Discussion questionsMBAanalytical response

There are two discussion questions I am sending with 1 response to each from other classmates. The directions are to make a discussion response/addition to the students response. page and a half each question should be sufficient. Staying away from I agree or disagree responses and focusing on building upon the response with outside sources and detailed descriptive information. Some personal insight is also welcomed in the response. I have attached the chapter readings assigned with these questions. This is same text you have been using writer#29088 managers bookshelf 9th edition jon pierce.

The first question was:
Compare OR contrast any 2 theories or concepts from two different books discussed in Part II. Remember, all original posts AND all responses require outside research and sources and/or personal experiences.

1st student response:
In The Fifth Discipline: The Art and Practice of The Learning Organization”, Peter M. Senge mentioned about the way of thinking and its following actions that can be the basis for reducing the learning disabilities in any organization. He classifies it to seven disabilities.

In a?Out of the Crisisa?, W.Edwards Deming lists 14 steps the management must take to transform the entire organization.

Even though, these two books are taking different path in approaching the ultimate goal of transforming the organization. There are common topics of interest between them. Below we discuss a couple of those topics.

Management:

a?The Fifth Disciplinea? details about a?The myth of management teama? as one of their learning disability, which critically analyzes about, how a team of bright people, delivers a bad results due to lack of learning and resistance to improvement.

The same issue is discussed in a?Out of the Crisisa?, in which the author suggests in various steps about substituting leadership and his suggestion to eliminate management by objectives. In this case, the author eliminates the management team and substitute the leadership , which can lean and supervise on the designated role.

Teamwork:

a?The Fifth Disciplinea? classifies the closed vision on ones work as a shortcoming. When a person is attached to a work function, he will lose the vision of other teams and its functions within organization due to lack of interaction. Ultimate result of this is failure to envision the big picture. This will result in delivering nonstandard results and lack of group tasking.

In a?Out of the Crisisa?, the same issue is addressed by suggesting breaking down barriers, it advises about people from different department work as a team. In that way, they could foresee problems and solutions well in advance.

Training/Education:

Both the books emphasizes about importance of education, training and self improvement for members of the organization. Both authors strongly believes the best outcome of organization will happen only when the members are well trained and self motivated.

Reference:

Dr. Demet VaroA°lu, & Assoc. Prof. Dr. Kadir VaroA°lu. The impact of fifth discipline on management education, extracted on January, 16 2012.

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2nd question was:

Select two of the book reviews in Part III and compare and contrast some of the theories and concepts as they relate to high and low performing companies.

Student response:
There are many similarities and differences in the theories and concepts discussed in Big Winners and Big Losers: The 4 Secrets of Long-Term Business Success and Failure, by Alfred Marcus, and How the Mighty Fall-Any Why some Companies Never Give In, by James C. Collins. Written just three years apart, it is easy to draw parallels and stark contrasts between the two works as their theories relate to high and low preforming companies. Understanding the theories and concepts presented in Big Winners and Big Losers and Why the Mighty Fall is extremely beneficial to a manger today. Application of the theories and concepts can alert a manger to signs that there organization is a high preforming one, poised for growth and success, or conversely, a low preforming organization heading down a path for failure.

One striking similarity in Big Winners and Big Losers and How the Mighty Fall can be found in theories and concepts, presented in both works, as they relate to an organizationas focus. In Big Winners and Big Losers, a high preforming organization is aligned with its customers, and has developed a sweet spot in the market place that has positioned the organization for growth. (Marcus, 2006) A high preforming organization will have focus. Marcus (2006) found that a?Big winners do more than just defend their sweet spot positions: they are actively committed to growth by broadening and deepening the sweet spot. Risk of failure was reduced by focus on core competencies.a? By focusing on core competencies, as Marcus suggests, an organization is put in a position of power. Focus on core competencies allows management to evaluate the a?bread and buttera? of the organization. Additionally, the concept of focus and how it relates to a high preforming organization is also discussed in How the Mighty Fall. Collins (2009) found that a?Successful companies also pay greater attention to improving and growing the core businessa¦a? It is critical for a manager to understand the importance and the application of focus and how it relates within a high preforming organization. By focusing on core competencies, management can examine the business without distraction. Focus allows management to deep their understanding of the product or service and how it relates to the consumer and the marketplace. Focus allows management, if challenged on price or quality by a competitor, to quickly react and take appropriate measures to solidify their position in the marketplace. Focus is essential to long term success for an organization.

While Marcus and Collins both argue that focus is critical to a high preforming organization, the authors differ in their application of their theories and concepts as they relate to the root cause of a low preforming organizations. In How the Mighty Fall, Collins (2009) found a?One key conclusion from research is that it is possible to avoid decline if you catch it early.a? Collins implies that the decline of an organization can be reduced down to a single, free standing event. Collins statement suggests that if management can identify or prevent said event from occurring, management can stop the decline of the organization. However, in Big Winners and Big Losers, Marcus (2006) found a?Conversely, the prolonged poor performance of the big losers was in no case the product of a single weakness. Multiple weaknesses in a pattern that reinforced each other condemned the losers to failure.a? Marcus concludes that in a low preforming organization one negative trait is chained together with another negative trait leading to the organizations demise (Marcus, 2006). This stark difference between the theories and concepts outlines by Marcus and Collins, and how they relate to low preforming organizations allows a manager to analyze low performance in an organization is the result of a single cause and effect relationship or a multi-cause and effect relationship.

Collins, J. (2009). How the Mighty Fall-And Why Some Companies Never Give In. New York, NY: HarperCollins.

Marcus, A. (2006). Big Winners and Big Losers: The 4 Secrets of Long-Term Business Success and Failure.
PA: Wharton School Publishing.

please see attachment