Case Study Of Yahoo

3367 words - 14 pages

Case study of Yahoo's practicesIntroductionIn this day and age, with the alternatives in industrial environment and the increasing progress trend of global economy, the changing business structure and fierce competition have been brought to force organizations to modify the market positions, corporate culture, resources and capacities continuously in order to survival and own the desirable market shares. Owing to the advanced economic and social development, organizations make effort to establish new competitive advantages to catch up the various corporate business strategic goals. Yahoo, one of the leading brand of worldwide web industries, decide to shift the chief executive officer in ...view middle of the document...

Virtually, the matter of these issues can be explained by Yahoo's previous corporate culture and political conflicts. More specifically, the reduction of the staff trimmers, disturbingly management shakeouts and the doom and gloom in Yahoo's business shares affect the entire morale among personnel. According to Mcshane, Olekalns, and Travaglione (2010, 134) that morale can be defined as a significant motivated factor for the organizations to maintain talents and make sure of business productivity, which can create impacts corporate internal reputation and employees' commitment of following politics and changes as well. Furthermore, the undesirable mid-level administration also affects the shortage of Yahoo in the current marketing situation. In fact, the evaluation of Yahoo's staff that under the management of mid-level is negative as a consequence of ineffective contribution for the organizational progress and dishonest managers never worked after promoted instead pressing under-level people to work overload by control-freaks. As Amal and Awan (2011, 93) stated that the unreasonable working distribution can become a typical problem suffered by basic employees due to the drastic competition in economic growth and alternative workplaces, while inefficient working management not only decrease employees' physical conditions but also the mental perceptions such as stress, depression and job dissatisfaction. This kind of dissatisfaction may form the passive working attitude of employees, which can be a threat to inadequate performance for customer services and lack of capacities to chase profitable standards for corporations. Furthermore, bureaucracy and frequent leadership changes are another problems of Yahoo's existing culture and political conflicts. In other words, Yahoo's bureaucracy breaks away from realistic circumstance, customers' demands and stakeholders' preferences rather than actual practices and experience the whole production process, which because it failed to focus on building partnership among business units and foreseeable policies to follow that results in misunderstanding the modern economic trend and competitive opportunities. Meanwhile, the frequent changes in leading power of Yahoo result in continuously rebuild the organizational structure, resources and employees, which can influence the uncertain degree of corporate aimed missions and higher consumption rate. Additionally, the core value of the organizational structure, culture and politics is human resource, Stone (2010, 4) stated that the utilities of human resource wisely refers to efficient strategic managing corporate resource, which not only can chase corporate financial growth but also can be the bridge of contributing co-benefits with stakeholders by good faith and harmonious social interactions. However, Yahoo disappointed management of human resource in terms of training program, reward system, performance development, planning stage and recruitment. Above all,...

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