Yolanda R. Beasley
Argosy University
Organization Assessment
April 3rd, 2016
Open organizations have hierarchies, we like to think of these as merit-based and they sometimes tend to invert the pyramid with hi-performing individual contributors near the tops and their support base basically supporting them. Perhaps there is a low grade fever of disrespect for what our different specialists specialize in when we may not understand, nor be interested in what they are doing. We have specialists and rock stars in our coding community, but we also have the same in finance and management. Fostering conversation and understanding and acknowledgement amongst all our rock stars without moving them from their expertise into something (like …show more content…
As a company you need a variety of ages in order to balance. Young people are prone to rash and impetuous decisions while seasoned members of the work force tend to be more cautious. I think you need both perspectives to find the balance. There is no reward without risk, but carefully considering the risk is a must. I'm turned forty this year and I do not consider myself old by any means. I have a balance of older and younger workers. The older staff may not be able to go at the same pace as the younger, but they are more efficient and teach this to the younger staff. They also impart valuable work ethics by example. In turn the younger staff teaches my older staff the new technology. This makes my whole department function more efficiently as we balance one another out. I love everything about Starwood. Starwood is so exciting. My hope is that Marriot will take that feeling /experience and embrace it in all its varied Starwood forms. Marriot needs to learn about just that -- excitement. Marriot has been a bland brand whose lack of flavor makes think of the Plain Pockets jean brand from the 80's. Starwood's inconsistency is there consistency. All experiences are amazing. If you want to lead a company in the right direction, …show more content…
Series two represents the amount of plastic and other containers produced to package soda. The shifts vary from the increase in taxes over last twenty years. The power to tax is the power to destroy. If the major companies get their cut and the market is grown at the expense of uninterested and interested parties. Integrated change can be a slow process, but that is not a reason to avoid it. The most difficult part of change is to let go of your experience and venture into uncharted waters. On so many levels this is contrary is everything I learned so far in Graduate school. However organizational agility is not just desirable in today's business environment it is a necessity for survival and it is so difficult in the rigidity of the hierarchical business structure. Fear makes us takes the worst decision. But we all grow. We end up with confidence and finally, we can finally breathe and be
Argosy University
Organization Assessment
April 3rd, 2016
Open organizations have hierarchies, we like to think of these as merit-based and they sometimes tend to invert the pyramid with hi-performing individual contributors near the tops and their support base basically supporting them. Perhaps there is a low grade fever of disrespect for what our different specialists specialize in when we may not understand, nor be interested in what they are doing. We have specialists and rock stars in our coding community, but we also have the same in finance and management. Fostering conversation and understanding and acknowledgement amongst all our rock stars without moving them from their expertise into something (like …show more content…
As a company you need a variety of ages in order to balance. Young people are prone to rash and impetuous decisions while seasoned members of the work force tend to be more cautious. I think you need both perspectives to find the balance. There is no reward without risk, but carefully considering the risk is a must. I'm turned forty this year and I do not consider myself old by any means. I have a balance of older and younger workers. The older staff may not be able to go at the same pace as the younger, but they are more efficient and teach this to the younger staff. They also impart valuable work ethics by example. In turn the younger staff teaches my older staff the new technology. This makes my whole department function more efficiently as we balance one another out. I love everything about Starwood. Starwood is so exciting. My hope is that Marriot will take that feeling /experience and embrace it in all its varied Starwood forms. Marriot needs to learn about just that -- excitement. Marriot has been a bland brand whose lack of flavor makes think of the Plain Pockets jean brand from the 80's. Starwood's inconsistency is there consistency. All experiences are amazing. If you want to lead a company in the right direction, …show more content…
Series two represents the amount of plastic and other containers produced to package soda. The shifts vary from the increase in taxes over last twenty years. The power to tax is the power to destroy. If the major companies get their cut and the market is grown at the expense of uninterested and interested parties. Integrated change can be a slow process, but that is not a reason to avoid it. The most difficult part of change is to let go of your experience and venture into uncharted waters. On so many levels this is contrary is everything I learned so far in Graduate school. However organizational agility is not just desirable in today's business environment it is a necessity for survival and it is so difficult in the rigidity of the hierarchical business structure. Fear makes us takes the worst decision. But we all grow. We end up with confidence and finally, we can finally breathe and be