800 words - 4 pages
Why should ERP architecture include a discussion on organizational structure, business processes, and people, instead of just information technology and systems.
“ERP is a set of integrated programs that manage a company’s vital business operations for an entire organization” (Stair, p. 245). For a successful Enterprise Resource Planning (ERP) implementation key components not only include information technology and system but also include organizational structure, business processes, and people. While discussing the realm of implementing an ERP system the project manager should never view this as just an IT project. The implementation is much more than IT it is a business project with
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My objectives are to transform the organizational structure of ACME to enable them to meet the public need and to gain the knowledge and expertise required to challenge the competition.
To achieve these goals we must develop a plan. In order to implement a plan I must effectively identify that a problem exists by realizing the three characteristics of a problem: 1- Be aware of the problem; 2- Be under pressure to act; and 3- Have the resources to take action.
With that said, I have identified the challenges I will face in this process. I will begin by explaining what change management is and the specific issues ACME will have along with how I plan to resolve them
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Most modern organizations follow one of five organizational structures.These structures are simple, functional, divisional, matrix and network. Acorporation may also use any combination of the five structures to supportshort to long term strategy.According to Wheelen and Hunger, simple structure has nofunctional or product categories and is appropriate for a small company,such as a sole proprietorship. Functional structure is appropriate for amedium-sized firm with several related product lines in one industry.Divisional structure is appropriate for a large corporation with manyproduct lines in several related industries. In matrix structures, functionaland product forms are combined at the
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Components Each individual should select an example organisation – a real example – and suggest what you believe to be the structure of that organisation in terms of the six key elements that are used to define organisational structure.
· For your example organisation, you should define their organisational environment in the terms of the four contingency factors and comment on the match (or mismatch) of the organisation to its organisational environment.
Organizational structure is defined as a way of setting up an organization in order to achieve its missions and goals in the most proficient manner. The functioning of all the operations performed in an organization are based on the structure of
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The design of an organization's structure is one of the most important tasks that managers are responsible for. In order to design a structure that can achieve success in today's fast-paced and competitive global market, managers must take into consideration multiple factors, all of which have tremendous impact upon the organization. This paper will focus on four important factors. Those four factors are human resources, organizational environment, technology, and strategy. All four of these factors are critical and have exclusive aspects that lead to the good health or demise of an organization.Organizational StructureIntroduction(This is where you introduce your topic to your readers, a
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effectiveness is critical to an
organization’s success as success is defined by the achievement of those intended outcomes.
Although there are competing demands and contradictions when examining the proposed
values necessary for an organization to exhibit a high degree of effectiveness, some common
themes appear to exist. First, a clearly communicated strategy sets out a clear plan and structure
in terms of organizational hierarchy, mission statement, and goals. This strategy seeks to
improve productivity through its direction and defines how an organization executes and makes
decisions. Secondly, a positive culture, which encourages participation, discussion and
employee growth and engagement
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individuals have for applying the organizational resources. Formal power structure can hinder managerial effectiveness in several ways. In formal structures, decisions get made through personal influence and are not made by people who are meant to make them. People argue about who should be doing what and some things do not get done at all. The organization can sometimes seem fragmented and time and resources are wasted. While running the Good Sport simulation, I navigated the power structure in many ways. Processes need to be broken down and allocated to individuals and departments so that they can share the workload or employ specialist skills. Because the work of many individuals needs to
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IntroductionNowadays we are placing on a constantly changed business environment. The global economy is full of both problems and opportunities. Finding out an appropriate organizational structure to grasp opportunities at the meantime solve problems has become one of the biggest business concerns of contemporary management. To understand why today's rapid change is causing traditional structures to be replaced by more responsive ones, it is useful understand two important factors, namely environment change and technology change, under which organizations should consider restructure (Dessler, 1998, p.250).Organizational structure is the formal presentation of systems of positions and
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IntroductionWhy all the noise from senior management about improved communication? Organizations need communication, in all sorts of relationships. When organizations focus on the professional relationships, the managers wants to communicate to be able to increase his or her employees' knowledge. In this paper, I will describes and elaborate on two types of communication: lateral and vertical. Furthermore, I will also compare the two types of communication and how they relate to my organization.Vertical CommunicationVertical communication can be described as the transfer of information, in the order from highest to the lowest, in an organizational structure, (Spillan, Mino, & Rowles
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Organizing is a major function in any management setting. The function of organizing in management defines each category or position or in each department. To establishing internal organizational structure of a company, organization has to be established as soon as possible.The significance of management organizing is a very valuable tool for the success of many companies. Businesses place a huge importance on quality and performance improvement efforts. A major function of organizing is establishing structure and implementing a set of tasks as well as the functions needed to accomplish the tasks. The organizational structure helps to ensure that employees know what is expected of them
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commentary to demonstrate understanding.
has an engaging introduction
has a complete introduction
has a weak or partial introduction
lacks an introduction
uses an effective organizational structure for a multi-paragraph essay
uses an appropriate organizational structure for a multi-paragraph essay
uses an inconsistent organizational structure for a multi-paragraph essay
has little or no obvious organizational structure
uses a variety of transitional strategies to create cohesion and unity among ideas
uses transitional strategies to link, compare, and contrast ideas
uses transitional strategies ineffectively or inconsistently
uses few or no
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structural determinant of ethical conduct. Empowered employees are more likely to make better ethical choices (Carson 2016).
Based on the fact that the organizational structure has an impact on moral behavior through authoritative Apple organizational structure may be defined as hierarchical (Johnson, 2012). The sort of shape has been developed with the aid of its founder and previous CEO Steve Jobs to make sure focused cognizance of his revolutionary thoughts and a clear vision for the business. Apple organizational structure has been subjected to specific changes because the management role changed into assumed by way of Tim who took the lead in August 2011. Product-based
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Bachelor Of Arts With Honors In Business and Marketing
Module: Contemporary Issues in HR Service Delivery
Name: Huynh Ngoc Ngan
Student ID: G1406137T
Date of Submission: 1st June 2018
Table of Contents
Executive Summary 4
1. Introduction 5
2. Organizational structure of Apple 6
3. Human Resource Service Delivery 7
4. Traditional Hr structure 9
5 David Ulrich 3 legged 10
6 Apple human resource service delivery 11
7. Factors that shape the Hr service delivery 12
7.1 Coperate culture and leadership style 12
7.2 Organization structure 12
7.3 Organization size 13
7.4 Industry 14
8. Challenge and Recommendation 15
9. Conclusion 16
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of the company is and the best workers and idea will come from those that know the company best.DisadvantagesThis alternative does not change the organizational structure of the company to better position itself to expand its product lines and market sales to other areas of the country and the world.RECOMMENDATIONFrom the choice of alternative solutions available, I would choose the second alternative, which would be to increase funds for the expansion of R&D to bigger cities in the US, and the first alternative, which was to expand the marketing and research teams to other cities around the US and the world. Both of these alternatives organize Polaris' resources best for the expansion of new product ideas and target audiences outside of their current market.
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IT governance basically provides an organizational structure for aligning IT strategy with
business strategy. In Simple words, it provides framework of best practices and controls for an
organization. It enables an organization to make decisions to ensure its IT sustains and expands
its strategies and objectives.
IT governance ensures that an organization focuses on:
1) Achieving the business goals by utilizing IT strategies
2) Monitoring Risk Management by IT support
3) Combing IT strategy with organizational goals and business purpose.
Organizations now-a-days are majorly focusing on its confidentiality, disaster recovery,
accountability and many others. IT governance helps an
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,p.373) Domino’s also has “guiding principles” which is based on the concept of unity. The four principles that dominoes practice to be a better company is putting people first, striving to make every customer a loyal customer, delivering with smart hustle and positive energy along with winning by improving results every day. Dominoes organizational structure consists of 11 top executives, which are mostly executive vice presidents (David, 2015,p.373). They operate from a functional organizational structure with the CEO being at the top of the chain.
The main strategy for domino’s Pizza Inc. is to continue expanding itself with an incentive-based system for franchisees in which it shares
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government entitlement to help with a lot of the start cost to include various tax incentives.Organizational FeasibilityOrganization feasibility study is the last portion of the entire feasibility analysis. A company needs to decide on a type of business structure, whether the business is incorporated or any other type of business structure. Some business structure has certain tax incentives and some structure provide a lower risk of ownership. After the structure has been determined a company organizational chart needs to be created. The organizational chart will define the company's chain of command and organizational partners. Standard operating procedures (SOP) will need to be established to
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internal or external depending on the risk at hand. With every risk it is important to analyze how internal organization dynamics influence business.A multitude of factors influence how efficiently an organization is managed and how prosperous it will become, from the inner, core management to the employees' moral. The organizational dynamics of an organization, like Kudler Fine Foods, influences the business continuity and planning in many ways. Organizational structure is the, "form of an organization that is evident in the way divisions, departments, functions, and people link together and interact" (Bnet, 2008).Kudler is organized with clearly defined leadership and management roles but with
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." (DeSpain, 2004, p.80) Managers efficiently manage processes, time line, and resources to obtain desired results; they excel at getting things done. Good leaders excel at inspiring people to do their best; a leader is more emotional than a manager. Managers do things by the book and follow company policy. They tend to accept organizational structure and process as it exists although leaders seek the revisions of process; they follow their own intuition which may in turn be of more benefit to the company. "Leaders stand out by being different. They question assumption and are suspicious of tradition. They seek out the truth and make decisions base on fact, not prejudice. They have a preference for
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change are virtually eliminated. Almost all government organizations work in a very disorderly context-one characterized by constant change and a need for frequent adaptation. Trying to "structure away" conflict and disagreement in a dynamic environment requires tremendous amounts of energy and also suppresses any positive outcomes that may arise from disagreement, such as improved decision making and innovation.The GoodThe functional view of organizational conflict sees conflict as a productive force, one that can stimulate members of the organization to increase their knowledge and skills, as well as their contributions to organizational innovation and productivity. Unlike the position
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Economic rationales to use project finance
This section summarizes learnings from theory by distilling eight reasons that could explain the use of project finance for power generation projects. These eight reasons are clustered under 3 groups namely, financial synergies with existing business, general market imperfections and consideration regarding organizational structure.
When companies consider projects such as a new power plant, synergies with their existing business often are a key concern. While operational synergies are positive, financial synergies are often negative. Following are the reasons to prevent such negative synergies.
If new projects are financed
3208 words - 13 pages
depends on the organizational structure that is predominantly processed based depending on the issue of interdepartmental communication system, particularly for small urban companies. Thus, it becomes relevant to understand, evaluate and analyze the mode of interdepartmental communication and the effects of to help reduce costly errors in a small urban company. (Andrad, 2004)Problem to be Solved and Indication of SolutionIn a process-based structure, an organization is fundamentally divided into its organizational units based on its core processes. Process is necessary for defining the industrial scope of the organizational and a process-based structure can implement these processes much faster
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to form a specific project structure.
According to the PMI® PMBOK® Guide,
Stakeholder is an individual, group, or organization who may affect, be affected by, or perceive itself
to be affected by a decision, activity, or outcome of a project.
Project Manager is the person assigned by the performing organization to lead the team that is
responsible for achieving the project objectives.
Functional Manager is someone with management authority over an organizational unit within a
functional organization. The manager of any group that actually makes a product or performs a
service. Sometimes called a line manager
Team Members are individuals who support the project manager in performing the work
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begins with the oldest war that defined America; the French and Indian War, then into other conflicts and wars, then slavery and then finally the newest states which are California and Texas. Stein’s historical organizational structure that goes in order from oldest event to newest event shows the reader why states borders were formed and how each state’s borders came about from history and why this is important in creating each states culture. Very craftily, Stein utilizes a comprehendible organizational structure that begins with engaging the reader, then demonstrating how state’s borders were formed and the cultural importance of the formations.
Overall, Stein crafts a successful
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organizational and management theory provides better approach on managing organization and on facilitating the workforce behind the organization. It also aspires to discuss its implication to the whole aspect of the organization and its relevance to the ride to the crest of competitive advantage.OrganizationThe organization consists of individuals and groups interacting within the structure of the formal organization (Mullin, 2005). Furthermore, it is also the combination of important human beings, materials, tools, equipment, working space and apparatuses, which were brought together in a methodical and efficient interaction towards the accomplishment of a certain goal (Thompson 2003, p32).Within the
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Notes on Organisational Transformation vs Organisational Development
1. Transformative, radical & massive changes
· This suggests wholesale changes in every respect of the way an organisation is run. (very different structure, systems, processes, functions, tasks, etc)
2. New Ways of Doing Things, New Paradigms
· This means fundamental changes in culture and mindsets.
· It also means to question old beliefs, values and assumptions in managing the organisation which may no longer be relevant.
· Need to differentiate between OT and OD
1. Fletcher suggests that OT evolved out of OD – suggesting that OD is less severe.
2. Old definitions of OD:
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market where operating margins are significant. In summary, if Samsung is truly worried about existential competitive threats, this is one avenue to pursue that would render its competition bankrupt.
In addition to enacting market driven growth strategies, Samsung should also use its internal strengths to further differentiate itself from the market. Firstly, these inner workings are inimitable. While Chinese competitors have outside financing, other resources and patience, they will never be able to copy the organizational chemistry of Samsung. This organizational make-up is why “me-too” strategies never pan out. Secondly, Samsung has a culture base that it’s
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external environment, and align the activities with the resources and capabilities.
However, Kay’s view has its limitation in that it fails to explain the role of organizational learning, organizational culture and employee engagement in strategic management. Learning acts as a major source of core competency. Organizations are can be taken as a reservoir of resources, which can be leveraged well to accomplish competitive edge. Growing evidences have suggested the emphasis of organizational learning in promoting innovation capability，encouraging knowledge sharing and thereby enabling the competitive advantage (Salehzadeh et al., 2014). Hence, it is important to derive learning from the constantly
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of running a business. One that could be more creative, faster and cost effective and also compensate for technological excellence, capital and general resources which Oticon lacked.Kolind believed that Oticon could no longer compete with its technologically advanced competitors. By reinventing itself, Oticon showed that it could. Oticon drastically changed its organizational structure, ways of working and culture to let loose the human potential of the company. Kolind created a vision of a service-based organization and pursued it to gain a competitive edge.Employee involvement is crucial to successful change; especially in situations as Oticon's that require attitudinal and cultural
519 words - 3 pages
Taylorism was developed by FW Taylor and showed methods of how to optimize organization efficiency. Taylor used work-studies to help him draw up scientific approaches to improving organization production techniques. He used two different types of research, method study and work measurement. He studies concluded show how by focusing on an organizational structure he is able to improve production techniques.He concluded that different workers have different qualities when working. He basically says that a worker must be suited and skilled to carry out a job.This is the case in the way a premiership football team operates. The best player is picked for the position they are best at. This will
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film. You MAY NOT use the text.
The student’s response is a well-developed argument that develops and supports claims with clear reasons and relevant evidence based on text as a stimulus.
• Effectively introduces claim(s), acknowledges and counters opposing claim(s), and engages the audience
• Uses an organizational strategy to establish clear relationships among claim(s), counterclaim(s), reasons, and relevant evidence
• Uses specific and well-chosen facts, details, definitions, examples, and/or other information from sources to develop claim(s) and counterclaim(s) fully and fairly and to point out strengths and limitations of both while anticipating the audience’s knowledge and concerns
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Management control systems design within its organizational context: ﬁndings from contingency-based
research and directions for the future
Robert H. Chenhall
Department of Accounting and Finance, Monash University, Clayton, Victoria 3168, Australia
Contingency-based research has a long tradition in the study of management control systems (MCS). Researchers
have attempted to explain the eﬀectiveness of MCS by examining designs that best suit the nature of the environment, technology, size, structure, strategy and national culture. In recent years, contingency-based research has maintained its popularity with studies including these variables but redeﬁning them
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environment, agility becomes the competitive advantage. Chapter 2 discusses strategic use of information resources, building on these and other models.
The chapter also describes the managerial levers model (Figure 1.5). That comprehensive model links organizational structure variables, control variables, and cultural variables. Decision makers can manipulate the managerial levers to effect change within the organization. Chapters 3, 4, and 5 discuss the managerial levers in greater detail and apply the organizational strategy frameworks to assessing the impact of IS.
The IS strategy provides the plan for information services, and supports the business strategy through needs fulfillment. Figure 1.6
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must establish goals, which are statements of what needs to be done and when. Planners must then find different courses of action for reaching these goals. After going through an assortment of alternatives, planners must make decisions about the best courses of action for reaching these goals. They must then put together necessary steps and ensure successful completion of plans. Finally, planners must continually assess the success of their plans and take counteractive action when needed. There are many different types of plans and planning.The second function of management is getting organized and getting prepared. Organizing is establishing the internal organizational structure of the
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, lawyers, and third parties close to one or another of the firms. Their primary concerns are legal and financial - how much a company is worth, what terms to negotiate, how to structure the transaction, and how to get regulators to go along with it. Balance sheets are scrutinized, projections of demand and capacity are studied, and cost-cutting requirements are at the forefront of consideration. Most of the analysis concerns valuation and the financial contours of the deal.Yet the ultimate success of the deal may depend on how well the acquirers manage the difficult organizational and human resource integration issues at their newly purchased company. For example, sometimes interpersonal
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have different early childhood experiences (for example, the girl's experience of similarity and connection to her nurturing mother, as emphasized by psychoanalytic theories). Theories of socialization and personality development are not enough to account for gender differences. For one thing, they underestimate how much behavior can vary over time and in different situations.Gender is a taken-for-granted social structure that organizes all areas of social life. This book develops a theory to account for both the continuity of that structure and the efforts of feminists to change it. The book focuses on the heterosexual family, where "doing gender" is especially accepted, but it challenges
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, language, structure, technique and style of text(s) and the relationship among texts,
ii. provides limited analysis of the effects of the creator’s choices on an audience,
iii. rarely justifies opinions and ideas with examples or explanations; uses little or no terminology,
iv. evaluates few similarities and differences by making minimal connections in features across and within genres and texts.
i. provides limited analysis of the language, structure, technique and style of the novel in the essay
ii. provides limited analysis of the effects of the author’s words/imagery choices on readers
iii. rarely justifies opinions and ideas with examples from the novel and/or explanations of
2231 words - 9 pages
Ailines, 2006). SIA also made a strong commitment to preserving the environment and the world for future generations
SIA principle activities consist of air transportation, aero-engine overhauling services, simulator training, airport terminal services, marketing of aircraft cabin equipment, properties, aviation and general insurance and related activities. (Singapore Airlines, 2006)
2. Organizational Structure
a. Form of organization structure SIA adopted.
Based on the appendix given, it can be said that SIA adopted a functional and divisional organization structure. Its top tier management is structured based on its functional group for example, Technical, Admin and Commercial groups each
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the name of people assigned to the roles were defined in the Project Charter header (see Attachment A). The staffing management plan is based on the Gantt Chart (see figure X) and it represents the requirements for the specific roles during the project time frame (see figure X).Figure X: Staffing Management PlanThe organizational chart describes an organizational structure of the whole project team including project coordinators, sponsor. In our case there is the fellowship of independent people from different companies, so our organizational structure will be done on virtual bases. For our project we selected the organization based on WBS. It means people will be organized, more or less
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that means being innovative, reinventing themselves' and changing many of the established ground rules of their own industry. Organizational leaders can't allow their staff to settle and be content with ideas of the past. Organizations must challenge its management staff to embrace change while continuing to look for ways and methods to improve. In many instances, an organization's structure can impact the degrees of its successes. For instance, an organization with a decentralized structure, which has open communication system, tends to be more innovative. Organizations that are more highly centralized with most of the decisions being made at the upper level, tend to be much slower in their
807 words - 4 pages
Project planning is part of project management, which relates to the use of schedules such as Gantt charts to plan and subsequently report progress within the project environment. Initially, the project scope is defined and the appropriate methods for completing the project are determined. Following this step, the durations for the various tasks necessary to complete the work are listed and grouped into a work breakdown structure. The necessary resources can be estimated and costs for each activity can be allocated to each resource, giving the total project cost. At this stage, the project plan may be optimized to achieve the appropriate balance between resource usage and
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Course: cosc 6325
Challenges and opportunities of knowledge Management in mobile environment
When work is both knowledge-intensive (e.g. associated with recording a great deal of new information to be shared with other people) and mobile (i.e., outside the office, often without any pre-planned the acquisition and sharing of the organizational knowledge becomes challenging. These challenges pertain to limitations with which mobile workers are confronted. Some of these limitations can be classified as Technical and infrastructure-conditional limitations of mobile devices and mobile connectivity, Organizational limitations, such as distance to experts and corporate resources, and Individual
1420 words - 6 pages
the meaning and definition of bureaucracy – Bureaucracy is an organizational structure that is characterized by many rules, standardized processes, procedures and requirements, number of desks, a meticulous division of labour and responsibility, clear hierarchies and professional, almost impersonal interactions between employees.
According to the Max Weber’s bureaucratic theory, this kind of a structure was essential in large organizations so that all the tasks can be structurally performed by a huge number of work population. Also, in a bureaucracy, selection and promotion only occur on the basis of technical qualifications. According to Max Weber, bureaucratic management approach stressed
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activities; use of these activities fluctuates over time; a paradoxical blend of styles enhances performance; and uncertainty moderates project management-performance relationships.
Tensions cannot be eliminated because they are inherent in activities and help power the innovation process. (Dougherty, 2004: 430) Product development is a potentially vital source of competitive advantage and organizational renewal, but success is often elusive. Product development projects spark conflicts between external demands and internal competencies, needs for spontaneity and for structure, desires for change and for stability (Dougherty, 2004, 432; Jelinek & Schoonhoven, 2005, 55-60). Project teams
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where the leader controls rewards. (Feng-Cheng, 2016)
Failure to set clear expectations and guidelines was another weakness of the unit manager. While the unit manager set clear goals for educational and outcomes, he failed to provide clear expectations regarding staff adherence to unit and organizational polices and guidelines. Attendance and certification policies are two examples of where the lack of clear expectations created critical issues for both the department and the organization. The lack of a clear standard and approach to non-compliance cultivated an environment where the employees had no structure to follow. This weakness contrasts with that of a transactional leader
613 words - 3 pages
carry out one's will despite resistance. Relational because involves at least two individuals. Examples: physically dominating another person; parent-child relationship where parent directs child to behave in certain ways.
c) Power to control over the contexts in which people interact. Organizational power - the power an individual or unit has over another individual or group of individuals in relation to their control over a social setting. Not just two individuals, but a social space with multiple individuals. Examples: teachers over students (teachers control content and grades); boss over workers (control wages and access to employment). So here the power is in the social organization, it is
497 words - 2 pages
Northeastern University D’Amore-McKim School of Business
Creating and Sustaining Customer Markets
MKTG 6200, Fall 2018
430 Dodge Hall
The integrated brand customers had trouble in perceiving the added value of the time value projects division over and above the time value projects’ proposition.
Sales in the same product.
The stress in organizational procedures fostered conflict.
Factors to Be Considered:
Caeser’s reaction to the IT bubble and to the increasing commoditization of the body-shopping service was twofold in 2001.
The Dutch IT software and services industry was except to grow by only 0.4%, which is much lower than the one in 2008.
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which depends on its capabilities and potential. It is essential for me, the HR manager to have the ability to identify and plan for desired level of competencies. In addition to that, the skill is needed to design appropriate expatriate compensation programs. My firm’s mission and strategy determines its organizational structure, the level of centralization or decentralization and the recruitment strategy of the firm.
The various global human resource activities include normal HR activities like human resource planning, performance management, compensation management, training etc. The HR activities which are specific to global human resource management include expatriate assignment
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optimistic effect on the employee behavior. There is organizations that recognize the competitive advantage and benefits that these modifications are capable of complimenting the entire accomplishment of the business. A key change in organizational strategies includes a more flexible work policies and structure such as telecommuting, flexible work hours, and dress code. Another key change in organizational strategies is the increased sensitivity to the differences in age in the employee relation policies, recruitment, and employee improvement is another key change in organizational strategies. Additionally, front-line supervisory education and growth have increased (Anner, 2001).
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validation has not supported these figures. According to their study, mimetic conformity which is a process of organizational copycatting remains a key reason for COMPSTAT adoption by numerous police agencies. Accountability and organizational structure are two main focus areas of this system.Further research shows few adaption alternatives within the COMPSTAT recording system which does not allow agencies to properly implement the system dependent upon their unique circumstances (Eterno & Silverman, 2006). Technological and organizational aspects of COMPSTAT prove beneficial. Lacking ability to alter programs to be site or region specific dramatically limits the systems overall