Change is the continuous adoption of business strategies and structures in response to changing internal pressures or external forces.
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The first perspective on the functions of management is that of Henri Fayol who identified the following five management functions.
The terms leadership and management are often used interchangeably. They serve similar purposes, but have significant differences between them.
In most business organizations, managers are responsible for performing the following five functions of management.
Until 2011, Terry Leahy was the Chief Executive Officer (CEO) of Tesco, one of Europe’s largest grocery stores, and he was considered to be a good leader.
Leadership positions are crucial for the success of any business organization. They provide direction, motivation, and support to employees.
The importance of leadership is vast and can be applied to a wide range of contexts, from businesses and organizations to personal projects and individual goals.
Total Quality Management (TQM) is the process that required the dedication of everyone in the organization to commit to achieving quality standards.
Benchmarking requires business comparing its products, operations and processes with others in the same industry, especially market leaders.
Quality Circles (QC) include small groups of people who meet regularly to examine issues relating to the quality of output and make recommendations for improvement.
The importance of management is vast and can be applied to a wide range of contexts, from businesses and organizations to personal projects and individual goals.
According to Kim Cameron and Robert Quinn, every business organization has its own mix of the following dimensions of corporate culture.
Geert Hofstede proposed a model of corporate culture that links national cultures and corporate cultures. He studies six dimensions of culture.
Rob Goffee and Gareth proposed a theoretical model of corporate culture that is based on The Double-S Model of organizational culture.
John Kotter and James Heskett proposed a model of corporate culture that includes two types of culture such as adaptive cultures and inert cultures.