Managing in the Global Environment- The Virtual Organization - Assignment Example

REFLECTIVE JOURNAL AWAD HAMED ALOLYANI Professor: MG102A Date Reflective Journal 4: Managing in the Global Environment- The Virtual Organization Personal Reflection I have attached so much value to time management and everything I do throughout the day is usually allocated a certain amount of time. I consider all the activities of the day as goals, that need to be achieved and the more I think about them the more I would want to complete them. Therefore, the expectation I have of myself and the value placed on achieving these goals act as personal divers for completion of the tasks. Also, these divers include an understanding that the power I have is capable of changing the expectations I have of me and the value attached to each task. The capability of using personal divers in different situations to complete tasks is a result of successfully understanding ways of inspiring me in a different setting while undertaking different assignments or tasks. In getting the desired outcome, I make choices and work hard in putting forth the required amount of effort that I maintain long enough until the work, assignments and tasks are completed within the required deadline. In addition, I rank work, assignments and tasks according to order of importance. I then start working on simpler tasks before working on those that are likely to consume more time. Also, I keep changing the approach of completing work, assignments and tasks to make the experience interesting. I am not perfect in everything because I have weaknesses too and sometimes I do not get excited doing difficult tasks. However, I always identify my weaknesses and in doing this I am capable of addressing them as a way of improving my capabilities of completing work, assignments and other tasks. Addressing my weaknesses involves restructuring activities and avoiding demands that might capitalize on my weaknesses. The capability of recognizing obstacles to personal divers is helpful in completing work, assignments and tasks. I get motivated and desire to succeed as a result of internal and external pressures. These also have an impact on my enjoyment of life. External pressures are also referred to as extrinsic factors arising from external elements while internal pressures are referred to as intrinsic factors and they arise from internal elements. On one hand, extrinsic factors that affect my motivation include excellent performance as a manager, improved performance of employees and high production by the organization. Also, achievements such as awards as the best manager of the year, job promotion and pay rise are extrinsic motivating factors that have an impact on my desire to succeed. On the other hand, intrinsic factors that have an impact on my motivation include the pleasure I get from succeeding or the satisfaction I get from completing tasks. In addition, I love my job as a manager and I work hard because I enjoy doing it and it is a pleasure finding solutions to problems of the organization. The thought of being in a position to make a difference in the organization and actually making it happen is a motivating factor. However, sometimes I over rely on extrinsic motivating factors and failure of achieve the motivating factors leads to discouragement. I overcome these feeling though focusing more on intrinsic motivating factors. Working hard, meeting deadlines and ensuring the organization maintains high production makes me happy and contented in what I do. Motivation ensures completion of tasks within the required time limit avoiding last minute rush and stressful working conditions. Proper dispensation of my duties and responsibilities ensure smooth operations of the organization preventing situations of getting in conflict with my employers and other junior employees. To add on, being the best in what I do have led to getting awards, job promotion and pay rise making my life comfortable and enjoyable. Topical Discussion Online classes majorly involve the use of learning materials in written form that is submitted over the internet (Brown, 2010). It involves reading and understanding the provided information, writing out questions for the instructor and completing online tasks. Discussions with instructors and other students are also conducted online. The experience of online classes is dependent on the learning style, personality, other commitments, motivation, internet access and computer skills. Achievement of success in this form of learning requires self motivation, assertiveness and the ability of learning independently. There are strengths and weaknesses associated with online classes. The strengths include the ability to deal with the course instructor individually. Being in a face to face class would mean divided attention from the instructor. Also, online classes provide an alternative of completing educational requirements while meeting other obligations such as working. Weaknesses associated with this form of learning include the likelihood of poor time management due to the freedom of working from specific places. According to Lauver et al (2013), online classes do not favor all students. There are those who find face to face learning easier because of immediate encouragement, personal interaction and instructional feedback. Students who learn more by listening will find this form of learning as challenging because audio learning materials are minimal. Inasmuch as online classes are challenging, it is not impossible, and students would actually learn. The action of giving iPads to first year students is an effective move to encourage student engagement on and off campus as has been pointed out by Van Oostveen, Muirhead & Goodman (2011). An iPad is the best choice because a part from providing computer and internet services, it is less bulky, easy to use, consistent battery life and portable allowing students to use it in any learning environment that they find appropriate. The implementation of iPads enhance and support learning through the use of tasks that suit it, accessing applications that suited certain learning tasks, supported creativity, research, fluency of information and problem solving (Van Oostveen, Muirhead & Goodman, 2011). There have been positive responses on iPad usage by students who felt prepared with assignments and skills of taking notes. In addition, students preferred iPads to laptops. The aim of every business is to be successful and to record constant progress. Virtual organizations in the tourism industry are no exception. The current high competition regardless of market, technology and size are facing challenges of employee retention. Overcoming these challenges requires identifying and meeting specific needs of people working in the virtual organization to ensure morale, motivation and productivity are maintained (Michael, 2012). Olson-Buchanan et al (2007), states any employee would want a job with good payment such as reasonable remuneration and compensation. It has the potential of magnetizing, maintaining and motivating individuals to maintain high performance. In addition, since virtual organizations are managed over the internet, employees need reliable internet services and constant communication. This motivates employees and managers in the virtual organizations are capable of monitoring work progress and maintaining productivity. Also, trust plays an important role in ensuring the existence of an organization as well as enhancing motivation of employees. Good working conditions and job security can be created through a guarantee of permanent employment, flexibility in working hours and a clear definition of job responsibilities. References Brown, W J 2010, ‘Student Multicultural Awareness in Online Community College Classes’, Multicultural Education & Technology Journal, vol. 4 iss. 2, pp.99 – 112 Lauver, K J et al 2013, ‘Preference of Education Mode: Examining the Reasons for Choosing and Perspectives of Courses Delivered Entirely Online’, Journal of Applied Research in Higher Education, vol. 5 iss. 1, pp.113 – 128 Michael, K 2012, ‘Virtual Classroom: Reflections of Online Learning’, Campus-Wide Information Systems, vol. 29 iss. 3, pp.156 - 165 Olson-Buchanan, B J et al 2007, ‘Utilizing Virtual Teams in a Management Principles Course’, Education + Training, vol. 49 iss. 5, pp.408 – 423 Van Oostveen, R, Muirhead, W & Goodman, W M 2011, ‘Tablet PCs and Reconceptualizing Learning with Technology: A Case Study in Higher Education’, Interactive Technology and Smart Education, vol. 8 iss. 2, pp.78 – 93 Reflective Journal 5: Working with People and Quality Management Personal Reflection My management or leadership style is consultative. I like gathering and expanding my knowledge base that helps in leading with experience and wisdom. It is a source of sufficient information required before making any decisions having in mind the approach that it is not possible for a leader to know everything. Inasmuch as not all confidential information is disclosed to my team, I am required to provide my team members with a considerable amount of important information to make it easy for them to work with me. In most circumstances, employees feel appreciated when their opinions are put into consideration in the organization’s decision making process. I prefer this form of leadership because I am aware that power emanates from input that has an impact of strengthening the morale of employees. From my experience, this style of management has led to achievement of high productivity and a record of tremendous profit to the organization. Achieving high productivity through this form of leadership has been through treating employees the way they would want to be treated putting into consideration the difference in individual personalities, valuing their inner qualities that motivate them, keeping in touch with them regarding the usefulness of information to the organization, regularly showing up to know how they are progressing, delegating tasks in fostering team work and holding team members accountable for the assigned responsibilities. Consultative management has strengths and weaknesses. On one hand, this form of management generates several ideas whose proper use brings creativity in dealing with issues within the organization. Also, consultative leadership requires that I conduct a discussion with team members regarding the provided suggestions and the best decision is arrived at as a result of thorough discussions. Employees feel motivated in this form of management because of the feeling that their ideas are valued. On the other hand, conducting a discussion on different points of view makes it difficult for team members to agree on the most appropriate way to approach issues affecting the organization. In coming up with a final answer, several ideas are overlooked leading to resentment. The process of consultation requires that I deal with individual employees in turn, analyze all the provided information, conduct a discussion to hear their point of view on the appropriate solutions to the issues and select what is most relevant. This can be time consuming leading to a slowed down process. In addition, the amount of sensitivity attached to some cases can restrict disclosure of information and failure to do this hinders reasonable contribution by some team members. I can improve the ability to work with people in the organization through the implementation of a speaking up culture. Free communication between my junior employees and I will get rid of any fear of providing solutions to issues affecting the organization. Employees might have proper solutions but the thought of feeling stupid with their ideas before me might be an obstacle to a confident contribution. Therefore, the culture of speaking up will get rid of this obstacle. In addition, team members should also be given a reasonable time frame to research and come up with sufficient information. Short time frames may be demanding and demoralizing to employees creating a stressful working environment. To add on, my ability to work with people will be improved through developing skills of thinking on my feet to ensure I answer questions from employees and address their concerns to avoid reservations and objections from them. Topical Discussion Modern Management Theory is a guideline of using mathematical models in understanding organizations and how workers and management are interrelated. The theory ensures workers and all factors of an organization are developed (Tari, 2005). On the other hand, Total Quality Management (TQM) is used in making changes to philosophies and management practices in improving the performance of an organization and product quality. It is an approach used by management to focus on quality for success as stated by (Tari, 2005). Its components entail a focus on customers in the definition of quality, team work importance in the unification of goals and why it is important to use the scientific approach and data in making decisions. The application of TQM in the tourism industry is quite different from other industries such as manufacturing. This is because its products are intangible and it is difficult to place product qualities in quantifiable terms. In this industry, transactions in the quality of service involve customers. Their expectations and perceptions of received services are balance, and high quality service is considered as perceptions that exceed their expectations. Components of customers’ perception regarding the quality of service include reliability of services, assurance for the customer to feel confident in the services, materials and physical environment quality, responsiveness to the needs of customers and empathy entailing understanding, courtesy and friendliness (Mehra & Ranganathan, 2008). These are external factors that indicate what the tourism industry should aim at. Internal measures are required for delivery of the expectations of customers. They include timeliness, integrity, predictability and the expectation of customers. The success factors for achieving these include senior management support, team effectiveness, management and leadership skills, clarity of quality requirements and communication. Management of quality enhances satisfaction of customers, retains the loyalty of guests and creates a competitive advantage. Jones (2009), points out that outsourcing is a convenience strategy for survival of companies in ensuring resources and work used is of the required standard. It entails upgrade of equipment, process technology and personnel. The lack of ability to outsource prevents companies from effectively competing with other companies. However, there are challenges faced by management in outsourcing (McIvor et al, 2009). They include uncertainty in forecasting as a result of cancellations, unexpected shift, customer push outs and demand spikes. This challenge can be addressed through ensuring the forecast is within a reasonable aggregate level, allowing contract managers to know the expected revenue level, maintaining interaction between operation, marketing and sales and taking the time to understand significant changes in supply chain. Also, pricing mistakes and inaccuracies is a challenge faced by management in outsourcing. Manufacturers keep changing their prices leading to strain and dispute between management and manufacturers. This challenge can be addressed through comprehensively informing manufacturers of your expectations and requesting for a quotation for the same. There are implications of compromising quality in organizations. They include reduced market value, rework and waste, conflicts among employees, undermined motivation and the risk of losing customers (Holloway, Wang & Beatty, 2009). Organizations can rectify the negative implications through putting in place proper management systems. This requires putting in place a foundation that consists of stable values base prescribing quality standards and applicable measures when quality is compromised. References Holloway, B B, Wang, S & Beatty, S E 2009, ‘Betrayal? Relationship Quality Implications in Service Recovery’, Journal of Services Marketing, vol. 23 no. 6, pp.385 - 396 Jones, W O 2009, ‘Outsourcing in China: Opportunities, Challenges and Lessons Learned: Industry Insight’, Strategic Outsourcing: An International Journal, vol. 2 no. 2, pp.187 – 203 McIvor, R et al 2009, ‘Performance Management and the Outsourcing Process: Lessons from a Financial Services Organization’, International Journal of Operations & Production Management, vol. 29 no. 10, pp.1025 – 1048 Mehra, S & Ranganathan, S 2008, ‘Implementing Total Quality Management With a Focus on Enhancing Customer Satisfaction’, International Journal of Quality & Reliability Management, vol. 25 no. 9, pp.913 – 927 Tari, J J 2005, ‘Components of Successful Total Quality Management’, The TQM Magazine, vol. 17 no. 2, pp.182 – 194 Read More