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Ethics Microsoft

The four functions of the property can not be delegated

As a business moves from its inception to the survival and success as a small business or medium enterprise, the owner must be very involved and is of vital importance to the organization. Many people misunderstand this completely paper which explains the approximate rate 50% of the failure of the creation of smaller companies during the first five years.

Understanding the basic guidelines of the role of property during the initial stages of growth of an organization does not guarantee success, but much to accelerate the process. However, no one can guarantee success Your organization, except you. I've heard the term absentee ownership "over the past thirty year and continue to laugh every time I hear this phrase is used to describe the natural or legal persons to place monetary financing in an organization. Please note the title of this article - Functions of the property can not be delegated! If you disagree with this statement, please spend some time discussing your business with a venture capital firm. These companies clearly believe in this record and these maxims many small business owners crazy with all its rules and guidelines when investing in a small business.

These four requirements mature and change over time, which is normal, but can not be delegated.

The first role of the owner is the Vision. Please understand that clearly wrote "visionary" and not "a dreamer." Everyone dreams of the next great product or service. The trick is having a dream and the creation of vision. My definition of the business of the "Vision" is the change of a dream a business plan, a business mission statement clear, and the creation of an organization to manufacture, assembly and / or sell the dream. This definition clearly separates the business owners of dreamers. There are more than 40 million business organizations in the U.S. today who have made the leap from dream to vision. These range from local insurance agent, franchising, McDonald's, and Buick car dealership to Microsoft or IBM. Each of these organizations began with one or more people sitting on the kitchen table to implement the plans to turn the dream into a true vision. As the organization grows, the owner can and should educate employees in the Vision of the company so that all employees share the vision. The owner must continuously nurture and guard the company's vision to ensure the road is straight and does not vary. However, the vision can not be delegated.

The second role of the owner is to establish the Organization Culture. All successful business is the living, breathing and growing organization. Small business owners usually spend more time with their business they do with their families. Each business reflects the integrity, ethics and morality of the owner, whether by accident or by design. Naturally, the successful holding of drawings and culture the company up front. This does not require a lot of thought that each of us has a clear set of ethics and morality that we have come to take over our lives. The only trick here is that if we as owners decide to change our ethics and morality and the use of the company in our test. I totally can ensure the failure of a company under this scenario.

There is no right and wrong in relation to the culture of the company. We've all seen the intensive companies disciplined, multi-ethnic businesses, companies that believe in community service by all employees, companies that allow employees to work from their homes, companies that believe in healthy workers with wheat germ and fruit juice instead of coffee and soft drinks, companies that believe in high quality companies that believe in selling the cheapest product possible and the companies that just want to MBA in its payroll. Its corporate culture determined to recruit workers, customers and the word suppliers you buy a. Culture should be communicated and understood by all employees and notice to suppliers and customers as well.

In defining culture Company, the owner automatically establishes the basic structure and internal organization of the company. How many departments are needed, how the quality used in the organization, how often financial statements are reviewed, the role of family in the business, whether real estate is kept separate the parent body, if we hire the best employees currently or can afford, is what we want all employees feel valued as team members, do we want we have a Board of Directors out and not allow the company was or property of employees. The corporate culture can not be delegated and can not be made until the Vision occurs.

The third function of the owner is to recruit and retain senior management. After completing the first two papers, the owner, you can determine what the company requires its top executives. Since the owner will delegate some or all management functions for these individuals, Vision and Culture defines the responsibilities of management, personal qualities and strengths administrator, ethics, morals and level experience. You would not buy a TV until you define what the maximum size may be, which is in his house and department stores have the best deal. Neither should think about their hiring a manager until the vision and culture are well established. The vision and culture "must be communicated to all future senior manager and he or she must conform to the vision and culture. It is a question of whether future manager can accept the vision and culture, but if he or she complies with the corporate vision and culture. No prospective employee will be an exact fit for the owner must give priority to the importance of each Part of the Vision and Culture and a weight adjustment for future senior manager. Many successful businesses have found out the company that can provide the personality and attitude test to help determine the setting.

As the company expands and senior managers begin hiring workers and management level higher, Vision and Culture will be changed and degraded, if senior managers are not a good fit. Failure is inevitable when departments and employees within the new company ranging from the owner's vision and culture. Recruitment of senior management can not be delegated.

The fourth function of the owner being the final arbiter of all decisions of the company. The decision-making can be delegated to senior management, but what happens when top management can not resolve the problem or decide where company funds should be a priority? No small or medium company has unlimited resources in the most areas. Capitalism is a great concept, but would never be a democratic process. To repeat a famous religious saying, "The golden rule in business is the one with the El gold, rules. "The owner must always be ready and willing to be the final arbiter in every subject, every day. When you as an owner, hire the senior management right and has a well thought out and communicate the vision and culture, this work may and should be minimal. Since we sometimes have trouble finding perfect managers, this role may come into play often. I remember a business owner who had a two-week tour in the forests of Colorado and return to a company that was completely stopped because no decisions were made in his absence. The company went out of business 90 days later because the owner decided he did not want to accept this role room. This role of the property can not be delegated.

While these four roles seem rather simple and common sense to many businessmen, always I am amazed at the number of owners of small and medium enterprises do a great job of establishing these principles when they start their company, but then become trapped in the daily operation of your business and not to review these four functions again. Continuous Improvement is a valuable mantra in all successful businesses and requires that all concepts, including These four functions are revised and improved regularly.

About the Author

Mel Luigs is the President and CEO of AML & Associates, a national management consulting company, which provides a "Part Time" CFO for small and medium business that want to grow and expand. He is a highly accomplished executive with a solid history of developing critical business solutions and demonstrated leadership in both small and Fortune 500 companies. He has a strong combination of operational and financial expertise in both the manufacturing, retail and franchise business areas along with a solid background building strong working relationships, growing small companies or departments, building customer oriented teams and obtaining results. His company website is www.aml-associates.com

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Labour recruitment Ethics (Part 2)

Erik Valle, a human resource manager in the construction Vanir, the actions of another point of view California. According to her, goes beyond the recruitment chairs filled. It is a mutual adjustment, which will benefit both the candidate and the client.

Dee Dee Logan, a consultant in the professional scouts Dunhill, who also accompanied us throughout the conversation that raises some important issues and practical for everyone. "Should not you be fully confident in the experience of their candidates and potential? Especially after the fact you've interviewed and put to test himself and matched to a job description? Why you have a question that is not the right candidate for the job? ", Ask again questions.

"Besides, why you have to persuade anyone to have a job? If the job description changes future, then good luck for the candidate to expand his resume, he added.

Although I tried to include as many views different as I could, after discussion, felt that this was really a delicate matter because it is difficult to be 100% sure of any decision to hire only the recruitment process. And as Mr. José Alonso, Human Resources Manager at Kraft Foods said in our discussion, "Hiring people is somewhat like a marriage: two partners and both have to be as safe as possible. "

What is considered as one of the employees? Would you take any job, even if you know that do not directly benefit your future? Especially when the recession makes the labor market to shrink and have been trying for months?

I'm not the next billionaire (and even millionaire). I am a small business so we will a board of a company CEO reputation of all time.

And that person is none other than Bill Gates of Microsoft. Once during a conversation with the media about your business strategies, said, "If it is still hiring great people and move forward at full speed, it would be easy to fall and become in a mediocre company. "

About the Author

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