MBA Knowledge Base

Organizational Health – Concept, Dimensions, and Characteristics

The concept of organizational health was first put forward in 1969 by Matthew Miles. Miles suggested a model for organization health analysis of schools, and defined the healthy organization as one that does not survive only in the environment it exists, but also constantly develops in the long term, improves its coping and surviving skills. In general, organization health is expressed as the capabilities possessed by an organization to adapt to its environment successfully, create cooperation between its members and achieve its targets. According to another definition; it is such an organization that supports organizational success, environment, employees’ welfare and happiness with its authority structure, values system, norms, reward and sanction systems. The Organization Health Dimensions Developed by Miles According to the model brought forward by Miles, dimensions of the organization health may be summarized as follows. 1. Task Needs Dimension 1. Objective-Focus: The objectives are easily understandable, acceptable and achievable Continue reading

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Organizational Health Approach – Building a Strong Workplace

Organizational health accounts for a holistic approach to determining a firm’s ability to achieve business success. It focuses on the organization’s strategy, operations, culture, and leadership. In a healthy organization, good culture and practices provide a conducive environment that promotes organizational progress and employees’ health and safety. Healthy organizations start from a perspective targeting prominence by using the primary preventive approach. It majors on a positive attitude that provides solutions to challenges at all levels. There are four considerable factors in a healthy organization, including individuals, groups, the organization, and inter-organizational interactions. Business success relies on maintaining a healthy organization that promotes the psychological well-being of the employees through strategies such as role crafting. At the individual level, a healthy organization offers an opportunity to improve the employees’ psychological health. This intervention enriches the workers’ jobs and motivates them by providing feedback and giving them participation opportunities. At the group Continue reading

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Participative Management – Workers Participation in Management

Participative Management is a sophisticated concept in the modern managerial world. Participative management or worker’s participation in management means giving scope for workers to influence the managerial decision-making process at different levels by various forms in the organization. Participation in the decision-making process helps to achieve greater job satisfaction on the part of the employees and higher production on the part of the organisation. The workers can be motivated more effectively through non-monetary incentives than through monetary incentives. It is observed in recent times that participation is one of the best non-monetary Incentives. If the organisation applies the participation schemes properly, it is believed that it will be able to improve the production and productivities of the different factors of production. At the same time it serves as a motivator and satisfaction to the employees by meeting their ego needs. Participative Management is the process of involving subordinates in the decision-making Continue reading

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Case Study on Entrepreneurship: Larry Page

The Google Guys: Inside the Brilliant Minds of Google Founders Larry Page and Sergey Brin by Richard L. Brandt is a guidebook to the inner workings of Google’s founders. Brandt examines the key characteristics that has led Google co-founders, Lawrence Page and Sergey Brin through their progression and subsequent success. The Google Guys explores the beginning of their venture while they were graduate students at Stanford University and through the obstacles that they encountered as they built their empire. Page is scientifically and academically oriented with an undergraduate degree in engineering from the University of Michigan and a Master of Science in computer science. During his doctoral studies at Stanford, he developed BackRub which was the antecedent of PageRank, a complex algorithm that analyses and ranks websites based on quantity and quality of backlinks or website links to another website. PageRank is analogous to citations used in research where a reference source that Continue reading

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The Boundaryless Career: Modern Contemperory Perspective on Career

Organizations cannot exist without managing the development of individuals that comprise their people. People in organizations are individuals who seek to find work situations and developmental opportunities which suit their needs. Thus, a career has been defined as the sequence of employment-related positions, roles, activities and experiences encountered by a person. As this definition suggests, a career is not simply an occupation but a personal sequence of employment-related events. As such, it may include self-employment and freelance work, as well as education and leisure activities that relate to a person’s work-life in some way. It is also closely related to the non-work aspects of a person’s life upon which it impinges. However, in a world rapidly modernizing, the boundaryless career captures the idea that careers are not tied to (or bound to) a single organization and that people will have a variety of work experiences in different organizations over the Continue reading

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How to Meet Costa Rica’s 2026 VASP Requirements Without Expanding Headcount

Costa Rica and Panama attracted many crypto startups under minimal regulation. Company formation alone was enough to operate. But this lack of oversight blocked access to traditional banking. Costa Rica passed Ley 10961 in May 2026 to meet FATF Recommendation 15. The law takes effect on September 19, 2026. Virtual Asset Service Providers (VASPs) must register with SUGEF. Each VASP must implement an AML-CFT program. This reform opens access to banking partners. It also creates compliance costs that strain early-stage startups. The Cost of Compliance Ley 10961 does not exempt small companies. VASPs must appoint a compliance officer and submit regulatory reports. A full-time compliance team creates three problems for startups: Cost: A Chief Compliance Officer costs more than $200,000 per year in major hubs. This figure excludes equity and benefits. Time: Hiring a qualified compliance executive takes months. This delay risks missing the September 2026 deadline. Inflexibility: Fixed salaries Continue reading

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