Nobody downloaded yet

Black & Decker - Eastern Hemisphere and the ADP Initiative - Case Study Example

Comments (0) Cite this document
Lancaster is concerned that whereas the Eastern Hemisphere organization is facing brutal competition, the organization lacks the management strength and depth necessary to battle the competition. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98.6% of users find it useful
Black & Decker - Eastern Hemisphere and the ADP Initiative
Read TextPreview

Extract of sample "Black & Decker - Eastern Hemisphere and the ADP Initiative"

Download file to see previous pages Lancaster knows that to beat the competition, the Eastern Hemisphere organization would need to build its own internal capacity which starts from the top, its executives. Black & Decker was fully committed to improving the performance of its Eastern Hemisphere as demonstrated by its commitment to spend nearly $80 million to set up its Singapore headquarters and build factories in Singapore, India and China (Morrison and Black 3). Unfortunately for Lancaster, these growth plans would lead to significant increase in employment opportunities whose large percentage would be for management positions (Morrison and Black 4), which was the Eastern Hemisphere’s Achilles’ heel. From analyzing the intensity of competition in Asia, Lancaster understood that the Eastern Hemisphere would require a new kind of managers, those who freely share ideas and expertise across the company, nurture and develop careers for their subordinates within the organization while remaining fiercely committed to business unit performance. Lancaster’s cause for concern was that there was a major disparity in management styles within the Eastern Hemisphere. Moreover, some of the managers were out rightly bad managers. With so many management styles it would be difficult to effectively execute organizational strategies at the lower levels of the firm. Another concern was the apparent lack of opportunities for growth and development made available to staff members. Lancaster noticed that 70 percent of management and supervisory roles were filled by outsiders (Morrison and Black 4). The ADP would infuse into the Eastern Hemisphere several best practices that would strengthen the management function. First of all the 3600 view would give managers more in-depth knowledge of their employees. With this knowledge they will be able to more effectively assist their staff to grow, develop and attain their career objectives while improving the performance of their business units. For example, from the 3600 view would give managers information which they could use to create better teams, identify employees who were ready for more leadership opportunities and so on. This would reduce the need for seeking managers and supervisors externally since the organization will have identified and nurtured talent from within. Secondly, the entire ADP process increases staff awareness of the 14 different performance dimensions. With increased awareness it can be expected that management and other staff at the Eastern Hemisphere would naturally be motivated to improve themselves which would indirectly lead to an overall better organizational performance. What concerns do Asian managers have about ADP? How substantive are these concerns? Asian managers have numerous concerns about ADP. The substantive concerns are the following: culture, language barrier, heterogeneity of the region and scarce opportunities for development. The non-substantive ones are: managers having limited time to handle ADP, presence of many managers who are used to performing their duties in a certain way and notion that it is too radical a change. These are non-substantive because they are often cited as reasons for maintaining status quo. On the other hand, culture is among the most acknowledged and researched challenges for global business. In Asian cultures subordinates are not to question their seniors. This essentially removes the ability of a manager and his subordinate to be either open or criticize each other. The ADP cannot work without this sincere conversation between subordinates and their superiors. Language barrier is huge especially outside Singapore where almost all countries have their own unique dialect. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Black & Decker - Eastern Hemisphere and the ADP Initiative Case Study”, n.d.)
Retrieved from
(Black & Decker - Eastern Hemisphere and the ADP Initiative Case Study)
“Black & Decker - Eastern Hemisphere and the ADP Initiative Case Study”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Black & Decker - Eastern Hemisphere and the ADP Initiative

Black & Deker-Eastern Hemisphere and the ADP Initiative

...because of trust issue. Apart from that there is no trend of suggesting something to your boss which you think would be better then what he presented. So to break this tradition ADP will play a key role in development of employees professional and work life. Another major reason here is that as ADP system is becoming a new standard in the market so the businesses should move towards standardization rather them getting themselves stuck in the dilemma that whether it will be a wise choice or not. Also by choosing ADP in the Eastern Hemisphere there will be standardize managerial development system throughout Black & Decker...
5 Pages(1250 words)Case Study

Black & Decker - Eastern Hemisphere and ADP Initiative Case

...?Black & Decker - Eastern Hemisphere and ADP Initiative Case Table of Contents Table of Contents 2 What Are Lancaster’s Concerns about the EasternHemisphere Organization? Will ADP Address Those Weaknesses? 3 2) What Concerns Do Asian Managers Have About ADP? How Substantive Are These Concerns? 4 3) What Action Should Lancaster Take and Why? 6 Bibliography 8 1) What Are Lancaster’s Concerns about the Eastern Hemisphere Organization? Will ADP Address Those Weaknesses? Bill Lancaster, the President of the Black &...
5 Pages(1250 words)Case Study

Case IV, Black and Decker International such expansion. In the same way, challenges certainly abound in the process. Question 2 The global expansion strategy has several implications for the organization. The major initial focus should be the integration of all the operations of the Emhart's units into the organization in order to enhance the management process. The new organization structure will have to be redesigned in order to take account of the increased operations and the introduction of new units into the business. In any case, the existing structure of Black & Decker shows that much of the operations are basically classified into functions and geography. There should be a proper hierarchy within the organization in...
6 Pages(1500 words)Case Study

Black & Decker (SWOT analysis)

...?SWOT Analysis Strengths Black & Decker is a global brand which is known as the best for its power tools and accessories. Black & Decker has a strongposition in the home appliances and domestic tools division. The brand is equally popular in Europe and U.S and is ranked among the top ten brands worldwide. Black & Decker has several sub brands which it can be used as strategic option for surviving in the competitive global environment. The brand has been divided into three segments namely domestic, tradesmen and professional industrial segments. Each segment is catered with products that satisfy the customers’ needs and requirements. The...
5 Pages(1250 words)Research Paper

Health Psychology Protocol

11 Pages(2750 words)Essay

Strategic and organization Change at Black & Decker

...and structure innovation. The purpose of this report, is to pursue the question as to why did it take Black and Decker two decades to effect a change in strategy and structure. Black and Decker have been primarily known for power tools .It has been one of the older multinationals initially with operations in Canada and Britain. The company has two well known brands, the Black and Decker Consumer Power tools, and Professional power tools. . Black and Decker have been selling in 100 nations. Revenue has gone in excess of $5 billion, more than half of which the company has been able to...
14 Pages(3500 words)Essay

Black & Decker - Eastern Hemisphere and ADP Initiative Case

...Black & Decker - Eastern Hemisphere and ADP Initiative Case Bill Lancaster, the President of the Black & Decker-Eastern Hemisphere was facing a critical scenario which required addressing. Black & Decker had received commendable successes in the Europe and North America but had been deprived of similar level of success in Asia as well as Latin America. Also, they faced certain challenges in these regions. Bill Lancaster, after his appointment as President in October 1995, wanted to set things right in his region i.e....
5 Pages(1250 words)Case Study

Black& Decker-eastern Hemisphere and the ADP initiative,

...different other parts of the world also. b) Through ADP, Lancaster wanted to actually improve the employee development as he wanted employees in Eastern Hemisphere to be more trained and become more equipped to face the new challenges in terms of stiff competition being faced by the company. He wanted that ADP should contribute towards making employees more responsible and integrated with each other while at the same time become more participatory in nature. Apart from this, by implementing ADP, Lancaster was willing to change the culture of the organization and infuse in employees a new sense of understanding about how things are working at the...
2 Pages(500 words)Essay

Introduction to Organisations and Management

11 Pages(2750 words)Assignment

Commercial Bank of Dubai in the United Arab Emirates

9 Pages(2250 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Case Study on topic Black & Decker - Eastern Hemisphere and the ADP Initiative for FREE!

Contact Us