Running Head Motorola: A Struggling Company ✓ Solved
```html
Running Head Motorola A Struggling Company 1motorola
The final paper for the course is the creation of a decision-making and principles of management paper. As you continue on your path to earn a degree in business administration, you will deepen your understanding of how effective management is a crucial aspect of overall business success, especially in today’s complex business world. The final project for the course is divided into two parts: Final Project One and Final Project Two. Both parts of the assessment will focus on decision making and the fundamental principles of management. In Final Project Two, with the help of your instructor, you will select a struggling company. You will analyze the company’s ineffective implementation of the fundamental principles of management. Once you analyze the struggling company, your task will be to make recommendations for a management improvement plan.
Specifically, the following critical elements must be addressed: Profile of a Struggling Company, Management Plan Recommendations, and Conclusion. The management improvement plan will include how the company’s management team can improve in areas such as decision making, employee performance, and sustainability. You must select a company from the list provided.
Paper For Above Instructions
Motorola Inc., once a leader in the telecommunications industry, now symbolizes a case study of management failure. This analysis will explore the reasons behind Motorola's struggle, focusing on management planning practices, employee perceptions, communication issues, and a structured management improvement plan.
Profile of a Struggling Company
Management Planning Practices
The management at Motorola has historically faced challenges in strategic planning and decision-making processes. One critical setback was its failure to engage fully with emerging technologies. For example, during the rise of smartphones, Motorola hesitated in its transition to 3G technology, a crucial oversight that allowed competitors to capitalize on changing market demands (Howard, 2008). By neglecting such growth opportunities, the company's market share dwindled significantly.
Furthermore, the absence of a clear, adaptive management framework hindered Motorola from responding effectively to both market trends and internal deficiencies. The company adhered to traditional methods and resisted innovation, making it difficult to pivot in a fast-evolving sector. An actionable management improvement plan should address these deficiencies by implementing agile management practices that allow for innovative decision-making and strategic adaptability.
Employee Perception and Organizational Culture
A significant factor in Motorola’s decline is its deteriorating organizational culture. Management's inability to foster a cohesive working environment has led to disengaged employees. Reports indicate that the departments within Motorola often operated in silos, creating a fragmented culture that stifled collaboration and morale (Fishman, 2014). The disconnection from company founders' vision resulted in a workforce that was not aligned with organizational objectives, ultimately affecting productivity and performance.
Improving this aspect requires creating a more inclusive culture through team-building initiatives and redefining company values that align with its mission. Engaging employees in the decision-making process is paramount for reinvigorating morale, teamwork, and connection to company goals.
Communication Issues
Effective communication is a cornerstone of successful management, and Motorola's shortcomings in this area contributed to its struggles. The company adopted ineffective communication strategies, leading to poor market research insights and incorrect performance metrics for employees (Fishman, 2014). A lack of open dialogue among staff further exacerbated these issues, preventing the free exchange of ideas that could guide Motorola toward necessary innovations.
A robust internal communication strategy should be established to facilitate transparency, encourage feedback, and involve employees in key decisions. This initiative can strengthen trust between management and staff, ultimately improving performance outcomes.
Management Plan Recommendations
Implementing Fundamental Principles of Management
To improve Motorola's management processes, the application of the fundamental principles of management is essential. The first step involves setting clear objectives that align with the latest market trends and technological advancements. By adopting a strategic management approach that emphasizes agility and responsiveness, Motorola can better navigate the complexities of the telecommunications landscape.
Training and development programs should be introduced to promote operational efficiency and innovation. Employee feedback mechanisms must also be established to identify areas needing improvement actively. This approach will help build an adaptive, forward-thinking organization.
Communication of Implementation
To successfully implement the changes, communication must occur at all levels within Motorola. It is vital to ensure that staff members fully understand the new procedures and their roles in the transformation process. Training sessions should be organized to disseminate information about the new strategic initiatives effectively. Additionally, providing platforms for employees to express their opinions and contribute ideas could facilitate smoother transitions and buy-in for the planned changes.
Enhancing Employee Performance
The application of these principles should prioritize employee development as a key driver for improved performance. Establishing clear performance metrics aligned with organizational goals can provide employees with a sense of ownership over their contributions. Additionally, rewarding innovative ideas and performance improvements will incentivize employees to partake in a culture of consistency and excellence.
Continuous feedback should also be part of the process to motivate employees and help them grow professionally. This feedback loop is critical for enhancing employee performance, as it illustrates management's commitment to individual development and organizational success.
Monitoring and Sustaining Ethical Principles
Finally, Motorola must integrate ethical principles into its management practices to ensure long-term sustainability. Management should adopt a rational decision-making model that considers ethical implications in every aspect of business. This framework will enhance accountability and build a positive reputation that can attract both customers and talent.
Regular assessments of ethical practices and open dialogues about ethical dilemmas faced by the company will nurture a culture of integrity. Ensuring that ethical principles are not only discussed but are part and parcel of the daily operations will reinforce a commitment to quality and corporate responsibility.
Conclusion
In conclusion, Motorola's management struggles highlight critical areas of improvement essential for organizational success. By addressing management planning, fostering a collaborative culture, enhancing communication, and embedding ethical principles within the organization, Motorola can reposition itself in the competitive telecommunications landscape. Implementing these recommendations grounded in fundamental management principles can facilitate a resurgence of Motorola as an industry leader.
References
- Fishman, T. C. (2014). What Happened to Motorola; how a culture shift nearly doomed an iconic local company that once dominated the telecom industry. Retrieved from OL 215 Final Project Two Guidelines and Rubric
- Howard Anderson. (2008). 10 reasons why Motorola failed. Retrieved from tworkworld.com/article//10-reasons-why-motorola-failed.html
- Sharma, R. (2012). Organizational Culture and Employee Performance. Journal of Business and Management, 13(1), 49-54.
- Mintzberg, H. (2013). The Rise and Fall of Strategic Planning. Harvard Business Review Press.
- Robinson, S. P., & Judge, T. A. (2017). Organizational Behavior. Pearson.
- Wheelen, T. L., & Hunger, J. D. (2018). Strategic Management and Business Policy: Globalization, Innovation, and Sustainability. Pearson.
- Daft, R. L. (2016). Organization Theory and Design. Cengage Learning.
- Schultz, D. E., & Peltier, J. W. (2013). Social Media’s Role in Advertising: A New Look at the Relationship. Journal of Advertising Research.
- Boone, L. E., & Kurtz, D. L. (2016). Contemporary Business. Wiley.
- Fayol, H. (1949). General and Industrial Management. Pitman.
```