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My management philosophy - Term Paper Example

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The writer of the paper "My management philosophy" presents the assumptions made about the small organization. It is a rapidly growing IT enterprise with about 50 employees. The organization develops and sells customized software solutions for various businesses…
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Download file to see previous pages ommunication, face-to-face contact for coordination and ability to rapidly adapt to changes while executing the projects (McShane & Travaglione, 2003). On the other hand, the organic component of our organizational structure will give us the much needed flexibility to deal with the high rate of environmental and technological change and uncertainty. Motivation In pursuing product and market development and being in the software development industry our generic strategy is clearly a differentiation approach. This means that in order for the company to deepen its current advantage and/or build new competitive advantages, we will have to orient the way we deploy our resources to reflect this. This means our selection, promotion, rewards and so will be oriented towards hiring and rewarding the creative and innovative members of staff. To motivate staff the organization will ensure that entrepreneurs are rewarded and recognized, in both monetary and non-monetary terms. We will also consider giving employees ‘bootleg’ time to spend on projects of their own interest that may not be directly related to their day-to-day activities. This will keep our highly talented staff motivated as there potential will be exploited while the company benefits from increased competencies as well as increased potential of coming up with breakthrough products. Given that this is a software business, most of the staff are highly technical and educated which adds to difficulty in finding ways to motivate them. Such knowledge workers naturally would require high motivation which Hackman and Oldham job characteristics model identified as: meaningfulness of work, responsibility for outcomes and knowledge of how successful their work has been or not (YourCoach, 2010). Our hybrid...
In pursuing product and market development and being in the software development industry our generic strategy is clearly a differentiation approach. This means that in order for the company to deepen its current advantage and/or build new competitive advantages, we will have to orient the way we deploy our resources to reflect this. This means our selection, promotion, rewards and so will be oriented towards hiring and rewarding the creative and innovative members of staff. To motivate staff the organization will ensure that entrepreneurs are rewarded and recognized, in both monetary and non-monetary terms. We will also consider giving employees ‘bootleg’ time to spend on projects of their own interest that may not be directly related to their day-to-day activities. This will keep our highly talented staff motivated as there potential will be exploited while the company benefits from increased competencies as well as the increased potential of coming up with breakthrough products. Given that this is a software business, most of the staff are highly technical and educated which adds to the difficulty in finding ways to motivate them. Such knowledge workers naturally would require high motivation which Hackman and Oldham job characteristics model identified as meaningfulness of work, responsibility for outcomes and knowledge of how successful their work has been. Our hybrid organic-project-based matrix structure improves our ability to make the jobs motivating for our most highly technical and educated staff. ...Download file to see next pagesRead More
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