John Moody Case Study?

Questions/Business/ManagementJohn Moody Case Study?
Learning Plan 3 Assignment: “John Moody is Facing Reorganization” Case Study
Directions: Read the case, “John Moody is Facing Reorganization” in your textbook and perform the following tasks:
Using the information about John’s company in the chapter, particularly the organizational chart in the exhibit, analyze his current situation. Consider whether John’s strategy and structure are still useful. Prepare a 2-page report to include your recommendations regarding what should be done to turn this situation around. You should include an organizational chart in your report reflecting your recommendation.

Join now or log in to start viewing answers.
Report DMCA

subhamagrA+ 68 TUTOR Posted 41. Sold 100. Solution preview:

Attachments
john moody.docx
John Moody follows a line and staff organization structureInitially it started w*** **** *** ****** *** *** ** ******** ******* ** ******* departments ***** ******** etcVarious employees *** **** ***** different department *** connected *** dependent ** **** otherThere *** **** principles ** ** organizationSome ** **** *** *** ***** ** ******* ******* ** ControlThe ***** ** ******* emphasizes **** ***** ****** ****** ******* ****** **** **** *** supervisor *** ** ****** ** accountable ** **** supervisor onlyReceiving ****** **** **** supervisors *** ****** **** confusionThe **** ** ******* ******** **** *** ****** ** activities supervised ** * ****** ****** ** limitedBoth **** *** ***** personnel ***** different ***** ** dutiesLine personnel *** responsible *** producing ** ******* ******* ******** ******* ***** personnel ****** *** ******* **** personnel *** **** ** ******* management activitiesThe ***** *** authorirties ** ******* **** *** ***** personnel ****** ** **** ******* otherwise conflicts *** confusion *** ariseThere *** basically * ****** ** organizational growthThey ***
***** *
*** One-Person Organisation
Initially **** *** *** **** ****** ** *** organizationJohn ***** performed *** *** ***** operations ***** ******** ***
***** *
*** Organisation **** employees
**** ****** **** employees ** **** ****** **** **** ***** ***** employeesNancy ***** *** ***** *** department ** finance,Ray ****** *** *** production **** *** **** ****** *** *** ***** *******
***** *
*** **** Organisation
** *** organization ****** ***** **** ***** ** **** organizationEach ****** **** ***** ***** responsibilities *** **** ** ****** ** ***** immediate supervisorsBecause ** **** organization *** **** ** ****** **** **** *** *******
***** *
*** **** *** ***** Organisation
**** ** *** ******* structure ** ******** organizationHere different ***** positions *** ***** ** ***** *** ******* **** departments *** **** **** ******* **** efficiency
******* **** ***** ** ****** * *** problemThe ******* ** experiencing * *** recession *** *** ****** ** ******* ******** **** **** ******* ***** ***** ** manufacturing ** exceeding *** ***** revenuesHence *** ******** ****** **** **** profitable ** *** **** ****** ******* **** *** organization ******* **** * **** ****** ****** *** ****** precautionary ***** *** ******* **** considerations ****** ** **** ** **** ***** ** ***** ** ******* *** ******** *** * **** ****
***** *** **** ****** ***** **** ***** *** ** ** *** organization ** ***** recessionDownsizing ** *** oraganisations *** ** **** ***** **** ****** *** ***** ***** ***** *** **** ** ******* employeesHe ****** regularly ******* **** *** ******** ** ****** *** employees ** ***** **** ******** *** ** initiatedContract ** *** ******* employees *** ** variedThe supervisors ****** ** ***** additional ****** *** redundant ******* ****** ** identified ***** ** *** attendance *** skillsThe ******* **** ******** ****** ** encouraged ** regularly **** **** *** staffsRegular munication ****** **** **** ***** **** ***** executive *** ****** ******** ***** ** ****** management ****** ** **** ***** **** ******** *** productivity ** *** ***** ***** **** resources *** ** * ******* ***** ******** relationship ****** ** ***** **** *** customers ** **** **** ******* ***** ** ******** *** ******** **** ****** *** ** *** organized *** ** efficientThe **** ****** ***** ** ****** ******* ******* ******* ***** **** **** potential **** *** ******** onesTthey ****** ****** ***** ******* **** effective strategies *** **** operational modelsThere ** * ******** ** customers ** ***** *** ***** **** serviceSo **** management *** ******* ****** ** ****
**** ***** *** **** **** **** ******* ** *** organsiational structureInstead ** ****** ***** ******** managers,he *** **** *** ******** ******** ***** *** ***** departmentThe **** ** *** ***** ******* *** ** ****** ** *** *** remaining managersThis **** ** problematic ** ***** *** **** ***** ** ** * ****** ****** ****** recessionThis **** **** **** ** ******** *** **** ** *** ******** productsThe ****** ** department ***** ***** *** production department *** **** ** reducedTthere **** ** *** **** ** ** **** department ***** ****** recession ** *** ****** ** **** *** ****** recession *** ***** *** productivity **** **** ** ****** ****** ** production supervisor ***** **** department **** ****** **** ** ******* ******* ** **** demandThis downsizing ** ******* ****** **** **** **** ***** ** ******* ***** ** * relatively ***** **** *** ***** **** * ****** ****** ****** ****** *** **** ** recessionThe ****** ** ***** ****** ***** *** ******** ***** ******* ****** **** ** decreased ** *** **** **** ** ******* **** ***** **** *** customers ****** *** **** ** recessionThe ***** ******** ******* **** **** * ***** **** ****** recession ** ** ** responsible *** ****** ******* peoplesSkilled ******* **** ******* *** productivity ** ***** costsSuprevisory managements ******* ****** ** **** ***** ******* ******* *** ****** ** ******** professionals **** **** **** experiencesJohn ****** **** ******* ** ****** ******** consultant regarding *** ******** ** ** ****** ****** *** recession *** ***** *** preventive ***** suggested ** *** ******
REFERENCES
*-Mintzberg, * ****** *** structuring ** organizations * synthesis ** *** research ** ******** ** Urbana-Champaign’s ******* *** Entrepreneurial Leadership Historical ******** Reference ** Entrepreneurship
******** * ****** Marketing strategies ****** recession * ******* ** ***** *** ***** firms Journal ** ***** ******** management, **(*), **Price: $10.00

kishoreA+ 1227 TUTOR Posted 2302. Sold 3727. Asked 2. Solution preview:

Attachments
John Moody case analysis.docx
Submitted by
Your name
Course title
Instructor name
John Moody’s Organizationa* Structure
*** organizational structure ******* *** ** ******* ******* **** ****** *** ******** environment *** **** Moody’s organization ***** **** one-person organization ** line-and-staff organization *** evolution ** organizations ***** ** specializations **** ***** resources, ******* ******** production *** marketing *** *** organizational structure ***** *** relationship ******* ******* employees *** *** ******* ** different ****** *** *** **** important principles ** ** organization *** **** ** ******* *** ***** ** **** *** **** ** ******* principle emphasizes ***** ** * ***** ** *** ****** ** ****** * ****** *** effectively ****** *** ***** ** **** ******** duplication *** ******** **** ****** *** instructions *** ****** **** superiors ** subordinates ******** **** **** *** ***** personnel *** important, ***** ****** ****** **** personnel ***** *** ******* activities ** business, **** ** producing ** ******* ******** *** ******** ***** personnel *** ***** expertise ** ****** *** **** ****** *** *** *** management ** ******** activities ***** ** ****** probability **** ******** ****** ******* **** *** ***** personnel ** ***** ***** *** authority *** *** ******** ******* ** *** *** management ***** *** **** ****** ** organization’s ****** ***** *** *** *** one-person organization *** *** organization **** assistants ***** *** *** line-and-staff organization ** ******* **** ***** organization ** ** ****** ***** ***** ** **** *** ***** organization
Evaluation ** ******** structure
*** **** Moody’s organization represents ******** ***** organizational structure *** ******** ** production department *** overloaded **** **** **** ******** ** **** ***** ** ******* *** ***** *** ***** ******** ***** *** consequences ** **** ******** ** ******** *** supervisors ** production department ** **** ***** *** performing **** **** *** ***** ****** ******* *** ***** ******* ** **** ***** **** ** ****** **** ***** ******** ***** ******** ***** **** coordination **** ***** departments ***** ** ** opportunity ** experience conflicts ***** *** ******** *** ** ******** ******** ***** organization ** **** ***** *** ** *** **** **** *** recession **** *** ** ****** ** *** ******** ***** ** ** ****** ** ***** ***** reorganization ***** **** downsizing
Remendation
*** ** ****** ** ******** ******** environment **** recession *** organizational ****** *** ** ** essential ** ***** *** organizational structure *** **** Moody’s ******** *** ******* organizational structure ** essential *** **** ***** organization ** ******* ** *** ******** According ** **** * ******* structure *** ** ******* ** ** departmentalization ** organizational resources, ******* **** **** ** ******* ******** * accounting, ***** resources, engineering, *** manufacturing represents ******** resources *** performing *** organization’s **** ******* facilities, *** ***** resources representing * *** ***** *** ******* **** * ****** department
** *** ******** organizational structure ***** ** ***** ** ******* *** *** ******** *** performing varieties ** ***** *** ******* *** responsibility ***** *** **** Moody’s ******* *** ******* different ****** ** ****** ** ** essential ** **** ****** organizational structure **** ****** ***** ** recession ** ** temporary *** **** ** ******** *** * permanent organizational structure ** ******** Therefore ******* departmentalization ** *** **** ****** *** **** ***** ******* *** ******* departmentalization ****** *** ****** ** ******* activities ** **** ** organizational **** *** following ** *** ******** organizational structure *** **** Moody’s ******** *** *** ******** processes *** ******* ** **** **** ***** ******** ** ****** **** marketing, ******** ***** resources *** production
****** *
Conclusion
*** ******* advantage ** ******* ******** ** **** ** maintains ***** *** ******** ** *** ***** ****** *** ******* efficiency ******* *** principles ** specialization, centralizes *** organizational expertise *** ******* ******* *** management ******* ** *** ****** ***** **** ***** organizations ** constantly ******* *** ***** professional organizational structure *** efficient management
References
***** * * ****** Management ** *** ***** **** South-Western ******* ********Price: $20.00

  • We offer what we promise and unlike others our support staffs are online 24/7. We guarantee money back if you do not get value for your Money.
  • The calculator below shall help you compute your pay for this assignment or any other assignment.
  • WE OFFER 6 HRS URGENT ORDERS AS WELL

Use DISCOUNT CODE DISC15 to enjoy 15% Discount on all orders while at the order page.
Do you need any clarifications ?????????
Contact our support staff ONLINE NOW via the CHAT.

Type of paper Academic level Subject area
Number of pages Paper urgency Cost per page:
 Total: