Louis V Gerstner Jr Research Paper Example | Topics and Well Written Essays - 500 words

Louis V Gerstner Jr - Research Paper Example In line with that, he also co-chaired Achieve, an organization that focus on improving the academic standards for public school in the U.S. In fact, he really supported quality education even when he was the CEO of IBM. He established Reinventing Education, an educational partnership with a number of states and school districts, enabling them to benefit from IBM technology, and technical assistance. His actions and advocacy did not go unnoticed; in fact, he was awarded honorary knighthood by Queen Elizabeth II in 2001. Social responsibility was already a concern for Gerstner even during his IBM days. In a speech addressed to Comdex, he already made mention of how technology and social responsibility go hand in hand, to wit: I think we will make our visions reality. I think that as stewards of our industry, we will step up to the challenges of social responsibility. We will improve the world, and the way we work, the way we communicate, live and learn as people.  (Transcript of Louis Gestner speech at Comdex) During that time that Louis Gerstner ruled IBM, social responsibility then was a concept that was uncommonly practiced by organizations. He contributed to social responsibility by erasing the barriers between class and gender within the organization which is a higher form of social responsibility. Unlike other organizations, that donated for a cause or planted a tree, Gerstner walked his talked. Gerstner established a diversity taskforce that addressed to diversity issues .Cohen (2010) perfectly describes from Drucker’s viewpoint how Gerstner practiced the It worked and understanding and its using its diversity became a major competitive advantage for IBM. As a result of Gerstner’s initiative the number of female executives in the company grew 370 percent and the number of ethnic minority executives increased by 233 percent. All of this had a

Power Imbalances Coursework Example | Topics and Well Written Essays - 1250 words

Power Imbalances - Coursework Example 1. Introduction: Most of the great achievements of contemporary organizations have been accomplished by adopting various new strategies in almost every sphere including organizational culture, systems, technology, human resources, operations etc. These achievements have not only increased competition but also necessitated, or even given rise to, various changes in management. One such change is the organizational structure that has changed to being a flat structure from a hierarchical one in most of the organizations. On the one hand, the flat organizational structure has helped in reducing the number of managerial levels in order to improve accessibility and increase accountability besides improving efficiency, reducing costs and better empowerment; on the other hand, this structure has bred power imbalances with greater intensity than the hierarchical structure, thus giving rise to potential conflicts. Paradoxically, these power imbalances also hinder attempts to manage conflicts. Present discourse will focus on understanding this aspect of power imbalance at workplaces and its impact on conflict management based on certain situations. Recommendations will be made based on the issues identified and conclusions will be finally drawn. 2. An understanding of power and conflict: Power refers to the elusive force experienced by people, usually based on their position. According to Daft (2009), power may be defined as â€Å"the potential ability of one person (or department) to influence other people (or department) to carry orders or to do something they would not otherwise have done† (p. 497). Power is a very important strength that managers/leaders should use in the most appropriate manner to achieve desired outcomes. Power is used to set goals, define targets, rules and policies, and to manage performance; power is also used to manage conflicts among individuals and groups. Daft (2009) explains that conflict is usually the outcome of interaction among pe ople or groups with differing opinions. Conflicts can either be helpful or harmful for the organizations and its employees. Conflicts that can instigate differential thinking and innovative options are usually helpful, whereas conflicts in terms of goals, understanding, opinions, interpretation, perception etc are usually harmful and can lead to severe consequences. 3. Relationship between power and conflict: To deal with all kinds of conflicts, managers leverage their position and power. According to the conflict theory, power is an essential element in managing conflict or in influencing others to produce desired outcome (Andersen & Taylor, 2007). Power by virtue of position provides the authority for individuals to exercise their aspirations, which can also be a cause for conflict sometimes. Moreover, usage of power, by virtue of position, to manage conflicts can be a hindrance. All these instances could be a result of the phenomenon associated with power and its usage that is us ually, and also, the reason for power imbalance. 4. Power imbalance and conflict management: Weinstein (2001) has extensively elaborated on the impact of power imbalance in mediation process. In this elaboration, she has constantly emphasized on the fact that the organization’s success and instances impacted by power imbalances cannot be separated. Very often, the hierarchical positions that decide the intensity or scope of power itself act as the causes for conflicts.