In The Innovator’s Dilemma, Professor Clayton Christensen asks the question: Why do well-managed companies fail? He concludes that they often fail because the very management practices that have allowed them to become industry leaders also make it extremely difficult for them to develop and adapt to the disruptive technologies that ultimately steal away their markets. One of the hallmarks of disruptive technologies is that initially they underperform the current technology on the attributes that matter most to mainstream customers. Only a few people value the disruptive technology in the beginning. What markets today are being threatened by emerging disruption that seemed unimportant when first introduced? What established industries, companies or products may be in danger? What do you foresee happening? Christensen argues that “disruptive technology should be framed as a marketing challenge, not a technological one.” Executives of companies in established industries have choices: To ignore disruptive technologies and hope they die To develop their own technology and slowly introduce it To develop their own technology and aggressively market it Leaders in established companies often face barriers to innovation. Give examples of companies, the barriers they face, and their responses that illustrate the 3 choices. How would you have reacted in the scenarios you provide? Why?
Recruitment in Business Communication
The process of discovering and employing the finest and most competent individual for a work opportunity fairly and cost-effectively is referred to as recruitment in human resource management. It is also known as the act of locating potential individuals and motivating and pushing them to compete for positions within a firm. It is a complete process with a complete life cycle that originates with the assessment of the organizational requirements in relation to the position and continues with the employee's engagement with the organization.
Recruitment
Recruitment is the most important part of Human Resource Management (HRM) which is done by HR (Human Resources) of a company, firm, or industry. To understand the policy, HR needs to understand and analyze the requirement of a profile who can fit into the position as per the company’s objectives and goals. Recruitment involves shortlisting, hiring, and analyzing candidates' skills along with experience and qualifications and comparing them with the organization's requirements or job profile. The objective of the recruitment process is to find the right candidate for the right job.
In The Innovator’s Dilemma, Professor Clayton Christensen asks the question: Why do well-managed companies fail? He concludes that they often fail because the very management practices that have allowed them to become industry leaders also make it extremely difficult for them to develop and adapt to the disruptive technologies that ultimately steal away their markets.
One of the hallmarks of disruptive technologies is that initially they underperform the current technology on the attributes that matter most to mainstream customers. Only a few people value the disruptive technology in the beginning.
What markets today are being threatened by emerging disruption that seemed unimportant when first introduced? What established industries, companies or products may be in danger? What do you foresee happening?
Christensen argues that “disruptive technology should be framed as a marketing challenge, not a technological one.” Executives of companies in established industries have choices:
- To ignore disruptive technologies and hope they die
- To develop their own technology and slowly introduce it
- To develop their own technology and aggressively market it
Leaders in established companies often face barriers to innovation. Give examples of companies, the barriers they face, and their responses that illustrate the 3 choices. How would you have reacted in the scenarios you provide? Why?
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