How to Turn A Good Company Into a Great One
Every company strives to achieve success and become an optimal leader in business, regardless of the sphere of its activity. Today, it is difficult to create the distinctive competitive advantages, which could impress consumers and provide the firm with unique characteristic features. Nevertheless, management is a philosophy and art simultaneously. It proves that every entrepreneur is capable of bringing the company to optimal success with the help of a sophisticated management approach. Jim Collins, in his books, proves that greatness is a term, which every businessperson can achieve, regardless of the experience, skills, and abilities. The author proves that leadership, discipline, focus on strengths, and understanding of the organizational climate are crucial to leading the organization to a new stage of business evolution.
The sphere of business has become a challenging and complicated area, which goes through multiple changes annually. Many sectors of industry have so many companies that new businesses can hardly enter the market and become successful. This stereotype is one of the most widespread business concerns. It prevents companies from sizing their opportunities in becoming legendary leaders in their field of the performance. The truth is that any firm, regardless of its experience, is capable of transforming its performance from good to great (Collins, 2011). The major ideas generated from the book include the disciplined people, disciplined thoughts, and disciplined actions. These three components comprise a system of values, which every organization should pursue in order to achieve success capable of bringing business to the level of greatness.
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The idea of building a great company lies in combining resources, knowledge, and business intelligence in a single system of principles. It should become a core of the business engine. Nevertheless, it is difficult not to agree that there is no recipe for greatness, which means that every company should feel its uniqueness leading to absolute leadership and genuine excellence. The secret behind transformation of the organization’s good performance to greatness lies in the perception of motivation, technologies, acquisition, and fear of losing competitive advantages compared to other enterprises (Collins, 2011). In fact, the companies achieve greatness, when their employees become self-motivated due to the workplace environment and strategic goals aimed at reaching success (Buller, & McEvoy, 2016). Technologies should accompany the firm’s growth and development, rather than become a part of its productivity as a panacea. In this way, investments should be logical and efficient in order to make business decisions wise and thoughtful. In the majority of cases, the wastage of the company’s resources is a main barrier towards gaining greatness.
Finally, discipline is major component of success achievement leading to greatness. It does not mean that employees should become self-motivated for no reason. It stands for the fact that the organization pursues discipline and integrates it in every process in order to show employees the importance of following strict rules. The goal of transforming human resources management lies in a comprehensive engagement of every worker into the system of duties and responsibilities, which brings real results (Buller, & McEvoy, 2016). Excellence and a continuous improvement of the performance should become a daily mantra of every employee. When workers see tangible results of enhancing their efforts and gain a fair appraisal, it becomes unnecessary to take care of additional motivational methods. As a result, they willingly become disciplined and organized, which contributes to the improvement of the company’s productivity.
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The Main Ideas of the Company’s Transformation
Jim Collins has thoroughly worked on providing readers with simple examples to show real opportunities in transforming the organization’s performance from good to great. One of the main methods helping to achieve greatness lies in the firm’s ability to focus on strengths rather than weaknesses. The author is right by insisting on the implementation of the Hedgehock concept teaching to emphasize strengths and reducing the negative influence of weaknesses. In this context, the book presents an idea of hiring appropriate employees, who can fit the organization’s needs, goals, and aspirations. Nevertheless, the author did not consider a human factor, which does not make a hiring process a guarantee towards filling the company with appropriate staff. The problem is that the transformation of the organization’s productivity from good to great lies in an inability to conduct a comprehensive assessment of every candidate willing to join the firm. For example, a wrong impression because of excitement and worries mixed in the uncontrollable mixture of emotions can bring both exaggeration and understatement of the applicant’s skills, experiences, and abilities. As a result, the company may miss a chance to hire a professional and employ a weak candidate incapable of fulfilling personal duties and responsibilities at the fullest. In addition, the pool of applicants does not always offer experts and professionals. It means that the company should be responsible for training and developing new employees. Otherwise, the position towards hiring only professionals can retard its evolution.
Nevertheless, the idea of bringing the company to the great performance has brought a valuable thought of making leadership the core of the decision-making process. Commitment to the firm and its mission is crucial to its success. It is difficult not to agree that leadership is a principle element in uniting employees in a single team working on the achievement of the same goals supported by the same aspirations and interests. Leadership helps to make the organization’s growth, sustainability, and welfare as the primary objectives of the performance of every employee (Collins, 2011). A leader should be aware of regulating the employees’ performance and knowing how to assign tasks, delegate responsibilities, and control the implementation of duties, according to the workers’ characteristic features and skills. In addition, the manager’s responsibility lies in feeling the organizational climate and transforming it according to the implementation of strategic goals. It is impossible to avoid conflicts and misunderstandings, which alienate the company from achieving greatness because of the employees’ productivity. As a result, a leader is the one responsible for closing a gap between the company’s aspirations and workers’ performance.
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The transformation of the company’s performance from good to great means the implementation of significant changes. It will require every employee to reconsider the personal attitude to workplace and performance itself. Jim Collins had worked on generating principles towards greatness achievement, which are applicable both individually and organizationally. It is a logical assumption, since every global change starts from the persons, who represent the core of the business engine. It is impossible to reach strategic goals without the staff working on the implementation of the plan and dividing it into the processes aimed at bringing progress and evolution in the firm’s performance. There are several possible influences on the productivity of every worker in the perspective of individual changes inspired by the concepts collected in the book.
First, it is possible to enhance the personal performance due to the principle of focusing on strengths and avoiding weaknesses. However, it is better to improve this idea by mentioning that transformation of deficiencies into vitalities is a key to using strengths as the main benefits. This principle should penetrate every activity, including workplace, home or educational institution. The topic of transforming the company from good to great inspires thinking about the personal improvement. It is a reliable way to gaining excellence in every process. In terms of the company’s development, the employee’s self-worth, self-esteem, and self-motivation depend on the realization of the fact that only personal changes are capable to bring effect and lead to professional growth. In addition, it will become a beneficial aspect of contributing to the company’s long-term success.
Secondly, the topic of transforming the organization from good to great has become an inspirational dose of information, which leads to the thoughts about the personal entrepreneurial activity. Jim Collins has made it obvious that moving towards success can be challenging; however, appropriate skills, abilities, and approaches concerning management can help to find the secret towards greatness. For example, in terms of the contemporary business development along with digital revolution, it is possible to consider multiple ways of starting a business. The main conclusion derived from the book is that the firm’s greatness depends on the greatness of its owner, who takes care of every subordinate and aims to reach consensus in the collaboration with workers leading to cohesiveness of all business processes (Collins, 2011). Since the leader is responsible for adjusting the organization’s performance, according to the requirements of greatness, every individual is capable of launching a personal business, which is a logical flow of thoughts based on the book. The topic is encouraging enough to think about starting an entrepreneurial activity. However, reality proves that there are various complications, which can be the main obstacles to success.
How it works:
Since it is possible to improve productivity and aspiration to greatness on the individual level, it is convenient to consider group enhancement as a major component of the company’s road towards greatness. In addition, if individuals can benefit from finding an own track towards excellence beyond principal borders, the groups comprised from such individuals reflect an outstanding significance in terms of business evolution. Teamwork is a main field of applying the concepts offered by Jim Collins. He has successfully introduced basic rules of changing team performance with the help of self-motivation, cohesiveness, and leadership gained by the company, while aspiring to greatness.
First, it is necessary to mention distribution of roles and responsibilities in every team, which decides to penetrate every process with discipline and responsibility. Disciplined teams are capable of building comprehensive plans, which define the duties of every participant. Due to discipline of thought, brainstorming becomes more effective and logical. Team members express useful, cost-effective, and beneficial alternatives comprising a decision-tree. Since the productivity depends on the discipline of thought, there is a room for building excellence through the lenses of various contributions. Group performance depends on the collaboration among team members and their readiness to fit the fulfillment of goals (Collins, & Hansen, 2011). As a result, teams are as important as the individuals that perform with the same intensity and dedication to achieve excellence. In the majority of cases, teamwork is a challenging task, which prevents the company from achieving reliable results. However, balance, thoughtfulness, and division of work foster the achievement of group tasks.
Secondly, the group application of concepts allows crating priorities in tasks comprising a plan. A list of major issues prevents groups from facing the chaotic implementation of tasks, which should contribute to the overall achievement of success. An outlining feature of group application is an ability to consider experience of working with colleagues, which allows seeing the gaps in the communication. There is a positive influence of leadership. It teaches how to avoid conflicts, emphasize strengths of every participant, and work on reaching of reliable results. In addition, it is worth remembering that every team member achieves benefits, which are essential not only for career building of every participant but also the overall growth of the company’s success. For example, it is common to see employees working on the same project without enthusiasm, since they believe that this activity will not make any difference in their careers (Garavan, Watson, Carbery, & OBrien, 2015). However, it would be impressive to face the rapid evolution of the workers’ productivity ready to express their commitment to the firm’s mission, vision, and strategic plans, when the firm shows its gratitude to every contribution.
In terms of organization, it is worth of thinking about the massive integration of some concepts. Jim Collins has tried to prove that the company’s greatness depends on the vision of leadership and tasks’ accomplishment. However, in terms of the contemporary business development, it is possible to see several spheres of organizational application, which could provide entrepreneurs with impressive results. First, it is worth considering the role of motivation, which would shift its place in the organizational sustainability due to the aspiration to greatness. Employees will realize their belonging to a global process, which should make a difference in career building opportunities and appraisals. Self-motivation is a vague principle, which cannot be beneficial without the organization’s participation in the encouragement of the workers’ productivity. On the one hand, employees should feel more energy to implement their duties and responsibilities due to the potential, which the company sizes and aims to achieve with the help of precious human resources. On the other hand, workers are not capable of reminding themselves of the goals of their enhanced efforts continuously without the leader’s help. It happens for the reason that concentration on fulfilling tasks and improving personal skills leads to the alienation from the main goal. It means that the company can achieve the level of self-motivation among employees. However, the effective performance of staff still depends on the involvement of managers in the motivational system.
Further, it is worth considering the benefits of the organization’s aspiration to greatness. It is a significant breakthrough towards excellence, which should impress competitors and consumers (Moura e S?, & Amorim, 2017). Leadership is a key to building a sustainable internal environment, which should unite employees in a single system working for the benefits of the firm. As a result, it would be easier to build relations among workers full of trust, mutual support, and understanding. In general, organizational culture should benefit from the unity of its employees and their willingness to follow the same goal (Collins, & Hansen, 2011). In this case, the company creates an environment of the personnel ready to help each other and exceed their abilities to reach success. In return, the company should be grateful enough to appraise every worker in order to foster the process of continuous improvement.
The analysis of the theoretical framework proposed by Jim Collins offers business leaders applying unusual approaches towards achieving greatness. It is a significant element of bridging the gap between the company’s problems and strategic aims. In fact, the critical evaluation of the topic has showed that not every concept could have a beneficial influence in every situation. Jim Collins did not consider a human factor, which changes the perception of the principles and encourages thinking about the improvement of the majority of suggested approaches. Nevertheless, there is an outlining benefit, which every individual, group or organization can face due to the integration of several concepts. Self-improvement, group cohesiveness, and organizational balance are the valuable achievements, which are capable of bringing the organization closer to greatness and optimal leadership. Finally, discipline in penetrating business processes is a reliable component of enhancement, which helps to reorganize the decision-making process and make every activity thoughtful and managerially wise.