(2) The culture developed by the founders especially CEO Steve Jobs, could be defined as controlled dreamers, officially they thought of themselves as "Dreamers and Believers". A good example of the controlled part of that statement is best illustrated by Apple's universally acclaimed practices (3) a) Accountability - everyone is accountable for their actions. b) Hire the best - experts who can work as part of a cross-functional team c) Consistency - Simple products, intuitive and engaging d) Excellence above revenues - back the customer from beginning to end, revenue will naturally follow e) Treat employees well – loyalty is generated when the employee feels that the company cares about them. Two ways Apple attempted to accomplish this it through the Pioneering telecommuting and nap rooms. Apple’s culture went through three distinct phases, growing with Jobs, Live without jobs, and look out jobs is back.
Strategic Initiative Learning Team B FIN /370 26 February 2012 Farookh Syed Strategic Initiative Introduction. Technology creates opportunities for people and organizations achieve their dreams (Microsoft.com). Microsoft’s innovation has led to quality, high profile and dynamic products which many businesses and consumers desire in a product. In the past year Microsoft has launched products such as Xbox Kinect, Microsoft 365, Microsoft Phone, and Bing. While these products are highly successful Microsoft continue to push the envelope to create and improve products that are synchronized with tablets, PCs, game systems, and phones in businesses and consumers to increase their productivity.
PowerPoint presentations have made it so we can make our point of view appeal to a wide range of people with minimal effort. Excel has made doing all sorts of organizing task so much easier, and the wide range of task it supports is indeed numerous. Microsoft word has made writing documents and letters in business format so much easier. “Microsoft Office is the most widely-used productivity suite in the world and that’s not for nothing. It tends to work.
Compare this to its main rival’s trade prices, Apple currently trading at $ 587 per share, Oracle at $28 per share while Google is trading at $582 per share. It makes Microsoft an affordable stock with their stability, we expect the price to continue to rise in the future given their stable revenues and continued innovation. The table below shows Microsoft’s price movement for the past 10 years. Microsoft's Stock analysis 60 50 40 30 PRICE(IN USD) 20 10 0 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 [Microsoft’s end year share price for ten years] Courtesy :( www.nasdaq.com/symbol/msft/stock-chart) Microsoft Corporation has also had great financial results over the past ten years even though the share prices tell a different story. This can be shown by illustration in the table below which shows its annual revenues against the income.
2. Problem: CanGo’s performance evaluation process appears to be ineffective with no clear criteria that would help the company, managers and the employee’s progress towards the future. Recommendation: CanGo’s current evaluation system, as presented by Warren, is a great start to developing a fair and productive work environment. The system has to be clear and concise so it benefits the employee, manager and ultimately the company. Although CanGo may have a large number of high performing employees, they need to
PCGlobal decided that only a top of the line computer would do for this target group. The highest performance power, best network linking connection available, best engineering software and a bigger monitor. Throughout the simulation, PCGlobal constantly ensured that the technology was constantly upgraded to keep the Mercedes group engaged in the product and purchasing it. The Workhouse group wanted a PC that was easy to use, had an affordable price, office applications, service and support, network connections, and was fun for the consumer to use. For the Workhouse target group price was the main concern.
Employees in exchange do a good job but loyalty to the company is the most important thing. One mega giant is Microsoft as a company they boast of integrity, honesty, openness, and personal excellence. The company holds itself accountable to their customers and all of their employees by providing the best product at the most economical price possible. Microsoft is focused on employee training as well as employee promotion from within. These guidelines are the reason that Microsoft feels the employees will do noting to jeopardize the
The limited innovation that was introduced alone in the measuring of the correct thing was one of the issues. Henschen, “From backward-looking metrics and ill-advised goals to antiquated budgeting approaches and technophobic executives”, (2009), was their second downfall. What the CEO of the company wanted was the dashboard to have the ability to display the real time data of reliability of equipment, management of inventory, consumption of energy, and safety. (Henschen, 2009) This is an insightful suggestion for it gives the managers of any company the ability to correct any of these issues in fashionable timely period before they get out of hand and it keeps the company in line of their
Total Rewards Program for GEICO [Name [Date [ID Total rewards programs have become a major part of management analysis and literature in recent years. Recruiting the best talent requires providing comprehensive bonuses and perks. In the new economy, human capital is increasingly important: Companies like Valve and Google exist almost entirely based off of the strength of people in their company who make ideas and who do the coding and development to implement them. And a total rewards program is a fantastic technique for the savvy employer as well. Paying workers is fundamentally symmetrical: It costs the business $1 to pay the worker $1.
According to Maxwell (2004) “it would be very considerate to give the employees whom have the best referral a bonus.” This strategy usually works because no one wants to work with a person who does not like to do their own job, and an employee will never request to hire a person they know cannot hold a job. “They hire people who they think are qualified for the position and carries excellent work styles. The employee's trustworthiness is on the line and, furthermore, he or she does not want to work with someone who is not a good performer because it will mean more