Bilcare is an organization made up of motivated people, who believe in going that extra mile to spread excellence and joy. This is a global leader and an innovation-led packaging solutions provider that partners with the pharmaceutical industry to improve patient healthcare outcomes.
Lost its SparkleA Transformational Leadership and Change Case St.docxsmile790243
Lost its Sparkle
A Transformational Leadership and Change Case Study
Pat Smith, the CEO of the Kent Notions Company (KNC), is facing a dilemma. The company is downsizing due to a change in company strategy. KNC manufactures novelty items in five different states in the US and factories in China and Brazil. They market their products globally through a distribution system of independent novelty retailers and some large chain stores. In past years they have been very successful anticipating market trends and in some cases creating fads. KNC has always been a very nimble company knowing just the right time to jump into a market and when to leave before the market crashes. KNC was not successful in its last venture.
KNC pioneered the Fantasy Bracelet. This was a plastic bracelet with imbedded multi-colored lights which lit up and sparkled as someone moved their arm. It was a hot ticket for several years and was projected to continue selling for many more years to come. What KNC missed was the growth of the affinity bracelet market. Those silicone bracelets that promote causes such as cures for cancer became the rage. Everyone wants to affiliate with a cause. Suddenly the sparkle went out of the Fantasy bracelet and KNCs shelves were full of bracelets that no one wanted. In a serious financial condition, the company has decided to downsize and to concentrate its efforts on novelties that never go out of fashion, such as clown noses, bouncy balls, and kazoos, etc.
Pat first communicated his concerns to the employees about the deteriorating market conditions in an inspirational memo sent to all employees. The memo was intended to curb the rumor mill that the company was in trouble, while at the same time reassuring employees that they would weather this storm and the company would have a different but bright future. There seemed to be no immediate reaction to the memo at all. Pat came into the office one day and looked around and it seemed to be business as usual. From what he could tell there was no discussion going on with regards to KNC and its future or so Pat thought.
Sheila Banks, the Chief Human Resources Officer came into Pat’s office about two weeks later. She had just seen the quarterly turnover report and she was alarmed. The turnover rate had spiked and it was coming from all areas and not just the novelty department. What really concerned her is that a large percentage of the people leaving were there most talented employees. Pat was mystified why had turnover increased and why were people leaving the company even in the areas like finance and operations that would not be effected by any pending changes. Pat called a meeting with his senior staff and the communications people. They had to stop the hemorrhaging or the company would really be in trouble.
The communications group worked with Pat to create a video outlining Pat’s vision of the bright future at KNC that could be shown at employee staff meetings.
...
Bilcare is an organization made up of motivated people, who believe in going that extra mile to spread excellence and joy. This is a global leader and an innovation-led packaging solutions provider that partners with the pharmaceutical industry to improve patient healthcare outcomes.
Lost its SparkleA Transformational Leadership and Change Case St.docxsmile790243
Lost its Sparkle
A Transformational Leadership and Change Case Study
Pat Smith, the CEO of the Kent Notions Company (KNC), is facing a dilemma. The company is downsizing due to a change in company strategy. KNC manufactures novelty items in five different states in the US and factories in China and Brazil. They market their products globally through a distribution system of independent novelty retailers and some large chain stores. In past years they have been very successful anticipating market trends and in some cases creating fads. KNC has always been a very nimble company knowing just the right time to jump into a market and when to leave before the market crashes. KNC was not successful in its last venture.
KNC pioneered the Fantasy Bracelet. This was a plastic bracelet with imbedded multi-colored lights which lit up and sparkled as someone moved their arm. It was a hot ticket for several years and was projected to continue selling for many more years to come. What KNC missed was the growth of the affinity bracelet market. Those silicone bracelets that promote causes such as cures for cancer became the rage. Everyone wants to affiliate with a cause. Suddenly the sparkle went out of the Fantasy bracelet and KNCs shelves were full of bracelets that no one wanted. In a serious financial condition, the company has decided to downsize and to concentrate its efforts on novelties that never go out of fashion, such as clown noses, bouncy balls, and kazoos, etc.
Pat first communicated his concerns to the employees about the deteriorating market conditions in an inspirational memo sent to all employees. The memo was intended to curb the rumor mill that the company was in trouble, while at the same time reassuring employees that they would weather this storm and the company would have a different but bright future. There seemed to be no immediate reaction to the memo at all. Pat came into the office one day and looked around and it seemed to be business as usual. From what he could tell there was no discussion going on with regards to KNC and its future or so Pat thought.
Sheila Banks, the Chief Human Resources Officer came into Pat’s office about two weeks later. She had just seen the quarterly turnover report and she was alarmed. The turnover rate had spiked and it was coming from all areas and not just the novelty department. What really concerned her is that a large percentage of the people leaving were there most talented employees. Pat was mystified why had turnover increased and why were people leaving the company even in the areas like finance and operations that would not be effected by any pending changes. Pat called a meeting with his senior staff and the communications people. They had to stop the hemorrhaging or the company would really be in trouble.
The communications group worked with Pat to create a video outlining Pat’s vision of the bright future at KNC that could be shown at employee staff meetings.
...
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Please answer the following two questionsCurrenciesWha.docxmattjtoni51554
Please answer the following two questions:
Currencies:
What kinds of influence currency have you been exchanging in this relationship? Is the “bank account” for this relationship in the “red” or the “black”? What kinds of influence would be appropriate for building a stronger relationship with that person?
Managing Projects:
What are expectations for a project manager and the stakeholders? In your experience how does the Project Manager include stakeholders in the project? What are your recommendations?
Please note:
This original post must contain a minimum of 300 words. Students must demonstrate critical thinking by paraphrasing the material into their own words (direct quotes should be used in a limited manner as this does not display critical thinking). All statements in the post that are not general knowledge should be cited to their source. Be sure to clearly relate the readings to the lesson concepts. Students may further synthesize this research relating to personal experiences. All citations should be in APA format with a reference listing at the bottom of the post in APA format (be sure to include a link to the website of your current event in the reference listing).
ARTWORK Markus Linnenbrink
EVERYWHEREALLTHETIMEEVERYTHING
2009, epoxy resin, pigments, 20" x 39" x 82"
Spotlight
82 Harvard Business Review July–August 2014
SPOTLIGHT ON THE NEW MARKETING ORGANIZATION
Scott Brinker is the chief
technology officer at ion
interactive. Follow his blog
at chiefmartec.com.
Laura McLellan is a
research vice president at
Gartner, where she focuses
on marketing strategies.
The Rise of the
Chief Marketing
Technologist
IT has become central to marketing, and
many companies are creating hybrid
executives who straddle the two functions.
by Scott Brinker and Laura McLellan
Marketing is rapidly becoming one of the most technology-depen-dent functions in business. In 2012 the research and consulting firm Gartner predicted that by 2017, a
company’s chief marketing officer would be spend-
ing more on technology than its chief information
officer was. That oft-quoted claim seems more cred-
ible every day.
A new type of executive is emerging at the center
of the transformation: the chief marketing technolo-
gist. CMTs are part strategist, part creative director,
part technology leader, and part teacher. Although
they have an array of titles—Kimberly-Clark has a
“global head of marketing technology,” while SAP has
a “business information officer for global market-
ing,” for example—they have a common job: aligning
marketing technology with business goals, serving
as a liaison to IT, and evaluating and choosing tech-
nology providers. About half are charged with help-
ing craft new digital business models as well.
Regardless of what they’re called, the best CMTs
set a technology vision for marketing. They cham-
pion greater experimentation and more-agile man-
agement of that function’s capabilities. And the.
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This time the conference features expert presentations from Oliver Rumpf-Steppat, Head of Product Requirements, Development and Connected Drive US (BMW of North America), Nikhil Gowda, Innovation Project Manager (Renault-Nissan-Mitsubishi Alliance), Susan Shaw, Senior Ergonomics Engineer, HATCI Engineering Design (Hyundai-Kia America Technical Center, Inc.), Jacek Spiewla, User Experience Manager, Advanced Development (Mitsubishi Electric Automotive America, Inc.).
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Currencies:
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Managing Projects:
What are expectations for a project manager and the stakeholders? In your experience how does the Project Manager include stakeholders in the project? What are your recommendations?
Please note:
This original post must contain a minimum of 300 words. Students must demonstrate critical thinking by paraphrasing the material into their own words (direct quotes should be used in a limited manner as this does not display critical thinking). All statements in the post that are not general knowledge should be cited to their source. Be sure to clearly relate the readings to the lesson concepts. Students may further synthesize this research relating to personal experiences. All citations should be in APA format with a reference listing at the bottom of the post in APA format (be sure to include a link to the website of your current event in the reference listing).
ARTWORK Markus Linnenbrink
EVERYWHEREALLTHETIMEEVERYTHING
2009, epoxy resin, pigments, 20" x 39" x 82"
Spotlight
82 Harvard Business Review July–August 2014
SPOTLIGHT ON THE NEW MARKETING ORGANIZATION
Scott Brinker is the chief
technology officer at ion
interactive. Follow his blog
at chiefmartec.com.
Laura McLellan is a
research vice president at
Gartner, where she focuses
on marketing strategies.
The Rise of the
Chief Marketing
Technologist
IT has become central to marketing, and
many companies are creating hybrid
executives who straddle the two functions.
by Scott Brinker and Laura McLellan
Marketing is rapidly becoming one of the most technology-depen-dent functions in business. In 2012 the research and consulting firm Gartner predicted that by 2017, a
company’s chief marketing officer would be spend-
ing more on technology than its chief information
officer was. That oft-quoted claim seems more cred-
ible every day.
A new type of executive is emerging at the center
of the transformation: the chief marketing technolo-
gist. CMTs are part strategist, part creative director,
part technology leader, and part teacher. Although
they have an array of titles—Kimberly-Clark has a
“global head of marketing technology,” while SAP has
a “business information officer for global market-
ing,” for example—they have a common job: aligning
marketing technology with business goals, serving
as a liaison to IT, and evaluating and choosing tech-
nology providers. About half are charged with help-
ing craft new digital business models as well.
Regardless of what they’re called, the best CMTs
set a technology vision for marketing. They cham-
pion greater experimentation and more-agile man-
agement of that function’s capabilities. And the.
Telecom Customer Experience Management - An Analytical Approach for Simplific...Communications 2025
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Abstract: Customer Experience Management (CEM) can be a highly complex, resource intensive, and at times, a ‘leading to no-where’ program. However, it is imperative for Communication Service Providers (CSPs) who are deeply affected by value-chain shifts, disruptive innovations, and the inherent complexity of their operations. While there are some genuine efforts, there exists a significant amount of cosmetic effort in the name of CEM, evident in global survey reports. This has resulted in the perception that CEM is merely a buzzword. One of the reasons behind this lies in the inherent complexity of the subject. A constructive way to address this is by simplifying the approach. This would ensure a scientific and analytical step-by-step process that may be monitored, controlled and tailored, to suit organizational goals and next financial year’s strategy. This paper discusses an analytical approach towards a CEM construct which can be designed, developed and executed as an eight-stage program by CSPs.
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Interview with Marc Setzen, Klöckner Pentaplast GmbH / Germany
1. Interview
Klöckner Pentaplast GmbH / Germany
Marc Setzen
Vice President Operations, Europe & Asia
Prior to the Global ManuChem Strategies 2014, we spoke to Marc Setzen, Vice President Operations,
Europe & Asia, Klöckner Pentaplast GmbH / Germany
we.CONECT:
In your opinion: What are the main
current
challenges
and
trends
regarding
management
and
optimization of chemical production
and what are the specific challenges
related to your company?
Marc Setzen: I would not call it a trend
but it seems that people need motivation
and empowerment to unleash their full
organizational potential. To motivate and
foster the working people becomes a
growing challenge in management,
especially in regards to retention and
attraction of talents.
we.CONECT:
Looking to volatility in commodity
markets, which role plays operations
management, specifically S&OP and
plant capacity management?
Marc Setzen: Commodity markets are
mainly cost driven as certain quality
levels are given; hence if you want to be
cheap you have to be cheap. Bearing
this in mind it becomes even more
crucial to do things “First time right”.
S&OP does help to become more
predictable and to gain reaction time,
which is substantial for leveled
production.
we.CONECT:
Do you use and / or plan to implement
new technologies like MES, Big Data
& Cloud Technologies?
Marc Setzen: No, not up to now at
Klöckner Pentaplast.
we.CONECT:
Do you use mobile technologies to
optimize operator management and
operator mobility?
Marc Setzen: No, not yet.
we.CONECT
Which role plays the topic critical
infrastructures in relation to cyber
security in your plant?
Marc Setzen: Well, in the past years
shop floor IT was not really a focus but it
becomes clear that new measurement
and control systems do require different
infrastructure. This is why it is a growing
topic for us.
we.CONECT:
According to your presentation
“Getting it right – Use of Human
Capital as a Competitive Advantage in
Process Industries”, could you briefly
introduce us to the project and what
is important about this topic?
Marc Setzen: The presentation is
supposed to give a live example on how
it is possible to create value with existing
resources by managing the key driver of
all improvement activities and value
creation steps in the right way: human
capital.
An
established
learning
organization is a sustainable asset to
value creation and a source for
outstanding results, but it is still pretty
rare in the industry.
we.CONECT:
How different will the Chemical
Operations/Manufacturing of the year
2020 be from today’s ones?
Marc Setzen: I strongly believe that the
current path of automation and control
will have the same effect on operations
than electronics had on cars and car
mechanics.
However, for me it will be more an
evolution than a revolution.
we.CONECT:
Thanks a lot for this interview!
Interview Partner: Peter Haack and
Marc Setzen.
Marc Setzen is currently Vice President,
Operations Europe & Asia of Klöckner
Pentaplast GmbH. He received his Chemical
Engineering Diploma from University of
Aachen in 1997 and his Executive MBA from
the ESSEC-Mannheim Business School in
2010. He worked at Hutchinson Sealing
Systems, Polyone, IAC and nkt cables in
various positions
and was Senior Vice
President Central Europe before leaving to
work for Klöckner Pentaplast in 2011.
Global ManuChem Strategies brings together
industry leaders to discuss the current state of
the industry, the impact of new regulations and
the challenge to increase efficiency in chemical
operations and technical assets.
Information about the event and
we.CONECT can be found at:
http://production-chemicals2014.weconect.com
about
Contact:
Henry Fuchs
Managing Director / Product Management &
Marketing
Phone: +49 (0)30 52 10 70 3 – 44
Fax: +49 (0)30 52 10 70 3 – 30
Email: henry.fuchs@we-conect.com
we.CONECT Global Leaders GmbH
Gertraudenstr. 10-12
10178 Berlin, Germany
www.we-conect.com