Contemporary Organizations and Their Management: An Analysis

The success of a major corporation depends primarily on the development and completion of its mission statement. In order to achieve success, make profits and remain competitive in today’s market. Most organizations accomplish its mission by hiring personnel with high integrity, trustworthy, and dedication. Organizations are proven to be more productive when there are employees who are totally committed to helping the company commitment for success. There are

It is refreshing to have an employer declare its most important guiding principle is its ‘commitment to members.’ Investing in its personnel by providing “education, personal enrichment and professional development that enables them to utilize their individual strengths to achieve our collective mission of offering the highest quality of service to the public” (CSP, 2011).

Bovee, c & Thills, j (2013) recommended Organization structure as structures as "Utilitarian structure: Grouping labourers as per their comparable abilities, asset utilization, and mastery" "Divisional structure: Grouping offices as indicated by likenesses in item, process, client, or topography" Matrix structure: A structure in which workers are allotted to both a useful gathering and a venture group subsequently utilizing practical and divisional examples at the same time" system structure: A structure in which singular organizations are joined electronically to perform chose assignments for a little home office association (Bovee, C. & Thill, J., 2013).

Managing organizational change is the process of planning and implementing change in organizations with maximum effectiveness and minimum circumstances and resistance. Today 's business environment requires companies to undergo changes almost constantly if they are to remain competitive. In this project paper I am going to discuss organizational change in PepsiCo. I will take a closer look on management approach and forces for change. I will introduce the change, make diagnosis and discuss how the change can be implemented.

Introduction Business Ethics and Values has this become a very high regarded issue in management. Changing demands, advancing technology and worldwide recession have added to the suppression of this issue and has forced management to maintain numbness towards business ethics and to exploit very possible opportunity disregarding the interests of employees and the markets. Increased expectations of the clients, social and economic environment and corporate governance are all driving forces that have rendered project leads and managers having no choice but to compromise on this concern. Some big

Management has changed significantly over the past 50 years. The role of leaders in an organization is an ever changing thing. At one point, a manager was also the owner of the company, and thus used a carrot and a stick to get his employees to work, just like a parent personally invested in the raising of their child. Not anymore. Nowadays, leaders are there to “serve” their employees. The focus is on motivating the individual, achieving organizational goals by integrating each and every individual into the system. We no longer rely on a one size fits all approach, and management theory is no longer focused on having a winning philosophy, or motivating large groups.

Managers today have many different options when choosing a managerial theory to implement for their organizations. Knowledgeable managers must be aware of the different historical approaches and also able to determine which approach would be most effective for their unit. The established work structure of my unit currently utilizes elements of classical organizational theory, more specifically scientific management and bureaucratic theory. More recent theories, such as those that focus on human relations, are not applied as frequently. The purpose of this paper is to analyze the historical management theories utilized by my organization and determine whether they are appropriate. When areas in which my organization could be improved upon are identified, the recommendations of other management theories are considered for their possible effectiveness.

Sociotechnical Systems Theory, Quantitative Management, Organizational Behavior, and Systems Theory are The Four Contemporary Approaches to Management.

The natural forces that bring companies together are dissipating in the communications and information technologies industries. Core competencies that form much of the force of economies of scope are becoming increasingly narrowed and specialized, leading us to industry fragmentation in the information revolution contrasting against the industry consolidation that accompanied the industrial revolution. If we look behind the curtain of public policy dressed in its diverse laws and regulations, we see less rather than more gravity drawing the communications industry into operational or financial consolidation. Neither vertical nor horizontal integration of communications-related businesses appears compellingly natural. The rate of technological advancements (and apparent lack of economies of scale that such behemoths as Bell Labs once enjoyed) allows industry giants to be toppled at unprecedented rates. Instead we see a growing value in cooperatively developed integrative standards that will marry such distant cousins as content to conduit, computing to transportation, appliance functionality to communications.

Officers, Directors and Members of the Board of Directors are responsible for upholding a public trust. We are called to a higher standard of stewardship in order to meet the special privileges that our tax-exempt status allows. Actions of Board Members, Officers and Directors should meet or exceed these higher standards rather than only minimally satisfy the requirements of tax-exempt status. Areas of behavior to be avoided include personal conflicts of interest by Board Members, Officers, and Directors, questionable investments, improper use of funds raised (especially for personal inurement), expensive and inefficient fundraising practices, failure to meet legal requirements and similar offenses.

In considering the diverse and ever-changing organizational practices of contemporary companies, our group proposes to do research on the study of identity and difference in the workplace. Specifically, how identities, sense of self, and differences ultimately affect the choices that organizational members make when accepting, negotiating, and resisting domination in the workplace (May et al., 2005). In our research, we hope to discuss alternatives to dominant narratives, while at the same time not completely dissolving them.

The government still owns a number of industries and businesses on behalf of the people. Most of these take the form of public corporations.

Peter Spurgeon and Robert Cragg (2007) contend the current attention paid to the importance of leadership has diminished the value and contribution of management. The discussion concerning leadership and management, at the most extreme, is inclined to portray leadership as 'good' and management as 'bad'. These constraints are rooted in the proposition that people do not want to be managed, with its connotations of bureaucracy and control, but are happy to follow a leader toward a vision. At the core of this perception is the belief that leaders are concerned with the future and with the people in the system, while managers are focused upon greater efficiency and immediate results.

A product designed for stable and mature end-user markets require a process optimized for control and efficiency. This article describes a structure to address this issue, permitting a firm to better adjust the outline of its advancement procedures to the particular points of individual projects. Products intended for steady and develop end-client markets require a procedure improved for control.

Henry Mintzberg, a world renowned professor at the prestigious McGill University once stated, "Management is, above all, a practice where art, science, and craft meet." There are many ways one defines management. Throughout the last 5 weeks I got to grasp some of the key concepts one needs to acquire to become effective in management. I was able to gain the knowledge for these main ideas through the small group projects, the in/online class discussions, and the analyzed paper we 've completed thus far. Overall, BUS 250 has demonstrated the importance of teamwork, leadership, organization/planning, personality traits, social responsibility, decision making, ethics, along with various other key concepts I will share with you.