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    管理學essay范文—Stakeholder Conflict in BASF SE

    論文價格: 免費 時間:2022-09-16 10:37:15 來源:www.mobile1apps.com 作者:留學作業網

    管理學essay范文—巴斯夫公司的利益相關者沖突,本文是一篇留學生管理專業的Essay寫作格式參考范文。巴斯夫還是世界上最大的化工公司。這家公司的總部設在德國,它的名字是Badische Anilin und Soda- fabrik(巴登苯胺和蘇打工廠)的縮寫。截至2009年底,它在德國擁有超過5萬名員工,整個組織共有11萬人。在下一段中,我將討論組織中不同利益相關者之間可能出現的利益沖突,并給出可能出現的沖突的解決方案。以下是管理學essay范例寫作的全部內容,是一篇符合國外大學Essay寫作格式要求的范文,供參考。

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    BASF SE is also the biggest chemical company in the world. This company is headquartered in Germany and its name stands for Badische Anilin- und Soda-Fabrik (Baden Aniline and Soda Factory). In the end of year 2009, it has more than 50,000 employees in Germany and a total of 110,000 people in the whole organization. In the following paragraph, I will discuss the conflicts of interest that could arise between different stakeholders in the organization as well as giving solutions to the possible conflicts that arise.

    Stakeholder is defined as a group that can make an impact on the organization and its business. The definition of the stakeholders to be exact is teams where the organization must have to exist (Fisher, 2003).

    In this organization, there are a few stakeholders that can be seen. The highly ranked position is the CEO (chief executive officer), where he is in charge of the whole management in the organization. This is a position chose in the organization reporting to board of directors. He holds the responsibility for a few actions in the organization. His role is to alter the company, in terms of internal and external by utilizing his strategic vision. However, the main responsible is to ease business outside of the company. In the midst of achieving the goals of the organization, he guides employees and other people in the management team as well to go along with him. His initiatives taken are all to meet the objectives of the organization.

    在這個組織中,可以看到一些涉眾。排名靠前的職位是CEO(首席執行官),他負責整個組織的管理。這是在向董事會報告的組織中選擇的職位。他對這個組織的一些行為負有責任。他的角色是改變公司,在內部和外部利用他的戰略眼光。然而,主要的責任是緩解公司外部的業務。在實現組織目標的過程中,他也會引導員工和管理團隊中的其他人跟隨他。他所采取的行動都是為了實現該組織的目標。

    Part of this organization is a small chemical refinery where it gives the CEO a few problems left by the previous CEO. Currently he needs to clear up the situation left by the previous management.

    The second stakeholders are employees. The employee gives their expertise and does the detached activity related to economic production. In fact, the accurate meaning of employee is any person hired to do a job. Nowadays, such a term carries the meaning of possessing a relation among the organization and individual but not similar relationship as the client with customers. They are also people who helps the organization meets its target and goal while able to enjoy the benefits of improved financial rewards as time passes. They can also make big impact in the organization.

    The third stakeholder is the public. The public have certain expectations to see benefits from the organization which is successful. They also depend on the organization to be successful in economic viability and their social and recreational infrastructure (Holme, 2008). All parties including the retailers and service companies in the area gain success of the organization as well. The economic will fluctuate when huge factories shuts down, while it will rise when many amenities are developed.

    第三個利益相關者是公眾。公眾對組織的成功有一定的期望。他們還依賴于組織在經濟可行性和他們的社會和娛樂基礎設施方面的成功(霍爾姆,2008)。包括該地區的零售商和服務公司在內的各方也獲得了組織的成功。當大型工廠關閉時,經濟會波動,而當許多便利設施發展起來時,經濟會上升。

    Newspaper is a main media to communicate to customers, as it is effective because almost everyone has got home delivery of newspaper. Most of the hotels also buy those newspapers in a thousand copies a day in bulk to give their guests. It is cost effective and wide reach. It is flexible that newspaper can get at anywhere and anytime. Readers of the newspapers tend to perceive from the advertisements and getting positive feeling towards the brand. However, the life span of newspaper is short as many people do not read the same contents again and again. The average life span of daily newspaper is only 24 hours, so the life span of the advertisement is limited.

    Television is an expensive media to use, but it subject to competitive clutter and it brings brand images to life and adds personality to a brand. Advertisement in television actually aims to increase product awareness and remind the brand of the product. Television

    Virtually, there have heavy users of radio and nearly 100% of all households have radio in any third world country because of the radio is cheaper than other media. The purposes potential customers listen to the radio are to relax them, gain more information and spend their free time. This stakeholder can build a well awareness and strong brand image among customer.


    Relationship Conflict關系沖突

    When interpersonal incompatibilities do happen within the stakeholders, the relationship conflict will arise. As an example, are some incompatibilities emotions such as unfriendly, tension and depress among group members. When conflict in relationship has happened, the attention of the stakeholders has passed to how to solve conflict of personal and how to avoid this conflicts which will interfere with stakeholders productivity.

    當利益相關者內部發生人際不相容時,就會產生關系沖突。例如,群體成員之間存在著不友好、緊張、壓抑等不相容情緒。當關系發生沖突時,利益相關者的注意力已經轉移到如何解決個人沖突以及如何避免這種會影響利益相關者生產力的沖突上。

    Task Conflict任務沖突

    When several arguments and misunderstandings happen like differences in viewpoints, ideas and perspective in group, task conflict will happen. Conflict about the chore is a nuisance among stakeholders doing daily jobs due to the interference together. Task-related conflicts might also create tension, antagonism between stakeholders, negative cooperation in the future and also unhappiness. In the stakeholder of the organization, in response to any form of arguments and misunderstanding, frustration and dissatisfaction will occur among group members. Of course, the task conflict also benefits the creativity groups. It carries the definition where conflict of task can minimize conflict among group performance and individuals effectively.

    Process Conflict處理沖突

    Many work group performance are seem to be detrimental to productive work processes: when a team brainstorms on their roles played in the organization, completion of task are longer, stakeholders interrupted by the uncertainty that the conflict produced, and they frequent show the motivation to leave or change groups. In this case, the process conflict is under observation in value of time. Different groups are to some extent insensitive to the deadlines, while the other stakeholders are always hurrying to the project goal. As far as production is concerned, the stakeholders in organization are tending to be less careful for the quality; however, others are less creative than the stakeholders.

    Crisis of Cultural Differences文化差異的危機

    The personnel management of the cross-cultural issues:

    Culture is one of the sources of crisis. Cultural differences will lead to nuisance and disaster in group. In the organization, the present director’s leadership style differs a lot with the style of the predecessor.

    Motivation in the management of cross-cultural issues:跨文化問題管理中的動機:

    Motivation to the various means people can not afford the interest of personal creativity difficult to mobilize; for the stakeholders strong demand, leaders collects ownership was underestimated.

    Communication Management of cross-cultural issues:跨文化問題的溝通管理:

    Some problems appear with the multi-culture background of stakeholders: language barriers; communication barriers and low efficiency of communication.

    Solutions解決方案

    First of all, a full report on the quantity and type of chemicals which caused an amount of damage should be collected. These waste could make an impact and costly in the process of cleaning them up as well as rebuilding the company infrastructure. With a report taken, the situation will be known and also able to proceed to the best course of action to be taken.

    Next, a meeting will be conducted among stakeholders to discuss such a matter in detail. In fact, the past steps taken will not be used and a better recommendation will be given. The toxic waste will have to be cleaned up and we must come up with a schedule on when and how it is to be done. Even though it is stated that a clean- up can begin in two years, we need to identify when we will be able to complete the task and at what cost. A discussion on how the organization obtains funds to start the process should also be held.

    接下來,將召開利益相關者會議,詳細討論這一問題。事實上,過去采取的步驟將不會被使用,并將給出一個更好的建議。有毒廢料必須清理,我們必須制定一個時間表,確定何時以及如何清理。盡管據說清理工作可以在兩年內開始,但我們需要確定何時能夠完成這項任務,以及以什么代價完成這項任務。此外,還應討論如何獲得啟動這一過程的資金。

    A press conference has to be held to inform the public about what has happened. Stakeholders should be engaged and informed in no uncertain terms that while the organization has made mistakes in the past, they will try their best to change and also get support when necessary. As this is a big conflict, it must be solved so that the organization will not be troubled by such issue in future.

    During the press conference, the speech and also content should be well prepared, so that no additional conflicts will arise. It should be well taken into consideration that most of the stakeholders will know and react to the conference held. The situation of the organization should be explained clearly and honestly in the conference and at the same time not conceal the truth. The date of conference should also be set wisely. If things are rushed, the stakeholders might not be able to accept it and turn unhappy. This is because if announcement are made just before the possible actions taken, there might be a public outrage about why the company avoided disclosing such information for so long. A question and answer session should be held after the conference as well.

    The organization should also pay for stakeholders which suffer negatively due to the conflicts arise among them. By solving this problem in monetary terms, the company can also control the situation and also prevent a class action lawsuit that may arise and possibly drain the company’s finances.

    Effective Empowerment with Trust有效授權與信任

    Forrester (2000) stated that empowerment focus on the company power from upper management down to lower management levels. Empowerment is a minor role in motivation which provides greater responsibility and power to stakeholders in the group.

    Yukl (1994) argued that trust among stakeholders does play a key part in the implementation of empowerment strategy. Correct leadership gives up control of the authority and releases to stakeholders, trust will be shown to the group to assist them in meeting goals of theirs. Stakeholders who are given trust will make a commitment to hold up the trust and will work harder to complete their task. In a health empowerment working environment, stakeholders will feel their responsibility not for doing one job, but to ensure an entire group’s work to be better. Thereby the stakeholder is a decision maker and not a follower. Each stakeholder member can realize that they are a part of the group and they are valuable.

    Yukl(1994)認為利益相關者之間的信任在授權戰略的實施中確實發揮了關鍵作用。正確的領導放棄對權力的控制和對利益相關者的釋放,將信任展示給團隊,以幫助他們實現他們的目標。得到信任的利益相關者會承諾堅守信任,并會更加努力地完成任務。在一個健康賦權的工作環境中,利益相關者會感到他們的責任不是做一項工作,而是確保整個團隊的工作做得更好。因此,利益相關者是決策者,而不是追隨者。每個涉眾成員都能意識到他們是團隊的一部分,他們是有價值的。

    Stakeholders are not only reactors to the organizations demands but also an initiator of task. Stakeholders will come to understand that they are able to perform what they wish to do and able to meet their goals. From effective empowerment, each stakeholder feels that they can let go creative energy and learning new skills to meet new challenge at work.

    Lastly, group member’s morale will be impacted by the effective empowerment. Because group members can control their own future and end products, the work will become exciting, enjoyable, and meaningful. Group members who have higher morale with pleasant working atmosphere will promote job performance and member satisfaction.

    “Leadership must be involved in a continuous challenge to give up strict control over the work and unlock the potential capabilities of employees by promoting empowering initiatives” (Taborda 2000, p.43).

    In this organization, the CEO can use effective empowerment strategy which includes building mutual trust working environment, providing adequate resources, and offering members authority and freedom to make decisions without interference. Thus empowerment will foster harmony within group and bring great help for the stakeholders towards the improvement of job performance and member satisfaction.

    在這個組織中,CEO可以使用有效的授權策略,包括建立相互信任的工作環境,提供足夠的資源,并為成員提供不受干擾的決策權威和自由。因此,授權可以促進團隊內部的和諧,對利益相關者的工作績效和成員滿意度的提高有很大的幫助。

    留學生Essay相關專業范文素材資料,盡在本網,可以隨時查閱參考。本站也提供多國留學生課程作業寫作指導服務,如有需要可以咨詢本平臺。

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