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Sample Paper on OB sample

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Sample Paper on OB sample

Aruba Networks’ chief executive said that they aspired to be the largest company within their operational space. Mr. Bryant backs this claim since it crystallizes a goal that had been expressed by many leaders as he conducted multiple interviews for the column of corner office. According to this claim, Bryant explains that many leaders have an urge of fostering a nimble and quick culture for startups even as these startups continue to grow. According to Bryant, managers and leaders are faced with the challenge of creating nimble management in spite of their companies’ sizes. Nimbleness is an important aspect for the growth and development of a company as claimed by Mr. Page, where in an interview he claimed that he had a primary goal to ensure that Google attains the speed, passion, nimbleness, and soul of a startup.

Bryant identifies some drivers that organizations need to foster to achieve a culture that is effective to encourage all people to work at their best and foster innovation. Some of these drivers include developing simple plans, enhancing respect for all, developing teamwork, etc. The drivers identified by Bryant are essential in advancement and safeguarding of organizational culture. For instance, plans aid in coordinating the organization’s activities to achieve the set objectives. Teamwork helps employees to work together and drive them towards accomplishing common goals. Universal respect is essential in maintaining healthy working relationships among members of the organization, and respect also enhances unity. On the other hand, the use of adult conversations and respect can be used to promote employees’ morale. Leaders’ treatment of their employees has a great influence on their morale at work. If treated with respect, workers’ morale will increase, and this will be for the benefit of the organization.

In case of deviation from the organizational culture of the business or development of bad behaviors among workers, leaders can converse privately with the workers involved using the guidelines for behavior such as etiquette, courtesy, and respect for one’s work to assist employees in concentrating on their work and to restore the business culture. This can work better instead of navigating on the politics that develop in case of bad behaviors, which may end up humiliating employees. According to Bryant, leaders should not criticize or humiliate their employees in public, or in front of their colleagues. They should instead create a culture of respect and use adult conversations to deal with various matters of misconduct. Should different situations persist in an organization, then the leaders should reorganize their roles, for instance their teams. This will enable teammates to focus on carrying through the strategies rather than worrying if other colleagues would do what they are ought to do.

Works Cited

Bryant, Adam. ‘Management Be Nimble’. The New York Times 2015: 4. Web. 3 July 2015.

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