Tag: Essential

We can work on Discuss The Ideas That Are Essential While Designing An Organization.

Discuss the ideas that are essential while designing an organization.main post-min 300 words  class mate post reply -150 words  with 2 APA references   Class mate post- Organizational design refers to the entire procedure of defining the hierarchical setup within an organisation or a company. This is done to ensure a clear organisational definition inRead more about We can work on Discuss The Ideas That Are Essential While Designing An Organization.[…]

We can work on Organizational Behavior Name Institution Tutor Date   MEMO To: All employee From: Social Services Department Date: Subject: Teamwork at the Workplace After careful deliberation, the organization management has determined it is necessary to embrace teamwork among the employees. Working together will enhance morale, solve problems, be supportive of each other, enhance creativity, and bring new ideas to the organization. This will go all the way to increasing performance and job satisfaction among the employees. To achieve effective teamwork, there is a need to have a shared purpose. The shared purpose will increase motivation and performance. Therefore the management will put in place the following techniques to achieve team effectiveness; 1. Effective communication 2. Effective conflict management 3. Set the organizational shared purpose 4. Change management To enhance the success of the above strategies, the management will cultivate the culture of effective feedback and encourage team norms for behavior change among the employees. The suggested norms for the teamwork will be effective communication and empathy. The norms will be made explicit by developing the team charter. Team chatter will clarify more on the purpose of the teams and set forth the expected behavior. Please understand that the management is taking these steps to enhance organization performance, job satisfaction among employees, and create incentives for the employees. Thank you for your cooperation, should you have any question, channel it to the social services offices. Part two To From Date Subject: Communication process Dear all, Am glad to share several aspects of effective communication that are essential in public organizations. Some of the aspects I would like to share are communication process, possible threat to the communication process, communication networks, and internal communication. The communication process has four key elements. They include sender, encoding, channel, and decoding. The sender is the source of information; the information might consist of both verbal and nonverbal messages. Encoding is transforming the information to signals for it to be sent via a communication channel. The channel is the medium of information transfer to the recipient, while decoding is the process where the recipient translates the information that is either seen or heard to a concrete meaning that can be internalized. The receiver is the person whom the information was directed to. There are various threats to the communication process. Noise, uncomfortable communication, language barrier, and less active listening are major threats that can affect the communication process. However, a good communication network can solve them. There is three common communication network for an organization. Communication networks play a crucial role in providing information on job opportunities for job applicants. The wheel network illustrates the centralized communication. The communication flow is from one person. The circle communication network is a communication flow from one person to two or three other recipients who are next to them. The star network allows decentralized communication flow among all recipients, while the chain network provides communication flow to all recipients who are at the end of the chain. Lastly, the Y-network is a communication flow among two recipients who are at the center of the network. Regardless of the communication network used in an organization, the communication flow is important to managers as they are supposed to create a positive impression on various stakeholders in the organization. This should be done to reduce the negative effects of poor internal communication Internal communication in an organization involves the communication flow between individuals or groups of people at a different level. The aim of internal communication is to communicate information on design, implementation of designs, and to coordinate the daily activities in the organization. It is vital in business performance since it enhances information sharing on the organization vision, and also it enables the employees to cope with changes that occur in the organization. Therefore poor internal communication has negative impacts on the organization. Some of the effects are poor morale, lower employee performance and productivity, low organization performance, and high employee turnover. Best regards Part three Conflicts and performance In several organizations, conflicts are common occurrences. Often, people in an organization can block the action or decision of another person. According to the study done in the US, employees spent at least 2.1 hours in every week on conflicts. The authors of consulting psychologist found out that conflicts had a huge financial impact on an organization as they, in most cases, disrupted the smooth flow of activities. However, according to organizational behavior research, conflicts can have both positive and negative impacts on the performance of an organization. Functional conflicts align the organizational goals and improve their performance while the dysfunctional conflicts that hurt the workplace relationship, thus affecting the performance. If an organization has low conflict cases, indifferences and lack of discussions on important issues might be the reasons, thus hampering the performance, this is contrary to conflicts that are aligned to the objectives and are less personal. They boost performance. Therefore, conflicts are not all that bad. Performance of an organization can begin to suffer only if the conflicts are too much and begin to be disruptive. Third-party interventions Often leaders are expected to intervene to solve conflicts among the workforce. They are expected to understand individual employee grievances, identify their needs, understand the source of conflict, and give an equal chance to all involved in the conflict to express their feeling about the issue in question. There are several approaches that can be used by leaders to resolve conflicts. Involving a neutral third party can restore a damaged relationship and bring reconciliation through mediation. Mediation is effective as it enhances fairness and satisfaction to both parties. It improves relationships, performance, and workforce morale and reduces the stress among the employees. Therefore leaders should use mediators to solve conflicts as they help the parties reach a consensus through participation, reparation, forgiveness, and reintegration, unlike other conflict resolution techniques. Cross-cultural conflict resolution In situations where there are cultural differences, conflict resolution techniques also differ. Different culture and norms can mold an individual’s personality to either love harmony over discord, be more competitive or even individualistic, be facts oriented, or use emotion appeals for persuasions. The leaders are expected to consider the effect of both local and national cultures on an individual, in terms of their perception about the conflict and how to solve them. They are expected to adapt to changes and always adjust the conflict styles when needed to. Both private and public sector is governed and defined by different organizational cultures. Hence cross-cultural conflict resolution techniques are used. Therefore, leaders should incorporate several skills in resolving cross cultural conflicts. Some of the skills include good listening skills, sensitive to individual needs, be participative, compassionate, and be a mentor, and avoid competition. Bargaining in conflict resolution Often bargaining in conflict resolution begins with building relationships. Creating a good rapport with a partner reduces the chances of the other party getting angry during negotiations. There are two types of bargaining in conflict resolution, distributive and integrative bargaining. Distributive bargaining involves the win-lose strategy while the integrative win-win strategy. Both the approaches are efficient as they enhance economic outcomes and emotional integration among the employees. Also, the techniques are efficient in the public sector as they create mutual relationship among the employees. They can be used in both big and small ways and bring appealing results.

Organizational Behavior Name Institution Tutor Date   MEMO To: All employee From: Social Services Department Date: Subject: Teamwork at the Workplace After careful deliberation, the organization management has determined it is necessary to embrace teamwork among the employees. Working together will enhance morale, solve problems, be supportive of each other, enhance creativity, and bring newRead more about We can work on Organizational Behavior Name Institution Tutor Date   MEMO To: All employee From: Social Services Department Date: Subject: Teamwork at the Workplace After careful deliberation, the organization management has determined it is necessary to embrace teamwork among the employees. Working together will enhance morale, solve problems, be supportive of each other, enhance creativity, and bring new ideas to the organization. This will go all the way to increasing performance and job satisfaction among the employees. To achieve effective teamwork, there is a need to have a shared purpose. The shared purpose will increase motivation and performance. Therefore the management will put in place the following techniques to achieve team effectiveness; 1. Effective communication 2. Effective conflict management 3. Set the organizational shared purpose 4. Change management To enhance the success of the above strategies, the management will cultivate the culture of effective feedback and encourage team norms for behavior change among the employees. The suggested norms for the teamwork will be effective communication and empathy. The norms will be made explicit by developing the team charter. Team chatter will clarify more on the purpose of the teams and set forth the expected behavior. Please understand that the management is taking these steps to enhance organization performance, job satisfaction among employees, and create incentives for the employees. Thank you for your cooperation, should you have any question, channel it to the social services offices. Part two To From Date Subject: Communication process Dear all, Am glad to share several aspects of effective communication that are essential in public organizations. Some of the aspects I would like to share are communication process, possible threat to the communication process, communication networks, and internal communication. The communication process has four key elements. They include sender, encoding, channel, and decoding. The sender is the source of information; the information might consist of both verbal and nonverbal messages. Encoding is transforming the information to signals for it to be sent via a communication channel. The channel is the medium of information transfer to the recipient, while decoding is the process where the recipient translates the information that is either seen or heard to a concrete meaning that can be internalized. The receiver is the person whom the information was directed to. There are various threats to the communication process. Noise, uncomfortable communication, language barrier, and less active listening are major threats that can affect the communication process. However, a good communication network can solve them. There is three common communication network for an organization. Communication networks play a crucial role in providing information on job opportunities for job applicants. The wheel network illustrates the centralized communication. The communication flow is from one person. The circle communication network is a communication flow from one person to two or three other recipients who are next to them. The star network allows decentralized communication flow among all recipients, while the chain network provides communication flow to all recipients who are at the end of the chain. Lastly, the Y-network is a communication flow among two recipients who are at the center of the network. Regardless of the communication network used in an organization, the communication flow is important to managers as they are supposed to create a positive impression on various stakeholders in the organization. This should be done to reduce the negative effects of poor internal communication Internal communication in an organization involves the communication flow between individuals or groups of people at a different level. The aim of internal communication is to communicate information on design, implementation of designs, and to coordinate the daily activities in the organization. It is vital in business performance since it enhances information sharing on the organization vision, and also it enables the employees to cope with changes that occur in the organization. Therefore poor internal communication has negative impacts on the organization. Some of the effects are poor morale, lower employee performance and productivity, low organization performance, and high employee turnover. Best regards Part three Conflicts and performance In several organizations, conflicts are common occurrences. Often, people in an organization can block the action or decision of another person. According to the study done in the US, employees spent at least 2.1 hours in every week on conflicts. The authors of consulting psychologist found out that conflicts had a huge financial impact on an organization as they, in most cases, disrupted the smooth flow of activities. However, according to organizational behavior research, conflicts can have both positive and negative impacts on the performance of an organization. Functional conflicts align the organizational goals and improve their performance while the dysfunctional conflicts that hurt the workplace relationship, thus affecting the performance. If an organization has low conflict cases, indifferences and lack of discussions on important issues might be the reasons, thus hampering the performance, this is contrary to conflicts that are aligned to the objectives and are less personal. They boost performance. Therefore, conflicts are not all that bad. Performance of an organization can begin to suffer only if the conflicts are too much and begin to be disruptive. Third-party interventions Often leaders are expected to intervene to solve conflicts among the workforce. They are expected to understand individual employee grievances, identify their needs, understand the source of conflict, and give an equal chance to all involved in the conflict to express their feeling about the issue in question. There are several approaches that can be used by leaders to resolve conflicts. Involving a neutral third party can restore a damaged relationship and bring reconciliation through mediation. Mediation is effective as it enhances fairness and satisfaction to both parties. It improves relationships, performance, and workforce morale and reduces the stress among the employees. Therefore leaders should use mediators to solve conflicts as they help the parties reach a consensus through participation, reparation, forgiveness, and reintegration, unlike other conflict resolution techniques. Cross-cultural conflict resolution In situations where there are cultural differences, conflict resolution techniques also differ. Different culture and norms can mold an individual’s personality to either love harmony over discord, be more competitive or even individualistic, be facts oriented, or use emotion appeals for persuasions. The leaders are expected to consider the effect of both local and national cultures on an individual, in terms of their perception about the conflict and how to solve them. They are expected to adapt to changes and always adjust the conflict styles when needed to. Both private and public sector is governed and defined by different organizational cultures. Hence cross-cultural conflict resolution techniques are used. Therefore, leaders should incorporate several skills in resolving cross cultural conflicts. Some of the skills include good listening skills, sensitive to individual needs, be participative, compassionate, and be a mentor, and avoid competition. Bargaining in conflict resolution Often bargaining in conflict resolution begins with building relationships. Creating a good rapport with a partner reduces the chances of the other party getting angry during negotiations. There are two types of bargaining in conflict resolution, distributive and integrative bargaining. Distributive bargaining involves the win-lose strategy while the integrative win-win strategy. Both the approaches are efficient as they enhance economic outcomes and emotional integration among the employees. Also, the techniques are efficient in the public sector as they create mutual relationship among the employees. They can be used in both big and small ways and bring appealing results.[…]

We can work on Organizational Behavior Name Institution   Organizational Behavior Prompt 5A The aphorism “culture eats strategy for breakfast” implies that a single ideology cannot achieve an organization’s success without being supported by key strategies. Thus, organizational leaders have to maintain cultural coherence across all departments, particularly in determining corporate strategy. Strategy, capabilities, and culture need to be aligned for best results (Riccucci, 2014). All teams need to be engaged in every activity to promote positive organizational behavior. In an organization, I would use this thinking to encourage better working strategies that engage all subordinates in across all organizations portfolios. I would also use culture when drafting an organizational strategy. Consequently, maintaining cultural coherence in the organization succeeds when leaders incorporate capabilities, knowledge, and strategies effectively. Prompt 5B Setting goals to direct organizational performance is a sign that the organization has a definite target to achieve. One of the attributes of goals is that they serve as a direct function since they direct attention and effort towards the achievement of the organization’s activities. The second aspect of goals is that they have an energizing function (Locke, & Latham, 2002). Great or high goals lead to more exceptional achievements than small goals. When the leader sets top targets, which may seem unachievable, more significant efforts are channeled towards their, unlike when low goals are set (Locke, & Latham, 2002). When a team has more significant targets to achieve, they have higher self-efficacy than those working towards a lower target. The third attribute is that goals affect persistence as continuous success inspires people to work for higher achievement after achievement of tasks at hand. The last quality is that goals affect action indirectly by enhancing arousal, discovery, and leading to task recovery by directing essential knowledge and strategies. In the organization, I would use goals more effectively by inviting the subordinates to take part in the goal-setting exercise. By making employees set goals will motivate them to work towards achieving the specific goals as they would feel appreciated and recognized. This theory will also make other subordinates to own the goals hence embrace efficacy and persistence in achieving them. Goals can be used to promote collaborative behavior in the workplace (Locke, & Latham, 2002). Consequently, goal setting and implementation strategies that positively impact organizational culture. During my internship program at Scripps Health in the HR Department, I was involved in a goal setting activity. The CEO organization welcomed all the subordinates to contribute to the process. The experience helped me to develop an insight over the importance of having inclusive leadership as it helps in motivating employees and other stakeholders to work towards the same goals.   References Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist, 57(9), 705. Riccucci, N. M. (2014). Leadership and the transformation of a major institution: Charles Rossotti and the Internal Revenue Service. In Serving the Public Interest: Profiles of Successful and Innovative Public Servants (pp. 24-35). Routledge.

Organizational Behavior Name Institution   Organizational Behavior Prompt 5A The aphorism “culture eats strategy for breakfast” implies that a single ideology cannot achieve an organization’s success without being supported by key strategies. Thus, organizational leaders have to maintain cultural coherence across all departments, particularly in determining corporate strategy. Strategy, capabilities, and culture need to beRead more about We can work on Organizational Behavior Name Institution   Organizational Behavior Prompt 5A The aphorism “culture eats strategy for breakfast” implies that a single ideology cannot achieve an organization’s success without being supported by key strategies. Thus, organizational leaders have to maintain cultural coherence across all departments, particularly in determining corporate strategy. Strategy, capabilities, and culture need to be aligned for best results (Riccucci, 2014). All teams need to be engaged in every activity to promote positive organizational behavior. In an organization, I would use this thinking to encourage better working strategies that engage all subordinates in across all organizations portfolios. I would also use culture when drafting an organizational strategy. Consequently, maintaining cultural coherence in the organization succeeds when leaders incorporate capabilities, knowledge, and strategies effectively. Prompt 5B Setting goals to direct organizational performance is a sign that the organization has a definite target to achieve. One of the attributes of goals is that they serve as a direct function since they direct attention and effort towards the achievement of the organization’s activities. The second aspect of goals is that they have an energizing function (Locke, & Latham, 2002). Great or high goals lead to more exceptional achievements than small goals. When the leader sets top targets, which may seem unachievable, more significant efforts are channeled towards their, unlike when low goals are set (Locke, & Latham, 2002). When a team has more significant targets to achieve, they have higher self-efficacy than those working towards a lower target. The third attribute is that goals affect persistence as continuous success inspires people to work for higher achievement after achievement of tasks at hand. The last quality is that goals affect action indirectly by enhancing arousal, discovery, and leading to task recovery by directing essential knowledge and strategies. In the organization, I would use goals more effectively by inviting the subordinates to take part in the goal-setting exercise. By making employees set goals will motivate them to work towards achieving the specific goals as they would feel appreciated and recognized. This theory will also make other subordinates to own the goals hence embrace efficacy and persistence in achieving them. Goals can be used to promote collaborative behavior in the workplace (Locke, & Latham, 2002). Consequently, goal setting and implementation strategies that positively impact organizational culture. During my internship program at Scripps Health in the HR Department, I was involved in a goal setting activity. The CEO organization welcomed all the subordinates to contribute to the process. The experience helped me to develop an insight over the importance of having inclusive leadership as it helps in motivating employees and other stakeholders to work towards the same goals.   References Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist, 57(9), 705. Riccucci, N. M. (2014). Leadership and the transformation of a major institution: Charles Rossotti and the Internal Revenue Service. In Serving the Public Interest: Profiles of Successful and Innovative Public Servants (pp. 24-35). Routledge.[…]

We can work on The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Student’s Name Institutional Affiliation The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Part 1 Walt Disney Company has experienced various strategic issues. One of the issues is that the company has lost a significant percentage of its subscribers in the “Entertainment and Sports Programming Network (ESPN).” Currently, the company’s ESPN has few consumers compared to previous years. The primary reason why consumers have shifted from ESPN is the emergence of less expensive internet platforms (Alcacer et al., 2019). Before, customers watched sports with Disney, but currently, they can watch video sports using cheaper internet platforms. Over the years, the market position of Walt Disney had been high. The high market position was obtained through the company’s appeal to customers by charging low prices. People, especially young adults, prefer watching sports and as a result, they invest most of their time in viewing sports, which means that they cannot pay higher prices for internet platforms that provide sports videos. The causes of issues faced by the company include resources and market factors. Company resources include both physical and human resources. Human resources consist of brand names and intellectual capital, while physical resources include distribution networks and plants (Dyer et al., 2019). In this case, although Disney Company has advanced technologically, its “ESPN” brand name has caused customers leave the platform because of the increased charges. Regarding market factors, Alcacer et al. (2019) affirm that, ESPN has caused Walt Disney Company to experienced intense competition from its rivals. The company primarily deals with entertainment, which focuses on the tastes and preferences of consumers. The fierce competition has caused a reduction in the company’s revenue. Besides, the management of the company does not aim at the deliberate approaches of meeting consumer demands. Consequently, the company has been criticized whenever it releases new sports videos in the market. Walt Disney has not been able to attract new consumers and, therefore, it has been a challenge for the company to enhance an excellent market position by concentrating on the customer’s preferences and tastes. Walt Disney Company can address strategic issues by realizing the best action. For instance, analyzing the company’s value chain will help in achieving its operational goals and strategy. Although the company lost its ESPN platform, it can create synergies by customizing and combining resources with another company. For instance, if Disney acquires Pixar, the independency or resource combination will enable Disney Firm to increase its profits. Moreover, the company can change its operations to sustain quality and decrease prices. Lowering prices and sustaining the quality of services offered will help in maintaining the current consumers, and restore the customers lost by the company to its rivals. Furthermore, the company can focus on dealing with educative and motivational films, because customers do not criticize educative products and will remain attentive to educational films concerned with their social and business lives. Part 2 Should Disney Pursue the Acquisition of Pixar? Dyer et al. (2019) speculate that, companies perceive alliances and acquisitions as strategies that spur growth. However, alliances and acquisitions strategies have unique disadvantages and advantages. Companies that ignore the differences, risk in purchasing firms they should have allied, or allying enterprises they should have bought. For that reason, it is imperative for a company to acknowledge when to use the ally and acquire strategies. For instance, if a company desires to generate collaborations by integrating its efforts and another firm’s efforts, it should ally with the firm. However, if the said company seeks to combine production plants to acquire synergies, the company should purchase the firm to regulate economies of scale. .For example, Disney Company requires physical resources such as animation. Animation is essential to the corporate strategy of Disney Company, since the characters from Disney’s animated films increase company sales. In 2012, the aggregate revenue of Disney Company was composed of human and physical resources such as resorts, parks, internet, consumer products, studio entertainment, and media networks (Dyer et al., 2019). Therefore, revenue will increase highly if Disney acquires Pixar. Although Disney Company will experience a financial risk amounting to $7.4 billion, the amount is not small for the company. Also, the acquisition will result in overlapping and overstaffing of businesses and sectors. For example, the businesses and sectors of Pixar Company are similar to those of Disney, which could cause a substantial reduction in profit and a rise in workforce cost. Consequently, the acquisition will be influenced by market factors. For example, it will cause an increase in competition, because of increased advancements of the techniques used by the companies rivals (Alcacer et al., 2019). As a result, the Company can acquire synergies by retaining significant employees and motivating them to be more productive. The company should focus on solving the stability problems of the acquired company by creating adequate space for employees’ improvement. Moreover, Disney Company should adjust salaries and awards adequately, and ensure that the leading technology and creativity talents remain locked in the combined syndicate. Also, the company should focus on avoiding unmerited expenditures caused by certain behaviors and overlapping of departments. The new company will generate innovative ideas and reduce its operational cost. Acquiring the Pixar Company will increase Disney’s market power. Pixar Company has ten years of registered animation technology, which cannot be purchased by other companies. Furthermore, the total box of Pixar doubles that of Disney, indicating that acquisition will enable Disney to have a stronger market power (Alcacer et al., 2019). Furthermore, the quality standard, creativity, and 3-D technology of Pixar Company will enable Disney to increase its diversification and reduce its operational costs. The acquisition will help the two companies to establish mutual goals through excellent communication by retaining the creativity and unique features of the acquired company. References Alcacer, J., Collis, D., & Furey, M. (2019). The Walt Disney Company And Pixar Inc.: To Acquire of Not to Acquire. Harvard Business School. Dyer, J., Kale, P., & Singh, H. (2019). When to Ally and When to Acquire. Harvard Business Review.

The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Student’s Name Institutional Affiliation The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Part 1 Walt Disney Company has experienced various strategic issues. One of the issues is that the company has lost a significant percentage of itsRead more about We can work on The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Student’s Name Institutional Affiliation The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire Part 1 Walt Disney Company has experienced various strategic issues. One of the issues is that the company has lost a significant percentage of its subscribers in the “Entertainment and Sports Programming Network (ESPN).” Currently, the company’s ESPN has few consumers compared to previous years. The primary reason why consumers have shifted from ESPN is the emergence of less expensive internet platforms (Alcacer et al., 2019). Before, customers watched sports with Disney, but currently, they can watch video sports using cheaper internet platforms. Over the years, the market position of Walt Disney had been high. The high market position was obtained through the company’s appeal to customers by charging low prices. People, especially young adults, prefer watching sports and as a result, they invest most of their time in viewing sports, which means that they cannot pay higher prices for internet platforms that provide sports videos. The causes of issues faced by the company include resources and market factors. Company resources include both physical and human resources. Human resources consist of brand names and intellectual capital, while physical resources include distribution networks and plants (Dyer et al., 2019). In this case, although Disney Company has advanced technologically, its “ESPN” brand name has caused customers leave the platform because of the increased charges. Regarding market factors, Alcacer et al. (2019) affirm that, ESPN has caused Walt Disney Company to experienced intense competition from its rivals. The company primarily deals with entertainment, which focuses on the tastes and preferences of consumers. The fierce competition has caused a reduction in the company’s revenue. Besides, the management of the company does not aim at the deliberate approaches of meeting consumer demands. Consequently, the company has been criticized whenever it releases new sports videos in the market. Walt Disney has not been able to attract new consumers and, therefore, it has been a challenge for the company to enhance an excellent market position by concentrating on the customer’s preferences and tastes. Walt Disney Company can address strategic issues by realizing the best action. For instance, analyzing the company’s value chain will help in achieving its operational goals and strategy. Although the company lost its ESPN platform, it can create synergies by customizing and combining resources with another company. For instance, if Disney acquires Pixar, the independency or resource combination will enable Disney Firm to increase its profits. Moreover, the company can change its operations to sustain quality and decrease prices. Lowering prices and sustaining the quality of services offered will help in maintaining the current consumers, and restore the customers lost by the company to its rivals. Furthermore, the company can focus on dealing with educative and motivational films, because customers do not criticize educative products and will remain attentive to educational films concerned with their social and business lives. Part 2 Should Disney Pursue the Acquisition of Pixar? Dyer et al. (2019) speculate that, companies perceive alliances and acquisitions as strategies that spur growth. However, alliances and acquisitions strategies have unique disadvantages and advantages. Companies that ignore the differences, risk in purchasing firms they should have allied, or allying enterprises they should have bought. For that reason, it is imperative for a company to acknowledge when to use the ally and acquire strategies. For instance, if a company desires to generate collaborations by integrating its efforts and another firm’s efforts, it should ally with the firm. However, if the said company seeks to combine production plants to acquire synergies, the company should purchase the firm to regulate economies of scale. .For example, Disney Company requires physical resources such as animation. Animation is essential to the corporate strategy of Disney Company, since the characters from Disney’s animated films increase company sales. In 2012, the aggregate revenue of Disney Company was composed of human and physical resources such as resorts, parks, internet, consumer products, studio entertainment, and media networks (Dyer et al., 2019). Therefore, revenue will increase highly if Disney acquires Pixar. Although Disney Company will experience a financial risk amounting to $7.4 billion, the amount is not small for the company. Also, the acquisition will result in overlapping and overstaffing of businesses and sectors. For example, the businesses and sectors of Pixar Company are similar to those of Disney, which could cause a substantial reduction in profit and a rise in workforce cost. Consequently, the acquisition will be influenced by market factors. For example, it will cause an increase in competition, because of increased advancements of the techniques used by the companies rivals (Alcacer et al., 2019). As a result, the Company can acquire synergies by retaining significant employees and motivating them to be more productive. The company should focus on solving the stability problems of the acquired company by creating adequate space for employees’ improvement. Moreover, Disney Company should adjust salaries and awards adequately, and ensure that the leading technology and creativity talents remain locked in the combined syndicate. Also, the company should focus on avoiding unmerited expenditures caused by certain behaviors and overlapping of departments. The new company will generate innovative ideas and reduce its operational cost. Acquiring the Pixar Company will increase Disney’s market power. Pixar Company has ten years of registered animation technology, which cannot be purchased by other companies. Furthermore, the total box of Pixar doubles that of Disney, indicating that acquisition will enable Disney to have a stronger market power (Alcacer et al., 2019). Furthermore, the quality standard, creativity, and 3-D technology of Pixar Company will enable Disney to increase its diversification and reduce its operational costs. The acquisition will help the two companies to establish mutual goals through excellent communication by retaining the creativity and unique features of the acquired company. References Alcacer, J., Collis, D., & Furey, M. (2019). The Walt Disney Company And Pixar Inc.: To Acquire of Not to Acquire. Harvard Business School. Dyer, J., Kale, P., & Singh, H. (2019). When to Ally and When to Acquire. Harvard Business Review.[…]

We can work on Select a tool that is essential to the analysis of an organization’s financial status and explain it in detail.

Healthcare organizations have formalized accounting systems that track the financial status of the organization. Financial managers need to perform the necessary task of compiling financial reports, which are sets of financial statements. There are numerous tools that are essential for understanding the financial condition of an organization. Using the readings for the week, the OnlineRead more about We can work on Select a tool that is essential to the analysis of an organization’s financial status and explain it in detail.[…]

We can work on   The strategic planning process is essential for all organizations. Strategic

  The strategic planning process is essential for all organizations. Strategic plans help organizations’ leaders and stakeholders keep sight of their missions and visions, achieve their goals and objectives, and address their challenges and issues. As a health care leader, you must be able to develop a strategic plan and use it to drive yourRead more about We can work on  
The strategic planning process is essential for all organizations. Strategic[…]

We can work on Attachment theory-Understanding the essential Bond

Attachment theory-Understanding the essential Bond John Bowlby pioneered “Attachment theory” In 1958, psychologist John Bowlby pioneered “attachment theory,” the idea that the early bond between parent and child is critical to a child’s emotional development. Since then, scientists have discovered that insecure attachment during formative years can significantly stress both the developing brain and body,Read more about We can work on Attachment theory-Understanding the essential Bond[…]