In and disadvantages are for a bureaucracy

In this task I will be discussing what intrapreneurship is
and how businesses benefit from it, what the advantages and disadvantages are
for a bureaucracy in an organisation, what the typical aspirations of employees
as stakeholders are and how managers can win their employees resistance to
change.

 

What is intrapreneurship and how can a business organisation
incentivise it and benefit from it?

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An intrapreneur is a person who behaves like an entrepreneur
at the same time while working in a corporate business. Intrapreneurs are
usually people who inspire to develop their ideas into an effective product by
the businesses they work for. Like an entrepreneur, an intrapreneur is driven,
creative, and able to think outside of the box. This usually occurs within
bigger companies that are slightly larger than average. These are usually
innovative people within the business who get an idea that they think will
work.

Intrapreneurship is important in the business world. One of
these reasons is because it can give a business the chance to grow. The goal of
the innovative person is to build the mind-set of an entrepreneur and structure
to help the business develop. Secondly, innovation is vital for all businesses
in order for them to progress and that this is one of the quickest ways for
making a business more successful. Intrapreneurial people think differently
compared to others, they have different motivations and ambitions, most of them
prefer to work in a different working environment. This small difference is the
key that makes them the right people to lead new growth advantages. If a
business is seen as a one with an Intrapreneurial mind-set it will bring in
more people that could have potential. Most people would pick a business like
this as they see this like a chance to advance and get their ideas across,
these potential intrapreneurs aren’t always about the money and are just
passionate about the ideas they have in mind.

 When businesses try
and change any of their products they can sometimes struggle and make some
losses. However, if businesses encourage people to bring new ideas they could
find a particular person who is a natural Intrapreneurial leader, this is the
change the business want to see. Intrapreneurship allows organisations to
effectively manage change.

A good example of intrapreneurship being put into place is
Sony. Ken Kutaragi, who was an employee at Sony, spent a while fiddling with
his daughters Nintendo to make it a more powerful device and more fun to play
with. This ended up creating the legendary and one of the most recognisable
brands which is the Sony PlayStation. Before this happened a lot of people in
the Sony headquarters were irritated at his idea, they thought that this was
pointless and was just time consuming. However, someone with higher authority
seen that this product had potential and gave it a chance and because of them
Sony have took over the gaming industry. This example shows that all
organisations and company leaders should always encourage and always be open to
innovation. The smallest ideas can end up making an organisation grow quickly
and increase brand awareness.

In conclusion, Intrapreneurship gives a chance to involve
employees in work that is challenging and important to the business,
Intrapreneurs are highly engaged in their work and their passion inspires
others to get involved and try new things. As they advance and get promoted in
the business, the business also advances and grows. Intrapreneurship has become
a critical element for all organisations and even a survival strategy for
others. Organisations that have involved intrapreneurship have achieved higher
financial returns, increased productivity, more innovation and higher levels of
employee engagement. In the long run, their profits have doubled or even
tripled.

 

What are the advantages and disadvantages are of a ‘bureaucracy’
in an organisation today?

A bureaucratic organisation is a method of management that
has a pyramidal command structure. Bureaucratic businesses are really organised
with a high degree of correctness in the way it operates. Organisational charts
generally exist for every department, and judgements are made through an
organised procedure. A strict command and control structure is present at all
times. Bureaucracies are meant to be orderly, fair and highly efficient.
However, like all structures, there are always advantages and disadvantages.

There are several advantages of a bureaucracy. Firstly, when
hiring officials, the organisation can ensure that the tasks assigned for the
person will always be carried out effectively due to the fact that their skills
and attributes best suits that role. In addition to this, if there was a
problem in the organisation they can rely on one of the bureaucrats to find a
solution. If an issue cannot be handled by someone it would get passed to
someone who is more capable of solving it.

Secondly, people who support bureaucracy think that since
there is a chain of command, there will be particular roles and tasks for people
in different departments of the organisation. With this procedure in place, it
makes it easier for an organisation to manage and monitor how the employees are
doing in the hierarchy. Since this structure is strict with their rules and
policies, organisations can benefit from this because they know that tasks will
be carried out in a methodical manner. Thirdly, organisations that use this
form of managements give officials instructions and guidelines when doing tasks
and responsibilities, as a result, the outcome of this will be what’s in mind
of the people in a senior position of the organisation.

Another advantage is that it allows the organisation to use
a merit-based hiring and promotion. This is basically when the hiring of
government employees is based on the skills they have that is best suitable for
that role. This means that someone that has connections with somebody that
already has a position in the organisation cannot just secure a position and
will also have to compete with the other applicants.

On the other hand, there are also disadvantages of
bureaucracy in an organisation. To begin with, it can slow down the effect of
getting results immediately. It has been said that the use of following a
command chain is time consuming and will affect the organisation wanted an
instant result. For example, if someone in the lower ranks of the police force
thought than an issue had to be dealt with, they would need approval from
someone in the higher ranks, this can be seen as time consuming and
unproductive.

Another disadvantage is that it can lead to officials being
uninterested in the job after a while of working in that particular role. One
could feel that the tasks are repetitive and it could be said that bureaucrats
cannot tolerate with doing similar work on a daily business. This form of
management can result in the officials’ being put off the role and therefore
won’t work as well as they do usually meaning that this will result in less
productivity occurring in the organisation. Finally, a disadvantage that could
link with the one above is that a bureaucratic organisation could stress the
officials out on how strict they are on the ay tasks need to be handled. The
rules and regulations in the organisation are the main priority over the
person’s necessities.

To conclude, it can be said that a bureaucracy is a form of
management that isn’t for all. People have views both good and bad. For some
countries, bureaucrats work well with them however there are some weaknesses
with how it works. In my opinion, bureaucracy is an important part in the
success of any organisation. It may be hard to develop a well organised
organisation with bureaucracy but it is a good way to create a systematic way
to manage an organisation in the long run.

 

Who are stakeholders? What are the typical aspirations of
employees as stakeholders?

A stakeholder is anyone with an interest in a business. Stakeholders
are individuals, groups or organisations that are affected by the activity of
the business. This consists of: owners, managers, workers, customers,
suppliers, lenders and the local community. There are 2 different types of
stakeholders, internal and external. An example of internal stakeholders within
a business are owners and employees, external employees are groups outside a
business, an example of this is the local community. (http://www.businessdictionary.com/definition/stakeholder.html)
check Harvard referencing

One of the most important stakeholders within an
organisation are employees. This is because employees are the ones who produce
and supply the products or services that the customers consume. If a business
loses or upsets their greatest employee’s then customer service will suffer they
need to be careful on how to treat employees.

There are many aspirations or objectives that employees want
from a business they work for. The first one I will be discussing is the job
security. Employees sometimes worry if they will lose their job at any given
time due to some decisions that the business makes. This is why one of their
main goals as stakeholders, to know if their job is in danger. If the business
is making choices that could risk in the employees in the lower rank to lose
their job, they will lose interest in the business an end up moving to
competitors. For example if a Tesco employee thought that some choices made by
someone in the senior ranks was putting his job at risk, he might not want to
question it and will eventually leave Tesco and will most likely apply for
their rivals such as Asda or Morrison’s. This is because employees need
long-term job security in order for the business to get the best outcome from
each employee, in this case both sides win.

Another typical aspiration of employees as stakeholders is
their pay. Employees are mainly concerned on their present and future financial
security. Most employees in all businesses have the same worries about how much
they earn and when they get paid by the business. This means that the choices
that the management department make can affect these concerns and this is
important to the employees so the business should lookout on what moves they
are making. As a result, employees also worry about the financial status of the
business and not only about their own.

Another aspiration is that the employees want to feel like
they’re a part of the organisation. Some managers don’t like giving people in
the lower rank responsibilities but employees try and gain their trust and by
doing this they feel like their part of the organisation. In addition to this,
employees as stakeholders also expect flexibility during all times when working
in a business. Employees appreciate when they have a say on when they think
they should work and not. This is benefit for both them and the business, for
example if a Tesco employee works the hours and days that meets their needs,
they will then work up to their full potential. This is beneficial for the
business because if all their staff are coming to work with a positive
mind-set, the business will grow and eventually increase revenue due to the
fact that everyone’s completing all their tasks correctly.

 

How can managers win their employees’ resistance to change?

When employees hear that there are changes being made in an
organisation, their natural reaction is to resist and that they dislike the
changes being made. When a business makes changes it is uncomfortable for the
employees due to them having to think in new ways and that the tasks that they
will be doing are different. Employees dislike the thought of having to do
something new and would certainly like to stick to the same method that they
are already familiar with. In addition to this, employees that have been rewarded
know that they are valued in the business and by changes being made they assume
that it will affect them.

 Firstly, managers can
win their employees resistance to change by getting them involved with the
discussions regarding the changes happening within the business. 

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