Significance of Managers in Companies’ Success

Questions: 1. Assess the significance of managers in achieving organisational success, for a company of your own choice.2. Compare and contrast organic and mechanistic organisation.3. Describe the process that can help a company of your own choice to formulate its corporate strategy.4. What do you understand by the term organisational culture? Suggest how a company can create an innovative culture. Answers: Introduction The report is build upon the 4 major business aspects questions that is faced and accessed once the business faces such a situation that needs involvement of people, development of new work processes so that it stays well ahead of the competing businesses. Further, organizational policy and strategies for the self developed business would be discussed that would give the strategic incline to the people and the last answer shall concentrate on developing the organizational culture and innovations for better market potential gain is also the cultural gain discussed, that has developed the organizational culture need support such operational excellence for renovation of the cultural aspect altogether. 1. Significance of Managers in Companies success The role of the managers in business success is huge on the companys overall business altogether. The role involves role selection of giving the right job to the right people, affectivity study, motivation, and maximum utilization of resources in business. The study is conducted on the retail chain of Sainsbury to understand and elaborate the managers role in success of the business. The Sainsbury has been a retail chain for long competing with other major brands, so the competition had to be monitored and discussed in details to understand the role that the retail managers of the business has played in the success of the business. The job of the managers is not only to lead the team but also to facilitate the team to innovate and deliver the best to the consumers to gain their confidence and be the key behind the satisfaction that brings in loyalty towards the brand they are working for. Thus the grooming, delivery standards, way to push sale and develop relationship of trust betwee n the employer and employees are important for the business to develop that enhance the business outputs (Lindgreen and Hingley, 2003). In the context of business success the managers role of defining the targets, empowerment of the employees to take individual decision that suites the consumers as well as business interest as well as develop a leadership style that have goals and targets measured is key to the manager success in employing the employees with best results. The managers gives the staff the ability to set individual and departmental goals which they have a strong involvement in these goal setting and are strongly involved in building the business motives and targets that it wish to reach for. This goal setting exercise brings the employees on the same platform to debate and discuss the achievable targets and ideas. The relationship development with coworkers too is the job of the managers where they try to build a consensus of jobs and targets that all agrees to and strive to achieve. This may be revenue, service standards, and positive relation development to gain the trust of the employees. Coworker c oordination like issues that may give the managers an edge where the employee grievance swells as their preferences may come forth and gets addresses. The team coordination and empowerment of each member in the team to perform what is needed out of them well as inter team communication clarity are all that is needed for a good team performance which a managers needs to inculcate while developing the team and there working styles. Here the concept of empowerment to decide and deliveries also the key which enables the managers to make the employees understand the protocol and their rights and responsibilities likewise making the operation trustworthy, standardized and ensure delivery of excellence where they should be the leaders in example settings too. 2. Contrast between organic and mechanistic organization Each organization is unique in its role of power authority, roles, systemic and information flowing channels. This differentiates the nature of organization from the way they distinguish the own and authoritative structures in the operations. The way an organization chooses its operation process speaks a lot in the terms of the settings of the business that they follow. The way the organization changes its structures and operational needs speaks a lot about its organizing structure and also indicate how well the business is prepared to react to market changes and thus adopt to the changes in the new environment and structures both internally and externally. The mechanistic and organic structures of the two different organization structures are mechanist and organic structural differences. The mechanistic structure is termed given to the bureaucratic structures where all the structures are formalized a centralized for the business decision making and formal network. However, this sort of structure is capable of operations in a stable centralized network that which is quiet uncertain in the changing business networks and dynamics of modern day structures (Foshay et al, 2013). Mechanistic structures are the formal centralized controls within business that have its own hierarchy and reporting structures, well defined job boundaries and decision making authorities. This is a stable structure that is been preplanned and the organization works and follows the structure as is there, especially when the business is stable and the situations are regular and suited for such structure. Hence the subordinates are expected to follow the structure and the communication flow follows from top to bottom and the people are expected to follow the instructions given to them from the top. Healthcare, Armed forces, Government structures are few examples of such structure adherence where the hierarchy and chain of command are very clear and strictly adhered to (Foshay et al. 2013). The organic structure however is the quick adoption of the processes in unstable and dynamic environment. It is based on the ability of the organization to gather process and disseminate the instruction as needed, fast and right to see the best outcomes. Failure to adapt to the changes in business environment may cause loss of revenue and the business may lose its edge. Thus the communication and execution needs to be fast implemented and coordinated for the best outcomes so the strict hierarchy and flow of command structure as in the mechanistic structures are absent in the organic structures which is more of need oriented. The organization practice joint and coordinated way of work and so the changes are fast and are adaptive to the changes in the environment where the scope for execution belongs to all along with idea and norm selections. 3. Formulation of Corporate Strategy The corporate strategy can be said to be the reaction of the business to its environment like competitors, policy of the government, changes in choices of the consumers etc. The strategies are formulated to redirect the business from its present state to the state that it wants to be in the longer run. Nevertheless, this process in the changing business world is comprised of the environmental scanning and continuous implementation of ideas to sustain and be competitive in a market with stiff competition. Environmental scanning or the attention to simple environmental changes and factors those may have impact on the business are well judged so that the best solution to such a problem can be implemented to have least impact on the business performance. Thus the changes are the outcome of the necessity and are implemented for the best of the business results. The continuous implementation of policies and strategies for better results in business are the key to corporate strategy formula tion keeping in mind the current business environments and competitions (De Clercq et al. 2013). The vision and mission formulations are the first step in developing the future strategies those helps in the achievement of the developed vision and mission. The affectivity of the core ideology or the corporate mission is to enhance and thus create a platform to monitor the achievements to the targets to access the achievements of the business. Thus based on the achievements to the targeted positions the strategic design is laid to see that the targeted vision and mission statements sees the light of day. The strategies to be adopted, the processes, the critical successes indicators are fixed to measure the strategic achievements met by the business as well as plan the futuristic processes to achieve them (Rakowska et al, 2015). 4. Organizational Culture Each organization is different from the perspective of the outsiders in the market. Thus the difference that the organization portrays is the creation of its culture that is termed organization culture. A business has certain values, deliverables, innovation, attention to details, outcomes, people orientation, and teamwork. Reaction to competition in the market etc defines the culture that the organization portrays. Each of these cultural elements have its own role in building the organizational culture development and so dose it portrays to the market or an observer. The retail business of Tesco is been considered for the same to discuss the organizational culture that it follows and the role that each of its cultural element plays in the market. Innovation is the risk mitigating element where the business innovates new ways to keep the external threats of competitors low. Tescos regular survey of the pricing strategies of its competitors have made its employees to innovate ways to mitigate the threat with discount schemes and pricing and availability to stay ahead. Further attention to details is also another very vital aspect which makes the business to give attention to every aspect that makes the shopping experience fulfilling for the consumers. This is closely linked to outcome that the business receives where the attention is focused on the way the strategies and attention put in is achieving the expected results. The emphasis of Tesco is in getting the best of consumer satisfaction and perception of value in the purchase process so the ability to get the outcome correct and have the desired results is key to the achievement orientation of outcomes for the business. People are the key element who actually serves and delivers the desired emphasis and strategic outcomes that business desires to achieve. Tesco treats there people as vital asset and thus gets the desired results from them in terms of outcome oriented performance (Anyadike-Danes et al. 2005). Teamwork is another very vital part where the people shows collaboration and orientation as a unit and aspires to give the business its targeted vision and mission achievement. Collaboration and orientation with others and following the result oriented performance where all individuals are involved as one in a team to gives the best resultant outcome. Thus how teamwork is another very vital dimension of organizational culture that depicts the team over individual and acts as a unit in achieving the success for the business (MacQueen and Miller, 1960). Conclusions Business has different people and value oriented practices those makes it an organization different from others and also portrays its distinctive culture to the outsiders. Strategy, peoples orientation with it, managers role in developing the business policies and the standardized practice as well as the innovative formulation for better performance is discusses which helps the business in achieving the desired value and mission accomplishment as designed. List of references Anyadike-Danes, M., Hart, M. and OReilly, M. (2005). Watch that Space! The County Hierarchy in Firm Births and Deaths in the UK, 1980-1999. Small Bus Econ, 25(3), pp.273-292. De Clercq, D., Lim, D. and Oh, C. (2013). 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