Levi Strauss & Co suffered from poor leadership right at the executive management level. Robert Haas as the CEO of the organisation, seem to lack assertive and directive decision making skills at a senior level. He involved everyone in all decision making which degenerated in endless meeting and no successful outputs. R. Burke: 2013: 340 explains types of decision making continuum that can be used in leadership: 1. Autocratic (Non Involvement) – This type of decision making team members are not consulted, not their view is considered.
It effectively links supply chain partners to achieve breakthrough performance in satisfying end-customer needs and provide feedback regarding customers’ needs and the supply chain’s capabilities (Wisner, Tan & Leong, 2008).Indicators of supply chain performance have an important role to play in setting objectives, evaluating performance, and determining future courses of actions (Lee, Kwon & Severance, 2007). Despite the increasing amount of attention paid to Supply Chain Management(SCM) by many companies across the globe, failures in effectively implementing SCM practices still exist. One of the main reason organization fail to successfully implement SCM is because the organization fail to link between SCM dimension and the organization's performance.Sink and Tuttle (1989) claim that you cannot manage what you cannot measure. There are many performance measures given but to identify the appropriate performance measure for the analysis of supply chain might be a challenge for the organization (Anant Deshpande,
A result of the Kraljic portfolio model is that many researchers have tried to advance the model in order to make it better. No major academic breakthrough has really replaced the model, why it is still seen as relevant. Caniëls, M., Gelderman, C., (2005), However, in contrast with a growing acceptance and usage, purchasing portfolio models have become the target of severe criticism. Some argue that the complexity of business decisions does not allow for simple recommendations where as Some find the Kraljic approach counterproductive providing recommendations either to exploit power (Olsen and Ellram 1997).How could one deduce strategies from a portfolio analysis that is based on just two basic dimensions (Heege 1981; Dubois and Pedersen 2002)?. Another critique, Cox (1997) sharply condemned purchasing portfolio approach by mentioning that these portfolio model’s major weakness is that the methodology ‘‘does not provide us with any proactive thinking about what can or should be done to change the existing reality of power.’’Also, there has been not enough evidence to show up how these portfolio models effect the overall performance of the organization in terms of profit and other metrics,which this thesis looks
In the past, the MD, with his towering presence and proximity, was always available for clarification and direction and played a crucial role in issues related to discipline. New arrangement created lots of ambiguity due to communication distance between the local operations and headquarter. All this resulted in slow decision making, across all the functional levels due to hierarchy and bureaucracy. Workers felt low accountability and power due to the concentration of all the power at the unit level. This led to some disciplinary issues as well.
Examining the company’s current market demands, innovativeness in bridging the existing communication breaks between the company and its customers and also with its staff, implementing new human resource management strategies, carrying out timely studies to identify plans and practices that are not viable. The current market which consists of both the government and non governmental entities is particularly unhappy with the worsening quality of Airs and parts. However, without an effective team to manage these aspects, your company will never grow or will ultimately
The difficulty of motivation management lays on the issue that motivation is not a tangible asset and cannot be easily controlled and distributed among employees similar to salary or wage form (Latham, 2012). Many factors can play a big role in boosting or falling of employee motivation. Emotions and feeling have been overlooked in the early period of management science, but through times, it has been identified the although motivational drivers are more or less similar for the majority, their responses to the different drivers, experiencing these motivational drivers are not the same and does not spread equally. As times goes by several motivational theories presented such as Frederick Taylor`s theory of scientific management; Maslow`s needs hierarchy theory; Herzberg`s motivation-hygiene theory and dual factor theory; expectancy theory etc. in order to assist mangers identification and manipulation of motivation
Although Six Sigma frameworks has proven to works really well for most company, some companies may find that Six Sigma framework is too rigid or impractical to measure the quality of their operations. As stated by (Chakravorty, 2010), Six Sigma application is used on all phases of the production process, it may cause rigidness due to the red tape involve that will then create delays and suppress creativity. Additionally, the company may rant into an issue of focusing too much on their customer, whereby the appropriate quality control measures were not implemented because the Siz Sigma frameworks focuses too much on customer
For strengthen communication, attempts have been made in the past in the past with staff through line manager led briefing. Hoverer, due to the lack of interest of the middle managers and their unwillingness, the system was not implemented properly, thus resulted in ineffectiveness in overall operations. However, considering the current situation of the company system of line manager led employee team briefing can cater many benefits to the company, therefore Christine Williamson should make efforts in order to implement the system and should educate the middle managers of its benefits in order to reduce resistance, HR is facing in implementing the system of line manager led employee team
15 Reasons you are failing at Content Marketing It is often revealed from the experts’ opinion that many companies fail to execute a proper content marketing campaign. Though it seems easy to achieve success over content marketing, it involves complex issues that hinder success and lead to major failures at content marketing campaigns. Therefore, it is evident to have a proper documented plan and a strategy before launching a campaign. A few flaws commonly noted among various companies, can drag you down by ruining all your efforts. It is not that you are doing it just for the sake of doing it.
(2007) asserts that it is no longer enough for employees to be nice and helpful in the service encounter, more specific brand-oriented behavior of employees is needed to create a more consistent and distinguished brand communication in the service industry. Internal branding processes have been affirmed to remedy a lack of on-brand behavior among employees (Punjaisri et al. 2009a; Foster et al. 2010; Punjaisri & Wilson 2011). It is however not always easy to implement a successful internal branding process since it may prove to be both complex and costly.