Microsoft Company: Change in the Management

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The change in the management in Microsoft Company posed the challenge for the declining performance and competence in the business market. In this case, the new administration focused on crucial factors that promote the shift in the organizational culture that enhances the coordination among the employees and the operability in the corporation. The key values implemented by the executive members encompassed innovation, diversity and inclusion, corporate social responsibilities, philanthropies, environment, and trustworthy computing (Czerwonka et al., 2018). The ideal solution utilized by Microsoft enshrined the optimal exploitation of strategic governance under the dynamic spectral ideologies.

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One of the major objectives of the company entails prioritizing value over the sales volume, hence, the dynamic reconstruction of the corporate social responsibility ideologies. The objective is the concept of incorporating a profound construct of competitive advantage approaches. Over the decades, human society has evolved along the gradient of sustainability and technological inspiration. In this case, competition in the global business market intensified based on the strategic economic edge in an organization (Muthukumar et al., 2017). Fundamentally, the company focused on the incorporation of innovative perspectives to enhance the attainment of a significant percentage of the consumer base. The initiative attributed the increase in the development of highly differentiated products and services for the experience.

The core competitive advantages for Microsoft engulf facilitating customer perk experience, boosting the distribution network, and increasing the value of the utilities and products. Strategic corporate social responsibility features such traits as innovation and opportunity for growth and development. The suggestion for the partnership with other corporates empowered the company with a functional and competent supply chain. Business accountability involves integrating the multinational developmental goals with the community’s welfare (Santana et al., 2017). The argument reflects the definition of sustainability. It involves the optimal exploitation of resources to reap elevated benefits without compromising the authentic value of the elements. The executive team in the enterprise established approaches to improve capacity in the marketplace. Primarily, it is the responsibility of the group to gear the change in the production process to cultivate the core essence of a turnaround. In this case, the administration implemented the firm’s responsibility frameworks and practices.

The advancement of the new product with zero carbon emission CO2 footprints is a sustainable initiative that enhances a developed shared value. It is necessary to identify points of convergence between a company’s operations and society. The intersection point between Microsoft and the community is the essence of reducing pollution during the production of technological resources while ensuring the use of proper designs for the optimal experience (Muthukumar et al., 2017). Therefore, it is the mandate of the administration to initiate the strategic management of corporate social responsibility, such as the development of a new product with a minimal negative impact on the locality (Czerwonka et al., 2018). The minimization of carbon emission during manufacturing and processing reduces pollution, thus boosting the aesthetic value of the environment and safe living among people. In this case, the reinforcement of a new product with a lesser CO2 emission rate is a strategic competitive advantage.

Diversity in the workplace is a factor that highly affects an organization mainly because of the orientation of cultural practices and operations based on the employees’ skillset. One of the profound elements in a company involves enhancing worker satisfaction. The greatest asset of any enterprise is human resources. Therefore, it is essential to ensure that the developed business culture reflects personnel’s behavior and interests. Incorporating heterogeneity in a workstation ensures the emergence of a dynamic competence level in providing services and the product development cycle (Muthukumar et al., 2017). On the one hand, variation in the workplace is legal compliance. On the other hand, dynamism in the foundry is an empowerment tool in boosting the differentiation element in service delivery and product development. Polarity in public working areas is a multifaceted phenomenon encompassing the integral utilization of proactive measures to enhance the effective incorporation process. Cultural diversity aims at ensuring that customer and employee satisfaction from the transpired institutional policies. It is paramount to develop an effective multiplicity management practice that boosts the employees’ satisfaction and performance in a venture.

On a different spectrum, globalization geared the evolution of the consumer market. The buyers became the determinant factor in the shopping place upon the competitiveness of the goods and services. Therefore, Microsoft resolved to concentrate on customer service experience as the ultimate competitive advantage hence the necessity of understanding human behavior and the best solution to improving character. Eventually, the personality of the workers emerged prominently as the ultimate corporate competitive advantage (Czerwonka et al., 2018). In this case, the issue that emerged due to the globalization effect entails the importance of employees’ personalities to enhance sustainability and value creation from the purchase.

From a different perspective, organizational behavior contributes significantly to the development of moral concerns in human resource management. Fundamentally, various issues that affect the ethical practices in Microsoft included individualism, collectivism, power distance, avoidance of uncertainties, nurturing of achievements, and the essence of cultural diversity (Muthukumar et al., 2017). Due to the disparate social and cultural backgrounds of the workers, the demographic dynamics of the corporation represent contrast at the workplace. The majority of employees practice and believe in different sets of socio-cultural norms and traditions. Therefore, Microsoft administration considered it essential to incorporate organizational behavior that recognizes the socio-cultural diversity not only among the workers but also with the authorities.

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Poor communication facilitates the emergence of operational uncertainties in a company. The procedures for avoiding such reservations are complex and have profound effects on the relationship between organizational behavior and teamwork. For the efficient performance of a group, the management ensured the establishment of effective communication channels for uninterrupted and speedy interactions to eradicate the operational qualms. In an enterprise setting, attestations from authority may create a culture of submission instead of promoting cooperation. Similarly, the elements of achieving and nurturing the laborers influence their relationships with authorities and etiquette. For example, Microsoft empowering the staff to achieve specific goals., This ‘end justifies the means’ approach leads human resources to attain the traits like materialism, competition, and assertion. On the contrary, Microsoft fosters a turnaround by training its employees to establish relationships and being considerate to their colleagues. In this way, the personnel learn the essence of supporting each other to ensure optimal productivity (Czerwonka et al., 2018). Cultural diversity mediates the relationship between organizational behavior and teamwork. Companies must develop an ideal institutional policy framework that assimilates differences among the operatives. The management appreciates the dynamism of the values of the clients and employees as the competence variable for Microsoft’s reinvention.

The competence of an organization depends on the effective monitoring and control of dynamic business operations. The different enterprise activities that enhance productiveness engulf planning, analysis, implementation, and control. Primarily, the structural approach in brand positioning gears the development of competitive advantages in a company. The use of an unstructured approach involves the lack of definitive corporation goals and objectives. Over the decades, globalization fostered the intensification of firms’ competition. Therefore, a lack of concise business objectives limits the efficiency of competent service delivery. In this case, the unstructured approach poses a challenge in improving competence than a structured approach in public relations (Czerwonka et al., 2018). Apart from establishing an identity, the marketing initiatives render a definitive solution to the utilization of effective administration.

Microsoft’s management team played a vital role in enhancing the turnaround state through the ideal decision-making initiatives. In my opinion, the utilization of the strategic administrative approaches fostered significant change in the organization. Although the company deals in software and affiliate technological resources, it is under the spectrum of the modern business phenomenon. The current trend in the enterprise market encompasses the essence of service value. Consumers align their interests and loyalty based on the benefits accrued from the purchase. However, over the decades, the corporation focused on product feature diversification with minimal attention to the employees’ welfare. As a result, the workers engaged in activities based on the perspective of attendance than the motivational outlier of better performance. In this case, Microsoft encountered the challenge in disparate laborers’ interests and poor relationship with the senior team. I believe that the prioritization by the new Chief Executive Officer (CEO) to change the organizational culture and the role of the human resource fostered a prominent evolution of the practices while improving the competence.

Consequently, a company’s turnaround depends on the implementation of strategic management initiatives. Ineffective administrative policies foster the decline in the sales performance of an organization. Microsoft faced dynamic issues within the cultural mainframe and the decision-making platform. The business encompassed a hierarchical structure that negatively influenced the efficiency during the implementation of the governing policies. However, the new executive team spearheaded the paradigm shift to the employees’ welfare and addressing the key factors that attribute to the product branding. Apart from the attention to the well-being of the workers, the governance modified the policy of mergers and acquisitions to align the corporate’s mission to enhance the consumer service experience. A firm’s reinvention entails the concept of integrating dynamic frameworks that cultivate the competence level based on the internally and externally base variables.

References

Czerwonka, J., Greiler, M., Bird, C., Panjer, L., & Coatta, T. (2018). CodeFlow: Improving the Code Review Process at Microsoft: A discussion with Jacek Czerwonka, Michaela Greiler, Christian Bird, Lucas Panjer, and Terry Coatta. Queue, 16(5), 81-100.

Muthukumar, R., Ramakrishnan, L., & Krishnamacharyulu, C. S. G. (2017). Turnaround of BlackBerry. Journal of Management Cases, 4.

Santana, M., Valle, R., & Galan, J. L. (2017). Turnaround strategies for companies in crisis: Watch out the causes of decline before firing people. BRQ Business Research Quarterly, 20(3), 206-211.

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