Management Styles & Decisions IP - Research Paper Example

Business In preparation for global expansion a small company should have a well-defined organization structure and choose the most effective type of organization to implement. Using a reward system and recognition process will increase employee morale while considering budget constraints. Global expansion has been on the increase because of market saturation within many domestic markets. Market growth in China, India, the Middle East and Southeast Asia has been particularly strong. As a consulting firm assisting a small successful company in globalization addressing their specific concerns is priority.

The company would like to create an additional layer of management to focus on the global initiatives while lower level management focuses on day to day operations. In making recommendations a consulting firm must address each concern of the company.Any change within an organizational structure requires first identifying and examining what objectives the company would like to achieve and then deciding how best to achieve those objectives. Global expansion efforts that are not successful due to complete thorough and well made plans will cost the company time and money and management effort will be wasted.

Risk assessments evaluation should be done on the company’s global expansion and careful market research should be completed by both an inside and outside organization if this is possible. Developing a new company vision to involve a culturally aware mission statement should also include global values and managers who operate in a globally sensitive way.Determining what structure the new organizational type should be will guide the focus of new efforts. A team based structure provides integration and flexibility though it is size limited and can lack role clarity and technical excellence.

To compensate for these weaknesses information technology, rewards systems, skills development tools and integrating roles should be focused on (Digeorgio). Employee morale as reported by the company is mixed, with half of the employees eager to move into management positions and the other half being satisfied in their current status. Budget restraints do not allow everyone within the company to be promoted and performances evaluations show not everyone within the company have been performing satisfactorily.

Using employee recognition programs could provide incentive to improvement in those employees who will not be offered promotions or upper level management positions. Reward programs create a positive impact on customer focus and technical excellence, role clarity and team work (Digeorgio).Continuous training with up to date policy and procedure along with performance expectations and specific job requirements should be reviewed, rewritten as necessary and implemented. Using anonymous employee satisfaction surveys will determine what within the company might be contributing to satisfaction or poor performance (Hartog).

Identifying employees with high potential can be done using measurements of progress against goals, results delivery, performance level and ongoing assessment, assessment should be made in the individual to determine learning agility, willingness to address weakness, and potential moves within the company for the individual (NC…).Prior knowledge and abilities within the team members will assist with preventing disorganization in the global restructuring process. Strategy, culture, strong work processes and effective leadership will ensure that the company’s globalization is a success.

References Hartog, L. (2008, April 28). 15 Ways to Boost Employee Morale. HR World. Retrieved January 24, 2012, from http://www.hrworld.com/features/15-ways-boost-employee-morale/NC Office of State Personnel. (n.d.). Identifying High-Potential Employees. Performance Solutions. Retrieved January 24, 2012, from http://www.performancesolutions.nc.gov/developmentinitiatives/LeadershipDevelopment/Models/docs/IdentifyingHigh-potentialEmployees.pdfDigeorgio, R. (2008). Change Management Leadership Teams Mergers & Acquisitions Management Development.

Change Management Leadership Transition Mergers & Acquisitions Innovation Brainstorming. Retrieved January 24, 2012, from http://www.change-management.net/articlemanaging.htm