StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Case study - Essay Example

Comments (0) Cite this document
Summary
Before the financial crisis of 2008, GE was a $157 billion a year conglomerate, however, after the recession, GE’s market cap got hit and became half of what it was before. General Electric has been one of the oldest empires and has followed exemplary ways to train its people…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98.9% of users find it useful
Case study
Read TextPreview

Extract of sample "Case study"

General Electric: An Analysis into the Human Resource Strategies and Policies General Electric: An Analysis into the Human Resource Strategies and Policies.
Insert First Name, Last Name
Insert Your Institution’s Name
General Electric: An Analysis into the Human Resource Strategies and Policies 1
Introduction and Background:
Before the financial crisis of 2008, GE was a $157 billion a year conglomerate, however, after the recession, GE’s market cap got hit and became half of what it was before. General Electric has been one of the oldest empires and has followed exemplary ways to train its people. It is considered as the leader in training its employees as it invests huge amounts, ranging up to $1 billion a year. However, as of April 2008 the downfall of GE’s share has caused a great furor in the industry as the human resource policies of GE have been questioned. Moreover, it is a popular belief amongst experts from the industry that GE should bring change – change in people handling and change in the approach to work at GE. The million dollar question then arises: What is GE doing wrong despite such huge training investments and what area does it need to concentrate on to improve the current working attitude of its people. These questions can only be answered by exploring the approach that GE’s CEO Mr. Jeffrey R. Immelt has adopted to deal with his employees.
Answer: 1
G.E has a centralized organizational structure. The article mentions that executive recruiter Peter Crist says companies that once poached GE talent now look beyond it to alternatives such as Danaher (DHR), United Technologies (UTX), and even Tyco (TYC), which are viewed as "decentralized, sophisticated, and young."
It is clear from the above statement that the difference between these firms and GE is that the other firms believe in a decentralized organizational structure while GE preaches a centralized system.
Answer: 2
Jeff Immelt practices a democratic style of leadership and the leadership theory that he follows is a traits theory. The quote that best supports the approach says: ‘within GE, the talk is about the new traits leaders will need to thrive, a subject thats reviewed every five years. "We are working on 21st century attributes," explains Chief Learning Officer Susan Peters.’
General Electric: An Analysis into the Human Resource Strategies and Policies 2
The above quote shows that human traits are given more importance and Immelt strongly believes that there are some common traits shared by all leaders and that these can be learnt at the Crotonville Management Center. Moreover, the dinner weekends that Immelt organizes and the focus that he has started to give to his employees also support that he practices a democratic form of leadership.
Answer: 3
Programmed decisions are routine decisions; they are practiced repeatedly and follow a set structure while, non programmed decisions are more like experiments where the outcome is not known.
Immelt seems to be making both programmed and non programmed decisions as on one side he is only following the old and timed practices of GE’s human resource management, but on the other side he is experimenting with his new ideas of bonding with his employees. Instead of bringing out a change in how employees are trained he believes that what GE has been doing is in the best interest of its workers which shows that he supports programmed decision making, however, with the experiment of decentralization in India, Immelt has taken a non-programmed decision. The statement ‘Thus his openness to reversing the rule that GE employees cant serve on boards’ from the article shows how willing he is to try new methods of employee involvement. Another statement that says ‘While by GE standards Immelt may be morphing into a change agent, hes not talking about blowing up cherished traditions’ implies that Immelt is not totally going towards non programmed decision making and chooses to follow a middle path.
Answer: 4
Google’s approach to leadership is different from GE’s leadership because Google’s strategy toward leadership is that there should be an accurate balance between specialist and generalist type of people. According to Google, some workers should be very good in specific areas while others should be creative and can have an out of the box thinking to counter any problems they face at the spur of the moment. On the other hand, GE believes that there are certain attributes and traits that make up a leader and workers can be trained to achieve these qualities. While
General Electric: An Analysis into the Human Resource Strategies and Policies 3
Google encourages on the job training methods, i.e. workers learn skills as they practice what they do, GE believes to export its workers to a lab like formal environment in Crotonville for training purposes. Moreover, Google believes in hiring the best and setting them free, while, GE believes in developing the best through huge training investments.
The article clearly states “having the right balance of generalists and specialists is important” … some leaders excel technically, and some stand out because they’re innovative, creative thinkers. What you need is a portfolio of people with widely varying skill sets” which implies that Google cherishes diversity and cashes upon it, while, GE tries to conform all its employees into a certain ideal model of a worker.

General Electric: Looking into the Human Resource Policies and Style of Leadership
General Electric: Looking into the Human Resource Policies and Style of Leadership
Insert First Name, Last Name
Insert Your Institution’s Name
General Electric: Looking into the Human Resource Policies and Style of Leadership 1
Introduction to General Electric
General Electric is one of the oldest and biggest corporations in the world. It has been one of the leading firms when it comes to training and human capital investments as it spends around $1 billion annually on developing its human resource. GE was huge conglomerate with $157 billion per annum earnings before it got hit by the recession in April 2008. Much thought has gone into how GE should be managed and how its CEO Jeffrey Immelt should lead his workforce.
Answer: 1
General Electric has a centralized organizational structure and this is evident in the comparisons that are made in the article between other firms and GE. It practices a top to down command system and Immelt is at the centre of all decisions. The example from the article that best supports this view is ‘Thus, too, an experiment with decentralizing operations in India so that employees there report to a country chief instead of to headquarters’. This quote proves that decentralizing in India was an experiment which GE is not used to. There are several other quotes in the first half of the article that compare employees from GE and other companies such as Danahar and it is found that employees from companies outside GE are more decentralized and creative suggesting that GE is surely a centralized firm.
Answer: 2
Jeffery Immelt follows a democratic leadership style as he is more interactive with his peers and employees. The article opens by describing how Immelt has been trying to create a rapport with his colleagues, trying to look into their weaknesses and strengths so that they can feel a part of the company. The quote that best describes his democratic style towards his employees is ‘Thus his openness to reversing the rule that GE employees cant serve on boards. "I want to make sure our leaders have every opportunity to get different inputs so we dont become too insular’. Moreover, the leadership theory followed by Immelt is a traits approach as GE focuses more on attributes of a good leader. The statement that best supports this view is "One of the interesting things in having done this is that you discover—and Im not sure if this is a good thing or a bad thing—that there really is a GE type. People have different backgrounds, but there is a type of
General Electric: Looking into the Human Resource Policies and Style of Leadership 2
person who tends to do best in the company." The hallmarks, in his words: overachiever, working-class roots, resilience, the ability to be challenged and to learn, a tendency to be self-reflective, and a desire to grow.’ The statement shows that Immelt firmly believes that any leader has to have the above mentioned qualities to be a ‘GE type’ which means that he is a believer of the traits theory of leadership.
Answer: 3
Programmed decisions are those that are systematic, repetitive and routine and non programmed decisions are the ones that are made at the spur of the moment keeping the needs of the situation in mind. Immelt has experimented with a few changes in General Electric which shows that he has made a few non programmed decisions, however, the broad decision making is strictly programmed as he has followed the traditional methods of training and performance at GE.
The article states “They have a 20th century model for a 21st century world," describing GE’s setup as based on programmed and routine decisions. However, in some other places the article also supports how Immelt is trying to practice out of the box things and the quote that best explains it is ‘He wants to experiment with new approaches, accelerate the evolution of GEs processes, and make sure his team has the right tools to "look around corners."’
Answer: 4
GE believes in trait focus rather than allowing the workers to have a generalized approach toward different things. GE gauges the performance of the workers on five set traits and enhances them through rigorous training, as the article states: “GE measures people on five "growth traits"—external focus, clear thinking, imagination, inclusiveness, and expertise—that are broad enough to allow for wide interpretation. The current push is meant to enhance those traits with more contemporary thinking”. This supports the argument that GE doesn’t believe in diversification as much as Google does.
General Electric: Looking into the Human Resource Policies and Style of Leadership 3
Google’s approach, on the other hand, is very different from GE. It believes in employing the best people and then allowing them to think creatively and solve the problems through innovation and new ideas rather than training them and restricting them to a set approach as stated by the Director of Talent Management Judy Gilbert, "Let’s hire fantastic people, bring them in, and set them free."
GE invests huge amounts on training but doesn’t instigate ‘out-of-the-box’ thinking unlike Google. This is the main reason why experts express concern over GE’s old school methods. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Case study Essay Example | Topics and Well Written Essays - 500 words - 22”, n.d.)
Case study Essay Example | Topics and Well Written Essays - 500 words - 22. Retrieved from https://studentshare.org/miscellaneous/1586166-case-study
(Case Study Essay Example | Topics and Well Written Essays - 500 Words - 22)
Case Study Essay Example | Topics and Well Written Essays - 500 Words - 22. https://studentshare.org/miscellaneous/1586166-case-study.
“Case Study Essay Example | Topics and Well Written Essays - 500 Words - 22”, n.d. https://studentshare.org/miscellaneous/1586166-case-study.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Case study

Case study

...? Implementation of Information System Number: Due: Introduction often have the mandate to select software within their budget and this is a requirement from the developers. Therefore the decision for Worplestrop to conduct a cost analysis for its software development is vital. This decision is important to Worplestrop so that it is able to do away with software providers that are more costly or risky in relation to the business needs. The intention of the software to be given a cost estimate for the provision of their service is to eliminate such solution providers that do not meet the preliminary cost criteria (Blaike 2008). Having a reliable cost estimate in place for the Worplestrop company would be important... Implementation of...
5 Pages(1250 words)Essay

Case study

... Analysis of the Operations of Garden Ltd Part Stakeholder analysis A stakeholder is any group or individual whoseactions can have an impact on or can be impacted by an organisation’s performance (Freeman 1984). In order to be successful at making changes to the organisation the management at Garden City Ltd needs to be able to identify its stakeholders and where possible gain an understanding of their man interest and any potential for conflict. It is also important that the level of influence and power as well as their importance and likely impact on the business as a result of their action or inaction is known. The table below represents analysis of six of the company’s stakeholders. Table - Initial Stakeholder Analysis... Analysis of the...
6 Pages(1500 words)Essay

Case Study

...?Case Study Table of Contents Table of Contents 2 Task One 3 Task Two 5 Task Three 6 Work Cited 7 Task One The Human Resource (HR) manager of a medium sized company, because of unfavorable condition of the HR Department, is expected to motivate as well as improve the performance of the employees for the attainment of the objectives pertaining to the company. The task of the HR manager is to ensure that the entire workforce comprising 25 staffs who are employed on full time basis are performing in an efficient manner. The employees who are to be recruited needs to be provided with proper training as along with developing their morale for superior performance and acceptance of their duties. The HR manager...
3 Pages(750 words)Case Study

Case Study

...above evaluation product development strategy would fit SAB more as it would enable it to protect its existing market from competitors, maintain its reputation and increase its market share at less cost compared to other options (Birgham & Daves , 2009). References Birgham E F and Daves P R, 2009: Intermediate Financial Management, ( 10th ed), Cengage Learning, OH  Donald D, 2008, Mergers, Acquisitions, and Other Restructuring Activities. New York: Elsevier, Academic Press. pp. 740 Hal Lux, 'Miller time (Mergers and Acquisitions). (South African Breweries acquires Miller Brewing Co.)', “Institutional Investor International Edition, vol. 28, no. 1 (2002)”. Hobday,N 'Tapped out', The Daily Deal, 8 September (2003). N. Chaloner and D....
4 Pages(1000 words)Essay

Case Study

...? CASE STUDY ETHICAL DILEMMA Your School of Engineering, Social Sciences, etc Number and of Date of Paper Abstract This paper presents some of the common problems encountered in the course of making ethical decisions in the business environment by emphasizing the core of ethics which includes the discipline of decency, upholding the values of leadership, competence, integrity and professionalism. This paper explains moral awareness, as it represents the first stage in an intertwined, multiple-stage decision-making process that shifts from moral awareness to moral judgment, then to moral motivation and lastly, to moral character. The application of the Utilitarianism approach was chosen in coming-up with an ethical decision... , as it is an...
6 Pages(1500 words)Essay

Case Study

...?10. Analysis The LRC’s website gives information about the club and its achievements along with the news related to the club. The website links to Rowing Tasmania website because the club does not have the required ability to run their website completely. Along with the link to Rowing Tasmania website, the club’s website also has the links to many other websites because of its good reputation and recognition by other companies. LRC can also use this reputation to attract people to join the club. Another thing is that the club does not have its own server and it has to rely on Quill Consultancy Pty Ltd. Moreover, there is no specialized IT staff in the club. Some employees do have some know how of IT but they are not skilled... Analysis The...
2 Pages(500 words)Case Study

Case Study Analysis Paper Case Study

...CASE STUDY ANALYSIS REPORT Case study analysis paper Amber Jeffiers of Phoenix ABC Inc. faces several problems and what could be the route cause How did things go wrong was the question that haunted Carl Robins. He had recruited 15 people in early April from campus for his company but when the time came for inducting these new recruits several things were missing. He had assured Operations Supervisor, Monica Carrolls, to have all the new hires working for her by July. With his head down on the table he's now thinking what went wrong. He wouldn't have recollected what the management and lifestyle book told: "To begin with the end in mind means to start...
2 Pages(500 words)Case Study

Case study Case Study

...Assignment (Answers in Bold) Part A The following questions were answered based on the case of: Peter Smythe v Vincent Thomas [2007] NSWSC844 (3 August 2007) Available at: http://www.austlii.edu.au/au/cases/nsw/supreme_ct/2007/844.html. Question 1: In what court was the case heard (1 mark) The case was heard in the New South Wales Supreme Court. Question 2: Name the judge and explain his title. (2 marks) The judge is named Rein, and Rein is an administrative judge as evidenced by the title AJ. Question 3: Name the plaintiff and defendant and their counsel. (4 marks) The plaintiff is Peter Smythe and the defendant is Vincent Thomas. The plaintiff's counsel is B. Kasep,...
6 Pages(1500 words)Case Study

Case study analysis - will upload case study

..., but over and above, they themselves admitted that one would not have been so successful in the absence of the other. (Yoffie, 2009, p. 1) This notion quite obviously reflects the strategic decisions, which the two companies often come up with to capture the different unexplored segments of the market. However the carbonated soft drinks industry in the United States of America suddenly declined as the annual consumption of carbonated soft drinks decreased in US, and in the year 2004 it reached a constant low. (Yoffie, 2009, p. 1) The two companies definitely got affected by the downward trend of the industry, but in different ways. This particular case study analyzes the strategic management decisions...
10 Pages(2500 words)Case Study

Case study

... problem is the sharp difference in opinion concerning the installation of the heater, as the way to solving extreme temperature variations. The solution is making sure that the members of the project team are equal in authority and calling for a compromise in the team. It is the best decision that Wirimu has allowed the team to email him. This will help the team carry out a consensus to determine the way forward. Case study 2 Part 1 GameZ new organisational culture can be described as bet your company culture. This is because GameZ is taking on new approaches such as removing Friday evening shouts, appointing three senior employees in a less competitive manner and being emphatic on the organisation’s profitability without factoring...
4 Pages(1000 words)Coursework
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 Essay on topic Case study for FREE!

Contact Us