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CEO (Chief Executive Officer): A CEO is the highest-ranking executive in a company responsible for making major corporate decisions, managing the overall operations and resources of the organization, and acting as the primary point of communication between the board of directors and corporate operations. The CEO sets the company's strategy, vision, and goals, and ensures that they are effectively implemented to drive the company's success and growth

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A supervisor is a mid-level manager responsible for overseeing and directing the work of a group of employees or a specific department within an organization. Their role involves ensuring that day-to-day operations run smoothly, assigning tasks, providing guidance and support to employees, monitoring performance, and implementing company policies and procedures. Supervisors act as a link between upper management and frontline workers, facilitating communication and ensuring that organizational goals are met efficiently.

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Managers consider various principles when making ethical decisions, such as legal requirements, long-term self-interest, personal virtue, utilitarianism, individual rights, distributive justice, and religious beliefs. However, achieving ethical outcomes can be complex because managers may have different perceptions and moral codes, leading to disagreements about what is considered ethical.

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Ethics programs act as an insurance policy for organizations. They help mitigate the consequences when employees behave unethically and prevent such incidents by raising awareness and promoting ethical behavior.

In summary, management's role in promoting ethical behavior involves establishing codes of ethics, providing ethics training, protecting whistleblowers, and actively fostering ethical decisions through leadership and example. Ethics programs serve as vital tools in maintaining ethical standards within an organization.

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In summary, globalization has facilitated the outsourcing of manufacturing to countries with cheaper labor, enabling companies to reduce production costs and remain competitive. However, this practice has its pros and cons, including cost savings, job creation, and potential risks to quality and employment in the home country.

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Outsourcing manufacturing to countries with cheaper labor has become a common strategy for businesses seeking to remain competitive in the global market. Developing countries often offer lower labor costs due to factors such as lower wage rates, fewer regulations, and lower operating costs. By outsourcing, companies can take advantage of these cost savings while still maintaining quality standards and meeting demand.

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The purpose of an organization's structure is to create clarity about roles, communication channels, and how work is divided. Understanding this structure helps employees know who to turn to for guidance and how internal and external factors affect their work. According to Edgar Schein, an organization's structure comprises four key elements: common purpose, coordinated effort, division of labor, and hierarchy of authority, which also shape its culture.

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6 Most Common Types of Organizational Structures (Pros & Cons) | From A Business Professor

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In management, decision-making is a complex process with several barriers. These barriers include the quality of information available, time constraints, and cognitive biases. Additionally, various decision-making styles such as satisficing, optimizing, intuitive, rational, combinatorial, and positional can influence outcomes. Being aware of these barriers is crucial to making informed decisions and avoiding potential pitfalls.

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Business Information Solutions, Inc. - BIS

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Mastering Strategic Decision Making: The Key to Leadership Success

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Using a decision tree is valuable despite the limitations of strict rational decision-making. It helps businesses assess potential costs and future outcomes, especially when financial data and probabilities are reliable. Decision trees compare the costs and values of different decision pathways, including multiple possible outcomes with measured probabilities. They start with a decision node, branching out to show various decision options and their potential consequences.

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Managers are responsible for establishing and communicating a consistent organizational culture. Organizational culture encompasses the collective behavior, values, norms, systems, and beliefs within an organization, influencing interactions with stakeholders. Creating a strong culture involves communicating a shared sense of values and objectives, fostering a community among employees. Managers achieve this by defining the mission, vision, and values, as well as through control systems, organizational structures, power dynamics, symbols, rituals, and stories. Cultural change involves reinforcing desired behaviors until they become the norm. Managers must understand their role in creating a culture conducive to the organization's long-term strategy and objectives. Corporate culture serves to control, coordinate, and integrate company subsidiaries, representing embedded values, traditions, and behaviors. Cultivating and communicating culture is complex but essential for organizational success.

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Human Resources (HR) is crucial in managing employee conflicts, legal issues, and various organizational functions. HR's main areas of responsibility include training and development, compensation, safety and health, and employee and labor relations. Additionally, HR plays a role in strategic planning and company growth by hiring and training employees, developing incentive programs, and ensuring legal compliance. Mistakes in HR management can lead to legal trouble, with lawsuits incurring significant costs. HR professionals ensure employees receive necessary support and protect the company from legal risks, particularly important with the rising trend of part-time and contract workers.

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HR management goes beyond standard procedures like hiring and training; successful businesses align HR policies with strategic goals to gain a competitive edge. For example, allowing employees time to innovate, as seen in Google's "20 percent time" policy, fosters creativity and has led to successful products like the Post-It Note. Today's HR managers focus on aligning people with desired outcomes, using selective hiring or contractors to support strategic goals. High-performing organizations maximize employee performance through job design, which aims to improve job satisfaction and productivity, and diversity management, which enhances competitiveness in a global economy.

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Employee motivation is a crucial concern for organizations, especially since only about 33% of US employees are actively engaged in their work. According to Gallup's survey, disengaged employees cost US businesses up to $605 billion annually in lost productivity. Research indicates that companies with higher engagement levels have higher earnings per share compared to their competitors.

Understanding what motivates employees is essential for managers. Motivation can be intrinsic, originating from within the individual, or extrinsic, coming from external sources. Intrinsic motivation includes factors like personal interests, enjoyment, sense of accomplishment, and skill development. These internal rewards are not easily measured but can lead to tangible outcomes such as promotions or challenging projects over time.

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Leadership and management share similarities but have distinct responsibilities. While both involve directing others, management focuses on efficiency and organizational tasks, while leadership inspires a shared vision and aims for effectiveness. Managers handle day-to-day operations, emphasizing processes and immediate organizational needs, whereas leaders take a long-term view, challenge the status quo, and develop people's capabilities. Managers are results-oriented problem-solvers, while leaders represent their organization's vision and values and drive change. Influence is a crucial aspect of leadership, seen in compliance, identification, and internalization, where individuals' behaviors are affected by others' expectations, values, or beliefs.

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Seth Godin – Leadership vs. Management - What it means to make a difference

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Organizational control involves strategic, tactical, and operational oversight to monitor and improve processes.

Strategic Control: Sets long-term direction and objectives, aligning with overall vision and strategy.

Tactical Control: Implements practical steps to achieve strategic goals, ensuring alignment with objectives.

Operational Control: Regulates day-to-day activities, ensuring quality, timeliness, and cost efficiency.

Control processes help organizations achieve their goals by planning, monitoring, and adjusting activities to maintain alignment with strategic objectives.

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Module #8 Understanding TQM Total Quality Management. 

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Module #8 Understanding TQM Total Quality Management. 

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Total quality management (TQM) is about continuously managing quality across all aspects of an organization. It promotes ongoing improvement in products and services, emphasizing the importance of consistency and waste reduction. TQM involves everyone in the organization, from staff to management, and covers facilities, equipment, labor, supplies, customers, policies, and procedures. Common TQM practices include cross-functional product design, process management, supplier and customer involvement, and strategic planning. Techniques like Six Sigma, Just-in-Time (JIT), Pareto analysis, and the Five Whys are employed to achieve quality improvement.