Discussion question response to peer

Provide a response, comparing their analysis of the challenges with your own, share your research, experiences, and expand on the topics. Attached will be a copy of my post initial post and the proceeding instructions for this assignment. Below you find my classmate’s initial discussion.

Over the last several weeks we have researched various organizational structures and cultures. Business is in constant change with many forces that influence these changes such as global, local, legislative, cultural, etc. This week we consider how these forces impact the organization along with what managers can do when confronted with these forces.

In this discussion, address how internal and external factors impact organizations. the following create both challenges and new opportunities for business:

• Pick one of the companies that your profiled in Discussion 3-4 and one of your recent employers.
• What broad external factors are impacting both of these organizations and their industries? What differences do you see?
• In this discussion response, address how the following create both challenges and new opportunities for both of these organizations.
  • Global economic trends
  • Regulatory changes
  • Demographic shifts
  • Geographic shifts
  • Social perspectives
  • Technological developments
• Based on your understanding of the structure and culture of both organizations (yours and the one you profiled), which one do you think is best positioned to succeed in the coming 10 years? What are the most pressing external concerns that need to be addressed immediately? Use the online library for research-based support and include citations and reference list as required.
• Class, Surprisingly, I found several similarities when comapring the business aspects of both ExxonMobil and the Baltimore MEPS. *Please note, for the Baltimore MEPS comparison I used Army recruitment statistics as a whole as they directly impact the Baltimore MEPS.*
  1. Global Economic Trends: Externally, the most impactful global impacts for both included inflation, resource availablity and unemployment rates. In both, the economic trends have forced each company to adapt and become innovative in their future engagements. The shift in trends forces Exxon Mobil to meet societys evolving need/demand for energy and the reduction of greenhouse gas. The Army is forced to examine its failed recritment initiatives and brainstorm how to incintivize new recruits.
  2. Regulatory Changes: Changes in regulations or policies stem from political,societal, and internal perspectives that impact each business organization structure. For Exxon Mobil, global demand for the reduction of gas emmission and promotion to avoid economic hardships and market disruption have prompted the company to incentivize stakeholders. Investments in lower-emmission projects and enhance funding for technological development and implementation. For the military, policy changes directly effect recrutiment tactics and expectations. The Army has implemented reforms on specific jobs, enacted a panel that performs data analytics based on feedback from current recruiters and new recruites.
  3. Demographic Shifts: Both express the important of diversity, equity and inclusion. Each have initiatives that promote the support and celebration of the different demographics that make up the organization.
  4. Geographical Shifts: Exxon Mobil operates on six continents and continues to expand yearly. The Army is also a global organization but its primary recruitment stems from the United States. There is a vast discrepancy when analyzing the recruitment statisitics overseas.
  5. Social Perspective: Both organizations are impacted by societal perspective and reputations. Exxon Mobil’s initiative for sustainability and a “cleaner future” is seen as retroactive and not proactive. This ideal stems from Exxon Mobil’s previous stance downplaying the effects on climate change. The Army is being both proactive and retroactive. Its proactivity is in place trying to ensure that retention standards are upheld to protect the nation but its efforts can be seen as futile and retroactive as many feel there should have been programs or initiatives in place to maintain and grow the retention rates. Now, the Army is finding ways to intice new recuites by offering more enlistment bonuses, location preferences and educational benefits.
  6. Technological Developments: Both companies are centered around the innovation and collaboration provided by technological developments. The technological developments enable both to have a competitive advantage based on recruitments, progression and sustainability.

  Overall, Exxon Mobil would be the company that has a better chance of surviving based on its prioritization of competitive advantage, understanding of supply and demand and value-accretive investments. Of course, the Army is not going anywhere but to fix its recruitment issue the Army must adapt to the demographic of today. The Army should revamp its commercials to be more realistic and showcase what it has to offer that would appeal to a technological centered demographic. Having commercials that incorporate “normal jobs” would help intice potential recruits and aid in the realism that is the Army as a whole. This in turn would also help retention rates after the recuit has completed basic training.-MarjaniBeynon, S. (2024, January 11). Army Sees Sharp Decline in White Recruits. Military.com. https://www.military.com/daily-news/2024/01/10/army-sees-sharp-decline-white-recruits.htmlHurd, C. (2023, October 13). Digital Transformation: Laying the Foundation. www.army.mil. https://www.army.mil/article/270788/digital_transformation_laying_the_foundationOur Approach. ExxonMobil. (n.d.). https://corporate.exxonmobil.com/who-we-are/our-approachWinkie, D. (2023, December 27). Army Recruiting Reform Rolling Along Into 2024. Army Times. https://www.armytimes.com/news/your-army/2023/12/22/army-recruiting-reform-rolling-along-into-2024/