Need an research paper on the challenges of microsofts reward system, microsofts group performance. Needs to be 6 pages. no plagiarism.

Need an research paper on the challenges of microsofts reward system, microsofts group performance. Needs to be 6 pages. no plagiarism. With respect to the given case in point, that of Microsoft before and after the fateful year of 2006, there are a number of points that this analysis will seek to make as a means of better informing the reader as to why such a shift in outcomes were noticed within this specific year (Dodds 2011, p. 33). Whereas group work and the performance review process had previously ed to elevate the level of overall output, profitability, and performance, the firm seemed to reach a type of critical mass in which the given formula of success that had set the firm on such a path of growth and rapid development seemed to fall apart. However, it is obvious from a study of business management theory that it is not possible for a given approach to merely stop working (Hult 2012, p. 5). Instead, one must assume that key personnel factors, dynamics of business, culture, or other factors have affected the ability of the previous system to continue to promote the high level and degree of success that the firm had formerly experienced.&nbsp.The division by working group was what led to such a degree of strength and specialized function within the entity. however, it was also one of the factors that doomed Microsoft to experience many of the issues that it had on and after 2006.&nbsp.&nbsp. As a result of the high level of emphasis on groups and the way that the performance reviews ranked these groups and their individual members, a type of opportunism developed. This opportunism is a trait that can be linked to both management theory as well as human psychology. however, for the purposes of this brief analysis, the author will focus upon the level and extent to which the emphasis on group formation, recognition, and personal performance sought to develop a type of self-interested dynamic that quickly gave way to something of an extended culture within the Microsoft organization (Maddox 2005, p. 3). The fact of the matter was that the group dynamics that had given rise to such a high level of success within the organization were the very same dynamics that eventually would prove to be a net negative. It is a well-known fact that a company’s culture is not something that is developed and implemented overnight (Muller et al 1999, p. 90). Rather, it takes many years, and the actions of management to solidify. In this way, the reader can quickly infer the that the true nature of the issues associated with Microsoft, as indicated by the case study which was reviewed in writing this brief response, stem not from the fact that the individual management or organizational style which was employed was fundamentally wrong.
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