Company Background: International Gadgets (IG) Is A Multinat ✓ Solved

Company Background International Gadgets IG is a multinati

Company Background International Gadgets (IG) is a multinati

International Gadgets (IG) is a multinational company of 1,300+ employees and over $4 billion in revenue. Headquartered in Manchester, New Hampshire, the company designs, manufactures, sells, and supports a variety of low- and high-tech business productivity tools. IG has manufacturing facilities in Detroit, Michigan, and Shanghai, China, and sources component parts from suppliers in Vietnam, China, Brazil, and the United States. While IG maintains sales offices in New York, Chicago, Los Angeles, London, Munich, Paris, Moscow, and Brussels, its products are sold throughout the United States and all of Europe and in China through a partner firm. IG employs both a direct sales force targeting its top 1,000 customers as well as selling via its website.

Sales offices also include service and support operations, managed separately from the sales teams. The company is considering expanding more directly into China and exploring the possibility of opening a sales office in Beijing. IG’s current top-selling product is the OfficeDrone, designed for workplace monitoring. The OfficeDrone is a small unmanned aerial vehicle for indoor use that includes real-time video monitoring and a targetable built-in water pistol and reservoir. The OfficeDrone is marketed to management and security teams to break up water cooler conversations and other non-productive behaviors among groups of workers.

IG has introduced several new products and experienced rapid growth during the past year with many new employees in all departments. The management team has greatly expanded as well, including several first-time managers, and is experiencing difficulties in functioning as effectively as in the past. Communications within and between all parts of the organization, external partners, and suppliers and customers are at serious risk of completely breaking down. In a recent example, Detroit Manufacturing was unable to meet a product delivery deadline because of parts shortages from suppliers. The component parts originated in Brazil and had been seriously delayed due to a dockworker’s strike at U.S. West Coast ports. Manufacturing believed they had informed Sales of the delay, but Sales indicated they had never received that information and ended up losing the customer to a competitor. In another example, European sales were impacted when Switzerland unexpectedly devalued its currency, impacting IG’s profitability. Revised profitability forecasts were provided by several of the European sales offices, but others did not understand the request from the corporate office due to how it was worded, and the delay in response led to unnecessary costs.

Your first task is to hire a small team to address these issues. Write a report to management describing the makeup and roles of your proposed team, what attributes you will be looking for in team members, and what you hope to accomplish with your new team. Be sure to offer solid reasoning in all areas of your report.

Paper For Above Instructions

The rapid growth and expansion of International Gadgets (IG) has been accompanied by significant challenges in communication and management, especially following the introduction of several new products and a sizeable increase in personnel. The main objective of creating a new team is to address these critical communication issues, ensuring that all departments, external partners, suppliers, and customers collaborate effectively to support the organization’s goals. This report outlines the proposed makeup and roles of the team, the desired attributes for team members, and the anticipated outcomes of forming this team.

Proposed Team Composition

The proposed team will consist of five key members, each selected for their expertise and skills that complement each other. The team will include the following roles:

  1. Team Leader: A seasoned project manager with experience in managing cross-functional teams. They will oversee the team's operation, ensuring that objectives are met and communications are seamless.
  2. Communications Specialist: A professional skilled in corporate communications who can articulate messages clearly and effectively across the organization and with external stakeholders.
  3. Operations Analyst: An expert with a background in supply chain management and operations, responsible for analyzing workflow processes and identifying areas for improvement.
  4. Human Resources (HR) Liaison: A representative from the HR department who specializes in workplace relations and can assist with any personnel issues that arise during the team's implementation.
  5. IT Support Specialist: A knowledgeable IT professional capable of providing necessary technological solutions to improve communication channels and tools.

Desired Attributes

The effectiveness of the team hinges on selecting individuals with specific attributes that will ensure their success. Key attributes to look for include:

  • Excellent Communication Skills: Each member must possess strong verbal and written communication capabilities to express ideas clearly and foster open dialogue.
  • Problem-Solving Abilities: Team members should demonstrate the ability to analyze complex situations and propose efficient solutions.
  • Collaboration and Teamwork: Members must be able to work collaboratively; thus, they should be approachable and open to feedback.
  • Adaptability: Given the dynamic nature of IG’s environment, team members should be flexible and ready to adjust strategies as needed.
  • Familiarity with Technology: An understanding of modern tools and platforms will be crucial for implementing effective communication strategies.

Goals and Objectives of the Team

The main objective of this team is to improve internal communication and collaboration across multiple departments, which is critical for the seamless operation of IG. Specific goals include:

  1. Address Communication Breakdowns: Identify and rectify sources of miscommunication within the organization, particularly focusing on the issues faced by the sales and manufacturing teams.
  2. Establish Clear Communication Channels: Develop standardized communication protocols to ensure information flows smoothly between departments and external entities.
  3. Implement Training Program: Create and roll out a training program for employees that emphasizes effective communication practices and the importance of timely information sharing.
  4. Monitor and Evaluate Progress: Set measurable criteria to assess the success of communication initiatives and make adjustments based on feedback.

Conclusion

By forming this specialized team and focusing on the attributes and objectives outlined, International Gadgets can effectively tackle the communication challenges it faces. This initiative aims to foster a culture of collaboration and proactive problem-solving, ultimately leading to enhanced operational efficiency and stronger relationships with customers and suppliers. In the rapidly evolving marketplace, such improvements will not only contribute to IG's immediate objectives but also position the company favorably for future growth and success.

References

  • Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
  • Collins, J. (2001). Good to Great: Why Some Companies Make the Leap... and Others Don’t. HarperBusiness.
  • Lencioni, P. (2002). The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass.
  • Robinson, S. P., & Judge, T. A. (2017). Organizational Behavior. Pearson.
  • Hirsch, R. (2020). Supply Chain Management: A Logistics Perspective. Cengage Learning.
  • Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
  • Brown, M. E., & Treviño, L. K. (2006). Ethical Leadership: A Review and Future Directions. The Leadership Quarterly, 17(6), 595-616.
  • Argenti, P. A. (2007). Corporate Communication. Tata McGraw-Hill.
  • Chester, D. (2015). Improving Internal Communication: The Role of Management. Journal of Business Strategy, 36(5), 36-43.
  • Graham, J. W. (1991). An Essay on Organizational Citizenship Behavior. Employee Responsibilities and Rights Journal, 4(4), 249-270.

Related Assignments