Peter Thompson, semiconductor analyst announced his receiver an offer from one of RSH’s competitors
Stephen had a critical position to fill & to recruit a suitable replacement of Peter Thompson the star analyst
Peter Thompson, semiconductor analyst announced his receiver an offer from one of RSH’s competitors
Stephen had a critical position to fill & to recruit a suitable replacement of Peter Thompson the star analyst
Detailed study about the case study. SWOT analysis of the Industry, Explained about Porter's Five forces related to the Industry. Also, includes managerial parts and overall Learning about the case. It includes Management Recruitment process.
On the occasion of CII 1000 Visionary SME Programme Launch on 17th July 2013 in New Delhi, Pravesh Srivastava, Group President for Excellence in Manufacturing and Education, Anand Automotive Limited shared the success story. With learnings from VSME we have started our own "SSI Sahastra SME Institute". Under the leadership of Mr Deep Anand we have dedicated team of more than 150 managers and 250 engineers to transform our tier 2 companies in 3 years. We will also help other companies through CII to develop their SME's to achieve the target of 1000 SME's in next 3 years.
For more information, please contact p.girish@cii.in
Apple INC.: Managing a Global Supply ChainAyesha Majid
As part of her analysis of Apple’s stock, she wanted to look at the company’s supply chain to see if she could gain some insight into the pros and cons of Apple as a key holding in BXE’s fund. When. Apple Computer was founded on April 1, 1976, by Steve Jobs, Steve Wozniak and Mike Markkula to manufacture and distribute desktop computers.
Greg James at Sun Microsystems, Inc. (A)
Greg James, a global manager at Sun Microsystems
To resolve a serious customer system outage as required by a service agreement
Sets out to meet with his entire member in customer implementation team spread across India, France, UAE, and US
Rather than finding a immediate solution to the rapidly escalating customer situation that motivated his trip, he finds himself facing distributed work.
Interpersonal Conflict and management issues in global collaboration are threatening to unravel his team.
Greg James at Sun Microsystems, Inc. (B)
This case updates the steps Greg James took to solve the problems that instigated the crisis.
Greg James solves the problems involved in his team's breakdown and creates team cohesion to help them function together effectively.
Allentwen material corporation - Electronic product divisionSaurabh Arora
Introduction
Leading manufacturer of speciality glass
Eight Line Divisions
First Company to establish an Industrial Research Laboratory
Marketing & R&D the strongest functional areas
Average growth of 10% a year
Electronics Product Division
Manufactured high quality electronic components
Initially, Business was from military market
Shifted to Commercial Market in late 1980s.
Growth in commercial market leading to high competition.
Current Scenario – (July 1992)
What can be done -
As it was seen Rogers has not been an effective leader, there is a need for training for him in more instructing management style
Rogers should remove himself from product development team and focus more on resource allocation
Team comprising for new product development should have employees from all the functions i.e. – it should be cross-functional
Sales team should be incentivized for bringing additional revenue for the company. It should have a dual salary structure – less fixed and more variable (commission)
More freedom needs to be given in budget allocation
More trainings about the specifications of the products(capacitors and resistors) should be provided
More team activities should be there so that trust and relation can be built amongst the teams
For fostering collaborative thinking, a common integrated system should be developed wherein feedback from the clients regarding product specification and product quality should be updated without any delay
Detailed study about the case study. SWOT analysis of the Industry, Explained about Porter's Five forces related to the Industry. Also, includes managerial parts and overall Learning about the case. It includes Management Recruitment process.
On the occasion of CII 1000 Visionary SME Programme Launch on 17th July 2013 in New Delhi, Pravesh Srivastava, Group President for Excellence in Manufacturing and Education, Anand Automotive Limited shared the success story. With learnings from VSME we have started our own "SSI Sahastra SME Institute". Under the leadership of Mr Deep Anand we have dedicated team of more than 150 managers and 250 engineers to transform our tier 2 companies in 3 years. We will also help other companies through CII to develop their SME's to achieve the target of 1000 SME's in next 3 years.
For more information, please contact p.girish@cii.in
Apple INC.: Managing a Global Supply ChainAyesha Majid
As part of her analysis of Apple’s stock, she wanted to look at the company’s supply chain to see if she could gain some insight into the pros and cons of Apple as a key holding in BXE’s fund. When. Apple Computer was founded on April 1, 1976, by Steve Jobs, Steve Wozniak and Mike Markkula to manufacture and distribute desktop computers.
Greg James at Sun Microsystems, Inc. (A)
Greg James, a global manager at Sun Microsystems
To resolve a serious customer system outage as required by a service agreement
Sets out to meet with his entire member in customer implementation team spread across India, France, UAE, and US
Rather than finding a immediate solution to the rapidly escalating customer situation that motivated his trip, he finds himself facing distributed work.
Interpersonal Conflict and management issues in global collaboration are threatening to unravel his team.
Greg James at Sun Microsystems, Inc. (B)
This case updates the steps Greg James took to solve the problems that instigated the crisis.
Greg James solves the problems involved in his team's breakdown and creates team cohesion to help them function together effectively.
Allentwen material corporation - Electronic product divisionSaurabh Arora
Introduction
Leading manufacturer of speciality glass
Eight Line Divisions
First Company to establish an Industrial Research Laboratory
Marketing & R&D the strongest functional areas
Average growth of 10% a year
Electronics Product Division
Manufactured high quality electronic components
Initially, Business was from military market
Shifted to Commercial Market in late 1980s.
Growth in commercial market leading to high competition.
Current Scenario – (July 1992)
What can be done -
As it was seen Rogers has not been an effective leader, there is a need for training for him in more instructing management style
Rogers should remove himself from product development team and focus more on resource allocation
Team comprising for new product development should have employees from all the functions i.e. – it should be cross-functional
Sales team should be incentivized for bringing additional revenue for the company. It should have a dual salary structure – less fixed and more variable (commission)
More freedom needs to be given in budget allocation
More trainings about the specifications of the products(capacitors and resistors) should be provided
More team activities should be there so that trust and relation can be built amongst the teams
For fostering collaborative thinking, a common integrated system should be developed wherein feedback from the clients regarding product specification and product quality should be updated without any delay
1. SYNDICATE 5
The life drama of Kana
M.Ridwan - 29112555
Machadi Dhana – 29112303
M. Khadafi – 29112324
Pedro Putu Wirya – 29112565
Seto Kusparyanti – 29112306
Yuliani Dewi – 29112321
Rahdianto Maulana - 29112554
2. Apa problem yang dihadapi?
Problem secara individual
Kurangnya mendapat apresiasi dari perusahaan
Ekspose ke atasan kurang
Tidak puas dengan kelakuan bosnya
Mengklaim hasil kerja keras
Kurang dapat menjual kemampuannya
Tidak mampu mengkomunikasikan idenya
Kejenuhan dalam pekerjaan
Rutinitas keseharian
Rumput tetangga selalu lebih hijau
3. Problem secara Organisasi
Corporate culture
Sistem penilaian & penghargaan terhadap karyawan yang tidak bagus sehingga supervisor
dapat mengklaim pekerjaan bawahannya dengan mudah.
Sistem rotasi
Pemberian kesempatan kepada karyawan untuk mengembangkan kemampuan karyawan di
lingkungan kerja yang baru.
4. Mengapa terjadi ?
Komunikasi horizontal dan vertikal kurang terbangun
Corporate culture yang tidak menampung prinsip keadilan dalam penilaian
karyawan
Feedback terhadap kinerja atasan
Sistem rotasi karyawan yang tidak berjalan dengan semestinya
Pembangunan soft skill karyawan di luar kemampuan teknis yang kurang
5. Saran
Komunikasikan dengan atasan yang lebih tinggi mengenai concern yang dihadapi
Diskusikan lebih detail dengan Rudi mengenai rencana jangka panjang
Tetap mencari kesempatan pekerjaan lain
Meningkatkan kemampuan soft skills
Meningkatkan sistem manajemen pada perusahaan yang bersangkutan (untuk
masalah sistem penilaian & penghargaan dan rotasi karyawan)
BERDO’A dan Sholat Istikharah – Manusia hanya bisa berusaha takdir ditangan Yang Maha Kuasa
