Que Technology Solutions Issues - Case Study Example

Title: video business case report Name: Institution; Date: Lecturer: Executive summary Que Technology Solution is a company that is well established in the business industry. This business operation is unstructured and the chief executive officer (C.E.O) known as Wallen is at ease moving around the different departments engaging with people in the company. Though having no discussion, he works together with the staff so as to come up with the appropriate organization solution. The companies C.E.O focuses mostly on the inward of the organization, then, appoints other people to interact with the customers. The CEO spends three to four weeks in different offices, trying to identify the staffs capabilities and challenges they are facing. An example is when help is needed in the office, the C.E.O volunteers and works tirelessly to give a solution to the challenge. In addition, the C.E.O leads by example by spending much time participating in anything necessary, required in the office (Herxberg et al., 1959). One of the projects the company has been working on is to try and retain its workforce and coming up with ways in which people will enjoy or have fun at the work place. The fact that the business is grown means there is a demand for improvement on data consistency to give the company a good reputation of high level of support. Notably, consistency approach is a data model that ensures that data given by customers is safe (Stiglitz, 2002). This has changed the company operations from regional operations to global operations. Moreover, it has enabled the company to be more diverse hence having a total number of 22 regions that have different number of ethnic groups and location diversities. During the 2008 global crises the company has been working hard to come up with a long term solution for the people ensuring that the company is able to sustain its customers. Issues Some of the company issues outlined in the report include; one, the company C.E.O is able to work anywhere, anytime as he pleases the times he is available in the company. This shows that there is no specialization of tasks in the company thus, making it impossible for the people, to utilize their talents and capabilities well. An example is in the case where the C.E.O works for 3 to 4 weeks in an office. Secondly, the company’s way of operation is not structured. In this regard, there is no level of administration or a communication network. Communication between the people in the company is done by the C.E.O. This indicates the existence of a poor chain of command especially in division of tasks. Thirdly, the C.E.O does not interact with the customers directly. Instead, other people take the responsibility. Fourth, the ability of the C.E.O to work on everything necessary shows that there is chance for other employees to improve their skills and take up leadership positions. In addition, the realization of globalization may result to the company being affected by global crisis. The company could learn in future debt, if financial crisis is not rectified. Lastly, retention of the work force in the company to some extent could be dangerous thus, closing doors for new inventions and opportunities. Causes The cause of the above issues may be first, lack of expertise in the company, allowing anyone to take over a task without specialization. Secondly, the company being non structural may be caused by the lack of a working chain of command. Thirdly, lack of communication between the C.E.O and the customer may be caused by time limit. The executives may be very busy, hence are not able to give their time to customers. Fourth, in case like where the C.E.O is able to do every kind of work shows that the company may have a number of uncompleted tasks that requires a helping hand. Fifth, globalization crisis was caused by business demands to satisfy customers in diverse locations. Sixth, failure to recruit new employees or encourage new innovations may be cause by the fear of accepting change. Lastly, failing to plan and overcome financial crises that may result from global crises may result to the company going into debt. Decision criteria Alternatives Decision Criteria Strengthen financial and economic status Creating a strong and healthy financial base for the organization will be not highly geared and so it will be able to support the strategies implemented for the improvement of the organization.     Make potential investments   Adequate supply Cash Flow Enhancing Financial Soundness Reduction of debt   Acquiring big share of the market Rethinking and redrawing priorities cooperatively and collectively Will be more competitive Equal allocation of resources global management team      Enhances teamwork Clear organizational culture  Eradicate any possible cultural conflict.     Enhance sustainability of globalization in the organization. Re-prioritize the growth forecast enhance consistency in the organization   create financial sustainability Building long-term careers  Makes the workforce motivated    Promotes security for the staff Establishes relationships in the work place. Alternatives These are the alternatives to address the issues and cause identified above. The company ought to strengthen its financial status and scale up its economic status. Another alternative for this company is to rethink and redraw its priorities cooperatively and collectively for all its branches, associates and subsidiaries to make its more competitive and avoid competition for resources amongst itself. The company can put in place a global management team which will have collective responsibility for managing all company branches and ensure balanced resource allocation and use in all its branches worldwide. In addition, having a clear organizational culture by dismantling retrogressive individualism will avoid culture conflict. Adopting long- term career for the staff is another option for mating the organization responsible for their staff. The management can re-prioritize the growth forecast of the company to reflect the real market conditions. Moreover, investing in infrastructure would help the company to create a sustainable future. Solutions The company is dealing with the possibility of a global financial crisis reoccurring and has opted to adopt strategies that will enhance sustainability of the work force. This is because after the 2008 global financial crisis most of the affected countries suffered so much from unemployment of its citizen (Shiller, 2008). This was because most of the organizations employing them were unable to continue employing them. To ensure sustainability of the workforce this company is working towards long term career for the people. This will help sustain the labor force even after a crisis such as the global financial crisis because the company is responsible for its employees. After the 2008 global financial crisis many organizations stopped existing because of the losses that they incurred and this was a tragedy that greatly affected their staffs because most of them ended up being unemployed and thus without a means of sustaining their livelihoods. The organization is working to avoid a repeat of the same by enhancing the security of its staff through sustained long-term career. Job security for the staff is a source of motivation such that they enjoy being part of the organization and can free participate in raising any problems affecting the organization and contribute to the strategies to be implemented to improve the performance of the organization. The company is also faced with issues that are as a result of globalization since instead of dealing with the company in the region the company is established globally and thus the management has to deal with the diversity in the organization that is as a result of the company operating globally. The staffs are faced with cultural diversity which has to be sustained so that there is a consistency in the organization and any possible cultural conflicts that may hinder the organization from the achievements of their goals is dealt with. The organization has adopted ethical issues that will promote the culture of the organization by eliminating any possible conflicts among the staff. Since the company operates globally then it is important that the human resource management team diversifies their staff team by applying a global perspective where they are able to employ people from various countries and with different ethnic backgrounds. This will make the organization sustain their customer’s needs. The organization also needs to appropriately forecast their finances so that they are able to run their programs without incurring losses. Implications and Implementations As pointed out by Tsui, et al (2005) the organization is required to have the right implementation strategies in ensuring that the adopted solutions to the issue facing them are fully in place. To ensure long term career for its staff then the organization has to ensure that at recruitment they get people with the right skills, knowledge and experience for the job. They also need to conduct induction for new employees as well as on job trainings to continuously equip the employees with new skills and strategies. This will impact on the finances of the organization since it means an additional cost; on the other hand since we will have the right personnel in place then the profitability of the organization will go up. Establishing long-term career people will also mean that the organization is responsible for the future of the staff. Having long-term employees will mean that the company s able to sustain their consistency in meeting their customers’ needs. This gives them a competitive advantage over their competitors and is able to serve a wide range of customers (Gupta, et al 2008). To enhance cultural diversity in the organization then there is need to have strong ethics to be followed in the organization. Deutsch, et al (2011) this will help in avoiding any possible cultural conflicts in the organization and thus promoting teamwork and facilitating diversity in providing the services to customers. The organization may also train its staff on how to deal with cultural diversity in the organization. Cultural diversity in the organization is also going to be effected through implementing strategies that will promote teamwork. Adopting a global perspective so as to meet the global needs of the customers will require that the organization adopts a technological environment that can effectively support this. This will result to standardized goods and services which promote consistency in the organization. References Deutsch, Morton, Peter T. Coleman, and Eric C. Marcus The handbook of conflict resolution: Theory and practice John Wiley & Sons, 2011. Gupta, Anil K., Vijay Govindarajan, and Haiyan Wang. The quest for global dominance: Transforming global presence into global competitive advantage. John Wiley & Sons, 2008. Herxberg F. B. Manser and B.B Synderman, (1959 The Motivation of work New York: John Wiley and Sons Inc Jibowo, A.A. 1977. Shiller, Robert J. The subprime solution: How today's global financial crisis happened, and what to do about it. Princeton University Press, 2008. Stiglitz, J.E. (2002), Globalization and its Discontents, New York: W.W. Norton & Tsui, Anne S., and Joshua B. Wu. "The new employment relationship versus the mutual investment approach: Implications for human resource management." Human Resource Management 44.2 (2005): 115-121. Read More