思科企业的竞争优势--加拿大Essay代写范文

加拿大留学生Essay代写范文:“思科企业的竞争优势”，这篇论文主要描述的是思科的发展速度令人瞩目，经过了数十年的发展，思科已经成为了网络解决方案供应商的代表性企业，那么思科的核心竞争力是什么？本文则认为思考的核心竞争力在于其无形的企业文化之中，一个良好的企业文化能够培养员工的创新和变革意识，就如同企业的灵魂一起，能够推动企业的成长。

This part intends to answer what are Cisco’s core competencies and distinctive capabilities and explain how these factors enable the company’s competitive advantage.

Cisco’s core competencies

The core competitiveness refers to compared with other competitors the enterprise has competitive advantage and major edges. The core competence besides it advanced techniques and skills, for Cisco is the enterprise culture (Kaplan & Norton, 1996, p.75-85). The enterprise culture is not invisible, however, it is an enterprise's core values, business process, management system and the specific symbol, such as innovation and change capacity more and as owners of the enterprise soul, CEO of charisma and leadership skills complement each other, thus achieve the goal of enterprise growth. The vision of Cisco is to change now network limitations, and makes network become the most fashionable trend.

Cisco’s distinctive capabilities

The distinctive capabilities in Cisco are the great emphasis on the importance of enterprise culture. The enterprise culture is rooted in the mind of every employee’s mind. For customers, employees and business partners aim to create unprecedented value and opportunity, and build the future of the web world.

Contribution to the competitive advantages in Cisco

The contribution to the competitive advantages in Cisco is as below. First, a corporate culture can stimulate the staff's sense of mission. Whatever the enterprise has its own responsibility and mission, enterprise mission is the goal and direction of all the staff, is the source of enterprise development or motivation. Second, enterprise culture can condense staff belonging. The role of enterprise culture is through the enterprise values of refining and transmission, and let a group of people from different places pursue the same dream . Third, enterprise culture can enhance the staff's sense of responsibility. Enterprise through a lot of data and files propaganda the importance of employees’ sense of responsibility, managers will give the staff to instill responsibility consciousness, crisis awareness and sense of team, to let everybody know clearly enterprise is the enterprise staff. Fourth, corporate culture can give the employee's sense of honor. Everyone wants to be in their jobs, work area and do more contribution, more grades, more than the pursuit of honor. Fifth, the enterprise culture can realize employees a sense of achievement. The prosperity of an enterprise is related to the survival of each company's employees, business prosperity, the employees will be proud of it, will work on a more positive enterprising, the higher the glory, the greater sense of accomplishment, the more obvious.

This part aims to assess how the ‘coordinate and cultivate’ approach fits into the strategic process under Mr. Chambers.

Coordinate and cultivate approach of Mr. Chambers

The coordinate and cultivate approach of Mr. Chambers mentions the following points to manage a company. First, it is straighten out management mechanism, hierarchical management responsibility system, clear the main responsibility. Second, it is to formulate departmental responsibility target, assessment work responsibilities, work tasks, goals, and are included in the assessment of the company decision, system of execution, and a monthly evaluation (Pearce & Robinson, 1997, p.89). Third, the hierarchy issues of the department of the department head is responsible for the interpretation and daily management, never figured settlement report of supervisor, the competent departments responsible, still not solve, in the paper by the competent leadership. Fourth, implementing a level is responsible for the system, is the backbone of the current enterprise management, level management is put an end to shuffle stalling, supervision and examination must keep up with and, of course, to the beginning of the system, to be taken seriously and deal with illegal indiscipline.

Application in the management on decentralization organization in Cisco

This is a clear responsibility and duty division in Cisco. Cisco is the highest decision-making body "Operating Committee" (Operating Committee), the commission by the chief executive and other senior guide team."Corporate Council" (Corporate Council) is the decision-making body across departments, established by the operating committee, responsible for significant market opportunity (worth $10 billion or above) or significant change measures to provide support. Each corporate council on behalf of the enterprise without the department of two or more than two executive vice President, or senior vice President of leadership, to the operating committee reports the progress of the work. At present, Cisco has nine business councils. Council and commission by promoting across different departments and business units to carry out cooperation and making decisions, applying collaborative management model to promote operating committee makes the business goals. In addition, the model focuses on the network as a platform, and increase the management of the available resources, to seize the business of the company should get a lot of business opportunities. These opportunities exist in a complex and often correlated in the global market, seize the chance needs to close integration of production and delivery strategy. The company hopes that through appropriate execution, the whole product lines into the company have been confirmed by many adjacent in the market.

Application in the management on matrix structure in Cisco

The departments and employees in Cisco have a clear distinction on the matrix structure. Matrix organization in Cisco is under the function type organization condition of an organization, for some special task, and set up project team is responsible for, the project team and the original organization coordination, on the pattern has the type of line cross, is the matrix organization (Ketchen et al., 2013, pp.32-43). On the organizational structure, it is the functional departments and according to the products (project) of groups joined together to form a matrix, a manager with both the original functions of the organization and business contacts, and joined in the work of the project team. Functions are fixed organization, the project team is a temporary organization, and completes the task is automatically dissolved, after its members back to the original department.

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