Tuesday, February 23, 2010

Organizational Management- Banana Corporation

Common questions to raise in dealing with some alternative courses of actions are:

  1. How does the organization strengthen its leadership?
  2. What is the leadership style of the organization?
  3. How does the leader influence their people to have a quality of work?
  4. How the organization maintains the quality of its products and become leading in the market?
  5. How does the organization manage conflict?

Let us take for example the case of a Banana Company that is a vast corporation and manages large people and complex structure and Responsibility centers. Despite of its complexity, the organization was able to implement and strengthen its good leadership through team work. It is the vision of the President to work as a team and not being divided. The bottom-line of the organization is “Quality” which is not only for the product that the organization is producing but most likely to the quality of work. Quality is possible if everyone does quality of work. In order that quality of work will be maintained, Human Resource department are task to conduct orientation, trainings/seminars and coaching and counseling exclusive not only for the top level employees but also to the rank and file. The “We are one” concept was created by the management in order to eliminate the faction in the organization. As part of motivation and leadership, benefits like hospitalization and medicine were given to each employee aside from the benefits mandated by law. Bonuses like bottom line bonus were designed to challenge employees to give their best and with quality of work, services and products. A corporation University was created as another outlet of employees to enhance their knowledge and skills not only limited to agricultural aspects but to all aspects of life. Promotion is not limited also in the organization as long as you have the potential and capabilities to do the job then you are qualified. The Skills, Knowledge and Aptitude test were launched in the organization to preferably evaluate its employees from rank and file for job and salary grade. More importantly, weekly production meetings are called as a way of checking, monitoring, evaluating of performance for the previous week activities and planning for any innovation and future preparation. During this meeting, everybody's suggestions are heard and opinions are honored for the betterment of the organization.

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