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How to Succeed in the Business World

Introduction
In the contemporary world the role of leaders of organizations is extremely important, especially in the formation of the organizational culture which is currently getting to be increasingly more significant. In fact, it should be said that nowadays organizational culture is one of the key issues of the general success of organizational functioning that affects practically all spheres of the organizational structure. It means that at the present moment organizational culture is a constituent part of the functioning of any organization and the higher level of culture an organization has the more respectable and popular its brand is. At the same time, the development of a high organizational culture is hardly possible without hard work on this issue of leaders of organizations which actually establish the basic ‘rules of the game’ and are supposed to demonstrate the highest level of culture that should be followed as an example by the rest of the organization’s staff (Hesselbein, et al., 1996).
Preparing to succeed
On analyzing the current situation, it is possible to estimate that many organizations suffer from the lack of healthy organizational culture though the understanding of its importance makes this problem one of the main targets in the development of an organization. Also, it should be said that as a rule the problem of healthy organizational culture is often associated with strong and not less healthy leadership and the reasons for such views are quite understandable (Schmitt and Simonson, 1997). Obviously, nowadays, despite certain trends to democratization and liberalization of relations within organizations, the role of leaders and their position is still extremely important, especially in relation to the development of a healthy organizational culture. However, it is very important that leaders possessed various skills, which, according to the Skill Approach, define the effectiveness of the performance of the leader (Dessler, 2004).
It is important to come prepared to succeed in the contemporary business environment. In this respect, the psychological preparedness is not less significant than technical one. The modern business needs leaders who are able to create teams. Hence, the contemporary business environment implies the psychological adaptability of people that means that both leaders and employees should be able to change their work style and behavior to develop normal relations within the organization where they work. Also, it is necessary to know the basic approaches to increase effectiveness and productivity of work since these two concepts are crucial for success in the contemporary highly competitive environment. The management style is of the utmost importance and in order to improve the performance of the organization it is necessary to develop the management style which meets cultural needs and traditions of employees that means that the leader should learn cultural background of employees and apply methods that are effective in the specific cultural environment.
Communicating with others
However, the communicative skills play probably the most important role because it is due to them an individual can succeed in the contemporary business. In fact, the communication allows developing positive relations within the organization and forming positive organization culture. In addition communication skills contribute to the minimization of conflicts within the organization and between business partners or between a company and customers. In stark contrast, communication gaps may lead the contemporary business to ruin.
In fact, the increased significance of communication is determined by the increased role of human resources. Today, the business needs the use of the full creative potential of employees and if an organization fails to achieve this goal because of communication gaps, than it will be unable to stimulate creative work of employees. Hence, the organization will likely to fail.
Leadership in the workplace
The successful business is practically unimaginable without effective leaders who are able to encourage and guide employees revealing their internal potential. In actuality, leaders should combine leadership qualities, such as boldness, charisma, ability to unite people, and managerial qualities.
Furthermore, it is practically impossible to imagine an organization with a high level of organizational culture if its leaders do not maintain the basic principles that correspond to the notion of organizational culture. In other words, if leaders are characterized by arguable or even immoral ways of actions, or decisions than it is impossible to speak even about the possibility of establishing a healthy culture within the organization they head (Mohrman, 1998). For instance, the example of Enron, one of the largest American companies, perfectly illustrates the extent to which the wrong actions and decisions, which are actually totally unacceptable and absolutely immoral, could be ruinous for an organization. Notably, it is impossible to establish a healthy organizational culture if there exist double standards or if executives are in a privileged position. It would be quite natural if the relations and interactions between the personnel of such an organization would be characterized by high level of conflict and total lack of healthy organizational structure. In such a situation, it is possible to recommend using path-goal approach when the leader set goals and guides employees to meet this goals, but the technical achievement of goals should depend on employees.
Keeping balance
Finally, the development of the successful business is based on the balanced relations between people and lifestyle. What is meant here is the fact that it is very dangerous to misbalance contemporary organizations. It proves beyond a doubt that the positive organizational culture and successful marketing performance are possible only on the condition of the balanced management approach to business. For instance, many organizations have failed because they strived to maximize their profits. In order to achieve this goal they neglected interests and needs of employees and, what is more, they undermine the positive relations with customers. As a result, the maximization of profits misbalanced the marketing performance of many organizations and they failed. In stark contrast, the balanced organization of work produces a positive impact on the development of business, especially if internal balance is combined with external balance, i.e. when the balanced organizational culture is combined with the balanced relations of the business with customers and business partners.
Conclusion
Thus, taking into account all above mentioned, it is possible to conclude that the contemporary concept of a leader and leadership heavily depends on the ability of a leader to become an effective manager who is able to unite and lead people, conduct changes and, simultaneously, provide people with an example of a standard or ideal behavior and lifestyle at large. It is extremely important for organizations’ leaders to be able to establish normal relationships with their employees. The latter affects consistently the development of the organizational culture which, to a significant extent, defines the effectiveness of the performance of a contemporary organization. In such a way, it is possible to minimize conflicts between leaders and their subordinates and, therefore, contribute to the progress and positive performance of the organization.


References:
Benfari, R. C. (1999). Understanding and changing your management style. San Francisco: Jossey-Bass.
Brown, D. C. (2003). Leading complex change. New York: Touchstone.
Dessler, G. (2004). Management: principles and practices for tomorrows’ leaders (3rd ed.). New Jersey: Upper Saddle River.
Hesselbein, F., Goldsmith, M., & Beckhard, R. (Eds.). (1996). The Leader of the Future: new visions, strategies, and practices for the next era. San Francisco: Jossey-Bass.
Karakowsky, Len. (2002). The Nature of Management and Organizations: Challenges in the Canadian Context, Captus Press.
Mohrman, S. A. (1998). Tomorrow's organization: Crafting winning capabilities in a dynamic world. San Francisco: Jossey-Bass.
Schmitt, B. and Simonson, A. (1997). In Marketing Aesthetics: The strategic management of brands, identity, and image, New York: The Free Press.
Wilkins, A. L. (1999). Developing corporate character : How to successfully change an organization without destroying it. San Francisco: Jossey-Bass.


 

 
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