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Advantages And Disadvantages Of The Matching Model

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Register to read the introduction… This is a major disadvantage because interest rate changes can have a massive impact on firms, in particular small organizations. If interest rates were to rise then a firms costs may increase which could in turn lead to cash flow problems which is often why firms go out of business.
The model assumes a unitary approach between managers and employees, it assumes that the workforce will agree with decisions that are being made and will be happy to go along with them. Also, the model does not take into account the powers of trade unions and the impact that can have on the firm. However in the real world this is clearly not the case. An example of this would be the current strikes within the airline industry. British Airways employees are holding several strikes as they do not agree with proposed changes being made by the board of directors. Due to these strikes the company is losing revenue and its survival is now under serious threat. This came about from a difference of opinion between trade union members and the board of directors of the …show more content…
Barney (1991) has poised that ‘sustained competitive advantage’ is not achieved through an analysis of its external market position but through a careful analysis of the firms skills and capabilities; characteristics which competitors find themselves unable to imitate. He then put the model into a SWOT analysis showing internal strengths and weaknesses and the external opportunities and threats. The model then showed that in order to achieve sustainable competitive advantage firms must implement strategies that exploit their internal strengths, by responding to environmental …show more content…
They are both essential elements in running a successful business and therefore need to be fully utilized by the organization. Together they need to try and reduce costs, deliver performance and improve the quality of the good or service being produced. It is not beneficial for the firm to solely concentrate on either human resource or corporate strategy, they need to focus on both and ensure that they complement one another. Line managers need to know what the corporate strategy is just as much as the people at the top of the organization need to know what the human resource strategy is. Both strategies need to be set out at the same time so that everyone is aware of them. Slight changes may be made over time as external factors have their influence on the business here it is important that communication stays strong. Strategies must be revisited regularly to ensure that the company is heading in the right

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