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Recharging American Express

14 Jul 2017Essay Samples

Thesis statement

Considering a changing environment, entities in any system must adapt to the overtime evolution through strains of consolidating integrated parts to achieve success.

Abstract

The research paper has been complied through analysis of information from a diversity of six different supplied sources. The analyzed data has tactfully been applied to tackle three different areas regarding relationship of driving forces of change to system theory, key element used to achieve success, and lastly the potential sources of failure.

Introduction

Since 1850, American Express was highly reputable for packages delivery in states within New York. Changes from credit cards to charge cards then to cooperate and corporate purchasing cards are crucial stages of the developments in their service delivery overtime. The success of the business was a result of Robinson’s autonomous organization making it a totally holding company (Golub, 1996) .

The corporate culture and managerial style had also to go through a transaction for the survival of the business. Failure in strategic implementation led to business losses cards competition, eroded business and poor consumer lending were the turn around problems faced by Harvey Golub (Golub, 1996)..

Leadership qualities and competencies were clearly evident in Golub. During his tenure principles of scientific management were put in place imparting principles oriented standards to managers as a replacement of polices theorized rules made and procedures laid down. Ways to beat competition and provision of superior services to customers were put in place. This reflected in the satisfaction by the company. The success in recharging the business later facilitated the consolidation of the same and all services in New York State and the Minnesota state were made in- house. This was a tough re-engineering process of the organization. Late 1995 met American Express a fully institutionalized and consolidated business organization (Golub,1996).

Different disciplines exhibit different construction in theory which likeness is indicated by system theory. The closeness of science and sociological situations warrants the application of the system theory. The continued receipt of information by humans and similarly by social organization build up knowledge. The specific knowledge should apply the system theory for the relevant information to flow among individuals. Hybrid disciplines and multisexual interdisciplines have been the result of the movement between and among varied disciplines. Throughout populations, such relationships as parasitic interdependence, competitive and complementary have been evident while we also expect certain kinds of actions and behaviors as well as changes evident in people as a result of environmental influence. For noticeable development in any organization information must be processed and shared by communication through varied situations (Boulding, 1956).

Changes in form of evolution has also been scientifically explained by Darwin as involving little bits of cell division (mutation) that are later accompanied by selection facilitated by environmental factors. It is only through adaptation of the changes in the environment that people or groups of people, corporate organizations or industrial setups can withstand evolution overtime (Gersick, 1991).

In any organization there occurs some ecological dislocations, which significantly unbalances the incremental adaptations in the same system. Some forces calls for inertia while others are dynamic and this is a major cause of internal conflict in any organization (Gersick, 1991).

Consensus, growth and structural hierarchies in organization are the implicit fundamentals and driving forces towards change through the application of systems theory. The Taylor’s principle of scientific management clearly elaborates on increased output by the use of rational management with results of mutual benefits to all organs of the organization. A balance in the organization is obtained through a balance of talent contribution with appropriate organization inducement (Peery, 1972).

Staff training, addition of techniques, added awareness and staffs skills among staff members in any organization greatly enhances the organization and allows for surplus payments and allows for the upward trend facilitating hierarchy structures. The duty and task performance decision-making and specialization brings about hierarchical arrangements. System theory serves as a means of organizing large organizations whose transition through a change is inevitable (Peery,1972).

Any organizational structure aims at great heights of success. It is through the appropriate realization that advanced levels of development are periodical rather than continuous that success can be realized. Due to the existence of teams and groups in the workplace, uniform series of developmental stages can never take pace neither a clear sequence of linear additive success course. The importance of the groups is to combine ideas and skills for invention and generation of unique high quality product as well as use of collective efforts to counter external expectations and timely accomplishments of expected duties. The group should posses a cohesive interpersonal relationship essential to face external factors surrounding the workplace (Gersick,1991).

The early stages of decision making when done cautiously and precisely is a prerequisite for overall success. This is true in realization of the fact that the entire responsibility of molding an admirable, self propelling structure is of acute stress. The pattern of internal activities in any structure and the entire mutual feedback among participants is a cornerstone to success.

The mode of solution to internal disputes should be systematic rather than raising attacks to and among workers. Leadership qualities when made part of management is another potential source of success. The leadership should uplift workers skills while managerial positions with a vacuum of leadership should be filled; and consultation replaced with leadership.

The vision of the organization should be shared as a means to interrelate individual workers through appropriate group to the organization whereby a community sense throughout the company is enhanced.

Team working in any organization is a potential source of success through sharing a diversity of perspectives and advanced discipline cultivated through discipline. The entire workforce should also exhibit a sense of system thinking through the perception of the entire world as a unified web of interactions.

Success is also achieved through confrontation of problems, the effectiveness creation of potentials, perceptions of individuals as experts but not joyrides and upcoming with learning avenues of new ideologies that result from the result of the duties performed (Lichtenstein,1997).

The system of thinking and decision making should be more of systematic than analytical focusing on the ties between systems.

Each worker should be open to feedback and at the right position to receive challenges of own beliefs and opinions Failures

The decision-making organ of any organization is the root cause of failure. A subversion by any project group of its intended tasks or involvement in a strategic implementation of an activity faced with poor equipment need for accomplishment are of conflicting vacillation and consequential failure of any productive organization. Strategic management and implementation, mission and vision of the organization if overlooked therefore are of consequential implications to the organization (Gersick, 1991)

Lack of cognition among workers motivation from leaders and obligation towards duty is another cause of failure. Cognition involves the awareness exhibited by the human being and the direction of interpreting the real life situations and the ability to take the appropriate action. Lack of motivation is associated with hindrance to changes due to the fear of the pain of loss, uncertaininty and possible failure in the cause of diverting from a normal life pattern to an unknown predicated one. Obligation involves dictate the cause of anticipated direction. The also exists some latent issues arising through loss of meaning morale depuration sabotage and cynism as well as differential treatment of the contents of the mission statement and the practical implementation. Communication is also vital component in the organization whose breakdown coupled with systems that are outdated and heightened animosity within the workplace are a result of working hostile environment and may be a cause of complaints from the customers. A management staff turnover and abundant grievances is bound to be demoralized and this is a potential cause of failure.

The decision-making organ of any organization is the root cause of failure. A subversion by any project group of its intended tasks or involvement in a strategic implementation of an activity faced with poor equipment need for accomplishment are of conflicting vacillation and consequential failure of any productive organization. Strategic management and implementation, mission and vision of the organization if overlooked therefore are of consequential implications to the organization (Gersick, 1991).

Lack of cognition among workers motivation from leaders and obligation towards duty is another cause of failure. Cognition involves the awareness exhibited by the human being and the direction of interpreting the real life situations and the ability to take the appropriate action. Lack of motivation is associated with hindrance to changes due to the fear of the pain of loss, uncertaininty and possible failure in the cause of diverting from a normal life pattern to an unknown predicated one. Obligation involves dictate the cause of anticipated direction.

The decision-making organ of any organization is the root cause of failure. A subversion by any project group of its intended tasks or involvement in a strategic implementation of an activity faced with poor equipment need for accomplishment are of conflicting vacillation and consequential failure of any productive organization. Strategic management and implementation, mission and vision of the organization if overlooked therefore are of consequential implications to the organization (Gersick, 1991)

Lack of cognition among workers motivation from leaders and obligation towards duty is another cause of failure. Cognition involves the awareness exhibited by the human being and the direction of interpreting the real life situations and the ability to take the appropriate action. Lack of motivation is associated with hindrance to changes due to the fear of the pain of loss, uncertaininty and possible failure in the cause of diverting from a normal life pattern to an unknown predicated one. Obligation involves dictate the cause of anticipated direction (Gersick,1991).

The also exists some latent issues arising through loss of meaning morale depuration sabotage and cynism as well as differential treatment of the contents of the mission statement and the practical implementation. Communication is also vital component in the organization whose breakdown coupled with systems that are outdated and heightened animosity within the workplace are a result of working hostile environment and may be a cause of complaints from the customers. A management staff turnover and abundant grievances is bound to be demoralized and this is a potential cause of failure (Gersick,1991).

There also exist some latent issues arising through loss of meaning morale depuration sabotage and cynism as well as differential treatment of the contents of the mission statement and the practical implementation. Communication is also vital component in the organization whose breakdown coupled with systems that are outdated and heightened animosity within the workplace are a result of working hostile environment and may be a cause of complaints from the customers. A management staff turnover and abundant grievances is bound to be demoralized and this is a potential cause of failure (Gersick,1991).

Conclusion

The development t process of any organization comprises of stages is succession. Each stage is accompanied by diverse levels of complexity, understanding capacity, empathetic levels and responsibilities. A cohesive relationship with all members of the organization is a process of development of a container that mutually holds entities together enhancing communication, enhancing a proper sharing understanding as well as vulnerabilities. The success in development in the organization helps to pin-point a moment that is of importance in transformation, staff hiring and to converge the organization tension. The isomorphism, interchangeability and dynamic interrelationship in the organizations a structural feature determining the developments in the organization. They thus should be viewed parts acting in interrelationship systems. Each activity within it is multiple as well as reciprocal. See here Customwriting - reliable service https://customwriting.com/write-my-essay

References

Benyamin M. Lichenstein (1997), Journal of Organization Management Vol. 10 No 5

MCB University Press. Pg 393-411.

Connie J.G Gersick (1991) Academy of Management Review Vol. 16 No. 10-36.

Elaine Romanelli, Micheal L. Tushman (1994) Academy of Management Journal vol. 37. No. 5 1141-1166

Harvey Golub, (1996) Recharging American Express Harvard University Press Pg 1-24

Kenneth E Boulding 1956 Management Science Vol. 3 No3. Pg 197-268.

New man S. Peery Junior (1972) General Systems Theory Academic of Management

Journal (Pre-1986) ABI/INFORM Global, Pg 495.

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