Assignment Coursework Example | Topics and Well Written Essays - 250 words - 4

Assignment - Coursework Example In this regards, some of the companies that form the above corporation are; Coca Cola company, Honda, Toshiba, Nike, BMW and Wal-Mart just to mention but a few. Notably, research made by Willy keen states that, this company’s allegations stand out that they improve on the economy of countries that are not well-off mainly the third world countries, with the reason of improving on their economy and marketing themselves (Organization, 2005). However, these companies are at big risk of translation exposures because of different political and economical challenges in different nations. Translation exposure is the difference between the exposed rates and liabilities; this may give the rise to currency or fall. Furthermore, this has in turn created a huge challenge in centralization management of the companies involved in this system. Nevertheless, economically these companies are at risk of losing some cash because of huge geographical area of management. Additionally, transaction from this companies experience delays in some areas because of centralized management, hence more risk of losing customers and other great deals. This companies have been rated to have borrowed different amount in the past five years to cater for the economical imbalances. Coca Cola Company $ 12 billion in the year 2003, Toshiba $ 22 million in the year2011 and BMW $ 17 billion in the year 2012. This has been a big challenge in determining and examining the growth of these companies because of the debts they incur yearly (Publishing,

Effective Team and Performance Management Essay - 4

Effective Team and Performance Management - Essay Example The paradigm shift in business has broadened the focus of organization beyond the achievement of its own goals and objectives to the creation of an environment where the members (in this case the employees) can also realize their individual and group objectives and desires within the organization structure. Employees are now concerned about their career paths within an organization above and beyond their monetary rewards. This career path requires the creation of programs and systems that allow for new knowledge and skill acquisition within the organization that allow for successive progression or growth of the individual alongside that of the overall organization (Berger & Berger, 2010). The purpose of this paper is to demonstrate the role of team cohesion and understanding on organizational performance. It examines how leadership can better enhance the relations amongst individuals, teams and management therein increasing their collective synergistic efforts towards the realization of optimal performance and achievement of set organizational targets and objectives. It also examines how the underlying differences between individuals within the organization can lead to frictions within the organization that can dent organizational performance and progress; therein showing how such frictions can be mitigated and managed as and when they arise. The paper employs several tasks involving team and individual relations; therein using theoretical team and performance management models to evaluate the usefulness of such tasks in building capacity for achieving optimum organizational performance. Reflection Group Formation and Analysis Approach I have chosen to use the Tuckman team model (1965) in organizing my reflections on the experiences gained from the various seminar activities or tasks. This is because the model offers a simple yet conclusive four- step approach involving forming, storming, norming, and performing phases for examining and managing the group dynam ics of individuals within a team. The first stage is absolutely vital in identifying members for your team. Figure 1: Tuckman Model for reflection The selection of team members can be done based on the roles identified for members within the team (Belbin, 2004). The formation of my team comprised individuals from multicultural backgrounds: Mathew Stroud (British) Alena Linhartova (Spanish) Virginia Bath (British) Abdulaziz Mohammed Al-Hunayshil (Saudi Arabia) Chunlin Chen (China) The distribution of roles within the team was arrived at based on Belbin’s self-perception inventory model (1981) which argued that team roles existed based on distinct individual preferences in addition to being behavioral and thought style-dependent. The model implied the prevailing of a more natural role in most occasions. Belbin initially had an eight role model where the roles were arrived at based on six factors namely: personality, mental ability, current value and motivation, field constraint s, experience, and role learning. He however failed to show the degree of variation within these factors.Later on, he added a ninth role; that of the specialist. Table 1: Belbin's Team