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Essay / Research Paper Abstract
This 3 page paper defines and explores the concept. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: RT13_SA807org.rtf
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of employees. Buhler (2007) explains that career management does involve organizational alignment as the needs and goals of the corporation should be aligned with the goals and needs of individual
employees. It is an idea that makes sense. If the organization has the support of employees, it is more likely that success will be realized. The concept is good in
theory. It is better for everyone to be on the same page, but how can organizational alignment be implemented in real organizations? How can managers use the concept in their
daily struggles? It is thought that alignment provides all managers with the ability to quickly choose and implement business strategies ("Organizational Alignment," 2006). They can also utilize an aligned
organization to create a world-class workforce and to support a culture that is continually being improved (Labovitz & Rosansky, 1997 as cited in "Organizational Alignment," 2006 ). The organization
that is able to achieve alignment does see a motivated, committed staff that purposefully works together in a uniform way ("Organizational Alignment," 2006). This has the effect of fulfilling the
needs of the organization and creating a compelling future ("Organizational Alignment," 2006). While it appears to be a good idea to have employees aligned with organizational goals, it is
important to keep in mind that employees are individuals first. They are unique as human beings and so, it is preferred to address employee needs on a one on one
basis. Buhler (2007) remarks that companies can create "win-win" solutions and goes on to explain that everyone does not want the same benefits or career path. This is important
to comprehend. When a manager decides to promote an individual, it should not be assumed that he or she wants the promotion. Some employees are hesitant to move forward, even
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