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Competence Training

COMPETENCE TRAINING
Introduction
Competence training can be well explained by first understanding the wording that constitute this term. Competence can be defined as the ability of a person or a corporate body to perform and do a job in the proper way. It can also be defined as the combination of skills and knowledge in doing something properly and effectively. A competent person is a qualified person who can perform a task without being supervised as he or she articulates best behaviour and performance. While training is the act of acquiring knowledge and skills that are required to undertake a given task or job. Training in any given organization is very crucial as it helps to improve performance and in employee development and empowerment. Empowering employees through training helps to increase their efficiency and this will be translated to better work performance with reduced conflicts as a result of poor work. Training should form some routine activity for any organisation that want to improve its employee productivity and development. On the job training normally takes place when the employees are on their normal working station and this helps to save on time that could be used to enrol the trainees in a college and thus more costly. On the job training helps to create a good reputation between the management of the organisation and their employees as they feel more empowered and motivated to work. Skill assessment is a vital tool that can be used by the management of any organisation to know when to offer on the job training of different employees. Job training is crucial as it helps the employee keep up with the over changing technological sector. Manpower is one of the most important resources in any organization whether it is profit or Non-profit. So the administrations have to give interest to this recourse in addition to develop & motivate it because it is beneficial to the establishment& society in general. The administration of human resources can be considered the most important jobs because it is concentrating on persons who considered the most precious resource & effectiveness in production in the management. Administration of human resources means shortly optimal use of the humans to achieve the goals of the institution so that basics have been applied to help for getting the most benefit from every person in the structure of human resources. These basics begin with planning, tests, training, evaluating & all relating to human being in an organization.
Competence training through use of machinery
There has been an increase in the use of modern technology to improve performance. The use of equipment requires the workers to have enough knowledge. The workers should know the health and safety precautions are followed to avoid accidents at the work place. In addition, proper supervision should be done to ensure that employees use the equipment properly. Proper management of the equipment should also be done to ensure that the machines are in good conditions. Training is required to accomplish some tasks in the workplace. The use of equipment requires the employees to be trained formally. This can be done at a training school, or the management can organize in-house training. The instructions of the manufacturer should be followed when training and using the equipment. Workers with the experience of using the equipment are involved in the training process. Proper training is done because employees should be competent in the workplace. Competence training through machinery and techniques at work help improve the suffiency of knowledge and skills for different employees who use these machinery on a daily basis. For example in the United States of America the National Leadership Council approved the strategy that is used to train and develop employees at their work place. Although the organisation incurs some cost when offering these training facilities to their employees but in the long term the organisation is able to reap from the exercise as the employees become morer enlighted and productive. When employees are empowered through training they tend to be morer motivated to work as they are able to understand the working condition of the organisation better. Training helps to instil knowledge andskills which is translated to more role and responsibility. Training helps new employees to learn how to use the equipment of the organization. Training also improves the skills and experience of the existing employees. Competence includes acquiring the necessary skills required to accomplish a certain task. It also involves ensuring that employees have medical fitness when using equipments. In addition, competence ensures employees have physical as well as mental ability to accomplish a certain activity (Barbazette, 2005).
Due to the ever changing technology in the world today use of machinery and other equipments at work has made it possible for organisation to increase their production through improved efficiency. Inspite of this advancement in technology man power is still needed to run and operate the machinery and thus the employees should undergo proper training that will help them operate and run these machines in the proper way. These machineries need maintenance and when the people using them fail to have the required skills and knowledge of how to operate them they may breakdown and these may lead to halt of the operation of an organization and this may lead to losses. Thus managers should perform routine checks and assess thir employee skills to help determine which skills and knowledge need to be instilled to improve their productivity. Competence in the work place may be gained through education, life experinces, on the job training, apprentice and finally self help programs in store at the work place. Various employees will be able to learn life skills that is geared towards to benefit their skills which will be applied in their various work stations. Proper training of employees help to reduce the risk of them injuring themselves when operating the machinery as they are able to know how to manage and operate them on a safe mood. Supervisors and fellow employees help to orient new employees to various ethics that are followed in the organisation and this forms part of the training. Better trained employeed are able to operate machinery well following the required guideline and safety precaution and thus they cannot endanger the life of other employees and the organisation at large through accidents (Dana & Allen, 2008).
Cultural competence
In addition to technical competency, employees should be trained about cultural competency. With the emergence of globalization, people from different cultures work in the workplace. This requires all employees to understand how to work in a multicultural environment. A competent person is a qualified person who can perform a task without being supervised as he or she articulates best behaviour and performance. While training is the act of acquiring knowledge and skills that are required to undertake a given task or job. Training in any given organization is very crucial as it helps to improve performance and in employee development and empowerment. Empowering employees through training helps to increase their efficiency and this will be translated to better work performance with reduced conflicts as a result of poor work. Managers have the obligation to train the employees about the aspects of cultural competence. Employees should understand the organizational culture as well as the national culture of other people. This creates good co-existence among employees. The managers construct meaning about the processes of the organization by using cultural aspects existing within the institution. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers. The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization. Organizational ethics are developed by the various professionals who provide the rules and regulations to be followed. Culture brings change in the perception of the stakeholders upon the activities of the organization. Organizational culture is categorized as weak or strong. In an organization the employees have different personalities, attitudes, responsibilities and views. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers. The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization. Organizational ethics are developed by the various professionals who provide the rules and regulations to be followed. Culture brings change in the perception of the stakeholders upon the activities of the organization (McNamara, 2010).
Requirements of competence training
The workers using an equipment should have adequate skills and knowledge to ensure that accidents are reduced. The health of the employees should safeguard when using the equipment. Safety precautions should also be provided. In addition, the supervisors and managers should be trained to ensure that they give appropriate instructions to the employees. Adequate training should contain certain aspects such as creating knowledge about a certain job, on-going training to the existing employees, supervision and use of equipment. Enough standards of training should be used to ensure that the health and safety of all people are protected (Barbazette, 2005).
 
There are generally four areas of competency and they include;
Change competence which can be defined as the ability of an employee to change his or her behaviour regarding a given a given task and demonstrate new ways in performing the task. Change competency is geared towards promoting better working environment abd cinduct for the individual.
Relation competence is the ability of an individual to nurture by creating connections with other employees on a related task. He or she should learn by relating what others are doing and transform the skills learnt in his or her new work station.
Meaning competence helps to assess the ability of an individual to identify his or her purpose in the organisation and be able to deliver the same skills in future. The employee need to have a better understanding of the organisation in accordance with its values and objectives.
Learning competence can be defined as the ability of the individual to transform his or her skills learnt into practice and make it possible to experiment the skills on a day to day activity. The individual should provide solutions to problems that might occur while he or she is working on a given task through reflaecting on past experience (McNamara, 2010).
Competence training and knowledge management
Competence training improves knowledge management in an organization. Skill assessment is a vital tool that can be used by the management of any organisation to know when to offer on the job training of different employees. Job training is crucial as it helps the employee keep up with the over changing technological sector. Manpower is one of the most important resources in any organization whether it is profit or Non-profit. So the administrations have to give interest to this recourse in addition to develop & motivate it because it is beneficial to the establishment& society in general. The managers have the obligation to train the employees about the aspects of cultural competence. Employees should understand the organizational culture as well as the national culture of other people. This creates good coexistence among employees. The managers construct meaning about the processes of the organization by using cultural aspects existing within the institution. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers. The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization (Krawinkel, 2008).
Education
Education can be defined as the act of learning and gaining skills through a formulated guideline in a given course either undertaken in a class setting or a formal station. Education incorporates both the theoritical and practical aspect of a task. Education is through conceptualising different aspect as put across by the trainer. It can be taken to mean a form of learning undertaken through teaching as one is able to gain the required skills and knowledge. competence through education helps individuals to understand and act reasonably in a responsible way. Education forms part of the training for new employees in any given organisation as their skills and expertise need to be tuned well to help them deliver on the set goals. Education forms the basic of any given task as it helps one to understand and internalyze the different situation that may be encountered by the employee. Basic education can be taught in schools and other tertiary level facilities with the guideline of a teacher or a lecturer. For example a doctor must have basic education to help him or her to undertake the task in a professional manner which will minimize casualties in hospital and health care centers (Dana & Allen, 2008).
Life experiences
Experience can be defined as the ability of an individual to actively participate in an event for the first time and be able to relate to the activity and later be in a position to accumulate knowledge from the event encountered. Where life experience is the relation of a past encounter in an event and later derive skills or knowledge. A past experience can be a source of training for any given individual as one is able to adapt to changes that he or she is faced with. Life experience help one to acquire and accumulate knowledge and skills that are vital when decision making. When one has had an encounter with an event or activity before he or she may be able to understand how one will act in the process (Krawinkel, 2008).
On the job training
On the job training is a form of training that entails employees undertaking learning programs while still remaining on the their work station. On the job training facilities are facilitated by the management of the organisation to help their employees gain the required skills that are vital with the ever changing business environment. Adequate training should contain certain aspects such as creating knowledge about a certain job, on-going training to the existing employees, supervision and use of equipment. Training in any given organization is very crucial as it helps to improve performance and in employee development and empowerment. Training should form some routine activity for any organisation that want to improve its employee productivity and development. On the job training normally takes place when the employees are on their normal working station and this helps to save on time that could be used to enrol the trainees in a college and thus more costly. On the job training helps to create a good reputation between the management of the organisation and their employees as they feel more empowered and motivated to work. On the job training has several benefits to both the employer and the employee as it helps to improve the productivity of the employee and this is also translated to the work ethics. The organisation benefits from the empowered employee through reaching its set targets as the employee is able to deliver required tasks on time. On the job training can take different forms and mainly through demonstration and following instruction of the trainer. Coaching is also a good part of job training through a close working relationship with an experienced employee or trainer. Job rotation can also be used to train the employee as he or she is subjected to different working conditions. A good example is the use of graduate management programs in job rotation so that the trainee has an expansive role in various working conditions. Employees can join a project team as a group through which they are enrolled to different programs that expose them to new experinces that form part of their training. On the job training can have some disadvantages to the employee and the organisation at large if its not undertaken and utilised well. The quality of the training depends on the time and the ability of the trainer to execute his or her skills to be used by the employee. Bad habits may be passed on from a trainer to the employee and thus their productivity is greatly influenced. The training programs my be seen as a distruption to some employee who dislike change and thus may face opposition from such employees. On the job training may also be un effective depending on the learning environment as some may be unconducive to the employee. Also the training facilitated by the organisation may be expensive to the organisation and this will lower the profitability of the organisation (McNamara, 2010).
Apprentice
Apprentice can be defined as the act of an individual being enrolled by an expert in another field that requires following a set of given procedures that will be helpful in learning new meethods and ways to undertake a give task. Apprentice is undertaken as training through working for a professional in a given field by learning what the professional does. Apprentice is both a theoretical and a practical learning experience through exchange for labor with the training. Apperenticee usually don’t earn any money but exchange their labor with the experience earned through training. One has to work for a given period of time before they can leave the apprenticeship program and move along to start a similar job. Apperenticeship is an ancient form of instilling skills and knowledge to young people through practical learning from a professional by observing how he or she operates in the work station. Apprenticeship is still applied today but it has been more related to intership programs where college and university students undertake different work related tasks in medium and large organisation through practice of their theory learnt in school. Internship programs help the students to learn how to apply their theoretical skills learnt in the class to practice in the organisation. This helps the students to have hand on experience of their preciously learnt skills in class and help to improve their understanding of how different machinery work (Krawinkel, 2008).
 
 
Self help program
Self help programs are a set of guidelines put in place in organisation to help improve the productivity of employees by instilling knowledge and skills in them to help perform better. Self help programs arer geared to be self run without the help of an expert to teach or couch the individual. Most of the self programs are installed on computer networks and the workers can access them at their own leisure to help them learn more about a given task and the procedure to follow. Self help programs are availed at the disposal of the employees to help them learn more about a given procedure that they mightbe faced with. They require little supervision and thus any given employee can access them and learn more and thus forms part of the training program. For example an employee can exercise some teaching programs on the internet and more so on the youtube website that demonstrates different teaching methods. Teaching guides are very helpful in our day to day life and thus forms a proper way to train employees with less cost by the company (Fisher, 1998).
Cultural competence
Cultural competence improves the understanding of the cultures of other people. It creates knowledge about how other people think, why people reason in a certain way, and the reasons why people behave in a certain way. Cultural differences cause people to approach organizational issues differently. Cultural training improves how employees understand the cultures of other people. It creates proper understanding about how people perceive other people. Cultural competence improves the relationship between employees. Therefore, training employees about cultural competence encourages cultural diversity at the workplace. Cultural competence helps employees build multi-cultural teams. It also helps establish and maintain mergers and acquisitions. In addition, a company can create a good relationship with customers from the international market. Therefore, training in cultural competence creates strategies for minimizing misunderstanding among stakeholders in an organization. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers. The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization. Organizational ethics are developed by the various professionals who provide the rules and regulations to be followed. Culture brings change in the perception of the stakeholders upon the activities of the organization (Dana & Allen, 2008).
Culture refers to the values, attitudes, and beliefs of a group of people living in a community, society or an organization. As people interact, they exchange ideas which become incorporated into their cultural systems. The behavior pattern of people is determined by the culture of the place they work, live and interact. Culture gives people a sense of belonging because human beings like identifying themselves with certain social groups. Culture is dynamic and changes as time goes by (Willcoxson & Millett, 2000). According to Willcoxson and Millett (2000, pp. 93) “organizational culture may be generally described as a set of norms, beliefs, principles and ways of behaving that together give each organization a distinctive character.” Organizational culture is similar to the national cultures in that they develop over time. An organization develops the culture of the industry the moment it is established. For example, the nature of competition, customer needs and the values of the wider community shape the culture of an organization. The founders of any organization establish the norms to be observed by all stakeholders and these norms become a culture to be followed by all people (Willcoxson & Millett, 2000).
Therefore, understanding the concept of cultural competence is important because an organization improves the work environment. The managers have the obligation to train the employees about the aspects of cultural competence. Employees should understand the organizational culture as well as the national culture of other people. This creates good coexistence among employees. The managers construct meaning about the processes of the organization by using cultural aspects existing within the institution. People are guided by the culture of the organization when performing duties. Cultural competence affects the achievement of goals. A good culture promotes the organization and motivates the workers. The culture of an organization can promote the success or failure of the strategies adopted. Culture determines the ethics to be followed by the people in the organization. Organizational ethics are developed by the various professionals who provide the rules and regulations to be followed. Culture brings change in the perception of the stakeholders upon the activities of the organization. Organizational culture is categorized as weak or strong. In an organization the employees have different personalities, attitudes, responsibilities and views (Willcoxson & Millett, 2000).
Cultural competence is also applied in managing change. Change management is important because organizations experience different changes. Organizational change happens in response to change in the organization’s environment. The change can be from the internal environment such as demands from employees. It can also be change from the external environment such as change in consumer tastes and preferences or government regulation. Therefore, an organization must have flexible systems and structures that can respond swiftly to any change in its environment. A company that is rigid to change in its environment risks being pushed out of business. There are some issues about organizational change which members of the organization must know. These include the importance of change and the challenges of organizational change that are related to resistance to change. This will help them in securing the maximum benefits of organizational change (Krawinkel, 2008).
To change the culture of the organization involves changing the values, norms, beliefs and other aspects of culture. A change in the culture of the organization determines the ability of the internal systems to achieve the desired goals of an organization. Cultural change requires the managers to have the necessary skills to shape the culture of the people towards a certain direction. Skills in cultural competence are required to change the culture because conflicts may be experienced when the change is not managed appropriately. Culture is an important aspect that determines the success of many strategies established within the organizations. Therefore, cultural competence is important, and employees should be trained to achieve the skills of living in different cultures as well as managing cultural change (McNamara, 2010).
Several organizations have achieved success because they have properly trained their workers on cultural competence. On the other hand, some companies have failed because they did not embrace the strategies of cultural competence. This is an indication that cultural competence is of great importance. A case study of Apple Inc. has been explored to show how the management has applied training in cultural competence to achieve success. On the other hand, a case of a merger between Daimler and Chrysler has been examined to show the effect of failing to train employees about cultural competence (McNamara, 2010).
 
Advantages of competence training
Competence training has several benefits to both the employee and the organisation. Competence training is mostly geared towards instilling skills and knowledge to individuals who in turn use the skilla acquired to improve their understanding of various tasks they are responsible for. Knowledge is attributed to gaining power to make and execute better decision in the organisation they work in. The organisation benefits from the empowered employee through reaching its set targets as the employee is able to deliver required tasks on time. On the job training can take different forms and mainly through demonstration and following instruction of the trainer. Coaching is also a good part of job training through a close working relationship with an experienced employee or trainer. Job rotation can also be used to train the employee as he or she is subjected to different working conditions. Competence training help to mould the life of employees in ways that they are able to gain professional expertise that is vital to their career development. The skills of the employee is improved and their attitudes toward work is tuned to better the working condition. Competence training helps to create a well and highly knowledgeable workforce that the organisation to achieve its goals. Competence training helps to breed new leaders for the organisation and this helps the organisation to grow well and change from one course of management to another. The employees loyalty towards the organisation is improved as the employees recognise the effort the management is putting on them. Proper training also help to increase the development of employees in that they will be able to perform better and show high level of integrity when decision making. When employees are empowered through training not only are their personal goals achieved but also the organisation is able to attain government regulations regarding their level of competence required for employees (Dana & Allen, 2008).
 
Disadvantages of competence training
Although job training has several benefits to the individual and to the organisation at large it also has some disadvantages. Some of the disadvantages may result from the kind of training that is being offered in the organisation to the employees and the behaviour of the trainer. It does not necessarily mean that trained employees will translate their learnt skills to the work ethics. The quality of the training depends on the time and the ability of the trainer to execute his or her skills to be used by the employee. Bad habits may be passed on from a trainer to the employee and thus their productivity is greatly influenced. The training programs my be seen as a distruption to some employee who dislike change and thus may face opposition from such employees. On the job training may also be un effective depending on the learning environment as some may be unconducive to the employee. Also the training facilitated by the organisation may be expensive to the organisation and this will lower the profitability of the organisation. For an organisation to understand the skills required for a given job they need to analyse the skills and knowledge of their employees regularly so as to make sure that they are well qualified for the job. Assessing the level of skills required in the organisation is sometime tedious and time wasting and most organisation do not like incurring more costs regarding their employees. Proper trained employees are sometime poarched by rival companies and the organisation might have invested a lot of money in the employee just to see him or her quit to join another company. Employee development is sometime seen as a expensive activity for the organisation through hiring a trainer and paying for the exams for the numerous employees for them to later ask for more pay from the organisation (McNamara, 2010).
 
Case study of Apple Inc
Apple Inc. was established in 1976 by Steve Jobs, Steve Wozniak and Ronald Wayne. Ronald Wayne later sold his shares to the other two partners and ceased to be a partner. During the foundation of the company Mark Markkula provided with funds and expertise. The headquarters of the company is based in Cupertino, California. The company manufactures computer software, electronics and commercial servers. The software manufactured by the company includes Mac OS X operating system, iTunes, iLife, iWork, Aperture, Final Cut Studio, and Logic Studio. The computer hardware manufactured by the company includes iPod, iPhone, iPad and the Macintosh computers (Linzmayer, 2009). Steve Jobs was the former CEO of the company but died in 2011. The company is managed by a board of directors who are the supreme decision makers. There are committees elected to conduct projects by the company (Linzmayer, 2009).
 
The cultural competency aspects of Apple Inc
The management of Apple Inc has been very successful in the establishment of strategies to develop a cultural competence. The company has embraced the culture of innovation. The company has also adopted a culture of leadership among its management. Steve Jobs established a culture where the executive managers as well as departmental managers should apply leadership strategies in the management of the subordinates under their areas of operation. This has encouraged the employees to perform their duties according to the standards which have been established for the achievement of the organizational goals. The employees are organized into teams which are the basic units of operation. All the teams are controlled by team leaders. The team members have a common vision and they interact to share ideas about the activities of the organization. The top management gives the teams adequate resources to conduct their activities optimally. Cultural competence training is done to the teams to provide the most recent information in the market (Amberg, 2000).
Under the leadership of Steve Jobs, the organization achieved excellent progress in the human resources management. Steve Jobs created more opportunities for the organization after his return in the management of the company. He had excellent skills in management and this aspect has created strength to the company. Steve Jobs was one of the co-founders of the company and had a lot of experience about the management of Apple. The employees of the company were comfortable with the management of Steve and the good relationship between the top management and the other employees has enhanced the company to grow and expand (Ballard, 2002).
Apple Inc. has established a research and development department to find out the product and market trends. The R&D department researches on the technologies which will enable the workers produce competitive products. The company does market research to establish the needs of the customers so that the production department can design products which match the market demand. This strategy has created a competitive advantage to the company and more market share has been obtained. For example, the iMovie products have been successful in the market due to the high demand of the music industry. Apple has made more sales of the product and the customers are satisfied by the products (Tyre, 1999).
The culture of innovation has provided employees with strategies to manufacture competitive products. The employees of the company have been very innovative and they have established many differentiated products. The innovations of the company have placed the company at an advantage over other competitors in the market. The company has established innovative products in the market and customers appreciate these products. The innovative products have been differentiated to provide a competitive edge to the company in the global markets. Through differentiation, Apple has managed to succeed in the market by competing with larger companies like Microsoft, IBM among others. Some of the differentiated products are the iTunes, iPhone, and others (Hubbard, 1992).
Apple has managed to capture customer loyalty in the market. Most of the customers of the company like the products to their unique features as well as the innovativeness of the company. The brands of the company are easily identifiable in the market and many people are willing to re-buy from the company. Apple has the highest level of customer loyalty in the industry compared to any other company according to Fortunes magazine. This aspect has increased the sales volume of the company since more customers are purchasing from the company (Fisher, 1998).
The culture of entrepreneurship has been successfully practiced within the company. Steve Jobs is an entrepreneur who has created great success to the company. Most of the activities are based on risk taking. The establishment of the various products is based on risk taking by the organization and this has made the company more successful compared to other competitors in the market. Entrepreneurship can be traced back when the company was being established. Steve Jobs, Steve Wozniak and Ronald Wayne took the greatest risk to establish the company. They had inadequate funds and they underwent challenging moments to generate enough capital to establish the business. Entrepreneurial aspects are also evident in the current activities of the organization (Ballard, 2002).
Good customer relationship has attracted a large customer base to the company. The management of the company encourages the employees to create a good relationship with the customers. The company has been able to achieve customer loyalty through good relationship the employees have with the customers (Ballard, 2002).
E-business activities within Apple include the use of online management of the activities as well as the online retailing. The online management system is used by the managers to control all the activities of the organization. The managers monitor the customers, employees, and all the activities of the company. The trends in the market are monitored through the use of the online system. The sales made in the market can be determined by the system and this is used as a basis for deciding the best products to manufacture. Most of the management decisions are made using the online management system. The e-business is enhanced through internet, intranets and extranets. All the departments are connected to the network connection where the management can access all the individuals within the organization (Graves, 2006).
The strategy of using e-business has promoted the policies of the company by encouraging the employees to be innovative. Innovation is one of the policies of the company and through the e-retailing more products has been sold. The company has achieved success in the market since most of the competitors have not been able to introduce this system into their marketing strategies (Kaplan, 1997).
The decision making process of the organization has been simplified. All the stakeholders can contribute to the decisions made by the top management through the online management system. The system has enabled the organization involve all its stakeholders in the decisions affecting the company. This has created more attachment to the company and a feeling of ownership of the decisions of the company of all the people affected by the activities of the company has been established (Graves, 2006).
 
Case study of DaimlerChrysler merger
The merger between Daimler and Chrysler was affected by cultural differences between the employees of the two companies. The two companies had good ideas before the merged and success was speculated about the merger. The management of the organizations laid down the strategies about the operations of the merger. A good impression was made about how the two organizations would promote each other in acquiring competitive advantage in the market. After the merger, the cultural differences brought about many politics among the employees of the two companies. The employees of Chrysler (US) were not ready to accept the ideas of those from Daimler AG (Germany). The politics within the merger brought about the breakdown of the merger later. The companies had done self-promotion about their compatibility of the employees. The management had not accessed the compatibility of the cultural differences of the people working in the two companies (Fairholm, 1993).
The merger between Daimler AG and Chrysler Group was forecasted to be very successful. The two companies had a good history of performance in the market and the merger would increase the competitiveness of the companies. Daimler AG is an automobile company based in Germany. It is well known for its Mercedes products which have achieved a good brand image in the market. Chrysler is based in the U.S. and has dominated the US market for a long period of time. The merger between the two was done to increase the market as well as expand the production capacity of the two companies (Yost, 2003).
The merger never lasted for long before it failed due to lack of proper analysis of the cultures of the two companies. Cultural differences between the employees of the two companies caused the failure of the merger. The German have the culture of informal operation of activities while the Americans are too formal. This created a conflict between the management of the two companies, for example, the Americans emphasized on the use of official attire within the premises of the company. The Germans were flexible since they accepted transfers to the US based company. The Americans were resistant and never accepted the transfer out of US to Germany. This created a lot of conflicts between the management of the two companies (Schmidt, 2009).
The causes of the failure of the strategy were poor communication between the management and the employees. The strategy to merge the two companies was not well established and the cultural differences were not resolved amicably. All the stakeholders were not consulted when establishing the strategy and this resulted in conflicts between the affected parties. Most of the changes were established by the management without forecasting the effects of the merger on the culture of the employees and other stakeholders. Daimler AG has completely separated itself from the activities of Chrysler. The merger existed from 1998 to 2007. Most of the goals of the merger were not achieved and Chrysler continues to experience more problems with the management (Schmidt, 2009).
 
Conclusion
Culture plays a great role in the development of an organization. Organizational culture reflects believes and attitudes that people have towards the systems of the organization. The stakeholders of an organization design and shape the culture to be followed by all people affected by the activities of an organization. Culture may contribute positively or negatively to the success of an organization. Apple Inc has been affected positively by the culture developed by its management. Apple Inc has been very successful in the use of technology to produce products which are competitive in the market. Product differentiation has been a strategy the company has used to achieve a competitive advantage in the market. The management of the company has used leadership to encourage the employees comes up with innovative products. Apple has improved the status of its employees to improve their productivity. The merger between Daimler and Chrysler failed due to poor cultural analysis of the management of both companies. The cultural differences of the two organizations caused poor cultural integration and led to the failure of the merger. The use of technology has been very important in the establishment of competitive advantage. Organizations should develop structures which define the roles and duties of each and every person. These structures enable the organization to specialize and divide labor according to the career requirements of each member. Innovation is a strategy which organizations are using to gain a competitive advantage in the market. The establishment of innovative ideas can be done through programs which create a proper interactive system between the employees and the management. Leadership is the process of influencing others to contribute willingly towards the goals which have been predetermined by the organization. The administration of human resources can be considered the most important jobs because it is concentrating on persons who considered the most precious resource & effectiveness in production in the management. Administration of human resources means shortly optimal use of the humans to achieve the goals of the institution so that basics have been applied to help for getting the most benefit from every person in the structure of human resources. These basics begin with planning, tests, training, evaluating & all relating to human being in an organization.

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    We keep the quality bar of all papers high. But in case you need some extra brilliance to the paper, here’s what to do. First of all, you can choose a top writer. It means that we will assign an expert with a degree in your subject. And secondly, you can rely on our editing services. Our editors will revise your papers, checking whether or not they comply with high standards of academic writing. In addition, editing entails adjusting content if it’s off the topic, adding more sources, refining the language style, and making sure the referencing style is followed.
  3. Confidentiality / 100% No Disclosure

    We make sure that clients’ personal data remains confidential and is not exploited for any purposes beyond those related to our services. We only ask you to provide us with the information that is required to produce the paper according to your writing needs. Please note that the payment info is protected as well. Feel free to refer to the support team for more information about our payment methods. The fact that you used our service is kept secret due to the advanced security standards. So, you can be sure that no one will find out that you got a paper from our writing service.
  4. Money Back Guarantee

    If the writer doesn’t address all the questions on your assignment brief or the delivered paper appears to be off the topic, you can ask for a refund. Or, if it is applicable, you can opt in for free revision within 14-30 days, depending on your paper’s length. The revision or refund request should be sent within 14 days after delivery. The customer gets 100% money-back in case they haven't downloaded the paper. All approved refunds will be returned to the customer’s credit card or Bonus Balance in a form of store credit. Take a note that we will send an extra compensation if the customers goes with a store credit.
  5. 24/7 Customer Support

    We have a support team working 24/7 ready to give your issue concerning the order their immediate attention. If you have any questions about the ordering process, communication with the writer, payment options, feel free to join live chat. Be sure to get a fast response. They can also give you the exact price quote, taking into account the timing, desired academic level of the paper, and the number of pages.

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