An Innovative Business Approach: Case of Axiom Telecom - Assignment Example

An Innovative Business Approach: Case of Axiom Telecom Section 1 Question 1 An innovative business approach, as in case of Axiom Telecom, is a common factor that improves business performances. Reviewing secondary information, outline an approach for driving innovation for a company like Axiom Telecom 3. Companies like Axiom Telecom 3 are becoming common nowadays in which there very strategy is to plunge into myriad possibilities for innovative business approaches. In case like what Axiom Telecom 3 is going through, one of the most elemental way to promote business is to go for product and service differentiation. This is actually one of Porter’s introduced competitive strategies in order to help certain organization to reach its excellence or competitive advantage and become a cut above the other, just like in the case of Apple Inc. (O’Grady, 2008). Focus differentiation might be a hybrid in this specific type of strategy. Furthermore, in retailing industry, marketing activity eventually fuels the competency of an organization and its products. Thus, it is also important to integrate the whole thing about marketing in order to effectively perform other relevant strategic activities. Modern marketing techniques are all necessary in the retailing sector and this is the point of companies like Apple Incorporated. In the case of this company, driving for innovation is a must and so product differentiation is necessary which is combined under modern marketing activities (O’Grady, 2008). In fact, it is a common issue to look into customers’ response because organizations like Axiom Telecom 3 would look forward to the kind of value given to customers by enhancing their product and service quality, tantamount to key performance target to obtain specific corporate objectives (Ahmed & Zairi). Question 2 The case mentions that Axiom Telecom was recognized for its commitment to customer service and implementation of several globally acclaimed corporate practices (Toyota Production System (TPS), 5s, Kaizen). Given the differences in environment, culture and industry context, what do you see as the changes in customizing the 'Axiom Improvement Management System (AIMS)' program? It is important to consider that the top management should be able to influence the human resource, aligning their focus with the ultimate vision where the organization is heading forward. After all, setting the vision is a key to effective leadership (Ahmed & Zairi). Considering differences in environment, culture and industry context, it is important to make a remarkable internal change within an organization and the ultimate target should be the human resource. In this case, the management must be able to sufficiently accustom the human resource with the vision. Achieving this vision will ultimately encourage the human resource to move forward right directly to the direction where the top management is heading. Thus, it is important to consider substantial strategic moves on the part of the company in order to come up with fully equip human resource to fulfill its corporate objectives. In this case, among of the primary changes include the following: elaborating key improvement of the hiring process, instigating standard operating procedures and policies, ensuring knowledge proficiency and its implementation, fueling effective response and evaluation process. All of these would help ensure that the core values that the company would want to execute will remarkably be addressed. Thus, it is important to bear in mind that the primary changes should occur within the organization itself to ensure effective change. Questions 3 The case mentions some practices which have made the company successful. What other practices do you suggest to sustain its performance? It is important to ensure further improvement on the assessment strategy of Axiom Telecom. In doing this, the company will be able to learn more about its strengths, weaknesses, opportunities and threats. It is only through a thorough evaluation an organization will be able to address other significant things that need to be addressed as far as reaching its goals is concerned (Ahmed & Zairi). Assessment is in fact, a good component in order to sustain performance of an organization. Furthermore, Axiom Telecom could actually learn to evaluate itself how far it is when it comes to providing high value for customers. In this regard, the company might try to conduct investigation on customers’ feedbacks, in order to find out what else needs to be done. In doing so, Axiom Telecom will be able to formulate further innovative moves, changes, strategies and other necessary procedures needed for the benefit of the entire organization. For instance, asking customer about how they feel about the value given to them by Axiom Telecom would be a relevant move and other procedures like this should be for the sole purpose of improving the value given to customers. After all, customer service and giving the highest value as possible to customers matter a lot at Axiom Telecom. Section 2 Question 1 RADAR is an EFQM tool for self-assessment. Most organization’s apply the Model to find out where they are now, identify what they want to improve, and then make decisions on how to get there. Illustrate these concepts by taking an example of a company known to you. RADAR logic would want to help ensure that a certain organization or company should actually determine results it would want to achieve, plan and develop approaches that would address prevailing and future results, systematic implementation of approaches, and assessment and refinement of deployed approaches, then substantially doing all of these all together around in a process (EFQM, 2012). This entire process can be depicted in the case of Google, a company that is known worldwide, not merely because of its prevailing achievement, but also due to its ability to obtain success in its industry. Google from the past actually was trying to determine the kind of results it would want to achieve in the entire days of its existence in its industry. Integral part of this step was the ambitious determination of how it could become the top search engine on the web, but not until lately when it tries to formulate communication software that would compete with other prevailing product trending in the market. In other words, the company just wanted to make sure that there is an ultimate direction for everything especially in the age of rapidly changing market needs and demands, and technological advancement. Planning and development of specific moves were tantamount to Google’s success. It could have not formulated the best service today in its industry if it would have not been due to its planning and development strategies. Every company just like Google which are ambitious enough in obtaining something great in the market should ensure that its greatest potential are tapped through effective planning and development strategy. Furthermore, in the case of Google its plans are associated with not only with the current market trend, but they are also developed to be closely tied with the future, just to ensure continuity of its operation in the days to come, indeed a real case scenario of sustainability issue. The third process would be systematic implementation of approaches. Google is eventually tested by time when it comes to this. As far as providing service to its customers is concerned, Google always makes use of the opportunity to consider how it would systematically implement things in order to achieve its corporate objectives. For instance, its being primarily the top search engine was just a positive upshot of systematic implementation of how to cater the market and eventually increase share in its industry. Thus, provided it would want to increase its share in its industry, an organization like Google should remarkably consider possibility of obtaining a highly systematic approach in implementing things. The implementation of systematic approach cannot be totally tested if the results or outcomes would not be evaluated (Ahmed & Zairi). Thus, Google substantially learn to evaluate all its strategic approach. For instance, conducting online surveys was essential component in making this. In fact, Google from the standpoint on how it grows is substantially effective at doing this. It is always therefore important to be always consistent with the reference point, and Google does not ultimately separate itself from its customers when it comes to this matter. Question 2 Effective leadership is important in driving and sustaining organisational performance. Taking a company as a case example, discuss how new leadership development was effective in driving and sustaining organisational performance. (note: I'd prefer to choose Google company as example) The reason why development of leadership program has become effective in directing organization performance is due to the fact that its creation is particularly in line with addressing significant challenges facing a business (Sanhueza, 2011). New leadership would mean emancipation of new vision. A vision is associated with effective leadership provided it is properly deployed and evaluated (Ahmed & Zairi). A successful vision would mean working the entire company through it. In other words, all employees have correspondingly aligned themselves with the core values instituted by the company. They submit themselves to authority within the organization and apply the very principles of the group. In other words, cultural consideration is highly established leading to the achievement of unified standard operating procedure along the entire organization. New leadership development at Google is associated with the advancement of technology. Technological revolution paved the way for Google to formulate effective leadership approach that would be in line with its main strategic goals in order to make use of employing cutting-edge technology a success on its part. Thus, one of the essential outputs of this is coming up with highly reliable offered services that until at present have continuously become obviously the benchmark in some organizations. Since leadership development as stated earlier has been formulated to address the basic issue about significant challenges faced by a company, it would be safer to say that Google’s employment of it would mainly due to achieving competitive edge over its competitors. As observed, Google just like any other organizations continues to struggle in a competitive environment as everyone would want to become a cut above the other, and would want to obtain remarkable market share so as to continuously operate in business. In other words, new leadership development is just tantamount to growth development of an organization because it tries to destroy significant barriers to success of an organization. There are in fact significant barriers to Google’s remarkable success. For instance, new entrants may significantly affect Google and its probable growth in the market. However, employing new and leadership approach could become one of the essential factors in destroying potential barriers. With new leadership development, Google will be able to evaluate significant changes for the group, their implications and degree of contribution to its success. In other words, everything that the company would see to be potentially beneficial would just be integrated right away with its corresponding action. As stated earlier, Google is remarkably integrating cutting-edge technology with its leadership development. This is primarily one of the most effective point on its part due to the fact that the said move is directly associated with the kind of product or service offerings it has for the market. As a result, at present this substantially contributes to sustaining its organizational performance. Furthermore, it is important to consider as well that since new leadership development could hinder remarkable barriers to success, on the part of Google, employing the best human resource would make sense and this eventually would create another level of competitive advantage in implementing plans and achieving goals. References Ahmed, A. M., & Zairi, M. (Year). Principles of Business Excellence. Place of Publication: Publisher. EFQM. (2012). Radar. Retrieved from http://www.efqm.org/en/tabid/171/default.aspx O’Grady, J. D. (2008). Apple Inc. Westport, CT: ABC-CLIO. Sanhueza, J. (2011). Leadership development and its effects on organizational performance. Retrieved from http://dspace.mit.edu/handle/1721.1/65817 Read More