Managing Change At Sainsburys In Todays Economy Management Essay

Managing Change At Sainsburys In Todays Economy Management Essay Today world business is changing rapidly cause of changing in environment, changing in customer demand, change in political and economic front. There is tight competition also affect change. Change also changing with respect of situation and demand of change. Change gives future vision and without change we cannot getting better opportunity. Change is intact in today world. Sainsburys is longest standing major food retailing chain in the United Kingdoms. Their supermarket offers 30,000 products, 50% of which are Sainsburys own brand. Sainsburys success depends in wide range of quality food and grocery products, many stores offers meat and fish counters, pharmacies, coffee shop, restaurant and gas stations. Sainsburys need change in HR training system. I observe that employee of Sainsburys get training normally in the store. I would like to change training system by developing centralise training system. In this assignment I explain background to change in Sainsburys than I develop a system that involves stack holder introduction of change. After that I discuss merits and demerits of system which is use for change in Sainsburys. I use appropriate models for change in Sainsburys and finally, I implement change through this model. Background to change affecting Sainsburys Background to change that exist in todays economy Change management is plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staff. (Oliver Recklies, 2003) Internal forces Human resource problems and prospects This problem is stem from employee perception of how they are treated at work and the match between individual and Sainsburys need and desires. The relationship between employees unmet need and job dissatisfaction. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high level of absenteeism and staff turnover also represent forces for change. Sainsburys might respond to these problems by reducing employees role conflict, overload and ambiguity and also by removing the different stressors. Positive change stem from employee participation and suggestions. Managerial Behaviour and decisions Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed in Sainsburys. Both the manager and employee may need interpersonal skills training and the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate behaviour shown by leaders, such as inadequate direction or support may require change in the response to these human resource problems. External forces There are four key external forces change demographic characteristics, technological advancements, market changes and social and political pressures. Demographic characteristics Demographic changes are occurring in the workforce of Sainsburys. Two key trends identified in this discussion were that: workforce is more diverse and there is a business imperative to manage diversity affectivity. They are to receive maximum contribution and commitment from employee. Technological Advancements Service organisation is increasingly using technology as a means to improve productivity and market competitiveness in Sainsburys. Companies, for instance, have automated their operation with computerised numerical control, which is used for mental cutting operations and computer aided design. Companies also use computer integrated services. This high technical process attempts to integrate product design with product design with product planning control and operations in Sainsburys. Centralise training system can develop by latest technology. Market change The emergence of a global economy is forcing Sainsburys to change the way they do business. For example, many Japanese companies have to discontinue their job for life philosophy because of increased international competition. To get competitive advantage Sainsburys can use centralise training system in department of HR. Social and Political Pressures These forces are created by social and political events in Sainsburys likewise harmful product selling give a lot of pressure to company. This pressure is being exerted through legislative bodies. Political event can create substantial change. Although, it is difficult for organisation like Sainsburys to predict changes in political forces, many organisation hire lobbyists and consultants to help them detect and response to social and political change. Bureaucracy in Sainsburys Bureaucracy is concerned with efficiency, with division of labour, with rigid chain of command, with clear distinctions and rationality. Job specialization Job specialization is the process to give particular task to the employee with limitation of performing activities. Strength Every employees of Sainsburys know their duty and area of contribution so all members of Sainsburys do specific tasks to achieve goal that given by company. This way employee gain specialisation in their job. It increases efficiency in work through repetition of job. Job specialization gives more and more expertise in work. Weakness To do repetitive work through employee can reduce overall productivity and it also prevents their knowledge and skill in Sainsburys. There is limitation to do work in employee choice. Employee got one part of skill rather than complete skill in organisation. Job specialization does not give training of all area of knowledge which reduces the confidence of employee to do other activities. Employment and career Strength It is necessary to appoint appropriate person to particular position in Sainsburys. Sainsburys have a wide range of learning and development available using variety of methods like workshops, activity and coaching training, workbooks at all. Sainsburys also recruit graduates because they need quick thinking innovators leading the business. Sainsburys offers promotion to the employee in the basis of their performance. Weakness Individuals throughout the Sainsburys are promoted to their level of incompetence and it can restrict the psychological growth of the individual in their job. Global changing environment directly effect on employment and career. Current economic situation shows that generation of new employment and career growth get harder. Rules and procedures Strength All employees know that what are Sainsburys rules and procedures which improve work efficiency. Strict rules on position qualifications and code of conduct, Sainsburys get proper information which is helps to achieve company objectives. Weakness With the help of rules give minimum level of acceptable performance in Sainsburys. Employee leads to individual and sub unit goals which replace Sainsbury objectives. It gives delay in work and employee cannot produce more productivity in work Alternative forms of organisational development Total Quality Management Quality is a difficult criterion to assess because it depends on the expectation of a product on services. Sainsburys may choose radically for qualities of their output apply Total quality management. TQM exist when the needs of the customers of Sainsburys may try to meet and communicate about these needs with its customer. Furthermore, all departments in Sainsbury need to aim for high quality, the back office departments included. Finally, quality is a continuous improvement project because quality can always be improved and it also depends on customer needs, which are frequently changing. TQM may be part of Sainsburys because TQM trough we can change in centralise training system. Kaizen Kaizen is Japanese export, and have been used worldwide. Sainsburys Membership is voluntary, and member are drawn from a particular department, No financial rewards are given for team suggestions, Members receive training in problem solving, statistical quality control and team processes, Their problem solving domain is defined by management, Meeting are held weekly, usually in company time, often with trained facilitators helping members with training issue and helping them to manage the meetings. Sainsburys may include quality improvement, quality enhancement and employee involvement. Kaizen may be part of Sainsburys, with the help of kaizen we can change centralise training system. Business Process re-engineering Sainsburys may report significant improvements in performance as a result of applying re-engineering methods. The fresh start, blank sheet approach ignores past history and current practice in favour of considering how best to structure of the Sainsburys and design work to meet the needs of todays business and customers. The process orientation also represents a departure from most traditional approaches to analysis Sainsburys. A process is simply a set of activities that delivers a product or a service to a customer. The customer of Sainsburys may be eventual user of the product or service, or it could be an internal customer the person or section responsible for the next set of activities in the overall process. BPR may be part of Sainsburys, we can use BPR to change centralise training system in Sainsburys. Learning organisation It is generally recognised that Sainsburys ability to learn is a key strategic weapon. They emphasised a range of activities that are all part of knowledge management. Learning is in its simplest form a process of retention of response patterns for subsequent use but it can also be active process of experimenting and understanding the reasons behind events. Sainsburys learning requires the institutionalisation and acceptance of knowledge spread again among the member through socialisation. Organisation needs tools for this institutionalisation process, such as communication channels, storage systems, knowledge sharing processes, storytelling at all. Sainsburys may one that proactively creates, acquires and transfer knowledge and that change its behaviour on the basis of new knowledge and insights. Learning organisation may be part of Sainsburys so we may change centralise training system with help of learning organisation in Sainsburys. System for involving other in process of change in the Sainsburys 2.1 system involve appropriate stake holders in the introduction of change A core element of the functioning of system is the interdependence between the component parts of a system. (Kelly, Ryan, Altman Stelzner, 2000) In this assignment I would like to change in HR training system and I would like to develop centralise training system in Sainsburys. To develop this system, I involve stakeholders like employee, customer, manager, line manager and management of Sainsburys. Advertisement Management give advertisement to aware about the change in centralise training system which can through employee, manager, line manager get centralise training. This centralise training will help to achieve company target and their own goal. Customers get benefit about services of Sainsburys. Advertisement is effective way to promote and get aware about change in centralise training system in Sainsburys. Employee, manager and line manager to make video add which can help to implement centralise training system in Sainsburys. Advertisement through employee, manager and line manager can aware about change in advertisement system. Print media Print media is very effective way to promote change in centralise training system. Quick turnover of newspaper is good medium to reach the customer. With magazine advertise can focus in on a specific target audience. Poster is more effective way of outdoor advertising. Employee, manager and line manager make printed paper of centralise training system change in Sainsburys. Customer can get detail printed paper. Print media through employee, manager and line manger look change in centralise system in Sainsburys. Training and development There are many problem also come forward when we introduce change so to introduce change in effective way training and development is require. Sainsburys all staff like employee, supervisor, line manager, manager need to require training to introduce change in centralise training system. Training gives more reliability toward change and it direct connected success of change. Training through employee knows benefits of change and how it directly affects the Sainsburys growth. Employee, supervisor, line manager and manager make centralise programme which help to introduce change in Sainsburys. Word of mouth The word of mouth marketing is most effective way to affect services business. Centralise training system in HR, this change involves employee, customer and manager. It is positive change in training system which gives credibility of the service. It can promote by employee can discuss about the new services of Sainsburys. It is the way to give common response from the target market. This is long term marketing method. It is more successful and cost effective selling tool. Word of mouth through employee, customer and manger hear or listen about centralise training system change in Sainsburys. Online Online marketing mainly possible uses the internet and World Wide Web. To introduce change in centralise training system company involve customer and all employee of Sainsburys. Customer and all employee make online report of change centralise training system in Sainsburys. Company use Sainsburys website to promote change in centralise training system. Sainsburys employee sends e-mail by their customer to inform new change in services. To use online classified advertisement through company reach to the people. Online through customer and all employee get online information about change in centralise training system. Meeting When employee, mangers, supervisor discuss the change in centralise training system in HR and try to find out effective way of change. It is only possible by organising meeting. Meeting through they can discuss the problems that arise to introduce change and how can we solve the problem and knows the different view about development of system. Meeting through employee can aware about change in centralise training system. Analyse and evaluate the system Advertisement Merits Advertisement helps to promote centralise training system of HR department in Sainsburys. Advertisement of change in HR system gives positive image to their customer, employee and manager. Advertisement through us can directly cover mass number of customers. Demerits Advertisement is expensive things because for advertisement need so many activities, planning and time in Sainsburys. If change is not properly promote than it gives negative feedback to all the stakeholders of Sainsburys. Print media Merits It has a general and wide appeal. It can be repeated as long as advertise desire. The effectiveness of advertisement can also be estimated. The life is such longer than life of a newspaper. The get up is more attractive and use of colours is possible. Advertisement is accessible to each class of the society. Because of large circulation, low cost advertising. Demerits It has a very short span of life. The use of colours is often not possible. Illiteracy is also affects the utility of newspaper advertising. Advance planning is necessary limited circulation of magazines. Repetitive advertising is not possible. Training and development Merits It will increased productivity and reduce employee turnover. It increased efficiency resulting in financial gains and decreased need of supervision. It will build a more efficient, effective and highly motivated team which enhance the companys competitive position and improve employee morale. It will give sense of satisfaction through the achievement of personal and Sainsburys goal. Demerits Training requires new investment, time, training programme, training place as well as trainee. Particularly in Training period, employee cannot work that who already was working for Sainsburys because they spend time on acquire training. Training and development directly effect on company financial. Word of mouth Merits Word of mouth is very important and long term marketing approach. It is also cost effective and time consuming. It gives more powerful effect to the customer and employee of Sainsburys. There is no need any kind of training and knowledge. Demerits Word of mouth sometime creates conflict between customer or employee and Sainsburys change. Word of mouth increase confusion about the change which does not provide evidence of change. It may give wrong perception of change in Sainsburys. Online Merits Online marketing is give visual and written detail of change in Sainsbury. It is time consuming and less expensive. It depends on online presentation of change in Sainsburys which give positive image to their customer, employee and manager. Demerits Online promotion through us cannot correlate all customer, employee and manager about change in Sainsburys. It only targets particular target group rather than all of them. Meeting Merits Meeting require discussion of change in Sainsburys with their employee, customer and managers. It is effective way to decrease problems as much and try to solve by meeting. Demerits It only focuses particular target group so we cannot get feedback of all to introduce change in Sainsburys. It require place to organise meeting and in meeting, cannot get clear feedback of change in Sainsburys. Implement model for ensuring on going change in Sainsburys appropriate models for change There are so many models available for change but Business process re-engineering and total quality management are more appropriate implementation model for HR training change in Sainsburys. Business process re-engineering When considering change, start with black sheet of paper and redesign from scratch. Second, advocate a process orientation to the analysis and redesign of centralise training system in Sainsburys. The fresh start, blank sheet approach ignores past history of training system and current practice in favour of considering how best structure of centralise training system in Sainsburys and design work to meet the needs of todays business and customers. BPR is not a context sensitive approach. The process orientation also represents a departure from most traditional approaches to organizational analysis. A process is simply a set of activities that delivers centralise training system to employee, manager and line manager. Employee may be the eventual user of centralise training system or it could be an internal customer the person or section responsible for the next set of activities in the overall process. This is potentially radical because it requires a horizontal analysis of work along an activities chain. A typical business process re-engineering project has four main stages: (1) Process mapping: draw a flow chart of centralise training activity sequence. (2) Identify moment of truth: decide which step are critical, add value and introduce errors. (3) Generate redesign proposals: streamline the process, avoiding duplication and overlap (4) Implementation: put the redesign into effect change in Sainsburys. Total quality management Total quality management means that the organisations culture is defined by and supports the attainment of customer satisfaction through an integrated system of tools, techniques and training. This involves the continuous improvement of organisational process, resulting in high quality product and services. To do it rights the first time to eliminate costly rework and listen to learn from customer and employees. Make continuous improvement and every day matter. Build teamwork, trust and mutual respect. Quality consultant Richard J. Schonberger sum up TQM as continuous, customer centred, employee driven improvement. TQM is necessarily employee driven because service quality cannot be continually improved without the active learning and participation of every employee. Thus, in successful quality improvement programmes, TQM principles are embedded in the organisations culture. Despite variations in the language and scope of TQM programmes, it is possible to identify four common TQM principles. Quality is a difficult criterion to assess because it depends on the expectation of a product or service. Organisations who choose radically for quality of their output apply Total Quality Management. TQM exists when the needs of customers of the organisation are heard and the organisation tries to meet and communicate about these needs with its customers. Furthermore, all departments in the organisation need to aim for high quality, the back office department included. Finally, quality is a continuous improvement project because quality can always be improved and it also depends on customer needs, which are frequently changing. implementation process and outcomes Unfreezing Sainsburys run training and development of LGV1 driver, warehouse shift manger, team manager and warehouse operation individually. There is no centralise training programme for employee so Sainsburys get difference in productivity. Sainsburys identify this problem and they do planning to introduce centralise training system with help of developing perfect training programme with the help of employee, line manager, manager and management. Sainsburys can use Business Process Re-engineering model for change in training system. Sainsburys can use special trainer to give training and with the all equipment which is necessary for training. Moving Sainsburys ready to implement centralise training system for employee. This centralise training system improve productivity of employee. Sainsburys can open centralise training different store so employee cannot get problem to take centralise training in Sainsburys. Sainsburys can make live atmosphere in centralise training place so employee can enjoy training. Centralise training through company get more efficient staff. Freezing Sainsburys implemented centralise training system after that Sainsbury can get feedback from the employee, manger, line manager and supervisor. Sainsburys gather review of centralise training system. If is there any problem or treat remain, Sainsburys can implement problem by identify solution. When Centralise training system is resolving the entire problem than centralise training system runs perfectly in Sainsburys. Sainsburys try to consolidate this centralise training programme. Outcomes Centralise training system give same quality of training to every employee in Sainsburys. Centralise training system will help to increase productivity in Sainsburys. Centralise training through get motivation in work. Employees of Sainsburys get confidence in job and do their best in job. It helps to improve managerial and leadership quality in Sainsburys. It will reduce conflict and problem of employee, manager, line manager, and supervisor in working environment. Sainsburys may achieve high quality organisation in the UK by using centralise training system. Conclusion Sainsburys is the larger retailer in UK. Sainsburys need to give better customer services in UK. It can be possible by better training programme and Sainsburys can use centralise training programme through every employee can get same training in Sainsburys. It will directly affect Company performance and productivity. With the help of centralise training system employee can get motived and employee best work can come out through training. Sainsburys knows to get better satisfaction in customer service can possible with the help of centralise training system. Centralise training system boost more confidence in employee.

The United Nations, the United States, and Iraq: Are we going to war? :: Essays Papers

The United Nations, the United States, and Iraq: Are we going to war? This paper was originally written over a week before the due date. As it was edited, events unfolded that may not be reflected in the following paragraphs. Printing the paper for final submittal, I can’t help but feel that it is not finished. Today seems to be a pivotal moment in the conflict with Saddam Hussein. Iraq is located in Western Asia, between Saudi Arabia, Syria, Jordan, Turkey, and Iran. 95 percent of its 23 million inhabitants are Muslim, with a 5 percent Christian minority. The official language of the State is Islam while ethnically the population is made up of Arabs, Kurds, Aramaic, and Azerbajanes. Between 1534 and 1918, Iraq was part of the Ottoman Empire. Afterwards, it was occupied by the British, until its independence in 1930. In 1958, the monarchy in place was overthrown and the Republic was established. In 1963, the Baas party assumed power until Saddam Hussein’s election in 1979. Between 1980 and 1988 the Iran-Iraq war ensued. Further turmoil followed when Hussein’s dictatorship invaded Kuwait in 1990, thus originating the Gulf War. The United States reacted by launching Operation Desert Storm, between January 17 and February 29, 1991, with the support of Egypt, Syria, Morocco, and other Arab States. The end of the war was marked by Kuwait’s liberation, the instatement of international sanctions on Iraq, and the implementation of an embargo on that has proven devastating to the Iraqi people. Saddam Hussein, on his part, has resorted to repressing all types of opposition (including, among others, Kurds and Shiites). The result is a tense relationship between Baghdad and the United Nations. From an economic standpoint, Iraq holds significant power because it is the second country in the world in oil reserves. Members of the UN Security Council that support military intervention see this approach as a way to keep Hussein from threatening to gain control of other countries in the Gulf and thus their oil. These countries want to protect oil deposits in the Arabian Peninsula while keeping Hussein from using weapons of mass destruction. By removing Saddam Hussein from power and implementing a democratic regime in Iraq, the United States also aims to eradicate what it considers to be a terrorist-harboring State. The United Nations, the United States, and Iraq: Are we going to war? :: Essays Papers The United Nations, the United States, and Iraq: Are we going to war? This paper was originally written over a week before the due date. As it was edited, events unfolded that may not be reflected in the following paragraphs. Printing the paper for final submittal, I can’t help but feel that it is not finished. Today seems to be a pivotal moment in the conflict with Saddam Hussein. Iraq is located in Western Asia, between Saudi Arabia, Syria, Jordan, Turkey, and Iran. 95 percent of its 23 million inhabitants are Muslim, with a 5 percent Christian minority. The official language of the State is Islam while ethnically the population is made up of Arabs, Kurds, Aramaic, and Azerbajanes. Between 1534 and 1918, Iraq was part of the Ottoman Empire. Afterwards, it was occupied by the British, until its independence in 1930. In 1958, the monarchy in place was overthrown and the Republic was established. In 1963, the Baas party assumed power until Saddam Hussein’s election in 1979. Between 1980 and 1988 the Iran-Iraq war ensued. Further turmoil followed when Hussein’s dictatorship invaded Kuwait in 1990, thus originating the Gulf War. The United States reacted by launching Operation Desert Storm, between January 17 and February 29, 1991, with the support of Egypt, Syria, Morocco, and other Arab States. The end of the war was marked by Kuwait’s liberation, the instatement of international sanctions on Iraq, and the implementation of an embargo on that has proven devastating to the Iraqi people. Saddam Hussein, on his part, has resorted to repressing all types of opposition (including, among others, Kurds and Shiites). The result is a tense relationship between Baghdad and the United Nations. From an economic standpoint, Iraq holds significant power because it is the second country in the world in oil reserves. Members of the UN Security Council that support military intervention see this approach as a way to keep Hussein from threatening to gain control of other countries in the Gulf and thus their oil. These countries want to protect oil deposits in the Arabian Peninsula while keeping Hussein from using weapons of mass destruction. By removing Saddam Hussein from power and implementing a democratic regime in Iraq, the United States also aims to eradicate what it considers to be a terrorist-harboring State.

Jaguar Manufacturer

Explain the advantages and disadvantages for jaguar of using just in time production rather than the more traditional just in case stock system. Just in time is a manufacturing method based on pull system which means the raw materials are only delivered only when needed which reduces waste due to overproduction and lowers the storage rent e. g. warehouse storage. Advantages: * Reducing set up times * Goods from warehouse to the production line flow much smoother which saves time. * Increases supplier quality * Consistently supplying the plant with the raw material for production * Workers are used more efficiently Scheduling and planning is improved * Reduces space requirements for raw materials Disadvantages: * Relying on a limited amount of stock so there is a chance of running out and interrupting production * Change in the culture of production can take time to get used to so it could be less control in the beginning * Need trustful and reliable suppliers who can deliver on time * The suppliers have to be very flexible because the demand for raw material could come up at any time. * The machinery is at risk to breaking down and slowing down the production.Using appropriate motivation theory, analyse how jaguar has managed to increase the pride and commitment of its employees. Jaguar has managed to increase the pride and commitment of its employees by implying continuous improvement. This type of motivation required entrustment and empowerment from the workforce. The fresh start to this new implication meant that the workforce had to be trained in order to perform and improve. Team work has to be implemented because this way everyone is involved and the ideas can be shared for enhancement of the production.Also because the work is in teams no one is left out and each member feels more valuable in the workplace which then motivates them further. Once more the team working leads the workforce to a new level on Maslow’s hierarchy where the employees are social and esteemed. Being valued and cared for is a great motivator especially in a big workforce such as Jaguar. Targets and objectives are set for the employees and it is something to strive for, this will give them a some sort of a bonus or a pay rise.Once there is a target and a bonus at the end it will motivate the worker to reach that target as Taylor said money is a motivator in a workplace. The bonuses don’t just have to be set for individual employees they could be set for the whole team and if a target is met the whole team will enjoy a reward at the end, again this will motivate not only individuals but the whole group of workers. Evaluate methods for achieving a total quality culture in large organisations like Jaguar.Total quality culture is based on the involvement of all employees in the organization in improving processes, products, services and the mores in which they work and it is also based on meeting the customer’s requirements with the right stan dard of quality. It is essential to work in teams to share ideas and to advance the quality by setting objectives such as zero defects. Every member of the organisation can take action if a certain product is not up to a set standard. Quality circles or kaizen can be a part of team work where employees can share their skills and ideas to improve the quality of their products.If the skills are not at a fine quality then certain training regimes can be set also in the training the employees can be taught to have prevention rather than cure which would aim at zero defects. Kaizen cannot be relied up one because it doesn’t cover all aspects of improving so things like identifying the consumer needs and having cell production will certainly be covering more of the objective such as the zero defects. If the manager takes up the total quality management and seeks the best quality not only out of the products but the employees who make these products.The workforce has to always be co mmitted to what the manager has set as an aim or an objective and be ready to reach and fulfil that aim. The high motivational skills of the manager will definitely make reaching the target much easier than if the employees are not motivated. Describe the organisational culture of Microsoft as identified by Steve Ballmer. The recent culture in the Microsoft organisation can be described as an innovative culture where Microsoft are trying to develop something brand new and something that no other organisation has.Explain the meaning of business aims, and use in managing large organisations such as Microsoft. An aim in an organisation can be seen as a direction in which the business can move on this path certain objectives and targets can be set to further improve the organisations structure. The objective and targets that may be set can aspire and motivate the workforce. Aims could look at the company’s weaknesses and strengths, the weaknesses can be reduced in the future by c hoosing appropriate objectives and the strengths can be further strengthened by setting targets which once again will motivate the workers.Having an aim will set order in the work place which will lead to sharing among staff and more accountability cooperation. An aim is like a mission which the business is striving to achieve and complete as many objectives along the way as possible. Microsoft has four aims and they are building industry trust, building customer loyalty, altering structure of the company and devolving power from the top. Analyse four practical strategies Microsoft could implement to help it achieve its aims. First of all Microsoft needs to build its trust with the industries based around them.One way could be to merge or to have joint ventures with other computing companies but this is not the best way to recover trust because Microsoft are very competitive and they will prefer to be a single organisation with control. Other ways can be to provide employment in the company because Microsoft is a large organisation and it needs skilled workers to continue improving. It can also provide income for local communities for example universities where better ICT training courses can be implemented. Another strategy is to build customer loyalty which will give strong ideas on what the customers want.Primary research methods such as focus groups where direct opinions can be gained from the customers even though it is only a very limited number of people surveyed. Secondary data can definitely give more of a bigger picture of what the customer wants even though sometimes it may not be as honest as having focus groups. This way of researching will show new trends in the customers taste and choice. This can be improved by creating departments which will concentrate only on the customer relationships this way online help can be more supportive towards the customers.Changing or altering the way the organisation is structured is another aim for Microsoft. Te am working is very important in this type of organisation and the teams in the company should often be rewarded for their efforts. Individuals shall not be rewarded because this will tend to break the team up into individuals and this means there would be some sort of competition between the workers. Matrix structure is very appropriate for Microsoft especially when a company tends to have many different departments.This would team working on another level, the teams will be very flexible and will cooperate with workers from other departments. This way a culture of team working and collaboration is created in the organization and the ability to work on different projects gives a huge variety to the work which will increase staff motivation. Microsoft are always looking to find the best way to improve their products by keeping up to date from the customer surveys but when you have the experts from each department the product will tend to be much more improved and up to date.Making de cisions is often very difficult especially when you are in control of a huge organisation such Microsoft. Devolving the power or decision making from the top will certainly take a lot of pressure off the top management team. Creating another layer in between of the hierarchical orders of company’s structure will involve and motivate other workers who will be motivated because they get to make important decision in certain areas of the organisation. Another motivator in this is that whoever makes the decision a team or an individual will always think that the top managerial team is relying on his/hers or their decisions.This not only motivates workers but it makes them communicate and improve communication skills in the procedure of this. This would be a great way of splitting important decisions in the company because the pressure is taken off the managers and shared with the rest of the workforce, of course the more important decisions like putting the company as stake or so me sort of risk will always be down to the highest ranked people but this is an effective way to motivate and at the same time take pressure off the main people in the company.

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