Organization Behavior Strategic Management Essay

Pages: 6 (2074 words)  ·  Bibliography Sources: 20  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

SAMPLE EXCERPT . . .
However, there is no system by which lower level employees can communicate their issues and problems to the Top Level Management or the Board of Directors (Purcell & Ahlstrand 1994). There should be some communication channel through which positive or negative feedback of lower level workers can be communicated to the Management (Robbins & Coulter 2006). This is a very effective strategy to improve the professional development programs and achieve the operational excellence in the business activities (Guest 1987).

CONCLUSION

Adobe has implemented strong HR policies and practices to manage and develop its human resource. In order to get the best work done through its employees, Adobe has set certain strategic HR objectives. These objectives constitute its aims to recruit and train the best talent from the market. The Function-specific training, brainstorming sessions, Individual Development programs, Education Reimbursement programs, and various other training and development programs are run to achieve these objectives.

There is also a strong communication strategy implemented within the organizational setup. The Adobe employees work under the supervision of middle level managers while follow the procedures communicated by the Top Management (Baudler 2011). The managers get feedback from employees on how they can bring improvements in the professional development programs.

REFERENCES

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Ashamalla, M., H., 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, Vol. 8, Issue 2, pp. 54-63

Adobe, 2012, Adobe Fast Facts 2011, Available from

Adobe, 2012, Commitment to Employees, Available from

Adobe, 2012, Professional Development, Available from [Accessed January 24th, 2012]

Essay on Organization Behavior Strategic Management of Assignment

Baudler, C., R., 2011, Employee Engagement: Through Effective Performance Management by Edward M. Mone and Manuel London, Personnel Psychology, Vol. 64, Issue 3, pp. 813 -- 816

Burnes, B., 2007, Kurt Lewin and the Harwood Studies: The Foundations of OD. Journal of Applied Behavioral Science, Vol. 43, No. 2, pp. 213-231

Crossan, M.M., & Apaydin, M., 2010, A Multi-Dimensional Framework of Organizational Innovation: A Systematic Review of the Literature. The Journal of Management Studies, Vol. 47, Issue 6, pp. 1154 -- 1191

Deery, S., Plowman, D., & Walsh, J., 1997, Industrial Relations: A contemporary analysis. U.S.: McGraw Hill

Edwards, P., 2003, Industrial Relations Theory and Practice, 2nd Edition. U.K: Blackwell Publishers

Gennard, J., & Judge, G., 2006, Employee Relations, 3rd Edition. U.S.: CIPD passim

Guest, D., 1987, Human Resource Management and Industrial relations. Journal of Management Studies, Volume 24, Issue 5, pages 503 -- 521

Haile, S., 2002, Challenges in International Benefits and Compensation Systems of Multinational Corporation, the African Economic and Business Review, Vol. 3, No. 1, pp. 2-16

Harvey, M., & Novicevic, M., M., 2001, Selecting expatriates for increasingly complex global assignments, Career Development International, MCB University Press, Vol. 6, No. 2, pp. 69-86

London, M. 2003, Job feedback: giving, seeking, and using feedback for performance improvement. U.S.: Taylor & Francis

Purcell, J., & Ahlstrand, B., 1994, Human Resource Management in the Multi-Divisional Company. U.K: Oxford University Press

Robbins, S., Judge, T., & Sanghi, S., 2007, Organizational Behavior. 12th Edition. India: Dorling Kindersley (Pvt) Ltd.

Robbins, S., Coulter, M., 2006, Management. 8th Edition. U.S.: Prentice Hall

Rose, E., 2004, Employment Relations, 3rd Edition. U.S.: Prentice Hall

Saxena, P., 2009, Principles of Management: A Modern Approach. India: Global India Publications

Schuler, R.S., Dowling, P.J., & De Cieri, H. 1993, "An integrative framework of strategic international human resource management." Journal of Management,… [END OF PREVIEW] . . . READ MORE

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