Organizational Issues Of A Successful Organization

Jenson interviewed business executives from diverse industries and organizational size, he stated that one of their largest challenges that leadership were concerned with was staffing – finding the correct personnel, keeping them, and ensuring they buy into the visual modality of the system. Having the right staff is important for any organization. With the right staff the company will retain loyal personnel who will not compromise the integrity of the business.

In today’s modern world, recent scientific research has been conducted, which reveals that world-wide IQ test scores have risen, and continue to rise every year. In Alison Gopnik’s article, “Smarter Every Year? Mystery of the Rising IQs,” she discussed how these recent scientific discoveries relate to our society throughout the last century. It is evident that in our society a person’s level of intelligence is extremely important in our culture which is obsessed with being knowledgable. In her article, Gopnik addresses the historical evidence that supports the conclusion that people are getting smarter as the years go on because of today’s society. Gopnik effectively explains the fact that people’s IQs are rising every year, by using the results

Today’s workforce is not what it was years ago. Times have changed. Management has shifted and leaders are scrambling to find new and innovative ways to maintain their success. In a successful organization, employees and management share the same goals, communicate effectively and adapt to change. Creating a successful organization can be difficult. However, it can be done through the use of effective leaders, goals, strong communication and a balance between departments. While trying to maintain a successful organization requires a lot of work, it is almost inevitable that establishments will fail and issues will arise.

In the 21th century the new controversial debate about IQ testing involves the many flaws and incorrect way to assess an individual. Today, many scientists have dismissed the myth of an IQ scale, which people used to fall under high or low intelligence. The question that both people and experts trying to answer “Kids who score higher on IQ tests will, on average, go on to do better in conventional measures of success in life?” (Balter, 2011, para. 1). The debate among researchers is what IQ test actually measure, and the differences in scores between ethnic groups reflect intelligence, economic, and social factors maybe even both. According to Richard Nisbett a psychologist at the University of Michigan, Ann Arbor in his book "Intelligence

Emory College Science Research Division quotes Howard Gardner, education theorist: “The claim is that there are at least eight different human intelligences. Most intelligence tests look at language or logic or both - those are just two of the intelligences. The other six are musical, spatial, bodily/kinesthetic, interpersonal, intrapersonal, and naturalist” (qtd. in Ainslie). IQ tests contain the ability to distinguish high knowledge in two out of eight intelligences (Ainslie). Therefore, those high IQ scorers show above proficiency in only 25% of all intelligences applicable. Some may argue IQ tests prove value in the two most important of intelligences; however, knowing how to recognize patterns does not correlate to accurately making important life decisions. IQ tests become inefficient in proving overall intelligence due to the fact it can show above proficient ability in only a quarter of all eight

Every organization strives to become a high performing organization. The essential elements of effective organizations include a practical business structure, an excellent communication strategy, competent managers, and influential leaders. The elements of success are the same for all organizations; however, the process of incorporating the elements are different because every organization is unique.

James Flynn (1984, 1987, 2007) conducted comprehensive studies of several intelligence tests and he concluded a long-term upward tendency of performance of IQ scores, by approximately 1 IQ point per every 4 to 5 years. This tendency is termed as Flynn effect by Herrnstein and Murray (1994) and it varies in different countries over different time periods. For example the United States developed by 3 points every decade between 1932 and 1978, in Estonia by 1.65 points between 1932 and 2006, Japan gained 7.7 between 1940 and 165, Argentina 's gains was 6.91 between 164 and 1998 (Williams, 2013). However, this must be interpreted with caution as the progression of the IQ increase does not necessary mean that the general intelligence advanced (Urbina, 2014).

Over the last few decades matters in the business world have changed dramatically. Companies are facing a wide range of challenges as they strive to discover ways to succeed and stay competitive within the marketplace. In order to do so, it’s crucial to have most experienced, well educated, and compassionate management team to run the business. By achieving this standard, matters of the company will be kept running effortlessly and proficiently, while keeping both management and personnel all on the same page, working towards the same goal.

I believe that in large measure what makes an organization successful in meeting the needs of its various constituencies is its distinctiveness. Organizations that have strong and unique cultures generally experience excellent performance which implies why many of the most successful organizations today are thriving and growing because, in large part, of their unique and strong styles and values towards corporate culture.

Why is it important to identify these issues in the Organization? Human Resources are important to the Organization as they reflect Organization’ image. Poor Human Resource Management affects the Organizational success. So it’s important to identify the above issues by the Organization and need to address them effectively.

The competent skills of the people include good communication and presentation skills, strong academic record, consistent in the performance levels etc. The organization has shared value system

Today, one of the major problems confronting management in organizations is the most effective way of putting the right persons at the right position. Management should identify and provide for its human resources to accomplish its task. Organizations has to consider the development of ability, skills and knowledge of its employees more than any times (Nolan, 2002). The concept of organizational effectiveness is that organizations, as a social system, give certain resources and means to fulfill its objectives without disabling its means and resources and

Organizations are about people. People are the most valuable asset that an organization can possess to create success. The development of these people and the ability for an organization to retain talent can be complex. An organization must be organized to communicate and provide the structure necessary for growth and development. They must also have the people within the organization understand their ability to grow and the directions available within the organization for growth.

The behavior and success of an organization is fluid and requires looking at its characteristics in a variety of ways. Managers and leaders must be flexible and willing to adjust and change as situations and environment change. Bolman and Deal (2008) have identified four frames that an organization’s leaders can use to strategize in taking the organization from one level to the next, while still remaining true to its employees, mission and values. These frames are: Structural, Human Resources, Political, and Symbolic. In utilizing these frames, management and leaders should consider and exercise the following: 1) be deeply rooted in their organization’s values, mission, and beliefs, 2) be honest and reflective and consider the answers

Systemic models are determined by their ability to have choice/be purposeful. This sense of purpose can be found either in parts of the system or the system as a whole. This sense of division of choice creates four types of systemic models: deterministic models, animated models, social models and ecological models. In deterministic models, the parts and the whole are generally not purposeful; whereas the parts in animated models are not purposeful, but the whole is purposeful. The parts and the whole in social models are both purposeful; whereas ecological models have parts that are purposeful but a whole that is not purposeful since they contain