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管理学essay范文—Stakeholder Conflict in BASF SE

论文价格: 免费 时间:2022-09-16 10:37:15 来源:www.ukassignment.org 作者:留学作业网

管理学essay范文—巴斯夫公司的利益相关者冲突,本文是一篇留学生管理专业的Essay写作格式参考范文。巴斯夫还是世界上最大的化工公司。这家公司的总部设在德国,它的名字是Badische Anilin und Soda- fabrik(巴登苯胺和苏打工厂)的缩写。截至2009年底,它在德国拥有超过5万名员工,整个组织共有11万人。在下一段中,我将讨论组织中不同利益相关者之间可能出现的利益冲突,并给出可能出现的冲突的解决方案。以下是管理学essay范例写作的全部内容,是一篇符合国外大学Essay写作格式要求的范文,供参考。

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BASF SE is also the biggest chemical company in the world. This company is headquartered in Germany and its name stands for Badische Anilin- und Soda-Fabrik (Baden Aniline and Soda Factory). In the end of year 2009, it has more than 50,000 employees in Germany and a total of 110,000 people in the whole organization. In the following paragraph, I will discuss the conflicts of interest that could arise between different stakeholders in the organization as well as giving solutions to the possible conflicts that arise.

Stakeholder is defined as a group that can make an impact on the organization and its business. The definition of the stakeholders to be exact is teams where the organization must have to exist (Fisher, 2003).

In this organization, there are a few stakeholders that can be seen. The highly ranked position is the CEO (chief executive officer), where he is in charge of the whole management in the organization. This is a position chose in the organization reporting to board of directors. He holds the responsibility for a few actions in the organization. His role is to alter the company, in terms of internal and external by utilizing his strategic vision. However, the main responsible is to ease business outside of the company. In the midst of achieving the goals of the organization, he guides employees and other people in the management team as well to go along with him. His initiatives taken are all to meet the objectives of the organization.

在这个组织中,可以看到一些涉众。排名靠前的职位是CEO(首席执行官),他负责整个组织的管理。这是在向董事会报告的组织中选择的职位。他对这个组织的一些行为负有责任。他的角色是改变公司,在内部和外部利用他的战略眼光。然而,主要的责任是缓解公司外部的业务。在实现组织目标的过程中,他也会引导员工和管理团队中的其他人跟随他。他所采取的行动都是为了实现该组织的目标。

Part of this organization is a small chemical refinery where it gives the CEO a few problems left by the previous CEO. Currently he needs to clear up the situation left by the previous management.

The second stakeholders are employees. The employee gives their expertise and does the detached activity related to economic production. In fact, the accurate meaning of employee is any person hired to do a job. Nowadays, such a term carries the meaning of possessing a relation among the organization and individual but not similar relationship as the client with customers. They are also people who helps the organization meets its target and goal while able to enjoy the benefits of improved financial rewards as time passes. They can also make big impact in the organization.

The third stakeholder is the public. The public have certain expectations to see benefits from the organization which is successful. They also depend on the organization to be successful in economic viability and their social and recreational infrastructure (Holme, 2008). All parties including the retailers and service companies in the area gain success of the organization as well. The economic will fluctuate when huge factories shuts down, while it will rise when many amenities are developed.

第三个利益相关者是公众。公众对组织的成功有一定的期望。他们还依赖于组织在经济可行性和他们的社会和娱乐基础设施方面的成功(霍尔姆,2008)。包括该地区的零售商和服务公司在内的各方也获得了组织的成功。当大型工厂关闭时,经济会波动,而当许多便利设施发展起来时,经济会上升。

Newspaper is a main media to communicate to customers, as it is effective because almost everyone has got home delivery of newspaper. Most of the hotels also buy those newspapers in a thousand copies a day in bulk to give their guests. It is cost effective and wide reach. It is flexible that newspaper can get at anywhere and anytime. Readers of the newspapers tend to perceive from the advertisements and getting positive feeling towards the brand. However, the life span of newspaper is short as many people do not read the same contents again and again. The average life span of daily newspaper is only 24 hours, so the life span of the advertisement is limited.

Television is an expensive media to use, but it subject to competitive clutter and it brings brand images to life and adds personality to a brand. Advertisement in television actually aims to increase product awareness and remind the brand of the product. Television

Virtually, there have heavy users of radio and nearly 100% of all households have radio in any third world country because of the radio is cheaper than other media. The purposes potential customers listen to the radio are to relax them, gain more information and spend their free time. This stakeholder can build a well awareness and strong brand image among customer.


Relationship Conflict关系冲突

When interpersonal incompatibilities do happen within the stakeholders, the relationship conflict will arise. As an example, are some incompatibilities emotions such as unfriendly, tension and depress among group members. When conflict in relationship has happened, the attention of the stakeholders has passed to how to solve conflict of personal and how to avoid this conflicts which will interfere with stakeholders productivity.

当利益相关者内部发生人际不相容时,就会产生关系冲突。例如,群体成员之间存在着不友好、紧张、压抑等不相容情绪。当关系发生冲突时,利益相关者的注意力已经转移到如何解决个人冲突以及如何避免这种会影响利益相关者生产力的冲突上。

Task Conflict任务冲突

When several arguments and misunderstandings happen like differences in viewpoints, ideas and perspective in group, task conflict will happen. Conflict about the chore is a nuisance among stakeholders doing daily jobs due to the interference together. Task-related conflicts might also create tension, antagonism between stakeholders, negative cooperation in the future and also unhappiness. In the stakeholder of the organization, in response to any form of arguments and misunderstanding, frustration and dissatisfaction will occur among group members. Of course, the task conflict also benefits the creativity groups. It carries the definition where conflict of task can minimize conflict among group performance and individuals effectively.

Process Conflict处理冲突

Many work group performance are seem to be detrimental to productive work processes: when a team brainstorms on their roles played in the organization, completion of task are longer, stakeholders interrupted by the uncertainty that the conflict produced, and they frequent show the motivation to leave or change groups. In this case, the process conflict is under observation in value of time. Different groups are to some extent insensitive to the deadlines, while the other stakeholders are always hurrying to the project goal. As far as production is concerned, the stakeholders in organization are tending to be less careful for the quality; however, others are less creative than the stakeholders.

Crisis of Cultural Differences文化差异的危机

The personnel management of the cross-cultural issues:

Culture is one of the sources of crisis. Cultural differences will lead to nuisance and disaster in group. In the organization, the present director’s leadership style differs a lot with the style of the predecessor.

Motivation in the management of cross-cultural issues:跨文化问题管理中的动机:

Motivation to the various means people can not afford the interest of personal creativity difficult to mobilize; for the stakeholders strong demand, leaders collects ownership was underestimated.

Communication Management of cross-cultural issues:跨文化问题的沟通管理:

Some problems appear with the multi-culture background of stakeholders: language barriers; communication barriers and low efficiency of communication.

Solutions解决方案

First of all, a full report on the quantity and type of chemicals which caused an amount of damage should be collected. These waste could make an impact and costly in the process of cleaning them up as well as rebuilding the company infrastructure. With a report taken, the situation will be known and also able to proceed to the best course of action to be taken.

Next, a meeting will be conducted among stakeholders to discuss such a matter in detail. In fact, the past steps taken will not be used and a better recommendation will be given. The toxic waste will have to be cleaned up and we must come up with a schedule on when and how it is to be done. Even though it is stated that a clean- up can begin in two years, we need to identify when we will be able to complete the task and at what cost. A discussion on how the organization obtains funds to start the process should also be held.

接下来,将召开利益相关者会议,详细讨论这一问题。事实上,过去采取的步骤将不会被使用,并将给出一个更好的建议。有毒废料必须清理,我们必须制定一个时间表,确定何时以及如何清理。尽管据说清理工作可以在两年内开始,但我们需要确定何时能够完成这项任务,以及以什么代价完成这项任务。此外,还应讨论如何获得启动这一过程的资金。

A press conference has to be held to inform the public about what has happened. Stakeholders should be engaged and informed in no uncertain terms that while the organization has made mistakes in the past, they will try their best to change and also get support when necessary. As this is a big conflict, it must be solved so that the organization will not be troubled by such issue in future.

During the press conference, the speech and also content should be well prepared, so that no additional conflicts will arise. It should be well taken into consideration that most of the stakeholders will know and react to the conference held. The situation of the organization should be explained clearly and honestly in the conference and at the same time not conceal the truth. The date of conference should also be set wisely. If things are rushed, the stakeholders might not be able to accept it and turn unhappy. This is because if announcement are made just before the possible actions taken, there might be a public outrage about why the company avoided disclosing such information for so long. A question and answer session should be held after the conference as well.

The organization should also pay for stakeholders which suffer negatively due to the conflicts arise among them. By solving this problem in monetary terms, the company can also control the situation and also prevent a class action lawsuit that may arise and possibly drain the company’s finances.

Effective Empowerment with Trust有效授权与信任

Forrester (2000) stated that empowerment focus on the company power from upper management down to lower management levels. Empowerment is a minor role in motivation which provides greater responsibility and power to stakeholders in the group.

Yukl (1994) argued that trust among stakeholders does play a key part in the implementation of empowerment strategy. Correct leadership gives up control of the authority and releases to stakeholders, trust will be shown to the group to assist them in meeting goals of theirs. Stakeholders who are given trust will make a commitment to hold up the trust and will work harder to complete their task. In a health empowerment working environment, stakeholders will feel their responsibility not for doing one job, but to ensure an entire group’s work to be better. Thereby the stakeholder is a decision maker and not a follower. Each stakeholder member can realize that they are a part of the group and they are valuable.

Yukl(1994)认为利益相关者之间的信任在授权战略的实施中确实发挥了关键作用。正确的领导放弃对权力的控制和对利益相关者的释放,将信任展示给团队,以帮助他们实现他们的目标。得到信任的利益相关者会承诺坚守信任,并会更加努力地完成任务。在一个健康赋权的工作环境中,利益相关者会感到他们的责任不是做一项工作,而是确保整个团队的工作做得更好。因此,利益相关者是决策者,而不是追随者。每个涉众成员都能意识到他们是团队的一部分,他们是有价值的。

Stakeholders are not only reactors to the organizations demands but also an initiator of task. Stakeholders will come to understand that they are able to perform what they wish to do and able to meet their goals. From effective empowerment, each stakeholder feels that they can let go creative energy and learning new skills to meet new challenge at work.

Lastly, group member’s morale will be impacted by the effective empowerment. Because group members can control their own future and end products, the work will become exciting, enjoyable, and meaningful. Group members who have higher morale with pleasant working atmosphere will promote job performance and member satisfaction.

“Leadership must be involved in a continuous challenge to give up strict control over the work and unlock the potential capabilities of employees by promoting empowering initiatives” (Taborda 2000, p.43).

In this organization, the CEO can use effective empowerment strategy which includes building mutual trust working environment, providing adequate resources, and offering members authority and freedom to make decisions without interference. Thus empowerment will foster harmony within group and bring great help for the stakeholders towards the improvement of job performance and member satisfaction.

在这个组织中,CEO可以使用有效的授权策略,包括建立相互信任的工作环境,提供足够的资源,并为成员提供不受干扰的决策权威和自由。因此,授权可以促进团队内部的和谐,对利益相关者的工作绩效和成员满意度的提高有很大的帮助。

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