Consider your firms orientation in regards to the Miles and Snows framework. How will the firm retrain, hire staff, or outsource to meet future demand? How might the processes be improved considering the strategic orientation?
The Miles and Snows Framework is utilized to present how well the alignment within the organization after is doing good once the changes have been applied in all the strategic behavior under predefined work conditions (Liliana, 2020). The development approach that is utilized for learning are only for those employees who fit the organizations objectives, goals, vision, and mission. The firm must do what it takes to retain the talent by making sure that they have the proper training and KSAs that will allow and help them grow within the organization. The company that I work for implement all these things for their employees. My organization responses very well to the feedback not just from upper management, but from the employees as well. Analysis results showed that customer orientation has a positive effect on dynamic competence. Also, technology orientation showed a positive effect on dynamic competence, except for resource acquisition capability. In addition, dynamic competence showed a positive effect on management performance, except for resource acquisition capability having insignificant effects on management performance (Kim et al., Jo et al., Kwon et al., Kim et al., 2021).
It is the organization responsibility to make sure that their employees matter and are a very vital part of the company. Everybody in the organization should be allowed to have a voice throughout the company. But I do have to be honest, I see the organization that I work for applies these methods and approaches towards the employees they see growing with the company. They offer the training and development program to certain employees. when investment in employee training leads to improved organizational outcomes. The results showed that employee commitment and competence mediated the relationship between training investment and organizational outcomes. The moderated mediation analyses further revealed that the mediated relationship between training investment and organizational outcomes via employee commitment and competence was stronger when the human resources (HR) function within an organization was highly strategically oriented (Choi et al., Yoon et al., 2015). This helps with making employees feel wanted and that they are a part of the organization that will in the result help the organization reach their companys goals.
Response2 – .5 Page: Elizebeth
First, consider your firms orientation in regards to the Miles and Snows framework.
The Miles and Snow framework is divided into four strategic types depending on the firm or organization. (Prospector, defender, analyzer, and reactor) When it comes to strategic elements they determine the strategic types because all framework is different depending on the company and many different factors that come into play. The Texas Department of Public Safety however has relatively stable patterns of strategic behaviors that all are in line with general strategy, corporate strategy, and competitive strategy (Walker, 2013). The Texas department of Public Safety follows their chain of command, goals, vision, and mission to strengthen their foundation. DPS has their core values which are integrity, excellence, accountability, and teamwork and these are their main broad objectives when it comes to retaining employees, community standards, environmental conditions, and public interaction. These conditions are seemingly non problematic approaches, and DPS uses learning by doing, and vicarious learning which is observing and experiencing the behavior of others across the board. Texas Department of Public Safety underwent a lot of changes when they did a complete reorganization of the division. The department of Public Safety decided to consolidate and divide into four major divisions: Identification and criminal records, personnel and staff services, driver, and vehicle records (Driver License Division), and inspection and planning (Walker, 2013). When this occurred, it helped tremendously to be able to more effectively with retaining, hiring of new staff, internally, externally and being able to outsource. It also helps the communities, public safety, environment, and also to be able to provide needed criminal prevention and detection for the citizens of Texas. In turn this helped shape and create a change in behaviors, strengthen strategies, strengthen the framework of the agency while still maintaining a solid and strong workforce.
