The Organizational Competences Essay

Competences are pivotal for the successful business development. In this regard, the development of competences becomes the priority for organizations which focus on their business development and attempt to take the leading position in their industry. Therefore, the successful business development depends on the ability of organizations to develop their key competences.

In actuality, it is possible to distinguish three main competencies which play a particularly important part in the successful development of businesses, including communication, involvement, and deep commitment to working across organizational boundaries. The communication is one of the main competencies because professionals working in the organization should be able to communicate effectively (Schein, 2014). Otherwise, they confront numerous problems and miscommunication that lead to conflicts and deterioration of the organizational performance. The effective communication is essential for the effective interaction between professionals working in the organization. This is why communication is the key competence the organization has to develop.

At the same time, the organization also has to develop the involvement which means that professionals working in the organization should be dedicated to their organization and to strategic goals set by the management of the organization. The involvement makes the work of each professional within the organization purposeful and important for the organization. Each employee knows his/her functions and is eager to perform his/her functions well, if he/she is really involved in the organization. At the same time, the organization also needs to breed the involvement in employees. Organizations may use different tools to develop the involvement but they have to develop the involvement to make professionals united and eager to achieve organizational goals.

Finally, organizations should focus on the deep commitment to working across organizational boundaries that means that organizations should develop internal and external networks that unite professionals working within and outside the organization (Peters, 2007). In such a way, they can create the true and effective team of professionals working within the organization with well-developed external connections that help to maximize the effectiveness of the organizational performance. The higher is the level of the commitment the more effective becomes the organizational performance.

Chongqing Peace Medical has five key goals that define the organizational competences, including: first, to strengthen management processes in Peace Medical; second, to intensify sales in the Chongqing area; third, to establish his company’s national network and increase sales beyond the Chongqing area; fourth, to become the distributor for several small- to mid-sized foreign businesses hoping to bring their non-generic pharmaceutical products into the China market; and fifth, to explore the possibility of forming a strategic alliance with a company to work in complementary fashion with Peace Medical (Rollinson, 2014). The organization focused on the achievement of those goals but confronted problems which were very specific and emerged from Chinese traditions and specificities of the development of China.

In this regard, one of the major problems the organization experienced in China was the problem of corruption and unpreparedness of the local population for advanced technologies and policies implemented by the organization. Chinese market was the target market but the development of strategic alliances involved not only businesses but also required the development of positive relations with the local authorities. In such a situation, the organization experienced considerable difficulties and had to develop its key competences, among which the communication and involvement became the key competences. The organization needed communication for the effective interaction between employees as well as between managers and outsiders, including suppliers, statesmen, and others. The involvement helped the organization to enhance its performance and increase the devotion of employees to the job they did for the company.

References:

Peters, T. J. (2007). In search of excellence: Lessons from America’s best-run companies. New York: Harper & Row.

Rollinson, D. (2014). Organizational Behavior and Analysis an Integrated Approach. Harlow: Prentice.

Schein, E. H. (2014). Organizational culture and leadership. San Francisco: Jossey-Bass.

The terms offer and acceptance. (2016, May 17). Retrieved from

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"The terms offer and acceptance." freeessays.club, 17 May 2016.

[Accessed: March 29, 2024]

freeessays.club (2016) The terms offer and acceptance [Online].
Available at:

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]
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