The original (set-up) team: Susan and two classmates are confirmed technicians but they don’t have management skills. Because of this technician background, there is not internal strategy and business orientation. That’s why they need to externalize their business growth strategy to external strategic services…
In this scenario, InterClean, had a plan in place that would assist the sanitation company in increasing its profitability. In doing so, there was a possibility of having to completely restructure the sales teams and marketing strategies that were already in place. The CEO of InterClean, David Spencer, is a middle aged businessman, who remains focused, and is completely driven in his efforts to ensure that this cleaning company increases its growth to become a leader within the sanitation industry. Initially, David and his team proposed a new service focus that entailed being the first within the industry to expand their cleaning company by introducing an all-inclusive service. While this is a great opportunity for growth, a huge concern is that the current sales team at InterClean is not knowledgeable on the current sanitation regulations, based on legal and environmental requirements. Because of this, Janet in HR began to work on screening new sales hires that had existing sales experience, which caused the existing employees to feel threatened for their job security. However, with the company headed in this new direction, mandatory training would take place for all employees, in hopes for boosting morale. As employees began to start rumors about the changes, the morale began to drop and they felt there was no long time employee loyalty.…
The planning was not done appropriately or was it effective. There were questions that were unanswered because they were not asked. The executives took it upon themselves to make all decisions without consulting with the employees who this would affect. The purpose of the integration of these three groups was done so that they could form an entity that would be able to with stand the economy and the insurance companies and with the payout on insurance claims decreasing significantly this is something they felt they had to do. They needed to change the scope of the business but did not consult any of the employees about what they thought. Not only did they encounter changes in their roles and responsibility but they had new people to report to, the name of the organization changed and modifications had to be done they had to contend…
In the mini-case Building Shared Services at PR Communications Vice President of IT, Vince Patton, is faced with the task of creating a single customer service center for the company. The case starts off with Vince firing the four divisional CIO’s, stating that “We don’t need any of you anymore. I’m creating one enterprise IT organization, and there’s no room for any of you.” (McKeen, p 127). Ross Roman, founder of PR Communications, then gives Vince the opportunity to completely turn around the IT department and has given full support to any of Vinces projects. This puts a lot of pressure and responsibility on Vince to complete this difficult task.…
Regina Company Inc. was known as a complacent slow-growth company and was dominated by Hoover and Eureka within the floorcare industry. Donald Sheelen was a promising young individual when he was hired first as the head of the marketing division in Regina, and then became its president. Shortly after becoming company president, Sheelen set out to make Regina the industry’s number one company and repeatedly vowed to “bomb” Hoover, the number one firm in the industry at the time. Sheelen expanded Regina’s product line and started an aggressive advertisement campaign to promote Regina’s products over Hoover’s. His strategy paid off, as Regina’s profits grew substantially, and after Regina went public, its stock price soared by nearly 500 percent, making Sheelen and the company’s other principal stockholders millionaires many times over. However, it turned out that the impressive financial figures released by Regina after it went public were fabricated by Sheelen. “Instead of a growth company with bright prospects, Regina was a dying company mired in mounting losses.” The major reason behind Regina’s financial difficulties was the poor quality of its new products, which resulted in a reported 50 percent customer return rates. After realizing that Regina was in a deep trouble, Sheelen, with the help of Regina CFO Vincent Golden, came up with several illicit accounting schemes to keep the company’s stock prices at a high level. In addition to significantly understating customer product returns and company’s cost of goods, they recorded bogus sales to inflate sales revenues, and implemented a so-called “ship-in-place” booking scheme. After realizing that he could no longer conceal the company’s deteriorating condition, Sheelen decided to let the public know of the company’s dire financial condition. Although Sheelen and Golden initially blamed the computer system for errors, they later pleaded guilty to federal mail and security fraud charges in 1989. Sheelen…
Interwest Healthcare Corp. is a non-profit organization. This organization has not been doing well in the healthcare industry for the last couple of months. Interwest’s CFO found that the employees are not giving full concentration while data entry. Interwest continuously making wrong report and for this reason it deprived of getting federal funds from Government, which is a huge loss for them. The CFO Mr. Sing addressed the problem and managed a meeting with the employees including the CEO in order to fix the problem; but, the result is zero. Moreover, the employees said Mr. Sing is not taking care of patients. The CEO feels pressure do not maintain the commitment he made with the high authority of the company. Finally, in order for properly manage the company; the CEO hired a consultant with respect to get a constant decision that arises daily.…
The majority of the issues can be attributed to how Dick Eaton has allowed himself to be uninvolved in the critical operations for 10 years as LFI has grown and evolved throughout the years. Several employees have been hired and quit or moved on, and with the growth and evolution of the companies, their job responsibilities have changed. None of the personnel in their jobs have delineated what their job entails nor any set of billet description so that their replacements can understand where to start when being hired. This is especially apparent when Dick is attempting to hire a replacement in logistics but is struggling with hiring the “Heather of 2000” or the “Heather of 2004” (Hitt et al., 2011, p. 574).…
CareGroup's IT operating expenses and IT capital expenditures are significantly lower than other similar hospitals in the industry. While this has been a source of admiration at CareGroup, it also calls attention to the fact that the company has not given the proper attention to maintaining its network hardware. In a similar vein, CareGroup also relied on one person to maintain its network. Was this an effort to further reduce the IT budget or was it a simple organizational…
The details within the case description give us the main points, but our remedy for the company’s problems rely on some facts that are derived intuitively. These facts are in regards to the organization’s structure, employees, and management. As for the structure of management, we assume that Denver Department Stores is governed by…
Difficult decisions are necessary for the Peachtree Healthcare leadership team, including the Chief Information Officer (CIO), as they discuss issues associated with the company’s deteriorating information technology (IT) structure. Before deciding on whether the change should be organization-wide at once or department-by-department, the team must consider and include doctors’ and other vested parties’ opinions.…
The case “CareGroup” prepared by the Harvard Business School recounts an astonishing tale of how the health-care company CareGroup’s leading state-of-the-art information technology (IT) systems had abruptly collapsed for three and a half days, what actions they took to recover, and the invaluable lessons learned through them.…
Satyam case especially shouts out loud this same point. Satyam failed because none of its link in Satyam –business chain thought it was his/her responsibility to proactively look into the black smoke passing over the Satyam. Or at least, everyone was so sure of their success story and busy in making of Satyam that nobody was lousy enough to check what is going at the backstage.…
What should the firm’s top executives, including Michael Breyer, have done differently to retain Lisa?…
The Ice Cream Division of Chattanooga Food Corporation had shown declining sales for 5 consecutive years through 1996. That was the year that they lost their third largest customer, Stay & Shop. A turn around had to take place but the Ice Cream Division leadership was unsure how to accomplish this. The division was run by Charlie Moore, grandson of the company founder. Charlie was a very democratic leader but had major issues controlling and leading his team of vice presidents. The team was very dysfunctional considering they did not trust each other, had open conflict that was often malicious and mostly unproductive, a very apparent lack of commitment to work with each other, and the biggest issue appears to be avoidance of accountability. Moore had to get his team on the same page and quickly. Each management team member has their own issue with the other team members. Moore needs to publicly put the loss of Stay & Shop in the past and let everyone on the team know that it is all of their responsibilities to get together and become a functional team to make sure that no other business is lost. He needs to leverage this as an opportunity to finally build his team in a way that functions as needed but also in a way that he can ultimately manage in a style he is comfortable with. This paper will examine the problems with the team and propose how Moore can get this accomplished.…
The omnivore’s dilemma is a clever twist on a dilemma we face each day. What should we have for dinner? Since humans are omnivores, they can eat whatever they please. All of the things that people could eat have the potential to affect both the individual and our world. Having to take into account these implications is where the dilemma arises. The omnivore’s dilemma is that the choices we make regarding food have consequences. In my personal life the question “what should I have for dinner,” comes up a good amount of time. Although this is a popular question in daily life, I have yet to question how what I eat affects the world. We all ponder whether or not to eat that unhealthy pizza, but how does this effect the world? The main question Pollan raises can be resolved through cultural influences.…