Monday, March 11, 2019

B&Q Case Study

Contents Executive succinct3 1. TASK ONE4 1. 1 world4 1. 2 pigheadedness and design4 3. 3 B&Q case5 3. TASK TWO8 3. 1 Introduction8 3. 2 Time exceed9 3. 3 Technological distance10 3. 4 Social distance10 3. 5 Cultural distance11 4. Bibliography13 Executive Summary In a agencyrnized and globalized world, acquaintance creation and synergization of experience in an brass section is truly crucial.As data and development be presentily addressable, and cultivation communication technology (ICT) has highly advanced, organizations much(prenominal) as B&Q claim to understand how association creation can assist to improve inherent and external assistes and also encourage first appearance. In task iodin, the aim is to tell between possession of cognition and practice of familiarity and examine which epistemology B&Q uses finishedout their write out chain. B&Q uses possession experience whereby it trys only their vendors with a statute of conduct guidelines which th ey requi target to follow through.However, in the face of adventure and disbelief in an economic crisis, B&Q should encounter practice of fellowship and enabling battalion to do divergently and better. In task two, the didacticsal activity by Stoneman (2010) means that trust and personnel ar the main factors that travail product, process and organisational innovation. For B&Q, due to their baron as the distributor, they argon able to develop and personate go across the process and procedures that alone their vendors chequer to adhere to. However, in an economic crisis, its regimental practice whitethorn ot wreak as uncertainty fragmentizes the flow of the procedures. 1. TASK ONE 1. 1 Introduction The studies on association and its characteristics exhaust long been explored and discussed in the business and furnish chain world. With the emergent of technology and innovation, the possession and practice of knowledge has m different more than(prenominal) ess ential in this knowledge society (Nonaka, 1994 Bell, 1973 Drucker, 1968 Toffler, 1990). But what is knowledge and how does an organization activate and generate knowledge?Knowledge is defined as aw areness, consciousness, or familiarity gained by experience or learning (knowledge, n. d) which are the ship guidance people in a social situations would understand and turn brain of where they are and what they are doing. When knowledge is conducted and embraced in an organization, it pull up stakes result to a base of people who develop shared beliefs, behaviours and routines that shape organization capabilities. Experts such as Polanyi (1966), Nonaka (1994) and Cook and cook (1999) divide knowledge into two categories called mum knowledge and explicit knowledge.Tacit knowledge is associated with the skills or know-how that people developed through their own experience in specific contexts. Whereas explicit knowledge is something that has been codified, pen down or spelled out a nd is communicable across context. 1. 2 self-discipline and practice From the word possession itself, one can understand that it is nearly the knowledge that people piddle in their mind (Cook and Brown, 1999). Blackler (1995), and Cook and Brown (1999) refer possesion of knowledge as knowledge and practice of knowledge as knowing.Knowledge is a mental or cognitive capacity which is stratified in nature and comprises of data, information etc. moreover, possession of knowledge is a personal property where people render meaning from subjective experiences, perceptions and precedent understanding. As human minds are exclusively unique, hence different people may perceive and intepret the same information or data differently. Meanwhile, practice of knowledge sees knowledge as something that it developed through social fundamental action such as project work, gathering assignment or group discussion.When people practice knowledge, they convert tacit knowledge into explicit knowl edge, olibanum transferring knowledge from one person to another. This is done through sharing stories, experiences or creating norms to a group of people hence enabling the experience of an individual to be related to a wider community. 3. 3 B&Q case B&Q plc works with many vendors such as Kingfisher Asia (KAL) who submit products to B&Q. thereof to manage their vendors and ensure processes and procedures are followed, B&Q come up with code of conduct (B&Q Operational Standards for Supply Chains) for all their vendors.The code of conduct is ground on the world(prenominal) labour and envirnmental standards set by the International craunch Organisation (ILO) Conventions which factories and worksites of all vendors throughout the world pick up to comply to. In summary, vendors carry to let B&Q have full visibility of the enitre supply chain and fulfill and obey the code of conduct criteria at all facilities. Any failure to meet the nine Critical Failure Points (CFPs) volition result in B&Q not buying or buy their products. through with(predicate) this code of conduct, we can deduce that B&Q adopts a possession of knowledge rather than practice of knowledge. B&Q receives knowledge about labour and environmental guidelines from ILO conventions and uses the basic context to write down or capture in an information technology (IT) system which is then make operational as an organizational resource B&Q Operational Standards for Supply Chains. This is in argumentation of having a group discussion with the vendors and seeking their opinions and pots on how to raise a better works environment for the workers (practice of knowledge).For example, Baer (1987) and Abbott (1988) explained that in invest to defend their position, occupational groups such as doctors would write down or black nookwood their skills and knowledge which is then used by others as guidelines or instruction manual to follow. B&Q is following the same concept as they wish to sentry d uty their position as a responsible organization or employer where the rights of all workers throughout the world are respected and protected. Thus, this results to an encoded knowledge (Blackler, 1995) for the vendors as information is transmited through the code of conduct.Unlike an individual or specialist black box, the construction of the code of conduct requires the involvement of a group of people. This order of knowledge creation follows Nonakas SECI framework where it is a spiralling process of interaction between tacit and explicit knowledge (Nonaka,1994 Nonaka & Toyama, 2003). The SECI framework consists of four knowledge conversion processes Socialization, Externalization, Combination and Internalization which can be seen in regard 1. The breakdown for B&Q case is as follow 1.Socialization The ILO standards which was made cognize to the B&Q attention assist them to create their own knowledge or set of standards which vendors are to adhere. 2. Externalization B&Q ma nagement then decides to have their on set of guidelines in accordance to ILO standards and form a group to write down the code of conduct. 3. Combination We believed that during the process of writing down the code of conduct, B&Q theatre directorial level will each provide inputs and opinions based on the organizations mission and values on what and how to write down.Once drafted, the Head of Human Resource Department will represent it through and request for any necessary ad neverthelessments. Once finalized, the Chairman or Head of B&Q will give the approval to codified and go around the code of conduct to all the vendors. 4. Internalization Vendors will then read the instructions and ensure all CFPs are met. For any areas which fail to comply, site management of the vendors will then follow the guidelines to make changes and improvements. Figure 1 SECI model of knowledge creation Source Nonaka & Toyama (2003)However, Nonaka SECI framework downplays the difference of intere st, office staff and political dynamics which people and organizations face everyday. Thus, during an economic crisis, B&Q may approach innovation differently due to the uncertainty and adversity confront in a crisis. According to Tsoukas (1996) and Schauer (1991), even though organizations can make assumptions and contract knowledge from previous economic crisis where similar conditions are seen, the machinate scheme may not work perfectly according to what the organizations believed as there are still uncertainty.Meaning to say, a strategy used in a crisis five years ago may not generate the same result due to the difference in technology, peoples mindset and other relating conditions. B&Q invite to adopt practice of knowledge during a crisis as information may not be promptly available since people and other organizations are wary and may not disclose essential information in order to survive the crisis. With challenger between rival organizations getting tougher, B&Q need s to learn, practice and incarnate skills and knowledge which increases their chance of survival (Barnett & Burgelman, 1996).As mentioned by Hitt et al (2007), a multilevel research approach to encourage employees to have better understanding of the strategy implemented by B&Q management. Hence, B&Q through providing an enabling context, B&Q allow its employees to do things differently and better. For example, when selecting their vendors, B&Q can not just rely on which vendor is able to adhere to its code of conduct. B&Q also need to look into the pricing, capability and other characteristic of the position vendor.B&Q vendor management team need to have further dicussion with sales, procurement and operations team to gain their opinions and views on which vendors to select. With the current vendors, B&Q need to adopt open communication and discuss with them on how the crisis is affecting their perfomance and complaisance towards the code of conduct. Another example is due to th e crisis, a vendor had to lay off several staff and workers due reducing their headcount. Hence in order to meet B&Q rders, the vendors workers may need to work extra hours which is over the local law. Through discussion, B&Q may allow the vendor to carry out the new process until the scrimping stablize and the vendor is able to employ more workers. 3. TASK TWO 3. 1 Introduction Stoneman (2010) mentioned that product, process and organizational innovation are socially and politically mediated processes. This means that through social relationship and even political standing in an organization product, process and organizational innovation are being conceptualized.Jackson (2001) noted that the real-world have a go at its and situations do not match up to conventional disciplinary boundaries due to the inequality in the capitalist world. Therefore, trust and power play an essential role in the development of knowledge and innovation. internally at B&Q, their managers may see themse lves as the authority towards process and organizational innovation. For example, a manager has the power to decide on how his discussion section should be run in order to meet the department and organization goals.And through his relationship and interaction with the staffs, he may perceive a staff as capable if able to follow the process and jump in it. Hence, to gain trust and acknowledgement, employees compete and motivate each other to do better at what they do and also provide suggestions to the manager on improving certain situations or issues. As highlighted by uncompromising and Dougherty (1997), depending on the organizations culture and its board of management, resource power and process power can every work against or line up with innovation.However, without meaning and a direction to support the need for innovation, people will notbe motivated to precede. For example, the warehousing staffs at B&Q may face difficulties in picking the correct product. Thus, with its power, the warehouse manager can arrange a group discussion with the warehousing team leaders and their IT department to create a new process whereby the product are bar-coded and connected to a system which will provide the product information when it is scanned.Externally, when working with their supply chain members such as customers and suppliers, B&Q managers can use either its power or trust to ensure compliance are met by the suppliers and customers widen to purchase from B&Q. For example, the board of management has the authority to continue or discontinue the services of a vendor depending on its compliance and performance. However, during an economic crisis where risk and uncertainty are faced, B&Q managers may pit to similar situation or innovation differently.B&Q determinations on innovation, processes and products are unnatural by four types of distance time, technological, social and cultural. 3. 2 Time distance Due to the changes in time, environment and condit ions, certain processes or procedures that B&Q managers created may not be relevant in an economic crisis. Moreover, the decisions B&Q managers made in a previous crisis are also not applicable even though the conditions are similar because there is still uncertainty whether the outcome would be the same.The finance department will be more guarded on the expenses and budget thus setting a more thorough process of other departments to ensure waste are minimize and costs are low. In a study done by Hardy and Dougherty (1997), innovators or managers in an anti-innovation environment would solve their problems through methods and ship canal which hamper innovation whereas in a pro-innovation environment, innovators are able to moderate the organizations resources, processes and meaning to develop an more suitable and sound product.Thus, in relation to the crisis, B&Q managers may tackle a deparment issue by pushing away the problematic function and work its way around it. 3. 3 Technol ogical distance As ICT becomes highly advanced, B&Q need to be selective of the information and tacit knowledge that is available widely. This is because not all tacit knowledge is applicable to B&Qs strategy and that an overflow of information will result to overloading and poor decision making. Through market and technology knowledge, innovators are able to examine problems, circulate and collaboratively develop new products for the organization (Dougherty et al, 2000).However, in an economic crisis, technology knowledge that is necessary for innovation may not be readily available or cost effective to the organization. Faced with uncertainty, B&Q board of management may decide to take on a survival mode concept and develop process such as budget figure to restrict unnecessary cost and waste. Thus, if an innovator in B&Q requires a certain technology to assist in its development of new product, he need to go through many levels of strict procedures in order to attain approval. 3 . 4 Social distanceDuring an economic crisis, organizations face many problems and situations as they try their hardest to survive and go through the crisis without a major jailbreak or impact. Due to the uncertainty and risk, managers need to respond quickly and effectively. however in a crisis, Jackson (2006) noted that managers need to ensure their processes are efficient and effective, staffs are motivated and knowledge is created and enhanced. This is to ensure that the organization is unendingly better than their rivals thus surviving the crisis.While ICT and innovation should still move on in a crisis being a regimental organization B&Q managers follow routine and have the power to make innovation illegal through rewarding short-term results, punishing mistakes and even not interpreting the support needed for innovation (Hardy & Dougherty, 1997). Not only does this kills innovation in B&Q, the staff would also be less motivate to innovate as they unable to relate a speci fic project with B&Qs strategy (Van de Ven and Polley, 1992 Hardy and Dougherty, 1997 Dougherty & Heller, 1994).Hence, B&Q board of management need to re-evaluate its organization strategy and procedures if it wishes to maintain in the industry. Jackson (2006) suggest organizations to adopt creative holism which is a set of guidelines that are multi-paradigm, multi-methodology and multi-method in nature. Through holism, organizatons look at the situation at a macro and organizational level, thus assuring that the departments are connected and performing together as a whole.Dougherty et al (2000) explained that since organizational knowledge and learning involves many different processes, a focal point or objevtive is essential to ensure one is taking the right path. Pelz and Andrews (1966) recognized that the efforts to combine and link market and technology knowledge across and throughout the organization is often met and filled with tensions. Thus, B&Q need to incorporate these tw o factor and be less primed(p) if it wishes to produce and gain new ideas, products and processes (Weick and Westley, 1996). 3. 5 Cultural distanceKingfisher plc, the parent confederacy of B&Q, is a United Kingdom (UK) based retailer that offers do-it-yourself (DIY), home decorations and home improvement products to their 6 million customers (Kingfisher, 2012). To meet their international market and demand, Kingfisher plc has overseas sourcing offices in India and Poland that act as a supplier to B&Q. To ensure these strategies and structure is maintain in other country, Kingfisher plc has to train its overseas employees, make them understand and cultivate the Kingfisher plc working culture.However, this will be a tough challenge for example, in India due to the poor education and different socio-culture. Thus, Kingfisher plc needs to accommodate its Western working culture with India working culture, but without losing its main mission and strategy. To ensure this is executed pro perly, Kingfisher plc needs to obtain a specialist in the Indian market and culture. An economic crisis affects countries differently, depending on where the crisis originates.However, due to globalization, a crisis in the European Union (EU) nations will have a ripple effect, thus affecting neighbouring countries and countries that depend on the EU economy and market. Likewise, if an economic crisis hits India where one of B&Q suppliers is located at, B&Q need to gather information and data from news reports and the India suppliers representative, and hit the books the data before making a decision on how to surpass the crisis and what B&Q should do to ensure that the crisis in India do not disrupt the entire supply chain.To ensure accurate and timely information and knowledge is recevied, Swan and Scarbrough (2005) suggest organizations to adopt a networked innovation process where the innovation procedures is collaborated in the network arrangements within and between organizat ions (Alter & Hage, 1993 Owen-Smith & Powell, 2004 Powell et al, 1996). B&Q needs to view networks as a means of communication where knowledge and information are disseminated (Swan & Scarbrough, 2005) and thus, adopting a open sharing concept where individuals and groups are allow to interact and exchange knowledge and information. 4. Bibliography Abbott, A. 1988). 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