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Organizational Behavior & General Motors, 2005.
A review of an article about General Motors that appeared in CBC, followed by an analysis of the problems that General Motors is facing and various suggested solutions.
1,800 words (approx. 7.2 pages), 4 sources, $ 71.95
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Abstract
The paper discusses an article from the CBC (attached) which focuses on the 2nd quarter losses for General Motors corporations, exceeding $236 million. The paper discusses the article, and then provides an analysis of the companies problems using organizational behavior strategies. The paper further discusses the Total Quality Management system and how this program would benefit general Motors over time.
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Organizational Behavior: Organizational Structure Metaphor, 2006.
An assessment of the Emperor penguins' organizational effectiveness as a metaphor for organizational structure.
3,470 words (approx. 13.9 pages), 12 sources, APA, $ 97.95
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Abstract
Out of thousands of living creatures populating our planet, Emperor penguins represent one of the most inspirational natural metaphors for modern organizational behavior. The paper shows that Emperors put their skills and abilities to good use; they utilize their resources effectively; they overcome numerous obstacles to help the organization internal processes flow smoothly. Finally, they accomplish their common goal. Emperor penguins flourish in the place where few living things can survive. The paper shows that as we study Emperor penguins, we cannot help drawing parallels. What if the workplace worked like this? An employee and a manager could take some lessons in the areas of protection, sacrifice, cooperation and teamwork.
Paper Outline:
Abstract
Organized Penguins
Skills and Abilities
Group Development Process - Adult Penguins
Group Development Process - Chicks
Roles and Norms
Teamwork Effectiveness
Leadership and Decision-Making
Managing Team Conflict
Organizational Effectiveness
Conclusion
References
From the Paper
"Another criterion of assessing organizational effectiveness is resource acquisition. Emperor Penguins rely on the ocean as their only food source, so it must be within reach of every mature penguin or they will starve and die. The acquisition of heat can be seen in the huddle where penguins must cooperate during storms or they will freeze to death. The acquisition of safety can be seen in the protection of their chicks from predators. Acquiring a mate takes a certain amount of skill and determination as well. The "healthy systems" approach is in effect in the rookery because we can see the genuine sense of community."
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General Motors, 2005.
An analysis of strategic human resource management in General Motors.
3,631 words (approx. 14.5 pages), 16 sources, MLA, $ 101.95
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Abstract
This paper attempts to analyse problems faced by General Motors and how it overcame them by developing its human resources departmant as a source of competitive advantage. It looks at how, by following a successful strategy, General Motors has become more flexible to its employees, suppliers and dealers and has steadily begun to gain its market share.
Outline
Introduction
Literature Review
Corporate Background
Vision of General Motors
Mission of General Motors
Objectives of General Motors
General Motors Global Strategy
Swot Analysis of General Motors
General Motors Human Resource Management
A Climate for Change
General Motors HR Strategy: 3Ts
Technology
Transformation
General Motors HR Strategy as a Means of Competitive Advantage
GM?s Market Share Through Implementation of HR Strategy
Conclusion
From the Paper
"Strategic human resource management has been defined as ? the linking of human resources with strategic goals and objectives in order to improve business performance and develop organisational culture that foster innovation and flexibility? (Siddharth Chaturvedi). Strategic HR means accepting the HR function as a strategic partner in the formulation of the company?s strategies as well as in the implementation of those strategies through HR activities such as recruiting, selecting, training and rewarding personnel. Whereas strategic HR recognizes HR?s partnership role in the strategizing process, the term HR Strategies refers to specific HR courses of action the company plans to pursue to achieve it?s aims."
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Sloan and General Motors, 2002.
A discussion of the contribution of Alfred P. Sloan to General Motors Corporation and the consequent growth of the company.
1,955 words (approx. 7.8 pages), 2 sources, MLA, $ 62.95
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Abstract
This paper traces the history of General Motors Corporation and its most important CEO and Chairman, Alfred Sloan to determine the magnitude of Sloan?s contribution to the company. It examines how without the presence of certain industrialists, the growth of the American economy would have probably remained stunted and how one such person was Alfred Sloan who served as the President, the Chief Executive Officer and the Chairman of General Motors Corporation for over 30 years. It analyzes how the General Motors Corporation owes most of its growth and huge presence in the automobile industry to Sloan and how it is largely due to Sloan and his business practices that General Motors was the first corporation in the automobile industry in a number of areas to introduce innovative products and practices.
From the Paper
"Prior to heading General Motors, Sloan already possessed the industrialist vision. He began his career as a draftsman in a small machine shop, the Hyatt Roller Bearing Company of Newark, New Jersey where he urged the management to produce ball bearings. He believed that there was not only a need for bearings at that time but there was a large untapped market as well; hence it made complete business sense. Therefore, at his insistence, the company began producing new anti-friction bearings for automobiles, which formed the basis of Hyatt?s expansion. As a direct result of his business foresight and talent, he was appointed the president of Hyatt in the year 1898. Hyatt automotive ball bearings became a standard in the automobile industry, and the company grew rapidly under his leadership. In 1916 the Hyatt Roller Bearing Company, together with a number of other manufacturers of automobile accessories, merged with the United Motors Corporation. Sloan was appointed as the President of UMC. UMC was dissolved in 1919 and individual businesses were incorporated as part of General Motors Corporation."
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General Motors and Racial Discrimination, 2004.
This paper discusses the Equal Employment Opportunity Commission?s (EEOC) suit against General Motors in 1973 and more current allegations.
2,750 words (approx. 11.0 pages), 8 sources, MLA, $ 82.95
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Abstract
This paper explains that the Equal Employment Opportunity Commission (EEOC) chose General Motors, the world's largest automaker, as its target candidate because it would have the largest impact on moving the civil rights agenda forward. The author points out that the EEOC alleged that General Motors actively discriminated against black, Hispanic, and women workers. The paper states that, 20 years after the GM?EEOC agreement and 40 years after civil rights legislation has been signed into law, there still is a problem in the work environment at General Motors
Table of Contents
The Players
Civil Rights Legislation
Clarence Thomas and the EEOC
General Motors ? An Easy Target
The Future of Civil Rights Legislation
From the Paper
"Because the injustices of discrimination did not end with the passage of laws, organizations such as the NAACP (National Association for the Advancement of Colored People) and EEOC (Equal Employment Opportunity Commission) were created. The NAACP was one of the most significant of these organizations, and was led by chief legislator Thurgood Marshall. During his years spent with the NAACP, Thurgood developed a unique strategy to combat racial segregation throughout the United States. Without Thurgood breaking new legal ground, the Civil Rights Movement would not have gotten off the ground with the power and unified force with which is was eventually able to direct in the direction of General Motors. Marshall believed that the only way for change to occur was by altering the laws, and Thurgood Marshal was the first Civil Rights leader willing to use the law as means of change."
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General Motors, 2006.
A look at the General Motors Corporation and its future intentions and strategies.
1,109 words (approx. 4.4 pages), 4 sources, APA, $ 38.95
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Abstract
This paper takes a look at General Motors in an attempt to identify the highest authority. According to the paper, the highest power member of General Motors is chairman and CEO Richard Wagoner. The paper also discusses whether the corporation should continue the struggle for the international leader position or should step down and allow Toyota to become leader.
Outline:
Core questions in General Motors
Future Intentions and Strategies
Chrysler Competing with General Motors
From the Paper
"A note addressed to General Motors' chief executive officer proposed a rather intriguing strategy and it basically referred to the corporation's falling behind and allowing Toyota to become the international leader. In doing so, General Motors would no longer be preoccupied by marinating its positions and would finally possess the time and energy to focus on reaching other main objectives such as increasing profits. It is generally agreed that achieving the first position is seldom as difficult as it is maintaining that position. And in the case of General Motors, being number one implies several costs for acquiring the best high technology devices and services, devices and services that generally bring about the necessity to cut down other vital expenses. In other words, by stepping out and allowing Toyota to become the automobile international leader, General Motors would gain precious time and energy to focus on achieving other core goals."
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General Motors in Egypt, 2004.
The paper analyzes the organizational development of General Motors, Egypt.
3,390 words (approx. 13.6 pages), 6 sources, MLA, $ 119.95
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Abstract
This paper provides an evaluation of the organizational development of General Motors, Egypt. The paper covers the issues of background of the company, market analysis, assessment of business problems and evaluation of strategy.
From the Paper
"This research presents the findings of an organizational development analysis of General Motors, Egypt. The findings are presented in the following discussions: A background on the company and its environment, B environmental and market analysis, C major business problems, D assessment of business problems and E evaluation of the strategy of General Motors, Egypt. General Motors Corporation, GM, ranks number one on the Fortune and GM is a premiere America company by any measure."
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Organizational Behavior Concepts, 2005.
An overview of some of the main concepts used to describe organizational behavior.
939 words (approx. 3.8 pages), 3 sources, MLA, $ 33.95
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Abstract
There are many terminologies and concepts used in the study of organizational behavior. This paper examines how these terminologies and concepts help define the many aspects of organizational behaviors. Some of the terminologies and concepts described, include: organizational behavior, organizational culture, diversity, communication, organizational effectiveness and efficiency, and organizational learning.
From the Paper
"What is organizational culture? First, organizational should be defined. Organizational can be defined as anything that pertains to an organization. Second, culture should be defined. There are many definitions for the word culture. In order to fully understand the meaning of organizational culture, the correct definition should be used. One definition for culture is a high level of development. Another definition is the process of growing bacteria. A third defines culture as improvement or refinement. (Morehead, A. & Morehead, L. (Ed.). 1995). In this case, the proper definitions would be the first and third. So, organizational culture can be defined as, actions that promote a high level of development, improvement, and refinement within an organization. "
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Organizational Behavior of Globalization, 2002.
A look at organizational behavior challenges in businesses operating across multinational or global boundaries.
5,088 words (approx. 20.4 pages), 19 sources, APA, $ 127.95
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Abstract
This paper reviews many of the distinctive organizational challenges related to globalization. First, a background is established by identifying some forces driving globalization. An important aspect of this paper is to understand that a foreign subsidiary of a company is not an independent entity and therefore the company must understand that it is essential to adjust the corporate organizational behavior practices to meet the needs of employees in every country. The following organizational challenges are covered: adjusting organizational behavior to fit corporate culture; managing a global company; teamwork in a global atmosphere; the rights of the oppressed; and electronic communication and globalization. By putting these challenges in context, a U.S. multinational corporation could effectively develop the organizational behavior practices that can be successfully implemented by subsidiaries in other countries.
From the Paper
"There are many globalization challenges for businesses, especially those operating across national boundaries as a multinational or global enterprise. Organizational behavior in a global company is especially challenging because organizational practices vary from country to country. With technology changing at every blink of the eye, the world in general is starting to look smaller and global dominance more attainable. As a result, more and more companies are venturing outside the constraints and realms of geographical and cultural boundaries. Thus, these companies are eagerly embarking upon the idea and concept of globalization. This prompts the need to manage human resources effectively to gain competitive advantage in the global market place."
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General Motors vs. Toyota, 2008.
A comparison of the market strategies of Toyota and General Motors.
1,024 words (approx. 4.1 pages), 7 sources, MLA, $ 36.95
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Abstract
This paper discusses the market strategy at Toyota and General Motors. It bases its discussion on issues of quality, efficiency and utility within the organizations. After discussing each company individually, the paper compares the two companies with each other. It concludes that General Motors needs to improve various aspects of its business if it wishes to remain competitive in the automotive industry.
Table of Contents:
Industry Overview
Working Hypothesis
Definition of Terms
General Motors
Overview
GM's Market Position
Toyota Motor Company
Overview
Toyota's Market Position
Conclusions & Recommendations
Conclusions
Recommendations
From the Paper
"The automotive industry in North America and specifically GM is heavily unionized and has served to increase the wages and benefits of the industries workforce for many years (Oughton). This massive cost overhead in tandem with the generous retiree benefits package is largely responsible for GM's cost overhead per vehicle that makes it unable to compete on price with the import companies. These cost factors ensure that GM must attempt to try and consolidate its brand structure into fewer offerings as has begun to do with its closing of the Oldsmobile line in 2004. Many market pundits believe that for GM to return to profitability it must first: 1) reduce its product line-up, 2) renegotiate union contracts to better terms, and 3) shutter some manufacturing facilities across all markets (Beucke, et al pars.38-40). Any other strategy that attempts to avoid these measures is certain to result in continued market declines."
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Organizational Behavior, 2005.
A look at the concept of motivation and how it fits into the field of organizational behavior.
1,123 words (approx. 4.5 pages), 1 source, MLA, $ 38.95
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Abstract
Organizational behavior is a field of study that is of particular importance to enterprises and those in management positions. One of the major issues that firms have to deal with is the problem of motivation. This paper discusses how organizational behavior management concepts and principles are applied to the problem of motivation. It begins by exploring the problem of motivation. It then designs and suggests a solution to the problem. The discussion also evaluates the effectiveness of the solution in terms of leadership and managerial and employee perceptions. Finally, the paper discusses organizational behavior concepts and principles that are applicable for the successful solution to the problem.
From the Paper
"Motivation, as it applies to organizational behavior, is defined as the ability of an employee to exert effort and accomplish organizational goals. Many organizations experience problems keeping employees motivated for several different reasons. A book entitled, Motivation, Beliefs and Organizational Transformation, describes three types of motivation problems that often occur in the workplace. (Butkus and Green 1999) These motivation problems are associated with a lack of confidence, lack of trust in an employer and lack of satisfaction. (Butkus and Green 1999)"
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Organizational Behavior, 2004.
An analysis of organizational behavior as a vital ingredient in the development of the work force.
1,006 words (approx. 4.0 pages), 2 sources, MLA, $ 35.95
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Abstract
This paper presents a brief definition of what organizational behavior refers to, explaining it as the study and application of knowledge about how people, individuals and groups act in organizations. The paper claims that organizational behavior is a vital ingredient in the development of the work force, as well as an important component in the running of the company. The paper admits that organizational behavior covers everything from team work within a company and the ability to develop social qualities and get along well with other people, to leadership and the way a manager can set the right goals for his or her team, as well as the right means by which these goals can be achieved.
From the Paper
"It is quite true that many managers believe that the technical competencies of an individual are far more important than the soft skills. Practice, however, shows something else. Someone working in a software company has given an excellent example. One of the programmers seemed to be one of the best in the company. His programming knowledge included Visual C++ and Delphi, but he excelled in his analytical ability and the capacity to produce excellent results in his work. "
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Organizational Behavior, 2008.
A description of organizational behaviour with direct relationship to that of Microsoft.
1,950 words (approx. 7.8 pages), 6 sources, APA, $ 62.95
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Abstract
The paper presents an examination of organizational behavior concepts and their applications to the workforce. The paper explores three key organizational behavior concepts and then uses a well known company to measure the use of one concept to report on it's success or failure.
Outline:
Introduction
Examples of Organizational Behavior Concepts
Microsoft
Conclusion
From the Paper
"The first concept is scientific management. With this organizational behavior concept the need of the business is broken down into steps that are doable through repetition. For example, breaking down the steps to build a company product so that each employee concentrates solely on his or her part in the building of that project can be applied to a scientific model of organizational behavior. This concept can and does cause labor management stress and tension and is not always conducive to the success of the business at hand."
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The Financial Woes of General Motors, 2006.
The fiscal analysis of General Motors.
3,060 words (approx. 12.2 pages), 12 sources, MLA, $ 89.95
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Abstract
This paper examines the fiscal analysis and various facets of General Motors, including the sale of the General Motors Acceptance Corporation (GMAC) and the Delphi situation. This paper also reviews the new long term General Motors strategy which involves shifting production to locations outside America, to China in particular.
From the Paper
"Consumer fears regarding GM are nothing new. Consumers are not blind to the losses that GM has been taking, totaling 10.6 billion for last year alone. Though recently dealerships have been taking the hit as well. An internal GM sales record for the area of Chicago shows that in October of 2005, the total sales made up only 12% of the companies monthly goal. The report also showed almost no sales for the Pontiac, Buick, and GMC dealers, Chevrolet making up almost all of the dismal 12%. Many dealers are having a hard time getting by at all, like Allan Gilmour, a Ford-Chrysler dealer. "The dealership would normally sell fifty vehicles a month, but could only manage seven vehicles this month" says Gilmour. Dennis Doerge of Loren Buick-Pontiac states that it's "the worst I've seen in thirty years" and that consumers "are scared to death to buy".
Potential investors have similar feelings on buying stock with GM. Fitch ratings has lowered GM into "Below-investment" status, and Moody's Investors Service also lowered GM's investment rating. Dropping credit ratings and falling stock prices are making stock and bond holders uneasy with the thought of not being paid on time and in full. One reason for the lower ratings of GM's credit is the companies dependence on Delphi, it's main supplier of parts. Delphi itself declared bankruptcy in October of 2005, and many investors feel that GM's dependence on a struggling supplier of vital parts can do no good for the consumers view of GM.
Delphi broke off from GM in 1999, but it still has the power to drive GM into the ground, and many fear this is how GM will enter bankruptcy. Delphi has very recently showed interest in eliminating it's union contract with the UAW through a bankruptcy judge. Once the contracts are voided, Delphi would proceed to cut workers hourly wages by 40%. On top of the huge wage slash, a reorganization plan would shut down 21 of its 29 American factories and lay off 8,500 salary paid workers. If Delphi drops the contracts, the UAW has already agreed to strike against all Delphi plants."
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Organizational Behavior, 2004.
A look at the essence of organizational behavior studies and practice in the business environment.
878 words (approx. 3.5 pages), 3 sources, MLA, $ 31.95
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Abstract
This paper examines how organizational behavior studies and practice reconciles the differences between technical-oriented and interpersonal skills-oriented management approaches within an organization. It looks at how reconciling these two approaches results to effective organizational management, where the technical skills of its members produces high-quality products and services. It also shows how organizational behavior studies and practice have become an invaluable management principle in the development of healthy individual and group behaviors within the organization.
From the Paper
"The function of organizational behavior in organizational management and communication is to improve organizational processes and interaction (among its members), yielding high rates of productivity and quality of the products and services offered by the organization. As an interdisciplinary field of study, organizational behavior touches on several aspects that greatly influence individual behavior within an organization, which may include psychological, communication, and sociological studies. Organizational behavior is essential in organizations, especially in the workplace environment, because the management is able to determine the right course of action when formulating policies or solutions to problems that may greatly affect the members of the organization."
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