Al Hassan Hussain Email Protected Assignment 2 July 7, 2013

Al Hassan Hussain Memailprotectedobassignment 2july 7 2013tech De

Al Hassan Hussain Memailprotectedobassignment 2july 7 2013tech De

Al Hassan, Hussain M [email protected] OB Assignment 2 July 7, 2013 Tech Depot, Page: 569 · Issues and Facts: A. Product issues: 1. Product shortage: this issue related to the new policy that introduced by the 2nd CEO “Inventory Controlsâ€. On one hand, it helped the sales. On the other hand, the downside of this policy is when customers walk-in into one of these stores and they couldn’t find what they looking for.

2. Centralized VS Decentralized. a. Previously the company had had 9 buying offices. b. Aiken (2nd CEO) introduced centralized purchasing to have more power with suppliers. 3.

Inventory controls: control the quantity of the products that display in the stores. 4. Lost suppliers. B. Employees: 1.

High turnovers. 2. Flextime. 3. Low of productivity.

4. Loyalty issue. C. Communication: 1. Lack of motivation. (Delegating employees without discussing the required tasks) 2.

Lack of communication between employers and employees. D. Laws: Overworked was not recorded. E. Management: 1.

Macro to Micro. (From open-door policy to more strict and closed style) 2. Org. Culture changes. (From collaborative to management) Recommendation: 1. Managing change: maintain the organization culture in all departments. 2.

Rebuilding the relationship with suppliers: trying to sign new contracts with vendors to supply warehouses with products and prevent the shortage in their stores. 3. Training: a. Managers: offering workshops to help them in their managing and communication skills. b. Employees: offering workshops to motivate them in production and accepting the changes in the company.

4. Surveys: regular feedback to improve the status of the company and solving any issues that might occur for the long-term. a. Employees. b. Customers. c. Managers.

Goals: 1. Collaborative culture. 2. Job enrichment: giving employees more power to increase the productivity. 3.

Vendors’ partnerships: to prevent the shortage in products. 4. Transparency: to gain employees loyalty. 5. Increase shareholders: this will the last option to preventing bankrupt.

Theories: 1. Katter’s Eight-step plan. a. Creating a new vision (org. culture) to direct the changes and strategies for achieving the company goal. b. Discuss the current issues in the firm and remove all the barriers. c. Planning and creating new policies to move the company towards its goal.

2. Equity theory: ensure that all employees get treated fairly in all aspects. Inputs Outputs · Time · Effort · Loyalty · Hard Work · Commitment · Adaptability · Flexibility · Tolerance · Determination · Support from co-workers and colleague · Salary · Employee benefit · Expenses · Recognition · Reputation · Responsibility · Sense of achievement · Praise · Thanks · Stimuli Assignment 3 Case Study Analysis - Marking Sheet Note: Your instructor will use the marking sheet for case studies. The marks will be adjusted to reflect the mark assigned to each case completed. Outcomes Comments Assumptions · Assumptions clearly stated · Projection and bias free 5 Marks Should be in discussion and point form.

4/5 Issues · Clearly identifies issues · Projection and bias free 5 Marks Should be in discussion and point form. 4/5 Analysis · Links theories and concepts within the analysis · Uses multiple applications · Differentiates between cause and effect · Demonstrates ability to ‘peel the onion’ 10 Marks Actually discuss the connections here so that we can see the theories in action. 4/10 Recommendations · Includes applicable recommendations and supporting rationale · Includes pro’s and cons of each recommendation · Includes final recommendations and supporting rationale 10 Marks Actually discuss the recommendations in full including pros and cons of each. 5/10 Implementation Steps · Provides a logical sequence of steps where applicable 5 Marks I don’t see this.

0/5 Grammar and format · Grammatically correct · Free of spelling and typographical errors · Demonstration of business writing skills 5 Marks Hard to mark due to lack of discussion and point form presentation. 3/5 Total 20 /40 Marks 24/40 Your points were accurate but you needed to elaborate on them. Should be a fully written submission.

Paper For Above instruction

This case study analysis focuses on the challenges faced by Tech Depot, particularly issues related to product shortages, organizational culture, employee management, communication, and supplier relationships. The company experienced significant problems following the implementation of a new inventory control policy introduced by the second CEO, Aiken, which aimed to streamline inventory but led to unintended consequences such as product shortages and supplier loss. Analyzing these issues from a management perspective reveals underlying systemic problems and opportunities for strategic improvement.

The primary issue revolving around inventory controls was initially intended to prevent overstocking and improve warehousing efficiency. However, the rigid enforcement of display quantities adversely affected customer satisfaction because consumers visiting the stores often found their desired products unavailable. This inadvertently fueled customer dissatisfaction skewed towards a perception of poor service, reducing loyalty and impacting sales. Furthermore, the shift from decentralized purchasing to centralized procurement consolidated buying power with suppliers but also increased dependency on a limited number of vendors, heightening the risk of supply chain disruptions and losing some suppliers altogether.

Employee management woes were equally prominent, with high turnover rates, low productivity, and reduced job motivation. The company’s flexible working policies (flextime) were not sufficient to retain talent or encourage engagement, partly due to a lack of effective communication and perceived unfairness. The leadership style shifted from an open-door policy to a more rigid, management-controlled environment, further diminishing morale. The absence of structured motivation and recognition programs contributed to a decline in employee loyalty, which adversely impacted overall organizational performance.

Communication within Tech Depot was identified as another critical weakness. Management's failure to motivate employees, coupled with poor internal communication channels, led to misunderstandings, low morale, and decreased efficiency. Employees were often delegated tasks without adequate discussion or clarity, which compounded issues surrounding job satisfaction and performance. This disconnect created a cycle of disengagement that hindered operational improvements and innovation.

Legal and ethical considerations, including unrecorded overwork, also posed risks for the organization. The absence of proper documentation and accountability mechanisms meant management underestimated the impact of excessive workloads on staff, potentially exposing the company to legal liabilities and ethical criticisms.

Organizational management underwent significant changes, transitioning from an open, participative culture to a more hierarchical, controlled structure. While this shift aimed to improve oversight, it inadvertently suppressed collaborative efforts and innovation, further impacting employee morale and organizational agility.

Strategic recommendations for addressing these challenges include managing change carefully to preserve the organizational culture, rebuilding supplier relationships through new contractual agreements, and implementing targeted training programs. Workshops tailored for managers should enhance their leadership, communication, and conflict resolution skills, fostering a more supportive environment. Employee development initiatives, including motivation workshops, can improve engagement and productivity. Regular feedback mechanisms, such as surveys targeting employees, customers, and managers, are essential to monitor progress and address emerging issues proactively.

The ultimate goals include fostering a collaborative organizational culture, enabling job enrichment, strengthening vendor partnerships to prevent shortages, ensuring transparency to build employee loyalty, and protecting shareholder interests to prevent bankruptcy. These initiatives align with key motivational and organizational performance theories.

Applying Kotter's Eight-Step Change Model offers a framework to lead sustainable change by establishing a clear vision, removing barriers, and implementing strategic policies. Simultaneously, the Equity Theory underscores the importance of fair treatment for all employees, emphasizing equitable reward systems, recognition, and responsibility sharing. When managed correctly, these approaches can facilitate a cultural transformation and operational resilience.

In summary, addressing Tech Depot's issues requires an integrated strategy that emphasizes cultural preservation, supply chain resilience, effective communication, and employee engagement. By adopting a structured change management plan and fostering fair, transparent practices, the company can overcome current challenges and position itself for long-term success.

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