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Screen Culture Review on the Screening Materials

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  1. Advanced Organizational Behavior
  2. Maintaining a good relationship with the customer
  3. Screen Culture Review on the Screening Materials
  4. Diversification
  5. Wang Laboratories

In 1982, Peters and Waterman published the book ?In Search of Excellence? that was based on McKinsey's model elements (Collins, 2007). It focused on structure, strategy, style of management, skills, staff, and shared values to determine the exact nature in which those elements should be implemented. An essential message in their book is the importance of people to a business and the failure of particular philosophies and practices that were being implemented by some companies at the time. The book is flawed in stating that these principles would apply forever the business world when indeed some of them have become obsolete.

According to the book, there are eight common themes they argued were important for the success of any corporation (Peters & Waterman, 2006). A bias for action and active decision making is the first theme that is developed through their book. They argued that quick decision making was fundamental to the success of any business. Each time an organization is faced with a task, they must make decisions in a timely manner in order to stay ahead of the rest. This quick decision making is fundamental in problem solving to avoid bureaucratic control. Transparency in the approach to problem solving will be enhanced to ensure that effective management is enhanced.

[...] It even goes further to state that some of the best companies have a minimal number of staff. The eighth and final principle is simultaneous loose-tight properties whereby individual workers are expected to work at their best. They are supposed to engage the company's philosophies and values into the work that they so that they can produce goods and services that reflect the organization's principles (Peters & Waterman, 2006). Culture is important in an organization and employees should be engaged into it. [...]

[...] Some companies may argue that they can hire more employees for the same amount of money, a concept that can be argued differently. A large pool of staff are likely to work less efficiently as a result of the diluted amount of work and the low salaries that they may be receiving as a result. Management is another key area that should be left for very few people. The top level managers must be kept to the bare minimum to ensure efficiency of operations and management of costs. [...]

[...] Peter and Waterman believed that a company should stick to the product line it is good at and avoid diversifying into other products. As seen in the case of Wang Laboratories, some of the products that a company engages in may not have a future in the business world. Wang Laboratories diversified into the production of computer starting with desktops and advancing to a line of laptops. It gained the competitive edge that it sought for and should have proceeded along the same path in the 1990's. [...]

[...] If employees are too few compared to the roles that they have to perform then a crisis among the employees may arise. When roles are too many , the work output may also be compromised. This is because an employee who is overworked may not be very motivated to produce quality work. They may simply work just to complete the task but may not put any meaningful input into it. Employee morale is also low as a result of poor working conditions even though the pay is satisfactory. [...]

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