One of the characteristics advocated for by center for career development with regard to the executive team in the quest of achieving the company’s strategic initiatives is an executive team’s presence. A good corporate management starts with the top leadership. The function of an executive team leans towards achieving greater collaboration and synergy of the organization’s workforce for successful teamwork.
Organization planning is the process of outlining the programs and plans of work of the organization over a given period of time for instance six months, one year or five years period. Planning entails getting a clear list of things to be carried out in the organization.
Lateral integration as defined by the center for career development can also be taken to mean horizontal integration. It defines a business that pursues diversification strategies as one of its key managerial strength. Payments and benefits in organization management and career development define the formula used in guaranteeing workers retirement benefits and employees service rewards.
Social Responsibility Initiative's is another trait defined by the center for career development. It generally deals with how the company makes their profits and goes beyond philanthropy and management of the social political impacts.
Decision making and problem solving traits are vital for managers and leaders in the corporate environment and occurs more naturally to some people than others. Another important trait stressed by the institution is the ability to deal with differences and conflicts by using communication and mediation in issues where conflict is most likely.
The last career development trait as defined by center for career development is facility organization change and adaption. This related to adaptations to organizational change.
The best characteristic that relates to this situation is pay and benefits. Since the organization is adapting a lean system, the remaining employees need proper motivation for them to function effectively. The workers need to have confidence with the job, and this can be ensured through retirements benefit promises and good remuneration.
Bibliography
Cole, T. &. (2004). Non-zero-sum collaboration, reciprocity, and the preference for similarity: Developing an adaptive model of close relational functioning. Personal Relationships. Leadership from the inside out , 11.
McCauley, C. P. (2008). Interdependent leadership in organizations: Evidence from six case studies. . A Center for Creative Leadership Report.
