Intra Corporate Entrepreneurship By Gifford Pinchot IIi And Elizabeth S Essay

‘Herewith appear to be the most pressing matters; one, infective and inexperienced entrepreneurial leadership. Two, the dialectic nature between front of house and back of house, and three, a lack of general training motivation and direction in original concept.’

Analysing the case, it is noticeable that the corporate culture is characterized by individualism in spite of cooperation, regarding both departments and their executives. Indeed, for the latters, the prospect of losing authority and power overcomes the benefits originated by the introduction of Project

Organizational structures have changed greatly in the last fifty years. Whereas most organizations were once rigid and centralized, most organizations are now taking advantage of flexible and decentralized structures. These new structures have affected the standard relationships between employees and managers. Additional layers of management have been created which blur the lines between the functions of managers and the functions of employees. Employees have become decision makers, and some managers barely have any authoritative power. Subsequently, these changes to organizational structures have impacted organizational strategies. This too, expounds upon the increased power of the employee and the reduced authority of the manager. The changes in organizational strategies make use of the dispersion of power in order to reduce costs and enable additional safeguards within these organizations.

One of the themes in Thomas McCraw’s book American Business Since 1920: How It Worked is mastering centralized control through decentralized management. As the business world rapidly expanded competition for market share between the larger companies increased. More task management was necessary in order to delegate within the businesses as they expanded. The market was also changing and as an answer to that some companies implemented a revised version of traditional management; decentralized management (McCraw, 2009).

Due to huge economic changes that followed the Industrial Revolutions, political domination was no longer the only problem individuals should worry about in securing liberty. Economic domination was an equal threat that can only be controlled by the government. Both of these men’s theories are a product of their times, which is reflected in their contrasting viewpoints.

By recognizing that employing individuals is not taking advantage of them, he makes a valid point regarding the evolution of the workforce. In ancient times, employment mostly consisted of the production of goods rather than services. For this reason, people could work independently. Even during these times, there was a need for people to work in large groups so that they could accomplish duties that required coordination and supervision. With the onset of new innovations, technology, and service-oriented tasks, people with expertise are placed in the position to employ, manage and compensate others.

Evo using a decentralized organizational structure. When Mr. Phillips started his company, he started off using a centralized organization structure, due to the size of the company. As the company began to see rising growth, the owner recognized the need to transform to decentralization. The lower level employees at Evo have been given power to make decisions which directly affect their individual jobs (Phillips &Gully, 2014). By allowing the lower level employees involvement it is not only giving the employees the opportunity for growth but also allows upper management to free up time for other important responsibilities (Phillips &Gully, 2014). Employees also build trust in the company, change employee attitudes, and ultimately rises the overall

Dewey seems to address the same problem, when addressing labor in the industrial revolution. In both of these men’s philosophy there is a stripping away of an individual’s freedom. In Dewey’s case he addresses the stripping away from an individual’s economic freedom. The individual no longer chooses what to do with their own work and a sense of dependence is created from the individuals of the lower class; this creates a sense of forced servitude (Dewey, Democracy and Education 136).

The issue at hand is that from the beginning, people are obligated to be one or another. If thought about it carefully, this century gives its people no real option to choose. It chooses for us. People were made to be autonomous, which is what is spoken about in the fourth chapter. Like mentioned before, society feels an overwhelming power to dictate the behavior on which we act upon. Autonomy, however, if the basic requirement for a Type I behavior. The reason behind every motivation should be inner rather than outer. People’s type of management nowadays looks past self-motivation, and looks on to the company’s needs only. Unfortunately, autonomy is overseen when really it is the base for innovation. Autonomy benefits the company greater,

- One who creates a new business in the face of risk and uncertainty for

Other common terms for the idea of organizational decentralization include: team self-management, self-management, shared control, distributed leadership (Lambe, Webb, & Ishida, 2009) and holacracy (Robertson, 2007). While these terms may have small differences they all describe the common theme of distributing power across organizations. Several concepts help to explain why decentralization and the encouragement of teamwork throughout an organization are often superior to traditional management structure.

The purpose of writing this report is to show how much I have learned and experience from enrolling in BBA 220. It is also include the impression and my personal reflection about the unit itself, and also the reflection about group project. Before I start this unit, I do not understand much about entrepreneur and entrepreneurship at all. I just know that people who do business are businessmen. However, after joining this unit, my understanding toward entrepreneur become different. Entrepreneur is someone who is willing to take risk by inventing a new business that does not exist in the market or start up their own business to make profit or take benefit of an opportunity. On the other hand, according to Joseph Alois Schumpeter (1883-1950),

The major problem every company encounters is the structure or hierarchy of the organization. Usually, it is in the form of a pyramid and gets narrower as it rises resulting in the few people on the top of the pyramid gets more advantages in the company. But the lower level employees are not given that importance when it comes to the utilization of the benefits provided by the company.

* The management should consider a group of customers who solely wants product at low cost rather than consignment or service.

In a centralized organizational structure one individual is responsible for making all the decisions and maintains control of the company by giving direction. While Decentralized organizational structures often rely on several persons with the authority to make final decision for the company’s well being. Some benefits associated with a centralized organization are as follows: Reduction in cost in the work environment, having a focused vision on one common goal and Reduction in conflict. A Few drawbacks of a centralized organization include, No secrecy because all ideas and decisions are conveyed to all, No special attention and Delay in work. Advantages associated with Decentralization are; Huge relief is provided off the top managers, Greater use is made of employees skills and Decision making is left up to educational and well informed people.