Bill Lancaster had certain concerns with relation to the Eastern Hemisphere organization and wanted to acquire a clear understanding of the scenario by discussing and seeking views of the existing employees and members of the Management Advisory Council (MAC)…
Download full paperFile format: .doc, available for editing
Download file to see previous pages
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. Eastern Hemisphere. Bill Lancaster had certain concerns with relation to the Eastern Hemisphere organization and wanted to acquire a clear understanding of the scenario by discussing and seeking views of the existing employees and members of the Management Advisory Council (MAC). His prime concern was the fact that he found significant disparity in the ‘management styles’ that existed in the region. He found that certain managerial styles emphasized on employee empowerment whereas, others belonged to old authoritarian method. From his observation he felt that a few managers were bad managers. The other aspect was related to the growth and development of the people as he felt that in this region quite a few people were stagnant in their position. The other crucial matter of concern was with regards to existing process of management assessment as well as development system. They followed MBO-type system which had been discarded in the US a few years before. Bill Lancaster observed that these concerns required immediate addressing in order to not only increase the organizational growth in the Eastern Hemisphere organization but also to instigate human resource growth and development. ...
ADP method of appraisal was observed to be one of the best tools available to provide employees with set goals and career plans similar to MBO process. The added benefit that ADP provided was that it was undeniably superior to MBO in guiding people towards growth prospects. The ADP plan followed six steps appraisal process which was in line with the 3600 appraisal method. This plan worked as immense aid for a manager as they were provided with the feedback about a subordinate who was reviewed by his peers and also by himself. It helped to reduce the burden of evaluation of an employee by a manager and also it provided a varied perspective towards an employee which in the long run helped in building leaders for the future which was greatly required in the Eastern Hemisphere organization. Thus, ADP had undoubted potential to develop people which was a major weakness in the organization. 2) What Concerns Do Asian Managers Have About ADP? How Substantive Are These Concerns? In the US, there was certain skepticism with ADP. The concerns were regarding its acceptability among the employees other than the senior level. It was also thought that the 3600 feedback process will give rise to biasness as popularity of an employee with the managers of would play a major role in getting a good review. The enormities of the process of collecting as well as processing of the feedback were also a major concern. The process was also thought to be devoid of providing any reward for a job done well by an employee. These concerns that were quite substantial in the US were seen to be raised in some form or the other among the Asian managers. The concerns among the Asian managers were that Asian people were generally thought to be averse from criticism
...Download file to see next pagesRead More
Cite this document
(“Black & Decker - Eastern Hemisphere and ADP Initiative Case Study”, n.d.)
Retrieved from https://studentshare.org/management/1415325-black-decker-eastern-hemisphere-and-adp-initiative
(Black & Decker - Eastern Hemisphere and ADP Initiative Case Study)
“Black & Decker - Eastern Hemisphere and ADP Initiative Case Study”, n.d. https://studentshare.org/management/1415325-black-decker-eastern-hemisphere-and-adp-initiative.
Case analysis: the Black Balloon
How difficult is it to cope with an unexpected challenge? Would adjusting to a new responsibility prove tiring and difficult? Is it possible to take complete responsibility of an individual who cannot take care of his own self?
International Case Analysis: Strategic and Organization change at Black & Decker
Question 1: Using the strategic approaches described in CAPSIM, how would you characterize Black & Decker’s international expansion during the 1950’s and 1960’s? What strategy was the company pursuing?
Along with that Lancaster had also worked side by side with the top level managers there and lead various researches working by their side. With this amount of experience on top positions the concerns that bothered Lancaster about Eastern Hemisphere organization definitely had to be significant enough.
Black & Decker - Eastern Hemisphere and the ADP Initiative (A) What are Lancaster's concerns about the Eastern Hemisphere organization? Will ADP address those weaknesses? 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.
It is realized that several opportunities are certainly available for exploration and progress. Nevertheless, the organization has to wade through myriad challenges before it can realize its objectives. All these developments call for a restructuring of the organization in order to provide the perfect ground for effecting these changes.
The national government has assessed the operations of the state of education and has found out a series of problems within the department. The national government was concerned about various problems which were: a) terminating the provisional educators’ contract, b) suspending the scholar transport, c) problems related to the non delivery of text books and other stationeries, c) inferior management of the school nutrition programme, d) vacuum in strategic leadership, e) poor management process, f) poor implementation of financial management structure, g) lack of evaluation and monitoring, h) poor culture, organizational structure and i) fraud in the operational activities throughout the s
Although these factors of non-price competition are important, price competition is particularly critical in times of recession (Annual Report Toyota 2008). If those consumers who have limited means are able to buy more products (particularly consumer durables), that would be an important growth stimulus for the economy.
The author of the paper explains that Bill Lancaster had certain concerns with relation to the Eastern Hemisphere organization and wanted to acquire a clear understanding of the scenario by discussing and seeking views of the existing employees and members of the Management Advisory Council (MAC).
itical to note that Lancaster was also concerned about the lack of job rotation of the employees thus lacking the potential or opportunity to develop themselves for more challenging and diverse roles in future. He was also not satisfied with the way employee evaluation was done