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Case Study analysis - Essay Example

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In the first company, all the manager cared about was results without any regard to the employees concerns. The manager transfers the same management style to Perot system and the style fails…
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Case Study analysis
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Download file to see previous pages An organization without a vision, mission, purpose and values is doomed to fail. It is hard for such an organization to be able to set their goals and objectives. The organization has no defined future and does not know what it exists to do. Vision, mission and values help an organization to have common goals and objectives in an organization.
The management expects to maximize the level of their profits. They also expect to lower their operating costs. Considering the level of competition in the industry, the management expects to have a viable benefit over their competitors. The management also expects to have the right people for the job.
They expect to be treated with respect and dignity. They also expect the company will produce products of high quality that will meet their needs. The customers expect the company will have the recent technology to improve their efficiency.
There is a rapid change of technology, and the company does not want to adopt the new changes. The companies’ workforce has also changed with time as well as their needs. The company has to adapt to the changes and learn the needs of its workforce in order to keep them satisfied in the job. The company also needs to learn the changing needs of the customer in order to remain competitive in the market.
The manager (Meyerson) moral development is within the stage of the social contract. Meyerson values different opinions and the rights of employees. The manager believes that the organization should adopt policies that lead to the satisfaction of the majority of workers. The manager has come up with new management styles that lead to the satisfaction of the majority of the employees. Meyerson has opened the communication channel in the organization for employees to access him directly. He has also embraced the problems of the workforce as problems of the whole organization. (Robbins, 2005)
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