Sample Dissertations

Organization Culture, Strategy and Leadership

Organization Culture, Strategy and Leadership Project – Strategy formulation is one of the responsibilities and roles of effective leadership (John & Allen 1998, p. 45). According to John & Allen (1998, p. 45-46), the perspective of strategy assumes assumptions of the task of leadership especially due the emphasis given to guiding, shaping and controlling the organization environment.

Effective strategy formulation is one of the essential elements of ensuring the business success. Failure by the business executives to exhibit effective strategy formulation could lead to the failure of the business. As such ensure effective strategy formulation within the organization requires the managers and the business executives to exhibit strong leadership skills. Strategy and leadership cannot be alienated as one influences the other (John & Allen 1998, p. 47).

A strategy is an action or a plan designed within the organization for the purpose of achieving an overall or a major goal. On the other hand, leadership can be described as the ability to influence others towards a particular direction within the organization (Pride, Hughes & Kapoor 2010, p. 201).

This paper will analyze Wal-Mart stores generic business strategy, organization culture and formal organization structure. Wal-Mart store is multinational retail store operating a chain of hypermarkets, grocery stores, and discount department stores. Studies show Wal-Mart as the most profitable retail store in the world. Currently, Wal-Mart operates in 26 countries outside of the United States (Vosburgh 2011, p. 10).

Generic Business Strategy

A generic business strategy can be described as the strategy that is adopted by a business to gain a competitive edge over its competitors in the industry (Goldman & Nieuwenhuizen 2006, p. 22). Goldman & Nieuwenhuizen (2006, p. 23) argues that a generic business strategy is vital to the success of the business especially in a competitive industry.

Michel Porter designed three generic strategies that can be used by a business to gain a competitive advantage in the market. The porter’s generic strategy is used to describe how an organization can pursue a competitive edge within its market scope (Tanwar 2013, p.13). The modern business world is characterized by increased competition. As such to ensure business survival it is essential for the business to pursue activities that would give it a competitive advantage over the competitors within the industry.

Competitive advantage is the distinct feature of the business that gives it an edge over the competitors in the market. The more competitive business is, the better the chance for the business to survive in the current global market. According to Tanwar, R., 2013, p. 13-15) Porter identified three generic strategies which include cost leadership, differentiation, and focus.

To ensure efficient utilization of organization resources, porter argues an organization must choose only one of the three strategies. The porter’s generic strategies show the relationship between the strategies of cost reduction, market focus, and the product differentiation.

In the argument of Porter, an industry has various segments that can be exploited by the organization. To gain a competitive advantage over the rivals, a business is expected to make a choice about the kind of competitive advantage that it seeks and its scope.

The basic types of competitive advantage include product differentiation and lower cost. Making the choice on the appropriate strategy for the business requires proper leadership skills. Choosing an inappropriate strategy could lead to the loss of organization competitiveness within the industry. As such it is appropriate for the business to ensure enough resources are devoted to conducting research for the purpose of understanding the industry.

In the argument of Stankeviciute, Grunda & Bartkus 2012, p. 1201) Wal-Mart is ranked as one f the most successful retail store in the world. The company success largely is associated with its cost reduction strategies. Wal-Mart stores operate in the retail sector that is largely characterized by huge competition not only from the large stores but also from small scale traders (Stankeviciute et al. 2012, p. 1202).

Stankeviciute et al. (2012, p. 1202-1204) further argue to survive in the retail industry and to ensure organization competitiveness an organization needs to establish itself as the cost leader. The Wal-Mart use of the cost leadership strategy and its integration with the porter’s five forces has provided the company a competitive advantage in the industry enabling the company to be ranked as one of the must successful retails stores.

The adoption of cost leadership strategy by Wal-Mart has to some extend acted as the price barrier within the industry thus reducing the number of competitors. Wal-Mart has adopted various strategies to ensure the success of its core cost leadership strategy. Some of the strategies adopted by Wal-Mart to ensure cost reduction include the adoption of technology, elimination of stock holding costs and sourcing its products directly from the manufacturers’ thus eliminating wholesalers cost (Stankeviciute et al. 2012, p. 1203).

In the argument of Stankeviciute et al. (2012, p. 1203-1205) Wal-Mart has also adopted waste reduction measures by investing in a stock management system that helps monitor stock levels in real time. The stock management system has been instrumental in minimizing waste costs. Wal-Mart adoption of cost leadership as its generic business strategy has enabled the company to achieve its low-cost price strategy.

Adopting a cost leadership strategy is essential to business since it enables a business to charge a relatively low price compared to the price of the competitors. Charging a low price can act as a barrier to entry of new competitors and can also drive away the existing competitors due to continued sustained loses. In the case for Wal-Mart cost leadership strategy has enabled the business to control a large market share in the industry and create a competitive advantage for the company.

To maximize its sales, Wal-Mart also discounts its products since it has a significant cost advantage over its rivals in the industry. To ensure effective cost-leadership strategy a close cooperation between all the areas of the business is required. As such effective leadership is required in all the functional areas of the business (Stankeviciute et al. 2012, p. 1205).

Organization Culture

In the recent past, there has been a growing concern in the manner in which organizations conduct business. One of the components that have been identified as essential in growing the business is the organization culture. According to Schein (2010, p. 96), organization culture is the shared experiences, norms, and beliefs within the organization.

As a leadership concept, organization culture can influence the success or the failure of an organization. It is the responsibilities of the business leaders to impose the right culture in the organization. In the argument of Schein (2010, p. 97) organization culture is influenced by various factors. One of the factors influencing organization culture is leadership.

To a large extent, organization culture is influenced by the business leadership. The attitude of the business leaders can determine whether the business will succeed or fail. As such leader’s attitude could form the basis of the organization culture. Often employees within the organization look up to their leaders for direction and guidance.

Therefore, the way the leaders interact with their employees and solve the day-to-day challenges forms a basis of the organization culture (Sadri& Lees 2001, p. 854). The organization culture is also likely to be created by what leaders reward and punish, pay attention to and allocate resources.

According to Sadri & Lees (2001, p. 854), the organization culture influences the organization strategy. An organization is more likely to be successful if the organization culture has a close relation with the business strategy. The business leaders should thus ensure that the organization has the right culture that supports the business strategy. The organization culture influences the manner in which things are done in the organization. Organizational culture is, therefore, central to the operations of the business and its success (Klein 2011, p.23).

The success of Wal-Mart has been attributed to the organization culture. Wal-Mart has been described as having a strong and pervasive culture that gives the company a competitive advantage in the market. The culture of Wal-Mart is attributed to have been formed by the founder Sam Walton.

Wal-Mart has managed to retain its organization culture elements since it started operating. The organization culture of Wal-Mart is created around the brand and the image of the company. According to Klein (2011, p.24), the organization culture of the organization can be assessed by having an understanding of its behaviors and artifacts, shared perspectives, awareness and the unconscious assumptions of the business.

Studies indicate that the organization culture has an influence on the performance of the organization (Davies 2007, p.6). It is therefore highly likely that successful businesses are supported by a strong organization culture. Various studies conducted on Wal-Mart stores indicate that the company has a strong organization culture which is the driving force of its success. The organization culture of Wal-Mart has contributed to the company recognition by both the insiders and the outsiders of the company (Jacques, et al. 2003, p. 514).

According to Davies (2007, p.9-14) Wal-Mart organization culture is characterized by; first, strong leadership- Wal-Mart has adopted both the transformational and the transactional leadership styles. The transformational leadership is described as the type of leadership that changes the life of the community and people in the area in which the leader operates.

Transformational leadership has been at the center of Wal-Mart. Wal-Mart has been able to change the life of the people and society within its area of operation through its various corporate social activities as well as its low pricing strategy. On the other hand, transactional leadership has given the company vision and strategy.

Transactional leadership is the type of leadership that is responsible for the strategy execution and the daily running of the business operations. Second, low price products- Wal-Mart culture has been formed around offering low price products since the inception of the company. The low-price strategy has given the company a competitive edge in the industry, which makes it the largest retailer store in the world (Schneider 1998, p.295).

Over the years despite the worsening economic situations Wal-Mart has offered its customers low price products in line with its culture. Its low pricing strategy has contributed to the company recognition around the world. The low-price culture has also contributed to the organization effectiveness and efficiency as it aims to lower the cost of its operations so as to continue providing its customers with low price products.

Third, innovation- Wal-Mart has been at the center of innovation over the years (Schneider 1998, p.296). The company innovative strategies have enabled the company to continue providing high-quality, low-priced products. In line with its innovative culture, Wal-Mart continues to adopt the use of new technology in its business. Recently the company adopted the use of stock management system.

The company has also adopted technology in communication with the aim of reducing its cost. Fourth, entrepreneurship and risk taking- over the year’s Wal-Mart has ventured into business and markets that would be considered risky. The continued venture in different countries shows the entrepreneurial spirit of the company.

The entrepreneurship has been part of the Wal-Mart culture since the inception of the company as the company has since been expanding its areas of operations and market. In the current global market, organization entrepreneurship is an essential skill in ensuring the organization competitiveness and retention of its current market share.

Organization Culture Strategy and Leadership Project — ***Organization Culture, Strategy and Leadership Project***

Failure of the business leaders to understand the value of corporate entrepreneurship and engage in it could lead to the organization loss of market share and competitiveness. As such where the entrepreneurship is part of the organization culture it is highly likely that the business will be a success, as a case for Wal-Mart. Fifth, customer relations- another important element of the Wal-Mart organization culture is its customer relations. Wal-Mart strives to ensure customers satisfaction in its operations.

The Wal-Mart customer relations have been an essential element in creating customer loyalty. Customer loyalty is essential as it ensures the company can retain its market share and attract new customers as well. Sixth, outcome orientation- as part of Wal-Mart culture, employees are encouraged to achieve the desired outcome. As a way of motivating the employees to achieve their targets, employees are often involved in setting the company goals.

This culture has enabled the company not only to meet the target but also supersede these targets. Employee participation creating a sense of belonging in the company thus increases their productivity (Schneider 1998, p.296). Wal-Mart could thus be argued to have a strong organization culture which has been instrumental in its success.

Formal Organization Structure

The formal organization structure of the organization defines the activities such as supervision, coordination and task allocation to different officers of the organization. The organization structure is important in allocating responsibilities and enhancing accountability in the organization. The organization structure as acts a control procedure in the organization and helps reduce possible conflicts.

According to Rosen (2004), Wal-Mart has adopted a hierarchical functional organizational structure. The organization structure of Wal-Mart hence has two feature; hierarchy and function-based. As such Wal-Mart has adopted a hybrid organizational structure. The adoption of a hybrid organization structure has some of the following benefits to the company, shared vision and mission, improved interactions among departments, speed in decision implementation, minimizes complexity and flexibility.

The Wal-Mart organization structure defines the business operations of the company. The organization structure also does define the relationship of the different officers and departments within the company as well as defining the duties and responsibilities of the company officers. As such the Wal-Mart organization structure is instrumental in creating the formal company culture. The Wal-Mart organization structure also defines the limitations of how the organization would address a particular issue (Rosen 2004).

Formal organization culture is essential in the day-to-day operations of the business as it creates a way of addressing the daily operations and how people respond to daily challenges an interact. The formal organization culture of Wal-Mart has impacted on the success of the company by ensuring different departments work in harmony and with minimal conflicts. It has also been instrumental in ensuring that different employees at various levels of the organization are accountable for their actions. Where employees are made accountable for their actions, it is highly likely they will be more productive and efficient.

A strong formal organization culture could contribute to the organization competitiveness in the industry. As such the organizational structure adopted by Wal-Mart has been influential in the success of the company by not only defining roles and responsibilities but also creating the formal culture of the organization (Rosen 2004).

Conclusion

The current global market is quite competitive and as such the success of the organization will largely depend on effective strategy formulation and effective leadership. The ability of the organization to choose an appropriate generic business strategy would prove to be the point of difference between different players in the market.

The generic business strategy adopted by the organization determines the direction of the organization as well as its ability to effectively compete in the market. The businesses executives have the responsibility to integrate the generic business strategy with the organization culture as well as the formal organization structure.

Integration of the generic business strategy with the organization culture and structure creates an enabling environment for the organization to achieve its goals. The business leaders should ensure the adoption of the appropriate culture within the organization that can support the business strategies as well as the organization structure.

References

Davies, D.J., 2007. Wal-Mao: The discipline of corporate culture and studying success at Wal-Mart China. China Journal, (58), p.1-27.

Goldman, G., & Nieuwenhuizen, C. (2006). Strategy: sustaining competitive advantage in a globalised context. Cape Town, Juta.

Jacques, P. et al., 2003. Wal-Mart or World-Mart? A Teaching Case Study. Review of Radical Political Economics, 35(4), p.513-533.

John, R., & Allen, M. (1998). Global business strategy. London [u.a.], Thomson.

Klein, A., 2011. Corporate culture: its value as a resource for competitive advantage. Journal of Business Strategy, 32(2), p.21-28.

Pride, W. M., Hughes, R. J., & Kapoor, J. R. (2010).Business. Australia, South-Western/Cengage Learning.

Rosen, E.I., 2004. The Quality of Work at Wal-Mart.Conference on Wal-Mart: Template for 21st Century Capitalism.

Sadri, G. & Lees, B., 2001. Developing corporate culture as a competitive advantage. Journal of Management Development, 20(10), p.853-859.

Schein, E. H. (2010). Organizational culture and leadership. San Francisco, Jossey-Bass.

Schneider, M.J., 1998. The Wal-Mart Annual Meeting : From Small-Town America to a Global Corporate Culture.Human Organization, 57(3), p.292-299.

Stankeviciute, E., Grunda, R. & Bartkus, E.V., 2012. Pursuing a Cost Leadership Strategy and Business Sustainability Objectives: Wal-Mart Case Study. Economics and Management, 17(3), p.1200-1206.

Tanwar, R., 2013. Porter’s Generic Competitive Strategies.Journal of Business and Management, 15(1), p.11-17.

Vosburgh, R., 2011. WAL-MART STORES. Supermarket News, p.10.

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Marketing Dissertation Topics

Marketing Dissertation Topics – A dissertation is one of the most important documents that a student has to write in their academic career. It requires a great amount of research and hard work, and so it is important for students to find an example marketing dissertation that can provide them with valuable material.

This article provides an example marketing dissertation which is very well explained and ideal for students who are looking for guidance while writing their own dissertation. All the topics related to marketing are covered in this example, making it a valuable resource for anyone looking to create a successful marketing dissertation.

Example Marketing Dissertation Topics

Writing a marketing dissertation can be an intimidating task for many students. However, it is important to understand that it is possible to write a successful marketing dissertation with the right guidance and support. This example marketing dissertation provides very well explained and valuable material that is ideal for students who are looking for help in writing their own dissertations. It covers all the necessary topics and provides comprehensive information on how to approach the entire process of writing a marketing dissertation effectively.

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Influencer Marketing and Consumer Behaviour

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The Executive Assessment

The Executive Assessment – The Deans and directors of the top ten EMBA global B-Schools attended a workshop in 2015 organized by GMAC, the organization that owns the GMAT program. Most agreed that some remarkable EMBA candidates were hesitant, unable or completely reluctant to take the GMAT. Ultimately two questions remained: Were there remarkable candidates who considered the GMAT as too high an obstacle? Could an alternate evaluation help bring such applicants into the EMBA programs?

Evaluation tests like the GMAT are necessary to test the quantitative aptitude of the applicant to see whether they will be able to handle the rigours of the EMBA program.

The tests are important to test the understanding of the applicants with regards to mathematical concepts such as statistics and algebra, and for students for whom English is a secondary language to demonstrate that they possess the aptitude to peruse and comprehend complex writings.

After the workshop, GMAC took all inputs and observed the concerns and needs and customized a test that would be able to measure the abilities of the candidates to manage the rigour of an EMBA classroom.

Today, the Executive Assessment is acknowledged by more than ninety EMBA programs at top notch business schools. The latest school to recognize the exam for admission to its EMBA program is Vanderbilt’s Owen School of Management.

The Executive Assessment

Since the test is relatively new, there isn’t much study material available for preparation apart from that available on the official website of the GMAT. The Executive Assessment assesses candidates on higher-order reasoning in three 30 minute long sections: Integrated Reasoning, Verbal Reasoning and Quantitative Reasoning.

Each section gives a rough score from 0 to 20. Those scores are combined to give a total score within 100 to 200. This score is also considered valid for five years like the GMAT/GRE but you can take the EA only twice.

Retaking the Executive Assessment

Executive Assessment participants can take the test twice and usually scores improve with the subsequent attempt. For test takers hoping to better their score, consider these preparation tips:

Analyze

Evaluate your initial test score for each section. This will help you to figure out your weak spots and enable you to achieve balance across all three sections.

Practice

it is a fact that only practice shall make you perfect. Sample practice papers are available on the GMAC website.

Relax

You are already aware of the format by now, so try and stay calm; not only will it help you keep focus, it will also help you do justice to your preparation.

Advice and tips

You can take the EA twice. Therefore, make the first attempt count.
A calculator is allowed only for the Integrated Reasoning section and not for the Quantitative Reasoning section. Plan accordingly!
Find mistake patterns when you work through practice problems. Brush up on your fundamentals to avoid repetitive mistakes.
Practice using a timer. This helps to uncover mistakes that you tend to make when working against the clock. Most times you will realise that there will be small, silly mistakes that can be corrected easily.
The standard study and practice time is between 10 and 20 hours. However, if you can squeeze in some extra time for the Quantitative Reasoning and Integrated Reasoning sections, it will pay off in the longer run.

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The Accelerated MBA Program

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The Accelerated MBA Program

The Accelerated MBA Program – Since the time of its inception, MBA degrees have held a lot of weight in the profile of a job applicant. In fact, even seasoned professionals understand the value of an MBA and the number of career prospects that the degree would open up. Many professionals contemplate the amount of time and money they would require and whether the decision to take a career break and join an MBA program is worth it.

At times, they come up short on both time and money. However, to help students who find themselves lacking in both these regards, many top universities have begun to offer Accelerated MBA programs in their curriculum.

If you are one of those who are determined to pursue an MBA but feel that an accelerated program might be a better option, this article will answer your questions regarding the program.

Regular MBA versus Accelerated MBA

Many professionals realize the significance of an MBA and the doors of opportunities it opens for them. There are many, who are still apprehensive, primarily about the time that they need to take off from work to both, prepare for and pursue a typical MBA degree.

Many business schools have recognized this concern and have come up with an innovative solution: the accelerated MBA programs. The criteria upon which you can decide which is better for you boils down to your career goals and undergraduate experience.

Both of these programs will require you to learn the same subjects. After your graduation is over, your workplace would treat both the accelerated MBA degree and the regular MBA degree the same. While the regular MBA degree usually is a two-years-long program, the Accelerated MBA degree would take twelve to fifteen months to complete.

The curriculum is delivered in a strict manner, the class schedule is kept tight, and you might not get any time off from your studies. The workload increases because of the restricted time and no difference in the course material. Most colleges will have a difference in the cost of both programs too.

Why choose an accelerated MBA program?

There is no shying away from the fact that a student will be more burdened with coursework in an Accelerated MBA program as opposed to the regular program. However, there are a few upsides to this program too.

Many surveys have disclosed that the one-year program piqued the interest of students mainly because they could enter the workforce faster and with the same knowledge as that dispensed by the regular MBA programs. Another great reason is this course saves the students both time and money.

I should add that the right candidate for the accelerated program should have extensive business experience. Networking at your business school is a minuscule part of your day-to-day, but it will draw herculean results. Students do not get time to foster relationships with peers and professors due to the tight schedule and they do not have time for summer internships either. This is why the accelerated program is mostly preferred by working professionals.

Schools offering accelerated MBA programs?

Recently, one-year programs were popular only in Europe. However, with time and progress the USA and other countries have also caught up with the trend. Few business schools that offer one-year courses include INSEAD, London Business School, The University of Chicago Booth School of Business, Johnson Graduate School of Management Cornell to name a few.

Criteria for application

An accelerated MBA requires you to have an academic background in business or economics. In case you do not have such a background, you must take courses in finance, statistics and other topics before they apply.

Several schools offer alternative programs for students from other fields. For instance, Suffolk University allows attorneys to get credit for work done in law school. Working professionals can check their prospective courses and get an accelerated business degree through alternate means.

Chicago Booth opened an accelerated course for its undergraduate students. The program is an addition to an already established Chicago Booth scholars’ program. If an undergrad student in the third or fourth year is accepted into this program, they may take up to six business courses in their undergrad studies itself, which would later count towards an MBA.

The one-year MBA program is not considered ideal for someone looking for a career change or to change their industry since students miss out on summer internships. However, it is an excellent choice for someone who wants to climb up the hierarchical ladder in their industry. However, if you are looking for a traditional MBA experience, you may prefer a regular MBA program of two years.

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Diversity Management Dissertation Topics

Diversity Management Dissertation Topics – Managers can take active steps to reduce the negative effects of perceptual problems and biases in organizations. An organization is market by the perceptions of its employees that they put forward while interpreting and judging their environment. Perception is basically defined as the, “Process by which people interpret the input from their sense to give meaning and order to the world around them”.

It has been seen that various perceptual problems arises through perceivers’ knowledge and biasing attitude. Often the characteristic of the target and the situation also affects perception. The main perceptual problems arising in any organization include sexual harassment (for both genders), race discrimination, career progression and hidden dealings etc. Such biased issues lead to faulty decision making and dissatisfaction among the employees.

The majority of the top management members consider themselves as the ruling power over every decision to be made in the organization. As quoted by Paul Brunton, “Every discussion which is made from an egoistic standpoint is corrupted from the start and cannot yield an absolutely sure conclusion. The ego puts its own interest first and twists every argument, word, even fact to suit that interest.”

Many examples of perceptual problems can be seen prevailing in the companies among less educated staff, women, older people and minorities especially. They are seen to be set one step behind while making necessary decisions; in formal and informal discussions; in recruiting processes; while granting incentives and awarding promotions etc. The minorities are seen to be treated with bias without considering its negative effects on the company’s production and progress.

Managers within an organization have an authority to handle such issues and devise strategies to nullify the negative effects of such perceptual problems and biased behavior and fight them back by promoting equality and diversity. They can do so by practicing following steps:

Firstly, the managers should educate the employees and provide proper regarding diversity.
The managers need to have a self-insight of their perceptual skills and abilities while solving perceptual issues.
They have the right ability to analyze the situation. They have the proper knowledge of the layered infrastructure comprising of varied organizational culture and the employees of varying cultures, races and gender etc. They can better know the needs, thinking and motivational entities of their employees.
Managers have the ability to motivate, inspire and lead their people. They can do so educating the work force with diversity policies and equality. They can properly guide the employees by thorough training for avoiding perceptual issues.
Managers can predict the abilities of its employees and thus know how better one is or can perform. They can award incentives, promotions etc. for the talented ones, whether they are among minorities or not.
They must take the authority of hiring people regardless of their race, culture, gender, age or disabilities.They must deal and solve the perceptual issues and direct them for justified conclusions to higher authorities and executive committees.

As a matter of fact, currently many of the organizations, either local or international, are going through diversity changes. Every company has sensed the need of removal of the perceptual biasing issues and is trying their level best to promote healthy working environment.

***Diversity Management Dissertation Topics***

It has been that the companies having perceptual issues are going through more turnover ratios which thus result in less employee satisfaction. Present world is the world of knowledge at one’s door step. Every person is well aware of his/her abilities, expertise, importance and need. Every employee needs a job satisfaction and justice and equality in his/her profession.

The importance of manager’s role can be well identified through their power of controlling the working environment and the perceptions of its employees. It is highly suggested that they must acknowledge their importance in fighting back such biased issues and promote equality among their employees.

They must devise diversity and equality policies and educate every employee so that there runs no prejudiced behavior among the organization. The managers must take active parts in removing all such issues starting from the top management and then cascading down the lower staff ones. The managers hold the power of educating other’s minds to provide a biased free working atmosphere. As quoted by Robert Anton, “We all only see that which we are trained to see.”

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