Discussion Question Responses Strategic Management 2 - Assignment Example

Discussion Questions Responses BY YOU YOUR SCHOOL INFO HERE HERE The article from Pearce & Robinson highlights the importance of hiring only the right volume of individuals that can best serve the organizational needs. This describes the situation of recruitment and retention at the Department of Defense, however the authors are attempting to illustrate the most effect methodologies to ensure that the organization operates effectively without barriers to success. Consider this quote as it pertains to the role of humans in the organization as support for the authors’ position about people and their influence on organizational success.

“Agents for change as described as undeserving victims of the irrational and dysfunctional responses of change recipients” (Ford, Ford & D’Amelio, 2008, p.362). The organizational leadership needs to be certain that they are finding the proper fit in all recruitment efforts and since Pearce & Robinson identify the importance of change and adaptability, it cannot be reinforced enough that recruitment is vital to business success.#2 “A successful organization depends on the creation of shared meanings and mutual interpretations of reality” (Darling & Beebe, 2007, p.77). Mission and vision create a sense of purpose for the organization, thus giving a focus for cultural development and to assist management in creating harmonious and unified work teams.

Organizational performance expectations should hold individuals accountable for their failure or assistance in meeting vision and mission goals since they act as the foundation for forward strategy and organizational development. All future issues as they relate to strategic intention are founded on mission and vision goals and therefore the entire organization should adopt a culture of shared values and mutual respect for this goal attainment. There really is no other measure of whether or not individuals within the organization are meeting performance goals without first looking at the mission and vision and then determining whether targets have been met by teams and the individual employee.

#3 “Motivation is based on empowerment, development and communication as it concerns people” (Panayotopoulou & Papalexandris, 2004, p.499). While the vision and mission statements are designed to offer purpose and direction, they sometimes fail to motivate performance. When considering the situation at Enron, employees were motivated by their empowerment to skirt legalities and cover information since they received no reprimand for these actions. The loose management structure of fast money empowered employees to not only model management behaviors, but also forget about the mission and vision as it was presented to external shareholders and other stakeholders.

Enron and Global Crossings should be an example of where managers should model behaviors as they relate directly to the mission and/or vision to ensure absolute compliance to fulfilling corporate objectives. If more emphasis were placed on the mission and vision as performance measurements, there would likely be fewer situations like Global Crossings and Enron. ReferencesDarling & J. & Beebe, S. (2007). Effective Entrepreneurial Communication in Organizational Development: Achieving Excellence Based on Leadership Strategies and Values, Organization Development Journal, 25(1), pp.76-94. Ford, J., Ford, L. & D’Amelio, A. (2008). Resistance to Change: The Rest of the Story, Academy of Management Review, 33(2), p.362.Panayotopoulou, Leda & Papalexandris, Nancy. (2004). Examining the Link between Human Resource Management Orientation and Firm Performance, Personnel Review, 33(5/6), p.499.