Strategic Management Business Organization

Question: Examine about the Strategic Management for Business Organization. Answer: Presentation: Vital administration is the way toward sorting out of the considerable number of activities of a business association. In this specific situation, the business associations are required to perform legitimate exercises for accomplishing the upper hands. This is significant for getting the ideal degree of accomplishment in the business activities. In this report, the key issues of the organization BHP Billiton have been broke down and some vital arrangement have been accommodated the further improvement of the organization to get significant level of achievement later on business tasks of the organization. In the time of 2008, the organization had reconsidered their operational systems. It made a major stride towards the change of the evaluating methodology in 2011 (Bhpbilliton.com, 2016). This was finished by thinking about the interest and gracefully of the financial matters of the worldwide towns. The changed estimating system was done in for the most part for the iron metal and met allurgical coal. This progression was considered as the central advance of the organization towards the positive turn of events. Centering in the low valuing procedure had the option to pull in a significant number of the value touchy purchasers (Story, 2014). Over the most recent five years the most significant systems taken by the organization were; low evaluating methodology, blue broiler technique, center around the financial turn of events and worldwide enhancement procedure. Key Issues: According to the past exploration work and investigation, the primary key issue looked by the organization was in the area of the flexibly chain the executives exercises. As indicated by Eden and Ackermann (2013), the organization was neglected to distinguish the correct areas for the assembling plants. So as to get the accomplishment in their minimal effort procedure, the organization ought to build up the assembling plants close to the spots of the providers areas and the market where the items will be sold. This is significant in light of the fact that the cost of the items can be limited in the event that he creation cost is limited which is exceptionally identified with the gracefully chain the board of the organization (Bhpbilliton.com, 2016). On the off chance that the assembling plants are created in such a spot which isn't close to the provider and target showcase, at that point the transportation cost and overheads become high which was a major issue looked by the organizat ion for limiting the cost of their creates items. This issue should be tackled and the organization needs to recognize the best possible areas structure where it can work the business activities adequately. Another significant issue looked by the organization is the upkeep of the client base. So as to keep up the client base, the organization is giving the items at a lower value run. The organization is likewise centering in the territory of the nature of the items. A few clients have a view of that the lower value items are low quality items. In this way, the organization has an elevated level of need of keeping up the item quality for holding their image an incentive in the objective market (Bhpbilliton.com, 2016). So as to upgrade the client relationship, the organization is giving some extra qualities to their clients, which is adding more expenses to their business tasks. Now and again these exercises are influencing the gainfulness of the organization in a negative manner. In the territory of the key administration, the human asset the board of the organization is a significant segment. The organization is confronting some significant issues in the HRM in regards to the wellbeing and security prerequisites of the workers. The organization has the obligation of marinating the wellbeing and security of the workers at their assembling plants. Dangers in regards to the strength of the workers are a difficult issue in the assembling plants of the organization. There are loads of exercises which are related with some incredible dangers in regards to the strength of the workers (David, 2016). Around there, the organization needs to utilize appropriate insurances and powerful HRM rehearses for lessening the word related wellbeing and dangers at the working environments of the organization. System Options: In the wake of dissecting the vital issues of the organization, a few techniques have been proposed for the organization for settling the issues. The distinguished techniques are talked about in this segment with the assistance of the RACE system. Thos system assists with breaking down the anticipated procedures to comprehend whether the techniques are adoptable by the business association or not (Hill, Jones Schilling, 2014). In this segment, a few procedures have distinguished and broke down to comprehend the degree of adoptability by the association. Cost Leadership: Cost administration system is the best methodology for lessening the expense of the items. In this system, the organization needs to choose legitimate providers and different wellsprings of business for lessening the creation cost just as keeping up the nature of the items. In this methodology the administration of the association needs to focus in the zone of the checking of strategic and gracefully chain activities of the organization (Eden Ackermann, 2013). As per the RACE outline work, the technique is examined in the segment given underneath: Assets required for the execution of this procedure are the HR of the organization and some cash. These assets are accessible inside the association, so the assets are effectively accessible inside the association. It might be satisfactory by the outside partners however some issue might be looked by the interior partners as the procedure needs some mentionable measure of venture and additional endeavors to be actualized. The system is sufficiently cognizant to be executed as the exercises required in this procedure are sufficiently straightforward to be comprehended by each representative and the executives engaged with the authoritative administration and works (Wells Hawkins, 2014). It must be successful for the association as it will assist with building up the ease procedure which is one of the most significant destinations of the business technique of the organization. This will assist with connecting with the value delicate clients to the business technique of the association. The issues with respect to the expense of the organization will be settled by the utilization of this procedure. So as to continue later on business activities, the organization required to center in their evaluating system for contending with the contender organizations over the costs of the items. Open Communication with the workers: The significant issue looked by the organization is the issues with respect to the wellbeing and security issues of the workers. In this worry, the administration needs to comprehend the prerequisites of the representatives and what are the issues looked by them in their work places. Regularly the business associations can't comprehend the genuine issues in regards to the issues looked by the workers in light of the fact that the representatives dont have the stage for the immediate or open correspondence with the upper administration (Bratton Gold, 2012). So as to determine this issue, the organization needs to build up an improved authoritative culture where the workers will have the option to speak to their issues to the senior level, with the goal that they can take appropriate activities. Thusly, the administration of the association will have the option to productively resolve the wellbeing and security prerequisites issues by the best possible understanding the issues looked b y the workers in their association (Wells Hawkins, 2014). Assets require for this methodology is the compelling initiative style. This asset is effectively accessible in the association. So it very well may be said that the system can be handily actualized for the improvement of the human asset the board of the association. The procedure will be worthy by the representatives, however there might be some issue in regards to the acknowledgment of the predominant administration of the organization. The system can hamper the general administration style of the association. The treatment of the workers with the open administration style might be the explanation of some mayhem while expressing the issues of the representatives (Jiang et al., 2012). This procedure is likewise a tedious system for executing in a running operational condition. This is lucid as the target and the insights regarding the procedure are clear toward the starting level and simple to actualize inside the association. The methodology will be compelling enough for settling the current issue of the association in regards to the comprehension of the issues of the representatives. The HR are the most important resource of the hierarchical consequently appropriate administration of the representatives through the better comprehension of the necessities of the workers. In this manner, it might be inferred that the methodology will help the association for getting the upper hands by the compelling administration of the representatives. Usage of severe security polices for the representatives and preparing: The dangers and working styles of the representatives ought to be checked by the administration of the organization for guaranteeing the hazard free condition for the representatives. In this unique circumstance, they should give compelling preparing to the workers with respect to the strategies and necessities for guaranteeing the wellbeing and security of the representatives. The system required some speculation of cash and effective workforce who can proficiently deal with the activity of the hazard free condition improvement and the advancement of the notice about the potential dangers related with the work place exercises (Story, 2014). These assets are accessible inside the association, so the system is possible to be actualized. This is satisfactory by all the partners as it will be useful for both the workers and the business association. It is lucid in light of the fact that the activities that should be taken by the administration of the business association are exceptionally clear for the execution of the system inside the working environments of the business association (Hughes Ferrett, 2015). The technique will

Risk Management Essay Example | Topics and Well Written Essays - 2500 words

Hazard Management - Essay Example Presentation The dangers that a business experiences over the span of its obligations influence their exhibitions in a few different ways. Speculators are probably going to avoid organizations that have high dangers except if the profits expected are high when contrasted with the dangers (Ayling, 2010). The connection between the dangers a business faces and the profits anticipated aides in deciding the costs for their items. The hazard for this situation is the hazard the business faces because of floods harming their gear and premises. The loss of property brought about the organization experiencing misfortunes and disturbances in the execution of their day by day exercises. Stage one: Risk distinguishing proof Risk ID is the way toward recognizing dangers to the tasks of a business. It includes assessing the conditions influencing the business and the harm it encounters. Dangers can be considered as either remain solitary or with regards to a portfolio (Ayling, 2010). Dangers are named as remain solitary when the progressions of money from a benefit are dissected all alone. The dangers can likewise be considered with regards to a portfolio. This infers the effects of the progressions of money from all the organization’s resources are thought of (Crouchy, Galai and Mark, 2000). The dangers confronting the association will be considered with regards to a portfolio to decide the impacts of losing money from all the advantages crushed. This will help with uncovering any dangers and connections that get lost because of the fiasco. The distinguishing proof of dangers includes the utilization of both the top-down and base up approaches (Ayling, 2010). The administration will work together with the heads of different offices in the ID, evaluation and prioritization of the hazard in question. The dangers distinguished ought to be the ones that influence the organization’s fulfillment of their vital objectives. The distinguishing proof procedure will mor eover helps the administration in choosing which dangers will be managed. The base up approach includes the entire organizations’ staff association in the administration of the dangers (Ayling, 2010). Then again, utilizing the top-down methodology includes utilizing the ranking directors to create procedures to counter these impacts. The association will settle on the base up approach as they will hear differing thoughts on how they can counter the dangers indicated. So as to counter the impacts of the floods, the association will concoct a few measures. This will incorporate issues, for example, setting up notice frameworks, the development of dams and building protections along the streams and coastlines. The usage of these systems will turn into a cost for the organization (Crouchy, Galai and Mark, 2000). The lodging will anyway profit by these moves since they will have the option to rescue their property if comparable occasions happen. The execution of these measures wil l help the lodging in meeting their targets without interruptions because of floods. There are right now no measures that have been set up to counter the impacts of comparable catastrophes. Stage two: Risk Measurement The estimation of dangers includes evaluating the effects of the dangers to an association. It additionally includes the way toward learning the results of the hazard (Ayling, 2010). The measure to be utilized in computing the impacts of these dangers will be the

Bureaucratic Leadership Guide Definition, Qualities, Pros Cons, Examples

Bureaucratic Leadership Guide Definition, Qualities, Pros Cons, Examples UNDERSTANDING BUREAUCRATIC LEADERSHIP “There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” â€" Colin PowellThe word bureaucracy doesn’t necessarily make people smile with joy. While the bureaucratic leadership might have a bit of a bad reputation, it is one of the oldest leadership styles in the world.The efficient, rule-based leadership framework has proven to be a smooth way to govern and to organize societies. © Shutterstock.com | pathdocThe guide will delve into the history of bureaucratic leadership in terms of the definition of the word and the different concepts that have guided it. We’ll then explore the leadership framework’s core characteristics and the traits a bureaucratic leader must have. Finally, before we examine a few examples of these famous leaders, we’ll outline the advantages and disadvantages of bureaucratic leadership.UNDERSTANDING BUREAUCRATIC LEADERSHIPBefore we examine the framework and the characteristics of bureaucratic leadership, it’s auspicious to delve deeper into what the word stands for and the findings of the two main leadership studies and theories that have had an impact on the leadership model.The definition of bureaucracyThe term bureaucracy reveals some of the essential characteristics of the leadership model. The Cambridge dictionary defines the word as,“a system for controlling or managing a country, company, or organization that is operate d by a large number of officials employed to follow rules carefully”.The term is derived from the French word bureau, which stands for office or desk, and the Greek suffix kratia, which denotes the power of. Bureaucracy is therefore in essence “the power of office”.Interestingly, the term has been used pejoratively from the start. It was first used by a French economist Jacques Claude Marie Vincent de Gournay, who had been quoted as saying, “We have an illness in France which bids fair to play havoc with us; this illness is called bureaumania.” The negative view of public administration and bureaucracy continued until the mid-19th century.The slightly unfavorable view of bureaucracy is shown in the definition of the word bureaucratic. The Cambridge dictionary defines the term as, “involving complicated rules and processes that make something slow and difficult”. Furthermore, if you Google the word bureaucratic, the search engine will suggest a definition, which goes fu rther to state, “over-concerned with procedure at the expense of efficiency or common sense”.Nonetheless, while the term was first used in France in the mid-18th century, the history of using a bureaucratic system goes further back. The organised use of the administrative system, which is essentially what bureaucracy is, has its roots back in Ancient Egypt. The Ancient Chinese society also established a bureaucratic system, largely laid out by the teaching of Confucius, who believed in the importance of rituals.Throughout the historic use of bureaucratic system and the different ways the model has been defined, three core elements have stayed at the centre of bureaucracy. These are:Officialism â€" The systems show a lack of flexibility and initiative.Redtape â€" There are high levels of adherence to rules and formalities.Proliferation â€" The systems tend to expand rapidly.Despite the pejorative view of bureaucracy, it has been an important part of running societies. Throughout its history, the bureaucratic systems have undergone reformation and restructure, often with little influence. Perhaps, the theorization of bureaucracy was almost inevitable. Theories shaping bureaucratic leadershipAs the bureaucratic systems began taking over modern societies, many philosophers and thinkers began examining the frameworks influencing bureaucracy. Influential thinkers such as John Stuart Mill and Karl Marx have examined the role of bureaucracy as part of a functional society.But in terms of leadership theory, Max Weber and George Ritzer have perhaps been the most dominant in describing the style.Max Weber’s leadership stylesThe German sociologist Max Weber’s book Economy and Society outlined the ideal and the least ideal ways a society could form. In the study of power and leadership, Weber identified bureaucracy as one traditional form of organizing.Weber’s theory focused on three separate types of legitimate power: legal-rational authority, charismatic author ity, and traditional authority.In the three-type model, the bureaucratic leadership fell under the first type of legitimate power. Under the system, the subordinates would follow normative rules and adhere to the leader’s authority in a strict manner. But instead of having the power attached to a person, as in the charismatic leadership style, the power came from the position, not from the leader’s characteristics or the ability to lead.Furthermore, he distinguished between two types of leadership: transformational, which would include charismatic leadership, and transactional, which relates to bureaucratic leaders. The obvious differences of these two types are outlined well in the below image: Based on: Owen Miller’s websiteAccording to Weber, bureaucratization was an integral part of the rational-legal authority as well and he believed it to play a key role in the success of the Western society. He said, “Bureaucratic administration means fundamentally dominating through knowledge”. While he didn’t necessarily consider it the best leadership style, he nonetheless, thought it to be an indispensable part of the modern world.Weber’s critique of the leadership style focused on the increased rationalization of human existence. He believed it could create a ‘soulless’ system of governance, where individual freedoms are hindered and everyone is viewed through a rule-based rationale. In his writings, he called this system the “iron cage”, which can trap individuals into a system of efficiency and control.The bureaucratic leadership framework is based on specific competencies of the leader and the subordinates, according to Weber. This means the bureaucratic syst em always has a rigid division of labor and a clear structure of command, which is enabled by specific and strict rules.In addition, the people within the system are assigned to the roles that best fit their skills and bureaucratic framework requires a continuous development of both the leader and the subordinates. Because of these requirements, the systems tend to focus on rules, laws and regulations as the basis of power and functionality.Weber’s theory of bureaucratic leadership was expanded in the 1950s by an American sociologist Robert K. Merton. His Social Theory and Social Structure agreed with Weber’s analysis, but placed more emphasis on solving the dysfunctional nature of the model. Merton’s critique focused on the inflexibility of the style and believed the bureaucratic leader’s emphasis of formality over individualism would be a problem for the style in the future.George Ritzer’s McDonaldizationAside from Weber, bureaucratic leadership is closely tied to the co ncept called McDonaldization. The idea was put forward by an American sociologist in 1993 when he published The McDonaldization of Society. In fact, Ritzer saw McDonaldization as the process of rationalization, which Weber linked to bureaucratic leadership. Indeed, Ritzer theorized that his concept is similar to Weber’s expect that it fits the modern, globalised organizations better.Ritzer’s McDonaldization theory is comprised of four key elements: efficiency, calculability, predictability, and control.Efficiency refers to the optimal method of achieving specific objectives. The aim is to organize each aspect of the organization in a way that enhances efficiency; in terms of McDonalds, this would be the minimization of time in serving customers.The second key element is about having quantifiable objectives. An organization under the bureaucratic leadership framework wants to have objectives the subordinates must achieve to ensure you can measure success. For example, McDonalds w ants subordinates to deliver as many products to customers as possible, not necessarily focusing on the quality of service.The framework also supports the idea of predictability, which essentially means that organizations offer the same service and value everywhere. If you consider McDonalds, the experience of eating in the fast food service follows exactly the similar procedure, whether you eat in the US or Japan. The organizations focus should therefore be in creating repetitive, routine-like processes across the system.Finally, the fourth element of McDonaldization refers to control. This essentially is about technology and how standardization of employees in different circumstances establishes a cultural hybridization. Since the service is the same in Japan and the US, the cultural experience, together with the consumption pattern, unifies into a single system, in this case the Western cultural hegemony.The below YouTube clip features Ritzer discussing the elements of McDonaldiz ation in the modern context: THE CORE ELEMENTS OF BUREAUCRATIC LEADERSHIPBureaucratic leadership is based on structure and it requires a clear framework to support its functions. Unlike with certain other leadership theories, such as charismatic leadership, the framework is rather ease to follow and to set up.In this section, we’ll examine the core of the bureaucratic leadership framework. First, we’ll outline the six tenets of the model laid down by Max Weber. After, we’ll examine a set of four elements that form the basic requirements for a modern bureaucratic framework.Weber’s six tenetsIn Economy and Society, Weber identified the ideal types of governing and leading different organizations. As mentioned above, big chunk of the work was dedicated to the study of bureaucratization of society. He examined the different elements of bureaucracy and how they are organized, creating a theory of civil society, which has been used and analyzed ever since.Furthermore, a big part o f the analysis focused on the conditions and elements required for bureaucratic leadership to work efficiently. He described six tenets that are crucial for the framework.1. Strict and formal hierarchyBureaucratic leadership relies on a strict and formal hierarchy, which guarantees members within the organization are aware of the structure. The authority is organized in a manner that guarantees a higher level of leadership controls each level of subordinates. Which in turn is controlled by another layer of leaders.The formal hierarchy ensures authority is clearly defined and the command structure works like a well-oiled machine. The strict and formal hierarchy is the basis for the bureaucratic leadership framework. It guarantees the organization can plan efficiently and ensures the decision-making is centralized.[slideshare id=59943859doc=st-habit-blog-version-final-160323162100w=710h=400]2. Immutable rules, regulations and laws to control the organizationThe formal hierarchy can be withheld in place through a set of rules. A bureaucratic system requires defined rules that will control the structure and keep it in place. These two elements are the cornerstone of the model, because they both complement each other and provide support for each other.The rules will provide consistency within the framework as well. Since the rules define the operations from small tasks to bigger decisions. The bureaucratic system is known for its, sometimes laborious, rules, but it is this that creates the framework for leadership.It shouldn’t be seen as a burdensome aspect either, as the leader is more able to manage subordinates in a just manner, as the framework provides consistency in execution.3. People are organized according to specialtiesBureaucratic leadership is not always associated with high level of skills, but it emphasizes knowledge and expertise in its framework. The system isn’t about knowing the right people or being the best at selling yourself to a position. The system always tries to combine the best talent with the right position.According to Weber, the function of an efficient bureaucratic system is to focus on specialists. People are directed to roles that fit their skillset perfectly, as this can guarantee they are able to excel and help the organization to succeed.Furthermore, the bureaucratic leadership framework establishes these roles and units clearly. The job specialization and skillset required to perform them are defined in a manner that makes finding the right person as smooth as possible.4. Two key missionsAccording to Weber, the bureaucratic organization has to have either of these two key missions:Up-focus mission, which means the organization is aimed at serving the stockholders, the board, or any other such agency that empowers it to operate. The organization wants to ensure the benefits of labor flow towards the ‘outside’ of the organization to secure further support from the source.In-focus mission, which puts the organization itself as the focus of the operations. Under this mission the aim is the provide benefits to the organization and the people within it, such as creating more profit, improve the market share or enhance cash stream.5. Impersonal styleWhile certain leadership frameworks put the persons in the front, such as servant leadership or charismatic leadership, the bureaucratic system is purposely impersonal. The personalities and the individual achievements are not at the core of the system, the main focus should be on the organization and the performance. The individual takes a lesser role.The reason behind the thinking is about consistency and equal treatment. According to Weber, this kind of impersonal approach can guarantee the operations and functions perform rationally and are not affected by emotions or individual differences.6. Hiring based on technical proficiencyJust as the subordinates are directed to roles that suit their individual skillsets, the hiring in a bure aucratic leadership model is based solely on technical proficiency. What this means is that the person who has the skills required in the specific role will always get the role. As long as you are able to do the job appropriately, then you are guaranteed the role.This also results in the companies moving people from one role to another as the skills develop and change. The bureaucratic system doesn’t have much movement, because it favors in-house knowledge and understanding of the framework in place.Four core elementsFrom the six tenets outlined by Weber arises four core characteristics of a bureaucratic leadership framework. In order for the model to work efficiently, these elements must be at the core of all decision-making and operational efficiency.First, the system requires strict and systematic discipline on the subordinates. This is established by the rules and guidelines and it typically involves every aspect of the organization. Bureaucratic leadership models don’t only consider how the decisions are made within the organization; it also established guidelines on how the work will be done and how employees must conduct themselves at all stages. For example, things such as dress code can be strictly imposed on the subordinates.The framework also establishes a clear position of power for leaders. Unlike laissez faire leadership, the subordinates don’t need to second-guess who within the organization has the power within the organization. The clarity of hierarchy is essential, as it guarantees people don’t step outside the line or make decisions that they are not entitled to make. Furthermore, it makes it easy for the leader as well, since their roles are clear and the expectations are laid out.From this arises the third essential element, which means that within the system, the authority belongs to the leader and the subordinates should obey the leader. The system is strict in imposing this and subordinates that try to step out of the line are n ot usually greeted with much warmth. Therefore, the model does require an ability to follow the rules and take orders from the subordinates.Finally, the fourth key element required under the framework deals with the rewards system within the organization. The rewards and promotions should be based on the subordinates’ ability to conform to the rules. A bureaucratic framework rewards specialty and it congratulates a job well done. Because of the impersonal nature, the focus is not on the person or their development as an employee. The only important part for the organization is the performance. If the employee performs as is required, then the rewards will follow. Again, the clarity of this can create a well-structured machine that operates efficiently.THE QUALITIES OF A BUREAUCRATIC LEADERThe above outlined the framework required for the bureaucratic leadership. But it’s also beneficial to study the qualities and traits a bureaucratic leader should possess. The style can be rath er difficult to master.Although the focus is on performance and not the individual, specific skills will help the bureaucratic leader to ensure the organization follows the model and succeeds under this leadership style.Below are five traits a bureaucratic leader should focus on in order to excel in this specific style.Detail-orientedThe leader must be detail-oriented, since the structure is based on rules and the enforcement of those. This means the leader must be able to stay on top of miniscule details and to ensure guidelines are followed at all times. It might sound dramatic, but the framework does not allow even the slightest deviance from the established model.Being detail-oriented is among the traits the majority of people believe are strictly something innate. For a number of people, the ability to focus on micromanagement is a skill you either have or don’t have. But the trait can be improved and developed further.First, the fun thing about improving your detail-oriented mind is to train it by playing games. Science has shown that games such as puzzles and memory games can improve focus and memory, both of which are essential skills in noticing detail.The second step is to focus on how you approach things in your life, especially in terms of accomplishing tasks. The below video outlines the three key elements detail oriented people do when they are faced with tasks. As the video noted, you should always plan your approach well beforehand. Breaking a task into smaller steps can help you better understand what is involved. Visualizing is also a key part of this, as it can help understand not only what needs to be done, but also what are the best ways to do so.Finally, focus is a key part of the roadmap to detail-oriented nature. If you are not able to focus, try improving this specific skill with meditation, for instance.HardworkingYou’ll also need to be prepared to work hard for the objectives. Since the framework emphasizes performance, the leade r must be setting an example of high standards, with the quality of work and the ability to finish objectives.The ability to work harder is directly related to the sense of motivation. The more motivated you feel, the more effort you are going to put in. Therefore, the key to creating a hardworking nature is all about motivating yourself to push forward. Committing yourself to a specific goal can be done by:Set a clear goal for everything you do. You need to be aware of what you are doing, but also why you are doing it. If you are aware of your tasks and what the achievements would mean to you, you’ll feel more inspired to work towards them.Create habits. You shouldn’t think in terms of trying to motivate yourself towards a goal, because willpower can be quickly depleted. Instead, focus on establishing small habits that help you achieve goals. Set automated routines, such as focusing for 15 minutes in the morning to clear your e-mail, and soon you’ll do them efficiently withou t much thinking.Learn to step out of your comfort zone. There’s a saying in sports that goes, “No pain, no gain”. It might be cheesy, but it is true. You can’t achieve greatness by staying in your comfort zone. Start by trying new things and venturing into the unknown in all aspects of your life.Remember to reward and punish yourself. Sometimes motivation and hard work comes down to simple rewards or punishments. If you know there’s something good at the end of the line, you might be able to push yourself harder. On the other hand, you should also try the opposite â€" Pushing yourself harder towards a goal by having a punishment in mind.Task-focusedAs well as being detail-oriented, bureaucratic leaders also need to be task-focused. The framework is about performance and achieving the set objectives, not innovation or empowerment. As a leader, you need to be on top of all the objectives and know how the tasks can be done most efficiently.Task-focused leaders must create cle ar schedules for subordinates, with emphasis on the requirements of the task. You need to focus on the standards of the objective and much of it relies on the same skills as detail-oriented leadership. You need an enhanced understanding of the organisation, the functions required for the tasks and the different processes needed to achieve the goals in the best way.One of the key aspects of being task-focused is about improving your ability to pay attention. If you are easily distracted, you can’t perform at your highest level under this leadership style.Entrepreneur recently recommended three simple tips for staying focused during the day. According to the experts, you first need to get creative work out of the way. This means making decisions, for instance, should be a top priority, with the more automated jobs following afterwards.You should also schedule your time more deliberately. Understand when your focus is at its peak and dedicate your toughest tasks to these moments. Don ’t venture into a day with the idea that you’ll do things as they come, but carefully allocate your tasks to timeslots.Finally, the article emphasized training your brain, just as you do your muscles. Commit yourself to a single task for a short period and continue increasing the allocated time as you go along.Strong-mindedThe bureaucratic leader’s role might seem easy, as the authority is solely in the hands of the leader. You don’t need to worry about structure of power or delegating decision-making to subordinates, but it doesn’t mean the position wouldn’t require a strong mind.In fact, strong-mindedness is a crucial requirement for a bureaucratic leader, as you need to be able to keep everything in order and ensure the framework isn’t broken.There are five key qualities to being strong-minded, according to Michael Hyatt. You need to be:Confident. Confidence can be built by taking small steps. Hyatt writes that, “success builds upon itself, and slowly, it lays dow n a permanent route to change.”Courageous. You also need to have courage and this is closely attached to your ability to step outside of that comfort zone.Committed. You’ll also need to be committed to achieving the objectives you set for yourself and the organization. Understand that success takes time, but if you don’t believe in what you are doing, you’ll never get there.In control. Being in control doesn’t necessarily mean you can control everything â€" you can’t. But you need to have faith in what you are doing and know that you are skilled enough to achieve your goals. If you learn everything there is to know about a topic and you continue training yourself in the industry and in leadership, you’ll stay in better control of the results.Possess a sense of purpose. Finally, Hyatt recommends improving your sense of purpose. You can stay strictly on target to achieve the objectives, if you are aware of what you are working towards. He quoted Dr Benjamin Mays in his a rticle, who once said, “The tragedy of life does not lie in not reaching your goals, the tragedy lies in not having any goals to reach.” PassionateFinally, bureaucratic leadership is not the world’s most passion inducing leadership styles, but it does require the leader to be passionate. The meticulous focus on objectives, the ability to concentrate on the tasks ahead, and the hard work it takes to keep everything in order won’t be achieved if you aren’t passionate about leading the troops.Because the bureaucratic style is focused on objectives and following the same framework each day, feeling of boredom is possible. Therefore, you must have the passion for the work you do and for achieving the objectives you’ve set out.A Forbes post by Kevin Harrington from 2014 listed a few tips to reigniting your passion for the work you do. Among these were:Having a break â€" Sometimes removing yourself from the situation, such as work, and doing something completely different can m ake you want to get back to work.Read more â€" Learning is a great way to find your love of the industry. Don’t only read books regarding your profession, but also educate yourself on leadership, entrepreneurialism and emotional intelligence.Use a mentor â€" You should join a mentoring program or find a person you can turn to when things get rough. As well as having a mentor of your own, you could also try mentoring, as it can be a great learning curve to see someone else just starting out in the leadership role. ADVANTAGES AND DISADVANTAGES OF BUREAUCRATIC LEADERSHIPThe bureaucratic leadership has its own set of benefits it can provide to organizations in today’s world. But equally, the leadership theory also poses plenty of challenges both organization and leaders should keep in mind when considering using the approach.Advantages of bureaucratic leadershipWhen it comes to the advantages of bureaucratic leadership the most notable benefit must be the essential nature of bureauc racy in organizations. In short, bureaucracy is to some extent an essential part of any modern business and therefore, the bureaucratic leadership style can be an easy continuum. In addition to the previous point, the bureaucratic leadership framework is easily repeatable. Because of the focus on establishing a clear and well-defined set of rules and processes, replicating a successful system is not difficult.This provides the advantage of maintaining the framework under all sorts of circumstances. If the organization faces changes in personnel or in other similar situations, the bureaucratic processes and established structures can keep the processes running and quickly steady the ship, so to speak. When the authority system is established, then decisions are made quicker. The hierarchical nature and pre-set procedures ensure that there is no time wasted in figuring out what happens next.The set structures and regulations make introduction of the new subordinates much easier. Overa ll, the leadership framework is exceptionally suited for organizations, which perform highly repeatable tasks. In the case of the fast food industry and the theory of McDonaldization, you can see how the bureaucratic engine can boost the organization in terms of achieving the objectives. For new subordinates, getting stuck in with the role will be easy, as the expectations and procedures are clearly defined.Different to certain other leadership theories, such as charismatic leadership, the bureaucratic model doesn’t emphasize the leader. The leader is only in the position through his or her competence and the power doesn’t come from his or her personality, but the position. In the perfect bureaucratic scenario, people obtain positions based on competence and skills, with the structure guaranteeing them the power to lead. A leader doesn’t need to worry about inspiring the subordinates in order to gain legitimacy.Overall, the bureaucratic leadership system can provide extremely reliable results. It guarantees procedures don’t falter under pressure and ensures everyone in the organization is aware of the processes and objectives. In essence, it provides organizations with better focus and a well-defined roadmap for achieving the success. If you want consistency, then the bureaucratic framework can provide it.The advantage of stability isn’t only enjoyed by the organization, but the subordinates can also benefit from the consistency. Under the bureaucratic leadership, job security can be high, as employees are expected to perform in a clear manner. As long as you follow the norms set by the organization and you help achieve the set objectives, then you can continue working for the organization. The improved job security can act as a motivational boost and help the subordinates to maintain professionalism.It should also be mentioned that the bureaucratic system could be especially beneficial for organizations, which rely on safety. Dangerous jobs or organ izations that deal with sensitive information can improve security with a bureaucratic system, as it guarantees everyone in the organization follows a set of laws and procedures. Knowing a set of procedures can automate performance and make responding to emergencies much faster.Disadvantages of bureaucratic leadershipDespite some of the above benefits, bureaucratic leadership also creates a few hurdles that can be difficult to overcome. Perhaps the most challenging aspect of the structured leadership model is how it deals with creativity and innovation. Since the system relies on structures and established procedure, it can be an inflexible system.Subordinates are not expected to make decisions out-of-the-box and everything that would deviate from the established system will have to be dealt with supervisors. The rigid structure can create an environment where people just follow the procedure and don’t try to consider different ways of doing things.The bureaucratic system can dimi nish creative thinking because the system for changing the procedures can be cumbersome. A new idea will need to be introduced in steps, following the hierarchical power structure, and even if the suggestion is accepted, changing the old structures can take time. Change is never easy, but it can be especially difficult in a system that’s not used to changing. Breaking established habits is a difficult thing to do and it can be extremely hard within an organization.Furthermore, while bureaucratic leadership does establish a strong professionalism within an organization and people can progress on the career ladder based on competence, the leadership style doesn’t necessarily empower subordinates as much as certain other styles. The framework rewards people who are professional and can follow the rules â€" there is not necessarily much emphasis on increasing your expertise. As long as the subordinate is able to perform the tasks according to the rules and achieve the goals set, the willingness to improve skills or understanding of different aspects of the work.Maybe you even need to think about moving beyond empowering your employees. Overall, the conformity to rules and the job security provided by the framework can hinder not only the motivation of the worker, but also damage the organization. First, when the subordinate doesn’t have to challenge him or herself, the everyday work can quickly become mundane. Knowing that you can’t truly innovate and be creative with your approach can damage your passion towards the work and you simply start performing what is necessary. You don’t push yourself further and challenge yourself in terms of the quality of work, as doing the minimum can be enough.Furthermore, subordinates who thrive under pressure and who are passionate about developing their skills can find the bureaucratic environment damaging in terms of their career. Not being able to use your talent to the maximum and not being surrounded by creativity, resentment might bubble under the surface and lead to passionate and talented subordinates to move to another organization.In addition, the organization can stall in terms of improvement, as the subordinates become complacent and unmotivated. As long as people do their jobs, the organization has little breathing room in terms of moving subordinates to other roles or indeed hiring new talent. As mentioned above, the most talented subordinates are likely to move forward, while the subordinates that stay are only performing average, as they aren’t pushed to the next level.It must be said that the bureaucratic leadership framework is also task-oriented, with less focus placed on the individual. The aim is not about empowering subordinates or inspiring them to lead, but rather to achieve the goals in the most efficient manner. The style can seem robotic and subordinates can easily feel less appreciated under the system. The organizations focus and investment are directed towards impro ving the processes, not necessarily the people performing these tasks.EXAMPLES OF FAMOUS BUREAUCRATIC LEADERSBureaucratic leadership style has a long history. It’s been used in politics and in religions organizations around the world. The effectiveness of the style has seen a number of great leaders take advantage of the framework, with business leaders understanding the essential nature of the style.Who are some of the bureaucratic leaders you might want to look up to? Below are four examples of the benefits and the occasional downside of the leadership framework.Winston ChurchillWhile the British Prime Minister, Winston Churchill, showed a number of different leadership qualities, bureaucratic leadership is definitely among the strongest models he used. Churchill had charisma, which he used during the Second World War, but he also relied on a heavily structured system to get things done.Churchill’s key bureaucratic leader traits were his decisive nature and persistency to foll ow the plan. Churchill was wary of both Stalin’s Soviet Russia and Hitler’s Nazi Germany right from the start. This wasn’t a popular assessment of the time and the British Government didn’t believe the stark images Churchill was painting about the future, but Churchill stuck to his decision-making and view of the two leaders. Eventually, as the war began to tear Europe, Churchill was voted in and he created a decisive plan to defeat the enemy, no matter the cost.Furthermore, Churchill also showed plenty of persistency. In his famous speech, Churchill said,“Whatever the cost may be, we shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, w shall fight in the hills; we shall never surrender.”Churchill was also a detail-oriented leader, something that is a key trait in the bureaucratic framework. He wanted to know everything involving different aspects of the government and wartime military effort.He understood the importance of trial and error, knowing it’ll be inevitable to have ups and downs in whatever you do. He smartly said, “Success is not final, failure is not fatal; it is the courage to continue that counts.” Colin PowellColin Powell is another great political example of a bureaucratic leader. His leadership style has roots in the military, which is an organization that often utilises the bureaucratic model. Powell quickly rose through the ranks in the US military, becoming a general and eventually the first black member of the Join Chiefs of Staff. His leadership skills were recognized in 2001, when he became the US Secretary of State.From his time in the military, Powell learned the power of bureaucratic leadership and the need to follow procedures and norms. He understood that success was all about optimizing your potential to succeed and minimizing your failures. In essence, it is what bureaucratic framework is all about â€" creating a system that maximizes its potential for greatness and creates efficiency across the organization.Powell also focused always on the mission and the task ahead. It wasn’t ever about achieving personal greatness; he knew that great organizations succeed and fail together, not through individual performance. He once said,“I’ve tried to do my best at what has come my way…I’m not without ambition. I’ve had a full and active public life.”In a 2012 Forbes article, Colin Powell gave advice to entrepreneurs and a number of the tips were directly applicable to a bureaucratic structure. For instance, Powell writes in the article about the importance of linking the organizations strategy with the right resources. “Make sure people know what the job is and give them everything they need to get it done,” he wrote.You can understand more about Colin Powell’s leadership and the lessons he’s learnt by watching the below TEDx talk. Harold Geneen / ITTThe business world has also provided examples of bureaucratic le aders and Harold Geneen is among these figures. He made most of his success as the CEO of International Telephone and Telegraph Corporation (ITT), which he helped to grow into a multinational conglomerate. Much of his success was due to his focus and bureaucratic management style.In fact, Geneen is often touted as the person who helped develop international businesses and establish the framework required to launch medium-sized organizations into the world stage. His idea of creating a parent company that owns subsidiaries in different industries is a popular model for most mega-corporations of today.The bureaucratic leadership style was evident from the manner in which he structured the organizations. ITT held a tight leash on how the finances were run in subsidiaries and the accountability structure always followed a clear hierarchical outline. Different departments were built on a hierarchical model and the autonomy was placed within these smaller units. The framework of the organ ization was always set on a macro-level, even though micro-decisions were allowed within smaller team.Harold Geneen was a passionate student of leadership and he spent time writing on the topic as well. He once said, “Leadership is practiced not so much in words as in attitude and in actions.” The quote reflects the bureaucratic leadership idea of keeping the organization and performance at the centre, not the individual achievements or traits.“In business, words are words; explanations are explanations, promises are promises, but only performance is reality,” Geneen noted.Alfred P. Sloan / General MotorsAnother example of a bureaucratic business leader comes from the early 1920s in the form of Alfred Sloan. The American businessman was elected president of General Motors and under his leadership, the company reformed its approach to leadership and management. He didn’t just change the way General Motors was managed, but also influenced the whole of the industry.Historian Harold Livesay has argued that Sloan “bureaucratised the entrepreneurial function”. He created a hierarchical organization, which focused on following rules and taking calculated risks. He decentralized a number of the functions, allowing individual sections of the organization to manage themselves. Sloan was a meticulous leader, although sometimes rather ruthless as well.He strongly believed in the corporate culture, especially when it was about decentralized decision-making, measured performance and continuous development. Sloan’s ideal society would have resembled something present in today’s world, where a number of public institutions take advantage of a corporate leadership culture. Organizational control was the key to success in Sloan’s eyes.Sloan had a realistic approach to development and innovation. He understood the value, but he also wanted to focus on providing people with things they wanted and which were practical. He once said,“The greatest real thrill t hat life offers is to create, to construct, to develop something useful. Too often we fail to recognise and pay tribute to the creative spirit. It is that spirit that creates our jobs.”Sloan was always willing to take the risks, if the rewards were worth it.FINAL THOUGHTSBureaucratic leadership is one leadership style that has been thoroughly tested throughout the times. It has been a popular form of organizing societies and after Weber’s theorizing, the framework became a popular choice for leaders in the business world as well.Nonetheless, the style has suffered from a bad reputation, often driven by inefficiently executed systems. Bureaucratic leadership can be tedious and laborious, with pressure placed people strictly following the rules. There can be loss of creativity and lack of subordinate empowerment under the framework.On the other hand, bureaucratic leadership is somewhat necessary in any large business and if the framework is set properly, it can provide an efficien t structure for a business to function. It’s definitely a style to consider if you are leading an organization with inexperienced employees and you need consistency and reliable results.

Hypertension Risk And Management Guidelines Essay

Running head: HYPERTENSION RISK AND MANAGEMENT 1 HYPERTENSION RISK AND MANAGEMENT 2 Hypertension Risk and Management Isatu Mansaray-Colbert Indiana State University Introduction Hypertension is an acute and life-threatening condition that requires prompt treatment and is highly evaluate in urgency (Neutel Campbell, 2009). Hypertension is a condition that increases the risks of stroke and heart disease. Approximately 40% of the US population had hypertensive disease during 2011 to 2014, and the condition was not under control in about 65% of those affected (Roger, Go, Lloyd-Jones, 2015). Creating awareness on the treatment and control of hypertension is primary health promotion concern in Howard County Maryland, Columbia. Hypertension involves making lifestyle changes to control risk factors; a teaching plan is best suited for the county?s case. Nurses and Nurse Practitioners have the decisive role in preventing and managing hypertension using patient education and counseling (Neutel Campbell, 2009). The nurses are the first providers to see new patients when they come to the hospital or visit their healthcare providers. As a student nurse, I obtained subj ective and objective data from patients, implement a plan of treatment with my preceptor. We communicate and collaborate with the nurse managers and physician, then outlines and evaluate a care plan with primary and secondary prevention on hypertension strategies for the patients.Show MoreRelatedLifestyle Modifications : Provider Adherence1492 Words   |  6 PagesProvider Adherence to JNC7 Guidelines Introduction Hypertension, a condition more commonly known as high blood pressure, is a major risk factor for many medical diseases and comorbidities. 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Consumer Ethical Beliefs and Personality Traits Free Essay Example, 2500 words

The subject matter of the research has considered two primary themes for the formulation of the study namely, globalization and customer behavior. Both these contexts have been exclusively researched in the past, in respect of their individual significance. Studies relating to globalization have more often focused on the influence on business houses and the economies of the world, whereas, customer behavior has been researched in terms of marketing and customer relationship strategies being implemented by firms. The process of customer decision making, on the other hand, has been mainly studied in respect to the marketing processes of the businesses and the cultural influence on their decisions. Relating the aspect of globalization with customer decision making will help in assessing the influence of the macro-environment on customer behavior. Furthermore, the research can throw light on the response of the customers in relation to the entry of multinational brands in their market p lace and the subsequent changes in the purchase behavior of the customers. The notion of customer behavior is an inherent subject in economical and business segments. The existing researches performed over the years have reflected many theories, models, concepts, and discussions regarding the factors influencing consumer behavior and the process of customer decision making. We will write a custom essay sample on Consumer Ethical Beliefs and Personality Traits or any topic specifically for you Only $17.96 $11.86/page In an economic context, the utility can be further segmented as a total and marginal utility.

The Potential Effects Of Democracy On The Middle East

The Potential Effects of Democracy in the Middle East Democracy has often been affiliated with reflective notions such as freedom and liberty, as well as the belief that people deserve a voice to represent their demands and the majority of a population should have its way. The first idea of democracy promotion started with Wilsonian ideas, the democratic peace theorem, and the long-term security interests of all democracies (Huber, 2008). It is often regarded as an abstract concept with varying definitions that change based on the area the concept is being applied in. Fundamentally, the democracy practiced in the U.S. is inconceivable to apply to a region that is drastically different in a wide array of aspects. As a result, any associations with the concept of democracy in regions such as the Middle East must be regarded subjectively due to a different social, cultural, economic, and political environment. 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Case Study on Value Proposition and Sustainability @CoLinx

Question: Write a case study on CoLinx? Executive Summary CoLinx is a shared services organization who does not deal with customer. Manufacture-members are included in the business operation. One website is provided by the organization to access the information by the members, distributors and customers. This study based on the answers of three questions. First one is related the elements of value proposition for the manufactures of CoLinx. Second one is based on the major sources available to the company for saving the manufacturer-members and third one is related with the keys to long-term sustainability of relationship. Table of Content Elements of the Value Proposition Major sources of savings for manufacturer-members Keys to long-term sustainability of a relationship Conclusion References Elements of the Value Proposition for the manufacturer-members of CoLinx Value proposition refers to the total benefits available from an organization or what promise is done by a vendor as the return against the payment of the customer (Kachru, 2009). Value proposition is the marketing statement that describes why a customer should purchase a product or render a service. There are basically three elements of Value Proposition: Capability, impact and cost (Stolarczyk, 2010). Capability refers to the level of benefits provided by the organization to the customer. It defines the ability of an organization to provide the maximum benefits to its customer. Impact is the reaction of the customer against the benefits provided by the organization (Gattorna, 2009). It explains the success of benefits given by the organization to its customer. Cost is associated with the benefits. It is required to know what the customer must pay for getting the benefits from the company. CoLinx is a manufacturer-owned provider of shared e-commerce and logistics services in North America. It was established in 2001. It includes four competing manufacturers. The founders of CoLinx are Rockwell Automation, SKF Group, INA Holding Schaeffler KG, and The Timken Company. In business world, each entity wants keep their separate or individual business interest. The focus is to make their own brand identity in the market at a minimum cost (Grawe, 2009). It is observed that shopping mall enhances the visibility of the stores it houses (Wang, 2013). Each storeowner will be benefitted if large number of people passes from the front of stores. On the other side, a mall provides such kind of environment where wider range of complementary products and services are available (Routroy, 2009). The benefits offered by the CoLinx is almost identical with the benefits offered at shopping mall. The exposure will increase to the manufacturer to a considerably wider array of distributors (Borgman and Rachan, 2009). Distributors can also gain benefit from varieties of products and services because the products and services are available at vast and more convenient than the accessibility via individual sites. At this venture, the founders are focused on the return on investment and capacity utilization. Each founder has their own interests to involve in e-commerce. Each individual feel discomfort relating to the level of investment. Purchasing at CoLinx, the founders can able to obtain all the functionality of e-commerce which they required for what the organization explains as regarding a quarter the price of doing it themselves. The expectation of the members is to obtain the substantial return on investment. They also expect to avoid the costs except the cost incurred related to the activities which is not possible to share. The founders try to emphasize on the improvement of relationship with their distributor customers and ensuring that all individual manufacturer keeps control for retaining the relationship (Klaus, 2009). According to those criteria, CoLinx tries to keep in ensuring that PTplace avoids the characteristics of an exchange. Co-Linx takes actions for preserving the relationships between the manufactures and their customers. ColLinx is success in enabling the individual control. The Website interface is controlled by the BroadVision Software and the personalization functionality. Where, all sensitive data are kept by the manufacturers individual proprietary systems. It is observed that the CoLinx does not maintain the order information despite log of orders done through PTplace. It is the responsibility to the each manufacture what to present to the customer. Each manufacturer is also responsible for dynamic pricing, invoicing and retaining the distributors (Gomez-Padilla, 2009). Through t hose functions of manufacturer, CoLinx maintains the relationship with customers. Each manufacturer has their own log in id and password to access the websites. Each individual has the right to tailor the information visualized to each customer and the protection available to keep that information confidential from the other unauthorized users and other manufacturers. Shared logistics operations are observed among the manufacturer-members. The efficiency and accuracy of the logistics functions of CoLinx is so well. It provides service to the distributor branches in 93% of the time within 24 hours. After the sale is done, the manufacturer-member is liable for integrating the information (Bretzke, 2009). Flow of information occurs from PTplace to each legacy system and from legacy system to the logistics system. CoLinx is success to provide facility of shipping service with more frequent. Elements of the Value Proposition for the distributors of products that are shipped from CoLinx Distributor can obtain benefit with working with CoLinx. The distributor need not to access large numbers of sites for serving their customer. The four large manufacturers are available in one Web site. Distributor can easily access and check the information. As a result, they can increase their responsiveness for their customer. CoLinx can train them easily through their website. A one password can access all information regarding the fifteen thousand products which are offered through PTplace. CoLinx is success to strengthen the relation between distributors and their customer and between the distributors and their suppliers by making easy the learning for adjusting to operating commerce online. Major sources of savings for manufacturer-members of CoLinx There are several options to save the manufacturer-members of CoLinx. CoLinx is a one type of nonprofit organization. A nonprofit organization does to give focus on the increasing the earnings. Nonproft organization tries to gives more benefit to the customer reducing the cost as much as possible. CoLinx does not focus to promote itself by building the brand image. The mission of the company is to be the best choice for the manufacture-members. The members of CoLinx obtain the advantage of reduced cost accumulated by the company. Members have the right to access the all services offers by the company. Each and every member has the own password to access the website and they can keep their information confidential from the other members. The various services involves packaging, labeling, warehousing, kitting, light assembly, freight bill payment and audit, system to system connection with the customer, PTplace web stores, logistics management, cross-docking , consolidation of shipment and processing of returned goods (LeeYongKeun, 2009). The cost is reduced by the company by providing more frequent deliveries (Tian, 2010). So, that is the also benefits for the members. Employees can be shared from one member to another member which is also help in saving the money. Proper training is provided to the employees to handle the service operation. CoLinx try to save the money of the manufacturer-members by sinking the cost of shipping which is paid by the each and individual manufacturer-members (Jiang and Wang, 2013). CoLinx provides such platform and control to manufacturer where they can build a good relationship with the customer. The company has the ability to provide robust vehicles to the manufacturer for marketing their product to the large number of customers. Keys to long-term sustainability of a relationship such as CoLinx CoLinx is a 3PL company or third party logistics company. 3PL company works with shippers to control and manage the logistics operations (Pienaar and Vogt, 2012). There are various elements are included in logistics such as warehousing, freight rate negotiation, transportation management software, forecasting, in depth reporting, freight bill auditing and many more (Sople, 2010). The tasks are different to the several 3PLs. Their operational models are different according to their tasks. Relationship is important to the marketing for keeping sustain in the market. A long term relation needs to build with the members or customers. Satisfaction is the key thing to build the long-term relationship with the customers, suppliers or distributors. They sick the maximum benefits from the products and services of the company. According to the traditional marketing, the companies tried to increase the new number of customer. But the present scenario explains that customer retention is more imp ortant than increasing the new customer to sustain in the market (Bockholt et al, 2011). The parties related with companies looks for both financial and social benefits. Co-operation is another important key to sustain in the market. A good co-operation with the members, suppliers, distributors or customers helps to sustain the long-term relationship with them (D.A.S. et al, 2010). Companies need to apply proper technologies and methods of operation to coordinate the collaboration within the network. Trust and cooperation based relationship is required by CoLinx for long term sustainability. Shared risk investment and the unique goal are also important factor for sustainability. Each and individual members engage to contribute the services and can achieve their own objective as well as help in achieving the overall goals of the company (Koseki and Noda, 2010). CoLinx has several options to keep sustainability for long-term. Members do not feel the PTplace site as an exchange or e-market place. If they feel, they do not go for the business with the customers. The sale is not done directly by the CoLinx to the distributor or the customers. The manufacturer-members can only sell the product to the distributor or customer. So, it helps to keep the member tending to use their services. By involving the manufacturing-members in the business, a legendary customer service is allowed to provide to their customers. Conclusion In conclusion, it can be said that the company is success to build the good relationship with the members by providing maximum benefits. Shared services help to retain the members and control the logistics operation. 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