Key Transformation for Deckers Outdoor Corporation - Literature review Example

Key Transformation for Deckers Outdoor Corporation In any organization, it is significant to monitor the proportion of work produced at an instance. Sources identify such an activity as throughput. In determining the amount of products produced in an organization, it is essential to identify some of the dynamics that establish the value of the throughput. In enhancing an organizational performance, looking into some of these factors along with their interactions is of significance. Therefore, this assignment utilizes the Burke-Litwin Causal Model in discussing how these factors integrate with each other in Deckers Outdoor Corporation (DOC). It is necessary to note that all factors are critical when the enhancement of performance of an organization is the key point (Burke & Litwin, 1992). According to the model, structure refers to an arrangement of functions, responsibilities of those working in an organization, those authorities represented in the organization, as well as communication that assist the organization to attain it goals and strategy. Identification of DOC structure will aid in comprehending the variables highlighted above. Deckers utilize a decentralized structure for its management. In this method of management, the top management delegates the key responsibilities of the organization to the middle managers, who in turn direct the workforce on what they ought to do. It is, therefore, evident that the top management spends much of their time in developing useful ideas that would propel the company to attain success (Burke & Litwin, 1992). At Deckers, the application of the decentralization principle has significantly assisted it in various ways. As this structure allows the employees involvement in decision making for the organization, it makes them feel empowered unlike in a centralized management system. These employees attain satisfaction after seeing their ideas being implemented for the growth of the organization. Moreover, decentralization relieves the owner of DOC from pressures that emanate from managing the operations of an organization solely. After the delegation of such duties to other individuals in the organization, the owner of DOC spends adequate time in devising strategies to utilize in the expansion of the business (Burke & Litwin, 1992). Such a principle permits him to have unlimited time to meet those clients known to donate drastically to the intensification of the organization’s activities. At Deckers, communication is vital for its success. This is because communication is a vital constituent for the development of such an organization. According to sources, Deckers has implemented a flexible communication program to enhance understanding for every worker in the organization. For instance, at the quarter end of the organization’s calendar, the CEO meets with all employees in the corporate office in order to discuss issues of significance to both the company, as well as the individuals. They refer this meeting as all hands meeting, where they discuss a wide variety of topics such as salary increments, compensations along with any changes that the company would find it convenient to implement. It is thus clear that the overall structure of DOC plays a crucial part towards its growth. The other transactional variable described by the model concerns with the tasks and skills held by an individual. Therefore, this part of the assignment aims to understand the task performed by Deckers’ employees, along with their skills. According to sources, Deckers is a footwear manufacturer located in several states of America. The most current information reveals that Deckers manufactures six dissimilar brands of footwear. The increase in the products provided by Deckers allows it to employ an approximated 1900 staff across the states. Recruitment of a large proportion of staff in the organization attracts different skills, and this enhances the organization’s innovativeness. After reading through a number of stories, one can establish the perception held by some people on some of their products. One of such stories describes how a resident of California became involved in an accident due to the inefficiency of the soles she wore. The severity of the accident left her with a broken wrist. Such an occurrence resulted developing of a negative attitude towards wearing slippers (Burke & Litwin, 1992). It was until recently when she came to learn about UGG slippers; a product of Deckers Outdoor Corporation. The expertise of the organization’s employees has allowed it to manufacture slippers with well-fitted soles, therefore, helping curb accidents occurring out of slipping during the winter season. During the recruitment process, Deckers ensures that an employee depicts high communication skills thus enhancing the overall organization’s competency. It is profound to mull over the systems and policies of DOC as a component of Burke-Litwin transformation model. The DOC utilizes the most current information technology in designing new products for its market. In an effort to ensure the appropriateness in using such a technology, it has employed individuals with adequate prowess in integrating technology with the organization’s undertakings. The most current reports have revealed Yul Vanek vice as the person in control of information technology. He is bequeathed with the responsibility of ensuring that information across the department’s flows, thus alleviating chances of delay in the manufacturing process (Burke & Litwin, 1992). A marketing manager performs key marketing functions of the organization. The marketing policy requires the marketing manager to devise appropriate strategies, together with translating them into beneficial outcomes. The main marketing team of DOC has a physical location at Goleta, which acts as the center for its decision development and implementation. In addition, the marketing team establishes strong merchandising programs that incorporate the media, the print, as well as E-commerce. The Human Resource (HR) manager performs the activity of administering over recruitments who work at the varied stores of DOC. The HR administration policy demands that applicants are allotted those responsibilities that they depict incalculable skills. Moreover, the production team ought to possess much communication dexterity so that they can efficiently work in unison to augment its productivity (Sharma, 2006). In augmenting its environmental performance, Deckers has found it essential to improve its employees’ motivation. The company motivates its staff through the provision numerous services. In an event, an individual is involved in an activity outside his/her designated duties the management offers additional remunerations. This, as a result, motivates workers to involve themselves in a broad range of activities, which finally augments the organization’s growth. The corporation also implements some training programs to improve their employees’ expertise in their area of specialization. At Outdoor Corporation, employees who outdo their counterparts in service delivery receive promotions, which have continued to serve as motivation (Sharma, 2006). In addressing the variable concerned with the work unit climate, it is significant to note that Deckers has implemented numerous programs that help in strengthening the employees’ relationships. At Deckers, there exists a smooth relationship across individuals working at dissimilar departments. In addition to the above, the model also presents an individual’s goals and needs as one of the variables. Deckers Corporation champions for an alignment of the employees’ goals and that of the organization. By so doing, both employees and the management would depict a common focus thus reducing the complexity involved in achieving its goals and objectives. Moreover, meeting the individuals’ needs is among the priorities of DOC. In meeting this, Deckers has enacted programs to deal with the psychological challenges that such workers are likely to encounter. In order to attain success in an organization, the different variables described by the model must interact with each other. Similarly, the same thing has been noted at DOC. The concept of a decentralized management system can only work when every employee possesses the skills needed to conduct the activities of the organization. Otherwise, it would be intricate to attain success while working with incompetent staff. The DOC management endeavors to boost their employees’ satisfaction. They try to attain this by putting a number of factors into consideration on matters such as remuneration, training, and the provision of medical expenses. A satisfied worker depicts high motivation, as opposed to other workers. An improved relationship amid such individuals has also enhanced motivation among workers. A number of sources regard employees as any organizations livelihood. This is because having negative perceptions for the work they do would significantly affect an organization’s performance. For instance, DOC highly motivates its workers. As a result, its workers dedicate their efforts to meeting its goals (Sharma, 2006). This has aided the Company to maintain its performance for considerable time duration. Because of the motivation for the DOC workers, the company has withheld its stability; therefore, remaining competitive among the footwear producers across the globe. Employees of DOC are careful when dealing with the company’s resources. For instance, employees have reduced the fraction of time they spend in internet surfing, during lunch sessions, as this would be costly to an organization. Therefore, the company’s productivity remains on top. Throughput is extremely significant in an organization as it is used as a measure for an organization’s performance. Burke-Litwin model is basic in understanding the throughput of an organization as it recognizes all the variables needed together with their interactions. This assignment describes these variables in relation to DOC. It is notable that the Company has aligned these variables with its operations, therefore, enhancing its competitiveness. Employees’ motivation, decision making, and proper relationships have helped the company remain stable despite the current economic uncertainties. References Burke, W., & Litwin, G. (1992) A causal model of organizational performance and change, Journal of Management, 18(3), 523-545. Sharma, S. (2006). Change management. Nagar, ND: Tata McGraw-Hill Education. Read More