The organization effectively from the perspective of the book "Out of series"
Summary
This essay makes an analysis of effective organizations from the perspective of the book "Out of series" whose author Malcolm Gladwell in a collection of scientific research tries to show why some people are successful and others are not.
Introduction
The demands of today's world lead people to form groups with common interests, objectives and values in order to strengthen themselves in the face of competition and power, first subsisting, then maintaining themselves and reaching the ideal, sustainable and sustainable growth. This is a company that requires many ingredients in their exact quantities such as: knowledge, talent, a culture that is capable of integrating into the current social context and at the same time that is capable of conquering, convincing and persuading the people with whom it is interacts, it requires a holistic vision to detect and seize opportunities, creativity to break stereotypes and take humanity to the next level, dedication, tenacity, enthusiasm, moral integrity, discipline and proactive leadership.
But organizations are made up of people and if an organization is successful it is because its staff is successful, the book "Outliers" by author Malcolm Gladwell addresses the dilemma: why do some people succeed and others not? This essay will bring the topic to organizations, why are some organizations successful and others not?
The first chapter of the book "Out of series" talks about the inhabitants of a town in the United States of America located in Pennsylvania around the year 1880. They were Italian migrants whose uniqueness was their very low mortality rates from heart conditions, in this town people died from their age, not from disease. After a scientific study, those responsible for the research considered that the cause of the longevity of the inhabitants of this town was of communal origin, they did not detect a factor that defined the good health of the people, it was their good customs, solidarity and harmony with they lived, their stress levels were not representative to cause harm to the health of those people. In conclusion,the success of the well-being of Italian migrants was due to the combination of many factors, not due to isolated situations; This requires interpersonal intelligence, emotional intelligence, vision, values, common goals, recognition, a time that required the need for altruism since they had to compete against groups from other places, creativity to overcome their problems, among other things.
Reflection on effective organizations
Organizations that seek to be effective, those that want to achieve the effect they want, must find success not only by betting on talent or opportunities that come by chance, they must be creative enough to manufacture the reality that best suits them. The government of Mexico is carrying out structural changes in its legislation, a fact that will cause radical changes in all companies, mainly in monopolies, whether of the private initiative or of the state itself. These companies grew and forged their empire thanks to the great opportunities that arose in their time, whether in a social, economic or political context, thanks to the intelligence of their directors, their negotiation skills, their effort (putting aside the negative effects that have been accused), etc.,But today they must demonstrate their ability to react to be able to sustain themselves in the market as organizations that make a difference. With this, that sentence of Heraclitus that says: "no one bathes in the same river twice" is fulfilled. We only know about the future that today tomorrow will be different and that is why organizations need constant training, invention, attention; attached only to their values, discipline, perseverance and personal, economic and environmental responsibilities.We only know about the future that today tomorrow will be different and that is why organizations need constant training, invention, attention; attached only to their values, discipline, perseverance and personal, economic and environmental responsibilities.We only know about the future that today tomorrow will be different and that is why organizations need constant training, invention, attention; attached only to their values, discipline, perseverance and personal, economic and environmental responsibilities.
Factors that decide the success of an organization
Next we will analyze four factors that organizations must attend to to be successful, the same ones that Malcolm Gladwell deals with in his work Out of series applied to people who are successful and others who do not.
Culture
Regarding organizations, we have many paradigms from the perspective of employees but also as bosses. Rigid schedules, dress codes, and remuneration for completing a shift are part of an economic culture that educates us since we were children and aligns us to accept it throughout life, whether we like it or not. In recent days we heard the proposal of the businessman Carlos Slim to implement a work week of three days and 11-hour days and as Skapinker, M. (2014) comments, it sounds strange to us because we have only known work weeks of 5 days and defined breaks, in the vast majority of cases Saturdays and Sundays. All commerce accommodates those schedules, media programming, plays, movie programming, family parties, etc.The reasons that Slim exposes are well founded but changing the idiosyncrasy in general will be very difficult, although companies such as Best Buy have implemented changes in their policies, they argue that "the balance between work life and greater flexibility in employment increase that performance in quite spectacularly. Since the new procedure began, Best Buy states that it has had a 35% increase in productivity and a considerable decrease in voluntary resignations, Schermerhorn (2010, pp. 82-83) ”. This company does not bother to monitor whether its employees came to work, they give importance to their achievements, their productivity.They argue that “work-life balance and greater flexibility in employment increase that performance quite dramatically. Since the new procedure began, Best Buy states that it has had a 35% increase in productivity and a considerable decrease in voluntary resignations, Schermerhorn (2010, pp. 82-83) ”. This company does not bother to monitor whether its employees came to work, they give importance to their achievements, their productivity.They argue that “work-life balance and greater flexibility in employment increase that performance quite dramatically. Since the new procedure began, Best Buy states that it has had a 35% increase in productivity and a considerable decrease in voluntary resignations, Schermerhorn (2010, pp. 82-83) ”. This company does not bother to monitor whether its employees came to work, they give importance to their achievements, their productivity.This company does not bother to monitor whether its employees came to work, they give importance to their achievements, their productivity.This company does not bother to monitor whether its employees came to work, they give importance to their achievements, their productivity.
Epoch
Globalization is a phenomenon that can propel an organization to success or it can lead to debacle. The spirit of globalization is open competition and to compete you need to be prepared in many fields:
Knowledge of the nature of the business, information technologies, the local and global legal framework, scientific or technological advances, interrelationships with stakeholders, marketing, the world financial situation, leverage, of the possible mergers to strengthen itself, of the opportunities to trade with other countries always in search of effectiveness, of everything that can give the company an advantage. Globalization is a fact and only those who have already adopted it as their own with all the challenges and opportunities that it implies, have the chance to stay in the market. In the past it was enough to gain the recognition of the local market, today this is no longer enough.
Talent
The intelligence and skills of both workers and the leaders of an organization are very important only if they share its mission, vision, objectives and values, this will promote greater profitability, social responsibility, financial health, product or service quality, market share, innovation. The leaders of the organizations have different systems for making decisions, while (Shermerhorn, 2010, p. 318) “Procter & Gamble has a determined means to evaluate their future business plans and measure the potential of an opportunity against their costs ”,There are leaders who make decisions instinctively following principles or feelings over statistics and in both styles there are successful people, you just have to keep in mind that a good decision will lead a company to success and they will call it talented, a bad decision will simply disappear.
The aimless talent can become counterproductive by generating isolated and personal efforts in search of particular or diffuse benefits. This is why the organization must act ethically and attached to moral values to select the positive talent that is the one that builds and discredit the negative talent that destroys.
Tenacity
In the CNN Expansión article, Cappiello, D. (2012) writes about businessman Joaquín Matienzo, owner and CEO of the beach fashion brand Fullsand who says “When you are trying something new you will find that there are limits and barriers; you will have to find a way out ”. Companies that are born and grow with mental strength, convinced of their general objectives, that have the conviction and tenacity to compete will hardly fail, each stumbling block or each advance is an opportunity to detect areas of opportunity or to expand the advantages achieved. The worst mistake of an organization is to believe that it has managed to find the ideal way to bring its destinies to fruition.As commented at the beginning of the essay, we are in a changing world where the only thing that has no place is overconfidence or, at the other extreme, underestimating it, neither our own nor someone else's.
conclusion
Culture, time, talent and tenacity are elements that cannot be lacking in an organization, just as in the book "Out of series" they are essential factors to aim for the success of both people and companies for a simple reason: because organizations are made up of people. Companies are born, grow, bear fruit, and fight not to die, but only the one that chooses the best strategy will be able to do so. There are no magic recipes, each company has peculiar characteristics that differentiate it from the others even if they are dedicated to the same commercial segment, this also causes that the solutions or strategies that work for one company probably do not have the expected effect on the other. What is decisive is that whatever the plan to follow, these 4 elements must be taken into account.
Bibliographic reference
- CNN Expansion. (April 30, 2012). Fullsand has a tenacious entrepreneur. Retrieved 09-09-2014, from http://www.cnnexpansion.com/especiales/2012/04/12/joaquin-matienzo-un-emprendedor-tenazEl Financiera. (07/29/2014). Two votes in favor of the three-day workday proposed by Slim. Retrieved 09/02/2014, from http://www.elfinanciero.com.mx/economia/dos-votos-a-favor-de-la-jornada-laboral-de-tres-dias-que-propone-slim.html Gladwell, M. (2008). Out of series. Reading point Shermerhorn. (2010). Administration. Mexico, DF: Limusa, SA de CV Grupo Noriega editores.
Tuxtla Gutiérrez, Chiapas, September 2014.
