What is distinctive about LLDs design As a leader, how do you prepare for and manage the difficulties and challenges identified in questions 2 and 3 Consider actions, strategies and techniques that you might want to take/use. Be specific and illustrate with examples. What should Vaaland and Jesnen do What lessons can you draw from LLD Was LLD a success Conclusion Recommendations Bibliography Created in January 2001, the Learning Lab Denmark (LLD) is a research institution, initially funded by the Denmark Government, with the mission of doing Innovative cutting edge research in the areas of learning, knowledge creation and competence development . To achieve this mission the organization wanted a strategy of creating something new emphasizing risk taking and experimentation, but also to modify old theories and methods into new combinations. Although they are formally a venture of the Danish Pedagogical University, the organization see themselves as quite unique and separate from the other public organization with a focus on combining theory with practice to a further extent than traditional research institutes.
For them Ideas were more important than rules Since its creation, LLD has been experiencing many challenges and facing managerial problems. Given its complex organization, the most critical managerial problem is the lack of unity and coordination inside the organization. Indeed, the different stakeholders of the organization hardly move on the same direction, even if they theoretically share the same goal. There are strong tensions organization-wide the members of the different consortia try to impose their individual view of the way things should be done, the consortium directors and the brokers resist each others initiatives and LLD s managers and employees dont want to be considered as a part of DPU. This coordination problem leads to a major efficiency issue, and many employees and outsiders are disappointed by the large gap between LLD s expectations and its results. As for the causes of the problem, it is partly due to a lack of clearly defined processes for achieving results, a lack of guidelines from the managers who supervise the researchers and a lack of feeling that the different parts of LLD have a common interest. To reach its goals in term of excellence and reposition itself as research oriented organization LLD has struggled lot.
The Essay on How Organizations Use Marketing Research to Contribute to the Development of Their Marketing Plans
Describe how a selected organization uses marketing research to contribute to the development of its marketing plans Primary and secondary research Marketing research informs businesses, helps them make decisions and understand the changing dynamics of its market. To know all of this you need to research your customers, competitors and the overall marketing environment. With that information you ...
Finally there is a negative report from person who had lot of information from inside LLD to Parliamentary committee that LLD is totally failure. Launching a new enterprise–whether its a tech start-up, a small business, or an initiative within a large corporation–has always been a hit-or-miss proposition. According to the decades-old formula, you write a business plan, pitch it to investors, assemble a team, introduce a product, and start selling as hard as you can. And somewhere in this sequence of events, youll probably suffer a fatal setback. The odds are not with you As new research by Harvard Business Schools Shikhar Ghosh shows, 75 of all start-ups fail. The designing Leadership at LLD are not effective so far because the vision of LLD is collaborating with Educational institutes Business leadership. The LLD is built as business, but it wont work. The LLD to be built as education institute. The aim should be for more more research not to commercialize the education. LLD S design structure was creating an inability to deal with interdependencies between divisions.
The culture of LLD is like business with profits, but it should be like educational institute, it should not see any profits, for its research. It should see only societal benefits for research. It should be non-profit organization. LLD from inception with clear cut objectives and goals to deliver did not have right organization structureAs DPU as an separate entity, use of their facilities and on top handle administrative work of LLD was the first point of failure of LLD. Old and New structures can never mix together both have their own benefits and style.DPU weighted their style of management and follow SOPs are the classic case of organizational culture. LLD following, DPUs organizational culture has seen point of failure in their work environment as well projects. Two leaderships Managing Director and Research Director with clear cut separate roles are not seen to be ineffective, in fact that strengths LLDs strategy. Boundary crossing could be an important part of the organization today and that important aspects of learning take place between organization and not only within Since its creation, LLD has been experiencing many challenges and facing managerial problems. Given its complex organization, the most critical managerial problem is the lack of unity and coordination inside the organization (which means among the consortia and between the consortia and the secretariat).
The Term Paper on Women on Corporate Board of Director
1.0 Introduction In this decade, we have seen an increase in women’s participation in the board of director. Previously, we can see around the world, every board of director of a single company led by men only. But, over the time, women are slowly absorbed into the board of director and they play a great role as well as a good impact in the improvement of the company. A new study suggested ...
There are strong tensions organization-wide the members of the different consortia try to impose their individual view of the way things should be done, the consortium directors and the brokers resist each others initiatives and LLD s managers and employees dont want to be considered as a part of DPU. This coordination problem leads to a major efficiency issue, and many employees and outsiders are disappointed by the large gap between LLDs expectations and its results. As for the causes of the problem, it is partly due to a Lack of clearly defined processes for achieving results Lack of coaching Mentoring Lack of guidelines from managers to researcher and lack of feeling that different part of LLD have common goal. Not moving in the same direction Consortia directors Brokers resist each others initiative. Co-ordination problem In between LLD DPU, LLD staff dont want to be considered as part of DPU Role clarity No role clarity for directors, consortia, brokers, LLD DPU Private sectors as stake holders failed to challenge DPUs influence and govt. bureaucracy. The challenges of LLD were DPUs influence and its organization culture. Another challenge was using DPUs premises were vibrant, openness, innovative environment was not at all prevailed.
The Essay on Organization and Culture
Provide a brief (one 1 paragraph) description of the organization you chose to research. The company that I chose to research is the company Google. Everyone is aware of Google. It is the most widely used search engine in the world. Google is considered to be one of the best, if not the best search engine of all time. The company Google is considered to be a technological giant and a threat to ...
LLD had an opportunity to collaborate with private sectors in designing LLDs organization setup. Innovation does not come with SOPs and Procedures to follow. Lot of researchers were young and first time full / part time job holders for bringing up bright ideas did not materialized mainly due to improper work environment and pressure of DPUs organizational culture. DPUs administration in handling LLD salaries and wages not paid in time were demoralizing factor for innovation. LLD is intended to bridge the gap between theory practical, but it never happened. The share holding is Government businessmen, the control over management is not proper The empowerment of Employees not done. The administration staff members are very high compare to researchers. Behavior issues are very high. No any reward system in LLD. Communications are very poor. The consortia directors are not co-operating with founders. The recession in economy challenged the existence of LLD No common understanding for SOPs LLD is designed for Researchers are communicator communicators are coach LLDs distinctive design is use of Brokers for effective communication / sharing of information among with CDs and reporting to secretariat. Conduct SWOT analysis of organization.
We will come to know the Strength, Weakness, Opportunities Threats of the organization. The strengths will be cashed as early as possible. Action plan with specific target date will be prepared for weakness, Opportunities. The threats will be communicated to higher level of management. Leadership quality of directors will be improved. Conflict Management was core focus for LLDs success as a leader would have studied in depth of each conflict and either resolved if within means or escalated to the stakeholders, private institutes etc. Examples Use of DPUs facilities which were hindering LLDs performance Recommended for Separate / New facilities outside DPUs influence which definitely would required escalation process to all the stakeholders if LLDs performance to be delivered effectively. DPUs administration would be taken off by internal process with recommendations to board of directors for LLD to function as a separate entity. Two directors at same authority multiple parallel authorities will be streamlined. The hierarchy of the organization will be set right with vertical line organization. Thus unity command will be established in organization. LLD Director will directly report to DPU, so that LLD is part of DPU.
The Term Paper on Managing In Today's Health Care Organizations Change And Culture
Organizational structure and culture are two major factors that directly impact the success of an organization. This paper addresses the most pressing theme concerning the leading of organizational change: adaptability. Whether dealing with individual departments or selecting an appropriate leadership style to communicate a change, it is important to know your audience and be aware of what works ...
Everybody will have their own Job description, Set goals, Measurement of goals, review of results half yearly, to achieve their targets. Every staff will have coach/Mentor for improving their performance behavior. So that good culture will be taught. Employees will be empowered by de-centralization of authority by issuing Authority policy. The Policy will clear all confusion in systems. The non-productive administration staff will be removed by E library, computerizing the all activities. Formal E mail system will be used for all communication in-between brokers researchers. Reward system will be introduced for better research. Non-cooperative consortia directors will be warned for co-operation better research. Vaaland and Jesnen were successful in organizing internal working process like Vaaland responsible for administrative recruitment and work whereas Jesnen responsible for recruiting researches research work.Co-working between vaaland and jesnen were in establishing Broker system. In our opinion Vaaland and Jesnen failed to escalate to Stakeholders Board of Directors where the results were effecting in tackling major issues like DPU culture, influences and facilities. Vaaland Jesnen are expert in their profession, but not cross functional.
Both are having same authority. Two same authorities in one organization will lead to confusion Leadership in crisis situation. Our suggestion is Appoint one more director who take report from both directors or Sack either Vaaland or Jennen, so that one director can take fast decisions in organization. Consortia directors will directly report to either Vaaland or Jennen. So that they are directly responsible for their performance in consortia. Success of project / operations largely depends on influences, interference, culture, and leadership in resolving issues related to success or deliverable or results. How DPUs Directive leadership style has destroyed LLDs inspiration to success. Overall LLD did achieve in each Consortium but not at the level of major international standard. The LLD is still public organization under DPU not having enough leadership control. The culture of organization is like public organization. It never changed for LLD although it has private investments. Although the LLD is success in some areas but more or less it is failure organization. The failure is due to mainly leadership culture.
The Business plan on Organization and Leadership Analysis
The Company chosen for this analysis is Cummins Inc. and I am confident the description that follows will give a better understanding of the organization for any third party considering a career with this organization. Clessie Lyle Cummins built his first steam engine in rural Indiana with the backing of banker William G. Irwin in the year 1919. These men together built the first company that ...
The leadership never took pain to outperform the organization. The leadership never reviewed their performance. The culture of LLD is like public organization. Highly bureaucratic in nature. No co-ordination between departments. High admin staff. Decision making is very slow. We think that design and leadership of LLD has not been very effective so far . Inconsistencies and contradictions in the structure, non working methods of organizing, the wrong use of rhetoric and problems with learning and information systems seems to us as major reasons why the LLD has not been effective. In case of LLD We learned that flexible structures, decentralized authority and empowered employees are will be suited to the needs of highly skilled people. Our understanding and learning from this group exercise what matters most is an identity of an organization, its culture, its direction and its priorities. No board, No Management can cross these boundaries.
