Details: Your manager believes in learning from other companies' success stories as well as stories of failure. In particular, she likes to apply various management theories when possible, rather than starting from the beginning every time a decision has to be made. She asks you to write a memo to her addressing the following:
From any recent or current event in the news, discuss and explain the use of these two specific theories that the firms you researched believed in
ââ?¬¢In the human resource area, moving toward an employee empowerment culture
ââ?¬¢In the marketing area, the theory of penetration pricing
For each of these two, explain the following:
ââ?¬¢The issue being addressed that gave rise to employing these theories
ââ?¬¢How the theory being followed leads to specific actions on the part of the company
ââ?¬¢If you had been the senior manager in these situations, at those companies, how might you have addressed the situation any differently? What other theory could have been the basis for the decision.
This particular success story article sets forth the founding principles of Sam Walton, the founder of WalMart. The contents of the article where I located the information is copied and pasted below for you, and it is located at the following URL: http://www.brainmass.com/ota/view_posting.php?posting_id=338706&pool.
Sam Walton 1918 - 1992
Sam Walton, the founder of Wal-Mart, grew up poor in a farm community in rural Missouri during the Great Depression.. The poverty he experienced while growing up taught him the value of money and to persevere.
After attending the University of Missouri, he immediately worked for J.C. Penny where he got his first taste of retailing. He served in World War II, after which he became a successful franchiser of Ben Franklin five-and-dime stores. In 1962, he had the idea of opening bigger stores, sticking to rural areas, keeping costs low and discounting heavily. The management disagreed with his vision. Undaunted, Walton pursued his vision, founded Wal-Mart and started a retailing success story. When Walton died in 1992, the family's net worth approached $25 billion.
Today, Wal-Mart is the world's #1 retailer, with more than 4,150 stores, including discount stores, combination discount and grocery stores, and membership-only warehouse stores (Sam's Club). Learn Walton's winning formula for business.
Rule 1: Commit to your business. Believe in it more than anybody else. I think I overcame every single one of my personal shortcomings by the sheer passion I brought to my work. I don't know if you're born with this kind of passion, or if you can learn it. But I do know you need it. If you love your work, you'll be out there every day trying to do it the best you possibly can, and pretty soon everybody around will catch the passion from you - like a fever.
Rule 2: Share your profits with all your associates, and treat them as partners. In turn, they will treat you as a partner, and together you will all perform beyond your wildest expectations. Remain a corporation and retain control if you like, but behave as a servant leader in your partnership.. Encourage your associates to hold a stake in the company. Offer discounted stock, and grant them stock for their retirement. It's the single best thing we ever did.
Rule 3: Motivate your partners. Money and ownership alone aren't enough. Constantly, day by day, think of new and more interesting ways to motivate and challenge your partners. Set high goals, encourage competition, and then keep score. Make bets with outrageous payoffs. If things get stale, cross-pollinate; have managers switch jobs with one another to stay challenged. Keep everybody guessing as to what your next trick is going to be. Don't become too predictable.
Rule 4: Communicate everything you possibly can to your partners. The more they know, the more they'll understand. The more they understand, the more they'll care. Once they care, there's no stopping them. If you don't trust your associates to know what's going on, they'll know you really don't consider them partners. Information is power, and the gain you get from empowering your associates more than offsets the risk of informing your competitors.
Rule 5: Appreciate everything your associates do for the business. A paycheckand a stock option will buy one kind of loyalty. But all of us like to be told how much somebody appreciates what we do for them. We like to hear it often, and especially when we have done something we're really proud of. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They're absolutely free - and worth a fortune.
Rule 6: Celebrate your success. Find some humor in your failures. Don't take yourself so seriously. Loosen up, and everybody around you will loosen up. Have fun. Show enthusiasm - always. When all else fails, put on a costume and sing a silly song. Then make everybody else sing with you. Don't do a hula on Wall Street.. It's been done. Think up your own stunt. All of this is more important, and more fun, than you think, and it really fools competition. "Why should we take those cornballs at Wal-Mart seriously?"
Rule 7: Listen to everyone in your company and figure out ways to get them talking. The folks on the front lines - the ones who actually talk to the customer - are the only ones who really know what's going on out there. You'd better find out what they know. This really is what total quality is all about. To push responsibility down in your organization, and to force good ideas to bubble up within it, you must listen to what your associates are trying to tell you.
Rule 8: Exceed your customer's expectations. If you do, they'll come back over and over. Give them what they ...
Discussion of management theory from Sam Walton, Walmart's founder, and how deviation from those rules for success have involved the company in the largest class-action lawsuit in American history.
Strategic Management: "Why good leaders make bad decisions"
Written case analysis:
Questions must be answered:
- How decisions add or destroy value in organizations?
-Provide at least 2 examples of "Bad Decisions" in a business context and explain why they occurred
-Do you agree with the author that "Group Decision Making" is always better than individual decision making? Provide arguments and facts (You may use references)
-Any new thoughts/opinions about the case?
The evaluation will focus on three dimensions:
a) the definition and application of relevant concepts
b) the strength and coherence of the logic within the argument
c) insights the concepts offer into the problems facing the managers of particular emphasis is the interpretation of the facts using the concepts
d) we are less interested in opinion , background and historical description
Why Good Leaders Make Bad Decisions
By Andrew Campbell, Jo Whitehead, and Sydney Finkelstein