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Discussion 1 Instructions: View the Social Media Revolution video. We have all watched organizations around us change in response to technology, legislation, consumer demand, and other factors. Provide an example of an organization that has changed for the better and how this transition benefited its customers, employees, and investors. Respond to Peers: Respond to at least two classmates. Discuss how and why these changes have occurred. Utilize the reading material to support your claims. Student 1: Talent acquisition experts observe that large employers are using online job boards and social media combined with traditional recruiting methods to post new listings Drew (2014). According to Qualman (2011), 95% of companies that use social media for recruitment use LinkedIn and a new member joins LinkedIn every second! Linked in became profitable around 2006 and has kept its upward trend ever since. The LinkedIn organization is a direct response to websites like Monster Jobs and Glassdoor getting it wrong for years. Linked in combines social media characteristics with professional recruitment and has become the professional version of Facebook. One can follow top performers in their field and keep abreast of the latest business news. Of course, there is still a lot of recruitment going on and position offerings but LinkedIn has become much more. It is a quick app where you can hone your skill sin any area, read the latest tech news, and connect with past professionals. This change for the better benefits LinkedIn and investors by keeping them profitable, benefits its customers by providing a one stop shop for everything social media and professional, and benefits its employees by providing a forward-thinking atmosphere much like Google. LinkedIn came about in answer to a need form the professional community and has such a strong hold now I suspect they are not going anywhere for quite some time. Student 2: Over the past couple months, I have been in situations to do research on Dunkin’ Donuts. Through this research, I discovered how they have grasped technology and social media to help their company stay successful. Dunkin’ Donuts created a Facebook account to represent their company and include their customer base as part of their company. They have used this social media platform to take flavor suggestions from their customers for their iced coffee drinks. This has been very successful for them by including their customers into the menu creation which also promotes their company with free advertising using word of mouth. Once a flavor of the month is chosen the customer that suggested the flavor is identified and acknowledged within the stores. Through this process Dunkin’ Donuts also discovered they did not offer any menu items to the customers interested in that mid-afternoon snack. This is where they were falling short when compared to their competition. Dunkin’ Donuts began as a result of William Rosenberg’s experience selling food in factories and jobsites- coffee and donuts were the two most popular items sold (Bhasin, 2018). This has steamrolled into what it is now which is a fast food restaurant selling quality coffee, donuts, and various breakfast items. The menu is expanding and if we think about it, this is a result of customer feedback and demand. The expansion of the menu was brought about by the use of social media and the repeated suggestions from their customers. Discussion 2 Instructions: Select one of the following approaches to understanding or implementing organizational change. Summarize this approach and provide an example of how this information could be useful to an organization. Respond to Peers: Respond to at least two peers. Discuss any similar or opposing perspectives you have. Utilize the reading material to support claims. Student 1: Proactive vs. Reactive Changes Per Williams (2005), “Proactive change occurs when an organization changes the workplace and its practices so as to avoid possible issues or to capitalize on a future opportunity. Reactive change is implemented in response to an issue or opportunity that has occurred” (as cited in Weiss, 2016). Proactive change occurs when an organization wants to be innovative and forward thinking when it comes to their products and methods and can be likened to the idea of “staying ahead of the game.” This information can be useful to an organization needing to keep up with changes in technology or looking to remain leaders in their industry. Organizations should want to be proactive by paving the way rather than waiting until they have no choice but to change. If more organizations strived to be the change rather than make the change, they would clearly set themselves apart from competition and show consumers they care about being a trusted, innovative brand. Reactive change occurs as a result of force. In other words, reactive change happens when an organization’s “back is up against the wall” and they have no choice but to change. This information can be useful to an organization that might be complacent or content with their policies, procedures or position and feel no need to change until they are faced with emerging competition or a situation that poses a sudden threat. For example, an employee has been reporting old faulty work equipment to management and the organization ignores those reports and an accident happens caused by the faulty equipment, the organization is forced to make changes where they could have already taken care of. They could be proactive by making sure the equipment is serviced by certified technicians regularly or replace equipment every couple of years to make sure their equipment remains up to date. Student 2: Change management is designed to help leaders move divisions or entire organizations from a present to a desired state (Weiss, 2016). I have chosen Strategic Change Versus Tactical Change for this discussion. Strategic change encompasses leadership styles that feature long-term thinking and vision, excellent people skills, and strong problem-solving skills. Weiss (2016) provides an example of a company’s successful strategic change as “When IBM extended its strategy from being a hardware firm to also becoming a global e-services technology company, it recruited new leadership and successfully expanded its vision, mission, and sales strategies” (sect. 1.5). Strategic changes are risky and unpredictable. Changes in systems, strategies, vision or mission may encompass a complete transformation of the original company. Another example is the transformational turnaround of Hewlett-Packard (HP) when Meg Whitman became CEO in 2011 (Weiss, 2016). She divided HP into two companies: an enterprise-computing technologies company and a consumer products company (Weiss, 2016). Her strategy may have been successful, as she is still currently heading the organization. Tactical change relates to the ongoing process of adjusting an organization’s strategy, structure, people, and processes with environmental requirements. This could include changes such as redesigning policies and procedures, redefining goals, as well as changes in compensation and client assignments (Weiss, 2016). When companies decide to make tactical changes, it is necessary to ensure they effectively communicate their intention to employees and stakeholders. (Yehia, 2017). Tactical changes may or may not affect the entire organization, but are designed to improve and enhance existing protocols.
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