The EPG Model is a framework for a firm to better pinpoint it’s strategic profile in terms of International Business Strategy. It contains three elements - Ethnocentrism‚ Polycentrism and Geocentrism. The Importance of the EPG Model is mainly in the firm’s awareness and understanding of its specific focus. Because a strategy based mainly on one of the three elements can mean significantly different costs or benefits to the firm‚ it is necessary for a firm to carefully analyze how their firm is oriented
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OD and Change The Message Is Clear - Change Or Disappear “There’s no off season anymore” - Nolan Ryan “You miss 100% of the shots you never take” - Wayne Gretsky “Somebody has to do something‚ and its just incredibly pathetic that it has to be us.” - Jerry Garcia‚ the Grateful Dead CHANGE - AN ONGOING PROCESS Companies no longer have a choice‚ they must change to survive. Unfortunately‚ people tend to resist change. It is not easy to change an organization‚ let alone an individual. This
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in its hard assets" Wal-Mart are aware of this and so by examining Wal-Marts practices using the ’best fit’ perceptive will give a better understanding as to why they have adopted their various practices by linking them to their key organisational strategy and will also help to explain their stance on unionisation. The ’best fit’ school (Boxell & Purcell (2000)‚ covers a range of ideas‚ perspectives and models that are based on the practice of fitting HR Strategy into the organisations surroundings
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Book Review “Leading Change” by John Kotter 1996 Review by Chris Shea John P. Kotter is internationally known and widely regarded as the foremost speaker on the topics of leadership and change. He is the premier voice on how the best organizations actually achieve successful transformations. The Konosuke Matsushita Professor of Leadership‚ Emeritus at the Harvard Business School and a graduate of MIT and Harvard‚ Kotter’s vast experience and knowledge on successful change and leadership have been
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Organizational change is a natural process. Change is inevitable. Change relies with the time‚ situation‚ competition and the market environment. Organizational Change is a process guided by the environment. Organization needs to change its structure as well as the system to meet the goals and the mission. Basically‚ Organizational change is in subject to organization structure change‚ as just opposite of smaller changes just like recruiting a new employee‚ modifying and altering an equipments and
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Through the inter-connection between change management‚ knowledge management and people management‚ the author believes you can look at‚ assess‚ and analyse organisational readiness and responsiveness to change. This will done through the narrative cyclical approach (FIGURE XX). All of this works together to answer the research question of‚ “Is there a framework/s that can be used to help organisations increase organisational readiness and responsiveness to change”. Organisational readiness and organisational
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0.0Executive summary: This report will involve in explaining change management‚ by using a case study school to apply the ideas on it‚ which will cover clarifying the change agent role‚ change processes‚ its implementation steps as well as people targeted by this change. Following this there will be an evaluation using theoretical concepts from the first stage of change until its completion. Finally there will be some recommendations based on the evaluation and these will be summed up in conclusion
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environment due to industry rivalry and the need to create differentiation to gain competitive advantage among other low cost carriers. Based on SWOT analysis‚ we can see that the company has been using an extensive of IT systems in their value chains. It has gain strengths in operations by implementing YMS‚ CRS and ERP systems. Analysing with Porter 5 Force on external environment‚ we could see that the major threats are increasing competition from other airlines and increase in operation cost. AirAsia
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Conference on Information Systems (ICIS) 12-31-1999 Implementing SAP R/3 at the University of Nebraska Tim Sieber University of Nebraska-Lincoln Keng Siau University of Nebraska-Lincoln Fiona Nah University of Nebraska-Lincoln Michelle Sieber University of Nebraska-Lincoln Follow this and additional works at: http://aisel.aisnet.org/icis1999 Recommended Citation Sieber‚ Tim; Siau‚ Keng; Nah‚ Fiona; and Sieber‚ Michelle‚ "Implementing SAP R/3 at the University of Nebraska" (1999). ICIS
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Case: John Higgins 1. How would you describe Higgins’s and Prescott’s attitudes toward implementing U.S. personnel policies in the Japanese operations? Higgins and Prescott both have different opinions toward implementing U.S. personnel policies in the Japanese operations. I would describe Higgins’s attitude more against the U.S. personnel policies and more toward the Japanese ways of doing things‚ considering he would rather spend his time in Japan. I would describe Prescott’s attitude
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