UPS India considers international markets as the best long-term opportunity for the company, and it is persistent in establishing its global network, widening the services it offers in the fast-growing markets in the world. The story of UPS is traceable to 1907 when two teenagers, Claude Ryan, and Jim Casey, began delivering parcels to drug stores. The introduction of new technologies such as automobiles and telephones, there was reduced necessities for messaging services. Therefore, UPS Company changed its focus to package deliveries for retailers. In 1919, the United Parcel Service (UPS) was formed to reflect the expansion of the business into cities such as Los Angeles and Oakland. In the early years, UPS operated delivery services between cities, making innovations to respond to the shifting shopping and lifestyle arrangements of clients (Rothaermel & Prabhu, 2017). UPS introduced more services in 1920s such as acceptance of payments, and daily pickups. Since the Second World War, UPS changed its emphasis to the business-to-business sector. From the case study about UPS, its company culture centers on satisfying clients in delivering packages. UPS has developed the concept that the company's success starts with meeting the needs of employees (Brewster, & Dalzell, 2007). The effect is that UPS has made significant investments in the salary and remuneration packages of workers to ensure that they are fully compensated for services offered by the organization.
Also, UPS's organizational culture is characterized by its emphasis on the professional development of workers by creating a promotion system for its workers. In this situation, UPS carries out regular performance assessments to evaluate workers' performances and drafting those who are eligible for promotion programs. Identifying workers' needs has led to a culture of competition within the company. Workers work hard towards giving their best with the hopes of having a promotion opportunity (Rothaermel & Prabhu, 2017). UPS organizational culture is fostered by providing benefits and bonuses to workers meeting the company's set goals. The organizational culture of UPS is underlined by its ability to establish strong strategic plans that guarantee its future success. UPS conducts regular evaluations to understand its present locus within the industry and the market. This enables UPS to achieve its goals and objectives from synchronizing commerce. With this limited expansion, UPS decided on expanding and diversifying its business model to one of Solution Company offering customer-tailored services (Brewster, & Dalzell, 2007). The company established the UPS airline to push its strategic plans after recognizing a gap in the market. As shown in the case study, the way UPS executed this strategy showed that the company's culture was characterized through approval and executing resilient tactical tactics that led to its future sustainability. Adopting these methods assist UPS in anticipating the future and making significant investments.
Strong leadership is also part of the UPS organizational culture (Rothaermel & Prabhu, 2017). The strong leadership of UPS is linked to being the primary factor that has assisted the organization in unlocking its worldwide trade growth. The strong UPS leadership values are among the primary values connecting UPS's strategies to its creativity and innovation objectives, and these have strengthened expansions to newer markets. The strong leadership at the company has assisted UPS Company to establish a strong worldwide value chain and continued business success (Brewster, & Dalzell, 2007). From the case study, the UPS Indian operations and actions of penetrating the Indian market are fostered by strong leadership in the organization. Strong leadership is vital for the company, especially shown through investments in information and technology. The case study demonstrates the impact of strong leadership of UPS and how it has determined the progress of UPS from a small to the current global company. Due to strong leadership, UPS Company has focused on fostering commerce worldwide. The strong leadership culture has also led to the achievement of UPS as a top provider of global logistics and transportation services. This case study shows that the impact of the strong leadership in UPS fosters the supply chain management of the company.
UPS organizational culture is also defined by its norms, including detailed environmental management system. UPS closely assesses its environmental performances while making regular follow-ups on opportunities arising from this initiative. UPS company structure is also described by its strict policy on anti-harassment and professional conduct within the workplace environment (Rothaermel & Prabhu, 2017). Employees at UPS are provided with comprehensive orientation concerning this norm before full hiring. During their work engagement, they are frequently reminded of the norms of the organization. UPS Company's culture is also defined by different artifacts such as diversity, innovation, and strong roots. In the case study, UPS is defined by the great pride associated with its history. UPS values its humble and small beginnings that have created a strong pillar for its success. Creativity and innovation is an important feature of the corporation, with UPS working hard towards becoming the leader in technology. UPS has developed problem-solving methods by embracing innovation, which has defined the efforts of the company in offering solutions in global business. Diversity is also another important element of UPS organizational principles (Brewster, & Dalzell, 2007).. According to the case study, the values of UPS are deeply linked to diversity. Diversity drives innovation and growth within the company, and UPS uses diversity in empowering its suppliers, workers, communities, and customers for success.
UPS Organizational Structure
The organizational structure of UPS is founded on a management committee that takes care of the daily operations and works across twelve focal points within the company. The Chief Executive Officer and the chairman are above the management committee, and they oversee the overall operations of UPS. Nonetheless, the chairman and the CEO have individual responsibilities in the company. The CEO is tasked with growth and expansion initiatives and creating new service lines for UPS. Second, in power to the CEO is the senior vice president who oversees UPS worldwide tasks (Rothaermel & Prabhu, 2017). The senior vice president also oversees issues including merchandise improvement and client relationships, and the sustainability of the global supply chain. The senior vice president oversees the execution of the UPS corporate strategies, its electronic commercialism, and supervising its ecological actions. The senior vice president also oversees the company's transit network that includes over one hundred thousand vehicles and trucks. Another duty of the senior vice president is managing US operations, such as distributing parcels to their destinations (Brewster, & Dalzell, 2007).
UPS has a human resource department that serves over four hundred thousand workers worldwide. The brand management team at UPS is responsible for public relations. The Chief Information Officer (CIO) at UPS is tasked with communication engineering investments and advertisement strategies. The Chief Accounting Officer at UPS Company handles the duties of the organization connected to financial forecasting, revenue augmentation, inspecting, exchequer, and finance. The senior vice president looks into the ways of improving the workplace environment and legal conformity. The management of the company is made up of consequence squads tasked with motivating workers. This case study demonstrates that UPS organizational structure is very fixated and their actions depend on yearly concern plan run by the main offices at Atlanta and Memphis. From the case study, the UPS Company structure reveals the presence of top individuals within the organization retaining the power of executing strategic tasks. These include overseeing the company's workforce within the departments. In addition, the case study shows that the UPS Company structure is an example of a functional structure. UPS Company focuses on the process of managing consumer information, information process, business analytics, package and managing products, and customer relationship management (Brewster, & Dalzell, 2007).. The company is large and to ensure an effective organizational structure, and there is a reorganization of processes that are managed efficiently across departments.
UPS has a top-down structure defined by the hierarchical system and every staff in the company having power depending on their positions and roles in the company. In every division within the company, there are functional departments that operate differently. The functional-based organizational structure of UPS is shown through the presence of many functional departments. To this end, the functional-based organization structure is appropriate for UPS because it gives room for high specialization and control. UPS also has a centralized authority that makes all the vital decisions efficiently and promptly and ensures effective use of resources across the company. The heads of departments in UPS Company are highly accomplished in their specialties (Rothaermel & Prabhu, 2017). The organizational structure makes sure that the company promotes workforce career advancement because of many divisions within the company.
The Alignment of UPS Organizational Structure, Strategies, and Culture
The alignment of the centralized strategy, technology, and innovative culture are vital for UPS to pursue its expansion and growth. It has also helped UPS to attain its status as a leading technology organization. UPS has created modern technology that has helped with the optimization of shipping and logistics business models, which effectively lower associated costs and increases service efficiency. From the case study, I believe that the organizational structure and culture of UPS are aligned with its strategies. This is because technology covers every UPS service and operations carried out by the company. Thus, UPS technology services are fostered by the company culture, adopted strategies, and culture that foster integrating functionality into the businesses of clients (Rothaermel & Prabhu, 2017). Moreover, I believe that the organizational culture of UPS, its strategies and structure are aligned because of the broad service portfolio. According to the case study, the UPS Company structure is defined by the initiatives of the company to establish strong strategic plans. The broad service portfolio helps UPS to offer various services to clients.
The company's culture that is focused on processes has resulted in integrating UPS services in different packages based on the desires and needs of clients. The outcome is the improvement of the supply chain management process of UPS Company. The alignment of the strategy, culture, and structure of UPS is also shown by the company focusing on developing the workforce. UPS has strict policies against harassment in the workplace, and thus it has used this strategy in fostering its growth and success (Brewster, & Dalzell, 2007). In this situation, UPS offers its workers with salary and remuneration policies higher than in any other place in the market. Workers are offered with promotion and bonuses towards motivating them towards improving their efforts for UPS Company. In return, UPS has experienced continued growth and success because of its workforce.
Facts on UPS Management Practices
A fact from the mana...
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