Running head: ASSIGNMENT 2

Assignment 2 Boundaryless Organization Bryan Head University of Redlands November 20, 2012

ASSIGNMENT 2 Assignment 2 Boundaryless Organization Problems A primary problem within the Newskool organization is, lack of effective communication

between the divisions. This is a major problem that can be devastating to any organization. Poor communication can lead to bad planning. Which can lead to the following; lost opportunities, being overtaken by the competition, loss of revenues, or watching its niche slip away because of a new technology, an alteration in the global marketplace, or simply a failure to market its product effectively. When changes occur, they happen too quickly for its organizational processes to meet them. As a result, opportunities are quickly lost, problem situations take over rapidly, and before the company can respond appropriately, it has lost customers, opportunities, and market share.

A disadvantage that Newskool would have to be aware of is the possibility of downsizing. Newskool is trying to get their feet wet in a new industry, and revenue is not going to generate like they are used to. So divisions that are not adding value may need to be cut.

Cultural Issues and Conflicts

In this boundaryless company, headquarter in Berlin, Germany, structure outsourcing company in Kiev, Ukraine, marketing in Los Angeles, so many different employees with different cultures are all collaborate working together to achieve organizational goals. Employees are also very diverse in values, personality, and work preferences which are deep-level diversity.

ASSIGNMENT 2

Looking at the conflicts in Newskool, like the difficulties in decision-making and employees fighting to do what they perceive is better compare to the others. It takes time for the company to come with one decision as all of the employees can participate in decision making. People that are so diverse will suggest different solutions, reflecting their different cultures. Maybe it will be good to have a proper discussion in decision making, and only few managers can have the power in making decision in the discussion. It is not a function of different types of work people have to perform. As people from different areas or departments can contribute their opinions and ideas in the same work that require one decision. Satisfaction

Types of people are likely to be satisfied are competent, anxious, empowered and open people. This based on self efficacy theory; this theory refers to an individual's belief that he or she is capable of performing task. People who posses self efficiency believe that they are capable in behaving in a way that produce that outcome they want. In Newskool Groovers, their employees are participants in decision making and innovation, and they are creative and competent people. Because technology plays a major role as a communication medium in the boundaryless organization, much work is done from a distance via e-mail, phone, and fax. Less work is done in traditional face-to-face settings. Virtual collaboration makes it easier to use the expertise of a broader range of individuals. With telecommuting, international employees are more easily made a part of all business processes. Employees often like the freedom that boundaryless work offers them, particularly with virtual teams and more flexible work plans, arrangements, and schedules.

ASSIGNMENT 2

Human Resources

One type of human resources practices that should be implemented in this sort of organization are performance simulation tests. What better way to find out whether applicants can do a job successfully than by having them do it. This is precisely the logic of performance simulation tests. These types are more complicated but the test have higher face validity which measures whether applicants perceive the measures to be accurate. Emotional Stability is a second one for hiring people the Company wants a personality dimension that describes someone who is responsible, dependable, persistent, and organized. From Big Five traits, the suitable use for selection are openness and conscientiousness. In openness the supervisor can increase learning, develop more creativity, and flexibility. It can effect their training performance, enhanced leadership and more adaptable to change. The second is conscientiousness relevant is greater effort and persistence; more drive and discipline, and better organizing and planning. The effects are it can lead to higher performance, enhanced leadership, and greater longevity.

Performance Measures

In other to determine which type of performance measures that the company (manager, Gerd) would like to see for each office, Gerd has to analyze specialty for each office. In Kiev,

ASSIGNMENT 2 Ukraine , it is filled with outstanding programmers who don't require the very high rates of compensation. So the criteria of performance that need to evaluate in this office is about the behavior of employees. In measured behavior, the company is not limited to those directly related to individual productivity. Ways to measure behavior are helping others, making

suggestions for improvements, and volunteering for extra duties. This is what make work groups and organizations more effective and often are incorporated into evaluations of employee performance.

In the Los Angeles office since measures would be based on marketing effort, it is more suitable to apply the individual task outcomes criteria because the management should evaluate an employee's task on outcomes such as quality produced, scrap generated, and cost per unit of production for a plant manager or on overall sales volume in the territory, dollar increase in sales, and number of new accounts established for a salesperson. So this criterion is basically performing the duties and responsibilities that contribute to the production of a good or service or to administrative tasks which are relevant to the marketing field.

In the German office, the team excels at design and production tasks. The most suitable criteria that can be used to appraise the performance of this office is also behavior plus individual task outcomes together with the trait. This criterion is based on the having a good attitudes, showing confidence, being dependable, looking busy, or possessing a wealth experience may or may not be highly correlated with positive task outcomes.

ASSIGNMENT 2 Socialization Program

Some of the offices in Newskool Grooves require a lot of creativity effort, so it makes sense for each office to come up a with different type of socialization program due to its different specialization. For example in the Los Angeles office, they are required more creativity to develop ideas for marketing the product compared to the Keiv office that required more independence to carry out the duties as programmers. So at the end we could see a different type of activity will be established according to these different offices. Any activity will only reach its goals based on the willingness of the employee, so the cooperation and willingness by these employees is considered an essential thing that determines whether the employees want to support and approve this activity or otherwise are against it.

As mentioned in the above statement, not all employees in all its locations need equal levels of creativity because different offices bring different responsibilities. For examples, the Keiv office focusing on the programming duties which have a different level of creativity compared to the Los Angeles office that focus on marketing and require a higher level of creativity.

ASSIGNMENT 2 Reference Robbins, S. P. & Judge, T. A. (2011). Organizational behavior. Boston: Prentice Hall