sources. Words and ideas that are not ours will be cited in the most appropriate manner so as to avoid committing plagiarism.
Conceptual Model: Upon coming up with a literature review, it was possible to come up with a conceptual framework that was used to give an explanation of the relationship between a firms productivity and succession planning.
Independent Variables Dependent Variables
Firm Productivity Succession Planning
38042855715Quality Costs
Return on Investment
New Business Expansion
Repeat Business
Market Share
Competence Level
Corporate Image
Employee Satisfaction
Employee Retention
Quality Costs
Return on Investment
New Business Expansion
Repeat Business
Market Share
Competence Level
Corporate Image
Employee Satisfaction
Employee Retention
18986566040Employee attitudes &Values
Working & Strategic Plan
Extends to every organizational level
Dedicated Responsibility
Employee Training
Needs Driven Assessment
Top Management Support
Employee attitudes &Values
Working & Strategic Plan
Extends to every organizational level
Dedicated Responsibility
Employee Training
Needs Driven Assessment
Top Management Support
Figure 2: Conceptual Framework showing the relationship between the independent and dependent variables.
Source: (Researcher, 2013)
Findings
The research was aimed at finding out if succession planning has an impact on the productivity of a firm. Most of the respondents in the research were males and belonged to the 27-35 age group. They had a working experience between 5 – 12 years, as well as an average salary. It was found out that most of the employees working in the different companies wanted to be included in the succession plans. In turn, most of them strived to attain higher academic qualifications such as post graduate degrees in their respective careers.
Discussion and Implications: There is a positive relationship between productivity in a firm and succession planning. Also, there is a difference between the meanings of succession planning between the different respondents. Young respondents have better attitudes towards succession planning as compared to older respondents. The experience of an individual is what dictates whether an employee can be part of a firm’s succession planning road map. Based on the provided discussions, there are some implications that arose because of succession planning. All the levels of a firm need to be involved in succession planning so as to boost the overall performance and productivity. The heads of department need to come up with detailed criteria for choosing the various successors, and especially at the senior level. The articulation and definition of the steps should be known to all the employees so that those in lower positions can increase their competencies. A successful succession plan has to be communicated in all the departments in the firm. It is quite unfortunate that many firms in the modern world only have succession plans for their senior employees. Therefore, in order for succession plans to be truly effective, they must also target the lower and middle levels. This will promote participation accountability at all levels (Taylor & Mc Graw, 2004).
Conclusion
A key issue that has come up after conducting the research is that employees with leadership abilities need to be chosen and trained as part of a firm’s succession plans. This will result in increased productivity because resources have been well utilized and combined in order to achieve specific needed results. Therefore, the objectives established by the firm should be carefully pursued and articulated to also achieve productivity. There is no benefit in claiming that a firm’s success only depends on the effectiveness of their succession plans. Various industries offer vast products, and thus the effectiveness and efficiency will only be measured with how well the services or products are received by customers. In the recent years, many sectors of the world’s economy have experienced tremendous growth. Succession plans need to be simple and not complex as others have proven to be. Realism must be followed when coming up with succession plans so that development can take place in the right direction. Therefore, succession planning should be used in the identification of the firm’s future leaders who will contribute towards improving productivity.
Recommendations: These are the suggestions, which need to be followed up to ensure that the culture of succession planning is always more effective and meaningful. Also, so that it will enhance the productivity of a firm.
The succession planning results should be regularly evaluated and reviewed.
The process of implementing plans should be successful through the dissemination of information.
Sufficient management attention and resources should be allocated in order to sustain the program.
All employees in line management should be held accountable by the CEO for coming up with succession models and future leaders.
Firms should provide employees with professional development opportunities through job rotation, job shadowing and training.
Needs assessment should be conducted regularly in order to identity job positions that will benefit from succession planning.
Some of the succession tools that should be used by a firm are reinventing exit interviews, having systematic selection procedures and identifying high fliers.
Lastly, succession planning should be benchmarked with other management practices that exist in the firm.
Future Research Recommendations:
A variety of non-probability sampling methods should be used, such as stratified random sampling.
Other companies in various sectors of the economy should be included in the research.
A comparison and benchmark between the different banking companies should be done.
References
Amaratunga, D. & Baldry, D. & Sarshar, M. & Newton, R. (2002). Quantitative and qualitative research in the built environment, Work Study, 51, 1.
Avanesh, Neetha. (2011). A Study on Succession Planning and its Impact on Organizational Performance in the IT Sector. International Refereed Research Journal, 2, 1, 2231-4172.
Chirico, Francesco. (2008). Knowledge Accumulation in Family Firms: Evidence from Four Case Studies International Small Business Journal August, 26, 1, 433-462.
Drucker, P. (2003). The Theory and Practice of Management, a broader perspective. New York: New York Press.
Gabrielsson, Jonas. (2007). Boards of Directors and Entrepreneurial Posture in Medium-size Companies: Putting the Board Demography Approach to a Test International Small Business Journal, 25, 1, 511-537.
Hirsh, Wendy. (2011). Succession Planning: Current Practice and Future Issues. International Journal of Career Management, 3, 2, 345-367.
Mugenda, Olive. & Mugenda. Abel. (2003). Research Methods: Quantitative & Qualitative Approaches. Nairobi. Acts Press.
Reeb, William. (2005). Securing the Future: Building a Succession Plan for Your Firm. New York: AICPA.
Richtel, Matt. (2010).“Growing Up Digital, Wired for Distraction.” Retrieved from The New York Times. HYPERLINK “http://www.nytimes.com/2010/11/21/technology/21brain.html” http://www.nytimes.com/2010/11/21/technology/21brain.html?
Rothwell, W. (2000). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from within. New York: Amacom.
Sahl, R. (1987). Succession Planning-A Blueprint for your company future. Personnel Administrator, 32, 9, 101-106.
Sawyer, Charles. (2006). Beyond Leadership: Approaches to Comprehensive Succession Planning. New York: Pearson.
Stoner, J. (1982). Management and Planning, a broader perspective. New Jersey: Prentice Hall Publication limited.
Taylor, T. & Mc Graw, P. (2004). Succession Management practices in Australian organizations. International Journal of Manpower, 25, 8, 741-758.
Appendices:
Table 1: Respondents by Experience, Age-Group and Sex
Characteristics Category Number Percent
Sex Female 32 64.0
Male 18 36.0
Age-Group 24-30 15 30.0
31-36 35 70.0
Experience 2-6 years 19 38.0
7-13 years 31 62.0
Total 50 100
Table 2: Questionnaire
Respondent Demographic Information
Position………………………………………………………………..
Gender…………………………………………………………………
Age…………………………………………………………………….
Length of Service………………………………………………………
Place of Work…………………………………………………………
Does the bank you work for have a Succession plan? (Circle the correct option)
Yes………………………………………………………
No………………………………………………………….
Are the bank’s Succession plans targeted towards all the employees? (Circle the correct option)
Yes……………………………………………………..
No………………………………………………………
Do you think that employees who are included in the bank’s Succession plans are more productive as compared to other employees?
Yes……………………………………………………..
No………………………………………………………
Give examples of how the productivity at the bank has improved as a results of having a Succession plan
……………………………………………………………………
……………………………………………………………………
…………………………………………………………………..
………………………………………………………………….
………………………………………………………………
Is there an established means through which the results of the Succession plans can be measured?
Yes………………………………………………………….
No……………………………………………………………
Thank You for your participation!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
The impact of social media to value added in knowledge-based industries
32645358851265450000
23882353046095Media and Business
0Media and Business
Table of Contents
TOC o “1-3” h z u HYPERLINK l “_Toc405983136” Introduction PAGEREF _Toc405983136 h 1
HYPERLINK l “_Toc405983137” Type of Media PAGEREF _Toc405983137 h 1
HYPERLINK l “_Toc405983138” Print media- PAGEREF _Toc405983138 h 1
HYPERLINK l “_Toc405983139” Broadcast media PAGEREF _Toc405983139 h 1
HYPERLINK l “_Toc405983140” The internet PAGEREF _Toc405983140 h 1
HYPERLINK l “_Toc405983141” Advantages of media in Business PAGEREF _Toc405983141 h 1
HYPERLINK l “_Toc405983142” Examples of Business using the Media PAGEREF _Toc405983142 h 1
HYPERLINK l “_Toc405983143” Pepsi in social media- PAGEREF _Toc405983143 h 1
HYPERLINK l “_Toc405983144” Online marketing in different Businesses PAGEREF _Toc405983144 h 2
HYPERLINK l “_Toc405983145” Media in Research & Development PAGEREF _Toc405983145 h 2
HYPERLINK l “_Toc405983146” The impact of social media to value added in knowledge-based industries PAGEREF _Toc405983146 h 3
HYPERLINK l “_Toc405983147” The importance of internet media to business development PAGEREF _Toc405983147 h 4
HYPERLINK l “_Toc405983148” Measuring the outcome of media marketing PAGEREF _Toc405983148 h 4
HYPERLINK l “_Toc405983149” Conclusion PAGEREF _Toc405983149 h 4
IntroductionIt is clear that the world cannot shy away from communication so does businesses. Customer and business communication has been one of the most important aspects to success hence business are ensuring the communication is at its top level. Due to this, this paper is going to discuss the role of media as a communication tool to business.
Type of MediaPrint media-One of the most known for media structures and the most daily sources of our information is through print media. Were we can choose from tabloids, bulletins, newspapers, pamphlets even bill boards and all other printed materials. This is a humongous source of information, large communities in America still have a consistent reading and sourcing for magazines and newspapers at all times. In fact it has an impact for general readers to be more prone in politics. And some other information (Boone & Kurtz, 2009).
Broadcast mediaThis is the largest source of information were everyone can have information through televisions, radio and other media sources. This is a huge essential needs for Americans toi have their information and news needed on a daily basis such as watching a news or a televisions shows.
The internet This is a fast changing sources of information and the most effective source of knowledge in the most convenient way, were in just one click of a button you can get all the essential information that we need in an instant like for example the CNN or even NBC. Those are online news source that cater the people for more information sources. The internet is the most advance and high tech by letting people customized internet entrances, podcasts, newsgroups or even RSS channels (Chouliaraki & Morsing, 2010).
Advantages of media in BusinessUtilizing media in a business is a massive help for developing a new business were we can reach more massive crown that can patronize the business, also we can invite more clients and potentials clients and improved client maintenance at a very helpful and cheap techniques. By utilizing more websites, online references, podcasts and others can be very effective. Even small scale businesses have an advancement to get more patronizes with less capital needed. Online marketing can make a survey and help the business for more improvement by gathering information, presumptions, thoughts, suggestions and even new ideas that can help the business and also it can help the business to have more support and knows the changing needs of the markets and even competitors and get the target crowd. It is also essentials that they have unique strategies to stand out amongst other organizations to catch the attentions of their target markets and followers and also it will make a big help and huge impact in getting the loyalty of their respective clients’ even suppliers. It’s like a give and take relationship in business matter.
Examples of Business using the MediaPepsi in social media-Media marketing projects normally impart readers and patronizes to their organizations, to the point that when taking a gander at effective media marketing rambles and strategies, an extra ordinary observation is executed by Pepsi company over an assortment of online marketing outlets to expand brand ubiquity, such organizations uses practically all its cash on TV and even radio advertisements and even to billboards especially like if you have 250,000(Chouliaraki & Morsing, 2010) Facebook fans. Contrasted with coke in excess of 4 million. 250,000 is a huge expanding figures, however in examinations and analytical point of view it implies that they haven’t generally possessed the capacity to contend with coke on the internet.
So the Pepsi Refresh project is about getting the worldwide response to name ventures that need subsidizing in nearby groups, from assembled same number of votes by winning from $5000 numerous times each month up to $250000 a couple times consistently. Relaying on online networking and time advance even having superstar’s endorsers and different strategies appeared a positive response and greater amount of considerations compared on to the beginning point of Pepsi had (Chouliaraki & Morsing, 2010).
Proof has Favorable circumstances of media impact on the business and marketing advertisement have created a corner commercial center for organizations to work in online networking managements. Numerous counts of organization is now utilizing the web like social media such as Facebook, Twitter, and YouTube to help marking their products, most of them don’t asked for help to other organizations. For example Social Media Marketing and Social Media Pathways are immaculate illustrations of organizations who trusted media as number one sources of information about their products, knowingly it will bring huge impacts to their target markets.
Troublesome advancement can affect the different changes and progress and even innovations and commercial tactics. Evidences of these new challenges creates new dangers to existing firms that was frequently recognize making a noise outside the aggressive box. it is simply a more developed or innovative manifestation of what is viewed as Word of mouth
Online marketing in different BusinessesZappos, is a centered for issues organizations, discovered a way to exploit online and social marketing, it has effectively taken place the social space in a wide and huge organizations have not tried. To make it more progressive or more income and by utilizing media systems to attract more profits. Zappos takes part in Social Activation by allowing clients to effectively impart their buys crosswise and wide ideas over Facebook, Twitter, and Pinterest, which brings about substantial fiscal profits (Dong-Hun, 2010).
Zappos procures $33.66 on Twitter, $2.08 on Facebook, and $0.75 on Pinterest in incremental income. The help of social media is very much widely and it shows that this income does not really depend on Zappos, social media vicinity, yet rather it depends on the social diagrams of how they are showing it to their respective clients. They present it to their own discretion by their informal organization as opposed to a Zappos-possessed vicinity, by-passing the requirement for a solid social after on Zappos.
Zappos gives an agreeable call to activity to impart and participate, while likewise giving alternatives and also ideas that give clients control over the measure of data to impart to their interpersonal organization. While media marketing is about offering numerous types of substance and photo and proof that it was a success and stand out amongst the most comprehensive. Encouraging and offering is simple but however making it unique among the other is an extraordinary system. Graco did strategize and thought that, by building a group around their product utilizing Flickr. Flickr isn’t the core or the center of their crusade, yet they advance it vigorously and firstly with the Graco blog which additionally makes a motivation for others to submit pictures, thus the photographs help highlight the markets and the entrepreneurs utilizing their products. Graco makes their techniques more advance further by presenting disconnected from the net showcasing as group get-togethers. The picture of their get together was featured in Flickr page, also imparting the products as part of their everyday lives.
Media in Research & Development
The myth of online networking is as easy by offering your product by just creating an online network technique. Well it’s not totally as valid as promoting it and advertising it online. According to the book of Larry indenter it will actually describe on how you can make it effective offer online yet it’s only a young stage that you are presenting the products or invite client for your organization. The procedure in offering in media is not constant depending on the needs of the markets. Potential client and markets can decline will withdraw and get irritated if clients begins advancing and offering their own particular products without convincing them. The conclusion at last will most likely be offering or getting new leads and sources. Then again different writers and analytical concerns expound on how much the promoting division can set aside on assets and by receiving a media method for the showcasing office (Dong-Hun, 2010). Writers expound and presented some fundamental devices for promoting and encouraging that now can be simply utilizing the internet like notice and press discharge which was a hindrance and troublesome on the grounds that most of the organizations did not know, whether other competitors is already on alert to get the data or the news and they could miss the opportunities. There are new trends for promoting with presentation of media in agreement to the individuals and even for the shoppers assessments. Buyers don’t need much publicity as long as they believe in one effectively of the products.it is simply means that media is not always the best response to each issues in promoting a products but it will hugely the best approached to achieve the general population and target markets. We can ruin the myth that online networking is free.
The impact of social media to value added in knowledge-based industriesInformation is now seen as the key element of a manageable preference in the new economy. An associations need to create a hierarchical society to raise the level of consciousness of workers to make and offer learning is the essential idea of business, permitting further development of the association. An authoritative society focused around imparting information, giving chances to the improvement of KM procedures, which are nearly connected with the production of included worth is vital (Evans, 2010). The association needs to consider its targets, their insight and skill from the nature’s domain, to secure a strategy to client relationship administration (CRM) and suppliers, create a showcasing methodology that gives business situating and outline of brand steadfastness. These assets constitute social capital, which happens in two structures: as an interior glue to make the hierarchical society or as an outer operator’s relationship. Keeping these two manifestations of social capital requires distinctive methodologies to individual structures.
Social networking has turned into a vital wellspring of learning and empowers the making of the substance quality chain. This is attained by connecting integral associations and particular associations with their merchants and clients.
The reason for systems administration between associations is the inclination to create and execute innovation arrangements and techniques that will improve the authoritative increased the value of bring increased the value of the client as utility quality. Connected associations that constitute the quality fasten need to achieve choices on procedures to build the included worth (Evans, 2010) with an agreement with accomplices. In place for effective investment to happen in the worth chain, associations need to distinguish basic objectives, be correlative and trust one another.
Knowledge that is transmitted through online networking will affect positively on included worth gave that the data conveyed to the client at any minute will be of sound quality, exactness and breakthrough. The increment in the successful execution of the scattering of data by means of the SM (Facebook, Twitter, YouTube, restrictive stages, and so on, Increase the spread of data on the publicized item, benefit, and so on. Associations must guarantee that the stream of data through online networking is legitimately secured, and that they won’t lose their insight. With such strategy the utilization of SM in the field of advertising communication in information based industry will build the dependability of the data and the general view of faithfulness to the brand and the association’s great name. This will build the ROI of social networking contrasted with exemplary media. Therefore this will prompt higher included esteem in learning based industry.
The importance of internet media to business developmentProgramming applications focused around the Internet are going into all parts of modern and administration segments. Web innovation gives better chances to organizations to make key need positions, than they could before some other data engineering. An issue that Porter, presented is the manner by which to utilize the Internet as a part of a way that will impact an increment in financial quality? The creator uncovered two components that focus gainfulness: industry structure and maintainable point of interest; an all-inclusive variable which surpasses any manifestation of engineering or business. Their adequacy changes from organization to organization and from industry to industry. The Internet has an essential effect on business advancement and in uniting relations in business to purchaser (B2c) and business to business (B2b). Along these lines it has picked up a critical part in organization execution and in this way brings about benefit, which relies on upon the specifics of individual organizations or businesses. The extension of online entries and websites is expanding the communication among Internet clients (Safko, 2010). This prompts a trade of assessments on the nature of items or administrations. The Internet has impacted the improvement of relations between buyers (C2c), which has a huge relationship to the formation of customer view of the nature of brand or organization notoriety. Advancement and improvement of Web engineering have a tremendous effect on the evolutionary changes in social, monetary and social fields. An ability to adjust is restrictive with changes in authoritative conduct, for example, with the start and adjustment of mechanical developments
Measuring the outcome of media marketing
As for beginning phase, it is important to urgently specify and characterized and analyzed the term conclusion. As a hugely amount of learning, mindfulness, state of mind and adapting more knowledge that can give huge impacts or effects on a set projects that can give short-term or long term results. Having these reference as a sources. And from a business-to-business viewpoint, everyone can have an idea on how these components can be measured. Measuring an organization or a business outcomes when utilizing media advertisements requires an extensive top to bottom examinations and canalizations of diverse apparatuses and techniques required for it. One factor that can measure your own particular outcomes are normally budgetary in nature (Safko, 2010). Evaluating ROI, can effect on deal or lead era. And to the last point, it could be contended that a budgetary review will be a complete and reasonable device to quantify the conclusion and outcome of ones organizations. But an advantage of benefits is sighted as principle objectives to each and every challengers. Measuring the conclusions of SMM is obviously and exceedingly with each organizations objectives and goals, many objectives had been observes examples are brand recognitions and organizational fulfillment. Some organizations need to improve or some fabricate their brand recognition even some do imitations just too easily catch the markets attentions. But having a solid relationships between the supplier and the entrepreneur is highly efficient (Evans, 2010).
Conclusion
The internet is the most abundant sources of our information and it has change the way we do spread our messages or features and even the word of mouth. Examples are Facebook ,twitter, YouTube and any other social media can contribute more potential information for youthful individuals and can utilized these as a part of their everyday routines, thus it gives a lesson and knowledge that they can applied on a daily basis. The Internet and media have hugely change from verbal promoting too such as viral marketing by investor Steve Jurvetson in 1997. Viral advertisements were classified by different word reference or information that looks to adventure informal organizations that have the power to contribute in brand mindfulness and terminologies through the method for viral procedures that we also called the internet.
References
Boone, L. E., & Kurtz, D. L. (2009). Contemporary business 2010 update. John Wiley & Sons.
Chouliaraki, L., & Morsing, M. (2010). Media, organizations and identity. Macmillan Publishers Limited.
Dong-Hun, L. (2010). Growing Popularity of Social Media and Business Strategy. SERI Quarterly, 3(4).
Evans, D. (2010). Social media marketing: the next generation of business engagement. John Wiley & Sons.
Safko, L. (2010). The social media bible: tactics, tools, and strategies for business success. John Wiley & Sons.
The Impact Of Positive Organizational Behavior In The Workplace
The Impact Of Positive Organizational Behavior In The Workplace
Introduction
The comprehension of organizational behavior has been an integral part of the success or wellbeing of any business. It is often defined as any behavior that results from the culture and structure of the organization. For quite a long time, the value of positive organizational behavior had been relegated to the periphery. However, recent times have seen renewed interest in the significance of positivity as a key focus area for research, theory building, as well as application in organizational behavior and psychology. Positive Organizational Behavior (POB) was envisaged by Fred Luthans in early 2000s. Luthans, together with his colleagues, acknowledged that a large number of organizational researchers had concentrated on negative elements of the workplace and ignored the positive ones such as psychological capabilities and strengths of the employee (Luthans et al, 2005). Luthans and colleagues examined self-efficacy, optimism, hope and resiliency as the psychological capabilities that result in positive organizational behavior. However, questions emerge as to the impact that positive organizational behavior (POB) in the workplace has on the performance and productivity of individuals (Luthans et al, 2005). Volumes of literature have been written on this front, trying to explain the impact of POB on productivity and performance in the workplace. These works of literature will be examined, and their findings outlined to answer the question.
Positive Organizational behavior is manifested in various ways including sharing knowledge, good mannerisms and communication, consideration of obstacles as challenges, being empowered and working independently, maintenance of excellent interpersonal relationship among workers, exhibition of enthusiasm and initiative, as well as concentrating on intangible benefits alongside tangible ones (Luthans et al, 2005). In addition, it would involve exhibition of integrity and ethics in the workplace among other things (Seligman & Csikszentmihalyi, 2000).
Scholars have acknowledged that a positive organizational behavior promotes a culture of openness and learning that allows individual employees to keep abreast and be updated on their skills and expertise, awareness, as well broaden their experience (Isen, 2003). Positive organizational behavior dictates that employers and their employees disseminate information, as well as share knowledge informally and informally with each other (Luthans et al, 2005). Scholars note that employees in such an environment would apply their brains to pondering and thinking above board and beyond the limits (Luthans et al, 2005). There is the cultivation of the culture of challenging every other assumption irrespective of the rank while respecting the variations in opinion, something that results in the emergence of new ideas (Wright, 2003). In this environment, the employees would communicate openly, freely and sincerely with each other, thereby providing for positive reinforcement. POB is a deviation from the common one-upmanship as it involves a situation where competition revolves around the addition to an individual’s intellectual base (Isen, 2003). The employees in such an environment look at obstacles as challenges that should be overcome and, therefore, become risk takers and innovators (Wright, 2003). In instances where they fail, the employees look at setbacks and failures as opportunities for learning and becoming better people than they were. It goes without saying that an individual’s reaction and perspective of failure determines how he handles it in the future, as well as the steps taken to avert their occurrence in the future (Luthans, 2003). Scholars note that the employees in such environments would react to failure and setbacks by examining the predisposing factors for its occurrence and trying to come up with strategies that would avert the possibility of their occurrence in the future, rather than resorting in witch-hunting and vendetta (Luthans, 2003). Researchers note that such an environment is synchronized with the knowledge-based economy of today, where intellectual capital and knowledge brought by human resources in an enterprise or organization are the fundamental drivers that propel the organization to higher heights of glory (Wright, 2003).
In addition, positive organizational behavior (POB) is known to set the standards for reinforcing actions where employees follow these standards voluntarily without cajoling and prompting (Wright, 2003). This underlines the fact that positive organizational behavior is manifested or exhibited via proactive behavior, where employees face challenges head-on, have the big picture in mind when taking, acting or making something, and take the appropriate action or remedy at the appropriate time (Wright & Cropanzano, 2004). This environment, therefore, allows employees to plan ahead, identify areas from which problems may potentially emanate from and nip them in the bud instead of reacting to situations and attempting to solve them after they happen (Luthans & Youssef, 2007). It is worth noting that, employees who have proactive behavior offer the organization the much needed energy and vitality with which they surge ahead and are propelled to greater heights of glory (Luthans et al, 2006). Needless to say, such organizations that are known to encourage employees to undertake proactive behavior have efficient and seamless systems that go beyond the restrictions or limitations of bureaucracy, and leads to better support and service to customers (Luthans & Youssef, 2007). This behavior then sets the standards for the reinforcing actions, which the employees follow voluntarily without pressurization or prompting. Scholars have underlined the fact that employees would only exhibit proactive behavior when they are empowered. They are able to make decisions on their feet without following the restrictions that come with bureaucracy (Zhao & Seibert, 2006). It is worth noting that bureaucracy is often limiting and may reduce customer satisfaction in the services of the organization, something that may reduce the profitability and overall sustainability of the organization (Wright & Cropanzano, 2004). This is what happened to the Southwest Airlines, which allows its employees irrespective of their rank in the organization to make decisions rather than stick to bureaucracy and procedures set in the organization and shift the work to their supervisors (Luthans & Youssef, 2007). This reduces the backlog and allows for higher efficiency, which result in better performance and profitability (Wright & Cropanzano, 2004).
Moreover, positive organizational behavior ensures that every stakeholder in the workplace is provided with his or her due, thereby safeguarding equity in the workplace. It is also known to enhance organizational justice where good initiative and performance attracts rewards while disruptive and unbecoming behavior attracts punishment (Seligman & Csikszentmihalyi, 2000). Positive organizational behavior allows for inculcation of a sense of fairness and consistency in every employee, thereby allowing for internal equity (Luthans & Youssef, 2007). For example, in instances where a decision has to be made, the decision maker would ensure that the decision satisfies various filters including fairness to all the stakeholders, legality, and the effects of the decision on the decision maker’s conscience (Seligman & Csikszentmihalyi, 2000). Managers who apply the filter in making decisions, for instance, pertaining to layoffs may realize that eliminating employees is only a temporary solution to a symptom of an underlying problem (Luthans et al, 2006). In essence, he would apply positive organizational behavior and face the challenge by identifying other avenues or techniques of eliminating the problem, as well as seek other opportunities in the modified scenario (Seligman & Csikszentmihalyi, 2000).
Scholars note that the positive workplace experience and relationship fostered by the positive organizational behavior has a bearing on the quality of services offered to clients, and, therefore, customer satisfaction (Luthans et al, 2006). It is worth noting that satisfied employees carry out their duties and tasks with enhanced commitment, motivation and vigor, resulting in happier customers. Scholars note that customers have the capacity to point out dissatisfied employees thanks to the lackadaisical attitude that they exhibit (Vancouver et al, 2002).
Positive organizational behavior allows for incorporation of ethics, which ensures that every stakeholder gets his or her due (Wright, 2003). Organizations that are made up of individuals with inadequate regard for ethics and ethical considerations often have too much inequality (Isen, 2003). This, in turn, results in the breakdown of communication, bureaucratic hurdles, and one-upmanship techniques in which the customer is not prioritized (Vancouver et al, 2002). In such instances, no one would be willing to take responsibility for any action, which results in a dysfunctional organization (Luthans & Youssef, 2007). It goes without saying that positive organizational behavior ensures that employees inculcate superior performance and enhances deliverance of results, thereby allowing for the modification of organizations into learning environments that are built on internal fairness and equity for all the stakeholders (Vancouver et al, 2002). The learning environment would allow for personal growth of employees, something that ensures that they give their best and safeguards the flexibility of the organization (Luthans et al, 2006).
On the same note, positive organizational behavior allows for the development of certain traits such as group support, respect, encouragement and trust, as well as constructive feedback. This mainly takes place via the effects of the positive social influences that establish a can-do attitude that results in psychological arousal (Seligman & Csikszentmihalyi, 2000). Scholars note that the psychological arousal promotes the growth of positive emotions, as well as cognitions that can enlarge or broaden an individual’s range of potential actions. They would also assist in the establishment of physical, intellectual, psychological and social influences that have been directly associated with productive work (Zhao & Seibert, 2006). In essence, the establishment of positive organizational behavior promotes the establishment of a supportive organizational culture that enhances productivity of individuals.
In conclusion, there has been increased interest in positive organizational behavior, in the recent times. However, questions emerge as to how it impacts on the workplace and the overall productivity or performance of individuals in the organization. Research shows that positive organizational behavior allows for the growth of ethics in the organization, which ensures that every stakeholder gets what is due to him or her (Luthans et al, 2005). In addition, it fosters the growth of certain traits such as group support, respect, encouragement and trust, as well as constructive feedback, all of which have a bearing on productivity of the workers (Zhao & Seibert, 2006). On the same note, scholars have acknowledged that a positive organizational behavior promotes a culture of openness and learning that allows individual employees to keep abreast and be updated on their skills and expertise, awareness, as well broaden their experience. Positive organizational behavior (POB) has also been seen to set the standards for reinforcing actions where employees follow these standards voluntarily without cajoling and prompting (Wright & Cropanzano, 2004). This underlines the fact that positive organizational behavior is manifested or exhibited via proactive behavior, where employees face challenges head-on, have the big picture in mind when taking, acting or making something, and take the appropriate action at the appropriate time (Vancouver et al, 2002). It goes without saying that positive organizational behavior allows for the establishment of conducive environment for growth of employees and the enhancement of the organization’s profitability, thanks to enhanced employee performance (Luthans & Youssef, 2007).
I acknowledge that the research done by the authors of the literary works consulted may be limited in terms of data or even the methods that they used. However, it is worth noting that they are authored by experts and scholars in the fields of management, in which case they have authority in the respective fields.
Author’s summary
As much as there may be loopholes in the research done, I agree with the research findings, and the conclusions reached. I have always acknowledged that the productivity of the workers is directly tied to the environment within which they work, as well as the how well they are allowed to own the organization. It goes without saying that positive allows employees to have the initiative and satisfaction in their work, thereby allowing for enhanced productivity.
References
Zhao, H., & Seibert, S. E. (2006). The big five personality dimensions and entrepreneurial status: A meta-analytical review. Journal of Applied Psychology, 91: 259-271.
Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chinese workers: Exploring the relationship with performance. Management and Organization Review, 1, 249–271.
Luthans, F & Youssef, C.M (2007). Emerging Positive Organizational Behavior. Journal of Management 33:3. pp. 321-349;
Wright, T. A., & Cropanzano, R. (2004). The role of psychological well-being in job performance. Organizational Dynamics, 33: 338-351
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology. American Psychologist, 55, 5–15.
Vancouver, J., Thompson, C., Tischner, E., & Putka, D. (2002). Two studies examining the negative effect of self-efficacy on performance. Journal of Applied Psychology, 87: 506-516.
Wright, T. A (2003). Positive organizational behavior: an idea whose time has truly come. Journal of Organizational Behavior 24, 437–442 (2003)
Luthans, F. (2003). Positive organizational behavior: implications for leadership and HR development and motivation. In “Motivation and work behavior” (pp. 178–195). New York: McGraw-Hill/Irwin.
Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M., & Combs, G. M. (2006). Psychological capital development: Toward a micro-intervention. Journal of Organizational Behavior, 27, 387–393.
Isen, A. M. (2003). Positive affect as a source of human strength. In “A psychology of human strengths: Fundamental questions and future directions for a positive psychology”. Washington, DC: American Psychological Association.