Handuka Strategy The Five O’s.

By Malia Kōnane

The growth of enterprises (SMEs) in the global market is a priority for economic growth in each nation. If SMEs want to keep alive, grow and develop in a global and dynamic environment must plan strategies that enable them to achieve their business development. This paper explains the different concepts, including business development as an inclusive concept, such as economic growth, culture, leadership, knowledge management, and innovation. 

 

SMEs are a fundamental pillar of sustainable economic development because they generate wealth and are dynamic entities that identify, exploit, and develop new productive activities. Organizations adapt to new technologies with relative ease since planning and organization do not require much capital. These organizations have to endure in high-end markets. Competition and for this, they must achieve a business development that allows them. Economic growth, business culture, leadership, knowledge management, and innovation would integrate business development for an SME.

 

For SMEs, not only should economic growth suffice, in which maximum production and maximum profit or surplus are obtained, according to a certain measure and inspired by the principles of "efficiency" and "Profitability," but also look for other factors that are reflected in your productivity.

 

When you are done reading this book, you will have gained a lifetime of experience in just a few short hours. The stories are interesting to follow, and the challenging concepts have been made easy to understand. So get ready to broaden your horizons and adjust your expectations because you are in for one hell of a ride!

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• Language: English
• Publisher: Editorial Atelerix Creative Quill
• Release date: Apr 30, 2022
• ISBN: 9798201869366

Malia Kōnane

Malia Kōnane is a 40-year-old admin assistant who enjoys meditation, playing card games, and drinking coffee. She is energetic and gentle but can also be very rude and a bit violent. She is addicted to coffee, which her friend Sally Mason Mason pointed out when she was 18. The problem intensified in 2001. Malia has lost three jobs due to her addiction, specifically: IT technician, local activist, and clerk. She is an American who defines herself as bisexual. She has a degree in business studies. She grew up in a middle-class neighborhood. Having never really known her parents, she was raised in a series of foster homes. She is currently in a relationship with Mica May Watson. Mica is 3 years older than her and works as a screenplay writer. Malia has one child with her girlfriend, Mica: James, aged 4. Malia's best friend is an admin assistant called Sally Mason. They are inseparable. She also hangs around with Abi O'Connor and Jayden Hill. They enjoy extreme ironing together.

Book preview

Handuka Strategy

The Five O’s.

INTRODUCTION

Chapter One: The Business Health

What is a successful company?

Company VS Business

Characteristics of a successful company

Attribute list technique

See the customer as a relationship, not a transaction.

It cares about the development of its staff.

An eye on the competition

A successful company delivers what is promised.

Innovate

Personalized and first-rate service

Strategic Alliances

Has stable finances

How could we measure the health of a company?

The levels of communication in the company.

How to guarantee organizational health?

Chapter Two: The Employees

Actions that attract talent and take up the level of employee engagement

High potential employees

Medium potential employees

Low-performing employees

Toxic employees

Advantages for employees

Advantages for the company

Main objectives of in-company training

According to the management method

Stages of the training process

Chapter Three: Working Environment

The importance of the work environment in the company

Why is the work environment important?

Work environment indicators

Why is the work environment important?

Chapter Four: Tools to Enhance the working environment

Observation

Focus groups

Interviews

Surveys

Employee surveys increase productivity.

Reduction of the absenteeism rate

Employee surveys help detect problems.

Employee surveys improve decision-making.

They are a communication channel.

Employee surveys allow you to create tailor-made solutions

How to implement an employee survey system

Equality

Recommendations to promote gender equality

Women in leadership positions

Equality in recruitment and selection practices

Use tools that help measurement and transparency

Continuous information that sensitizes employees

The comfort of the physical space

How to improve the workspace?

Activities outside the office

Update of work tools

Flexible hours

Chapter Five: The Handuka Strategy

How to define these three basic concepts?

Vision

How to develop the vision of a company?

Make a list of visions

Choose a vision and post it

Review the vision and update it

Mission

Why is it important that your brand has a mission?

How to develop your mission?

Two other missions that inspire you to buy

Culture

Definition of the corporate culture

Elements of the corporate culture

How to define company culture

Types of company culture

The Five O's

Omaha uoje – Your God, Your Boss - Employer

Ove – You

Ovakuenu – Your colleagues

Ongetjefa - Business

Okuhanduka – awaken/ Do it!

Conclusion

Introduction

The growth of enterprises (SMEs) in the global market is a priority for economic growth in each nation. If SMEs want to keep alive, grow and develop in a global and dynamic environment must plan strategies that enable them to achieve their business development. This paper explains the different concepts, including business development as an inclusive concept, such as economic growth, culture, leadership, knowledge management, and innovation.

SMEs are a fundamental pillar of sustainable economic development because they generate wealth and are dynamic entities that identify, exploit, and develop new productive activities. Organizations adapt to new technologies with relative ease since planning and organization do not require much capital. These organizations have to endure in high-end markets. Competition and for this, they must achieve a business development that allows them. Economic growth, business culture, leadership, knowledge management, and innovation would integrate business development for an SME.

For SMEs, not only should economic growth suffice, in which maximum production and maximum profit or surplus are obtained, according to a certain measure and inspired by the principles of efficiency and Profitability, but also look for other factors that are reflected in your productivity.

Business development articulates different elements with which the entrepreneur can lead an organization towards achieving its objectives. Elements include economic growth, corporate culture, leadership, knowledge management, and innovation. It is an integrating concept that a positive impact on organizations can be achieved through recognition of the capabilities of human capital. Achieving business development will allow the entrepreneur of SMEs to take advantage of the opportunities presented to the company in a globalized environment. The growth in a company is established concerning its greater or lower productivity, and productivity is understood as the ability or the power to produce, which implies the recognition of the state and how the various inputs were used in the process of producing. In this sense, productivity encapsulates the central problem of the economy: making better and greater use of available resources. Thus, any economic system would have the objective of obtaining higher productivity.

There are three criteria commonly applied to productivity and that it is necessary to define for a better understanding: efficiency, effectiveness, and efficiency. Efficiency is used to be crucial for the use of fulfillment or resources of activities with two outcomes: the first, as a relationship between the number of resources used and the number of resources that it was estimated or scheduled to be used; the second, as a degree in the that the resources used are taken advantage of transforming them into products.

As can be seen, both definitions are closely linked to a productivity aspect, to the use of resources; however, as already mentioned, it does not account for the quantity or quality of the product or service, so it expresses an only part of the meaning of productivity. Effectiveness is the relationship between the results achieved and the results proposed and gives an account of the degree of fulfillment of the planned objectives: quantities that will be produced, customers that are expected to have, purchase orders to be placed, etc.

Efficacy assesses the outcome of what is done, the product or service borrowed. It is not enough to produce the fixed service or product with 100% effectiveness, quantity, and quality. Still, this must be the right one that manages to satisfy the client or impact the market. It can be concluded that efficacy is a criterion closely related to quality (fit to use, customer satisfaction), so it should be used in conjunction with the two previous criteria. Consequently, productivity is thought of as the short-term result term of a process that includes education, administration, organized labor, organization of production, research in science and technology, and business management.

The importance of a company's productivity is linked to its profitability, a binomial that is achieved by achieving maximum quality.

The organizational culture reflects different characteristics around companies: management style, leadership, strategic plans, reward systems, organizational climate, values basic, among many other aspects. Hence the importance of reviewing the Competency Assessment Model (The Competing Values ​​Framework) of Cameron and Quinn, since, through this, one can know the indicators of effectiveness that an organization has.

These indicators are those that people identify ineffective organizations and that are found in two dimensions that form four quadrants and represent the four competing core values, in which flexibility appears versus stability, internal versus external.

The importance of including the concept of leadership in business development is based on the direct relationship with the success and achievement of the organization's objectives. Leadership has been a widely studied topic, and several authors have provided data of interest in this regard. Leadership is a personality trait in which it is noted that when a leader is born, they will become a leader in all the groups in which he participates.

It is important to note how the trained entrepreneur represents a valuable tool for transmitting the culture and philosophy of the business. Therefore, it is intended to demonstrate that this same human resource can be a generator of knowledge and innovation and is part of the intellectual capital companies must develop.

Information and knowledge are the strategic elements of competitiveness in organizations. The new economy emphasizes human capital as a provider of effective and higher returns to the company. Entrepreneurs represent the human capital that must be cultivated to promote continuous learning and innovation, which are part of your valuable intangible assets.

There are two kinds of Knowledge: Explicit Knowledge, contained in manuals and procedures, and tacit Knowledge, acquired only by experience. This model makes it possible to relate tacit knowledge as what the entrepreneur possesses and which he acquires during his entire working life, representing know-how or practical knowledge. For example, the knowledge that arises from experience tends to be tacit, physical, and subjective, whereas rational knowledge is usually explicit, metaphysical, and objective. These important authors emphasize that the kind of Knowledge that Americans apply is explicit, while the Japanese focus on the unspoken. Tacit knowledge represents 90 percent of what is needed in a job's know-how (know-how). This should be converted into explicit knowledge for its later use through disclosure in its management and incorporation into personal learning (expertise, professionalism, and technique) and the time and resources that belong to companies.

In the age of knowledge, for the company, the primary