response to 4 classmates discussion

Here is the question they had to answer.

Many companies implement enterprise resource planning (ERP) systems but are disappointed by the results when they do not realize the return on investment (ROI) that was projected for the system.

Do some research and post an example of either a successful or failed ERP implementation at a major company. How did it (or did it not) standardize processes across the firm? Explain what the major causes were for the success or failure of the system.

If you have worked for a company that has an ERP system, you may choose to post about the effectiveness of that particular ERP system.


**In response to your peers, identify additional causes for the success or failure of the system**



I do believe that encouragement and recognition is important in any human’s life. We always want to feel appreciated and accepted in some way. Whether it is the drawings of our childhood years to the Doctorate degree hanging on the wall. We want that approval from other people that what we did was amazing and wonderful. When we do not have that feeling, we do not have the motivation to keep going.

I feel that I agree with that theory. I say this because leaders need to know what motivates them to keep going. Is the reason they are doing this because of their children, future, personal, or learning experience? When they know exactly what motivates them, they can have an idea what motivates their followers. Some people, like me, I do not have children. One day I plan on having a couple. So my motivation is not directly on doing this for my children. My motivation is for my future children and also for myself. So I can have a great career one day. I think the only way for a leader to know what motivates their followers is by talking to them and asking them “what motivates you to be here?”


Encouragement is a very powerful tool. When an individual is striving to complete tasks there can be roadblocks to hinder the progress. There is also a need for feedback to constituents. This can be positive, praising the individual for the work and effort they provided to the organization. There can also be the need for constructive criticism, also considered to be feedback. Kouzes and Posner explain “Because encouragement is more personal and positive than other forms of feedback, it’s more likely to accomplish something that other forms cannot: strengthening trust between leaders and constituents. Encouragement, in this sense, is the highest form of feedback.”.

I have gone out of my way to assist other units with issues they are having and I personally do not do it for recognition, but to help my peers out when they are struggling. I have had recognition for the good deeds I have done. I have a particular leader that I currently work with that was very appreciative of the efforts I provide her team, especially because I am not responsible for that teams’ goal achievement. Last week she approached me and she thanked me for my efforts. She went on to explain that she wanted to recognize my stellar teamwork by sending out an update of their goals that were realized and to ensure that others knew of her appreciation. While I felt this to be unnecessary I found a great deal of respect from her by approaching me and asking me if I would be comfortable with it. Recognition has to fit the individual. Positive reinforcement or recognition can be communicated in different forms. For reserved individuals, a handwritten thank you note and their favorite candy bar left on their desk would speak volumes to them. While an extroverted individual would thrive with public appreciation and praise. Knowing your peers and constituents is key to showing recognition and how to provide feedback to them individually.

QSO 300


At the company that I work for we are growing at a tremendous rate. We have been implementing an erp system for our operations for the last couple months and still have many more months to get it complete. It was a crazy start with just trying to decide what or how we wanted the system to work and to what detail. In the end we went with mainly working the inventory control which up until this time has been nuts. This system will allow us to scan inventory into the warehouse and remove it when we finish a good. There are a few things that happen in between like moving inventory to the line which gets built into semi-finished goods. Once these goods come together we have a product ready for the customer when our new ERP system is up we will be able to see the movement and how the materials travels. This will affect everything that we do form building build plans and have in live inventory information to having a more accurate finished goods area. Time will tell how well this new system works but we are good at hiring the best so our warehouse is being built out by a pro on his 4th implementation. But as they say a rough start is better than no start at all.


To tie in with my discussion post from last week about sustainable organizations, I decided to discuss Starbucks again when it comes to their implemented ERP system. Starbucks has an ERP system that organizes its data in regards to their products, functions, processes and activities. Their ERP system has helped to standardize processes across the business by helping to reduce paperwork and by standardizing and increasing communication and collaboration between employees/management throughout the company. Throughout the organization, management also feels like they can make more informed decisions due to the integration of information. All-in-all, the major successes of their ERP system are: information access, corroboration, productivity, forecasting ability and mobility improvements.

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