JCT Task 1 Western Governors University Cristina Gottilla Introduction The first fiscal year has been completed for Infolab Technology. The results were not great, given that the company suffered from profit losses. This gave a financial score that was below zero, resulting in an overall score that was above zero. While this is obviously a concern for the shareholders, this report will underscore how the areas of weakness came to be, and what management is going to do about them. This report will also highlight some of the company's strengths.
After two straight years of financial losses in 1994, CEO Ron Allen rolled out a new strategy called “Leadership 7.5.” Allen targeted to reduce Delta’s cost per each available seat mile from more than 10 cents to 7.5 cents, which would match that of major competitor Southwest Airlines (Bryant, 1997). Along with a new company strategy a change followed with Delta’s human resource strategy. This changing policy devastated employee morale and resulted in a decline of customer service, efforts to unionize, and dissatisfaction among personnel. Delta couldn’t keep the past primary policy about human resources so there were several significant changes in Delta’s organization and corporate culture. There are many programs that Delta has built after passing through the cost-cutting reformation in 1997 for getting back its capabilities on customer relationships like rewards and recognition program above and beyond and more.
TASK 1 PART A SOLE PROPRIETORSHIP: A sole proprietorship is an organization in which the business is owned by a single individual. This is an easy organization to start, as the individual simply provides the goods or services, charges money, and begins doing business. The individual is also in charge of making all decisions involved with the business. In a sole proprietorship the owner and business are considered one, which can make it difficult to get the necessary funding as the owner must provide all personal financial statements. The owner is also held responsible for all legal and financial liabilities.
The basic difference falls in the area of inventory. Traditional manufacturers produce finished goods, which are then placed in warehouses awaiting sale. In contrast, with a direct-sales, mass-customization firm, the receipt of a sales order triggers the manufacturing process as well as the purchasing system, the latter to acquire needed raw materials. Finished-goods and raw-material inventories (along with work in process) of mass-customizers are, therefore, much lower than the inventories carried by traditional
The primary customers of KR+H cabinetry are those who want to optimize the amount of useable space in their homes that stock cabinets cannot provide. The industry in 1992 was comprised of 61% stock cabinetry, and custom cabinets similar to those produced by KR+H comprised of only 20%. This is down from 26% in 1989 resultant from poor economic conditions between 1989 and 1992. KR+H uses a direct sale to consumer approach that only accounted for 2% of total industry sales. Industry sales by use of cabinet dealers and distributors contributed for 31% and 30% respectively.
CalPERS vs. JC Penney Overview CalPERS investment program began on February 22, 2000 when they included JC Penney on their annual Focus List. CalPERS further exclaimed that due to declining sales and a deteriorating customer base they had lost confidence in Penney’s management. Subsequent to the release of their focus list JC Penney made numerous strategic decisions to revitalize and boost the value of the company. Penney forced their current CEO James Oesterreicher to retire. Next instead of promoting from within, they searched for new blood and hired former Barney’s CEO Allen Questrom.
Process Design Matrix Tina Hamm OPS 571 July 27, 2015 Jodi Bailey Process Design Matrix The business we will be discussing is one that is no longer in business due to poor customer service. The company was started by one man and became a multi-million dollar company, as he grew older the business was sold. A company from Rhode Island came to West Virginia and purchased the business only to run it into the ground. Within a little over a year they had to close down. I worked for this company of which started out as a wonderful place to work.
Bob Waters, the sales representative that worked and lost the sale, has a low 20% success rate in selling the product. Doug Barnum needs to determine where the flaws lie in his sales strategy that resulted in the loss of this large opportunity. Key Issues and Solutions 1. Misidentified priority buying criteria overall & barely revised final bid after learning new information. a.
These factors resulted in a failure to be profitable all four years since the merger. To turn the company around a new CEO, Gerhard Schulmeyer, was brought in. This paper will analyze the initiatives used by Gerhard Schulmeyer to turn the organization around. First, it will be necessary to examine the major issues surrounding the case. Second, the paper will analyze the change process initiated by Schulmeyer and specifically evaluate the Change Agent Program.
Jack Welch was the CEO of General Electric between 1981 and 2001. During his tenure at GE, the company's value rose 4000%. In 1961, Welch planned to quit his job as junior engineer because he was dissatisfied with the raise offered to him and was unhappy with the bureaucracy he observed at GE. Welch was persuaded to remain at GE by Reuben Gutoff, an executive at the company, who promised him that he would help create the small company atmosphere Welch desired Welch was named a vice president of GE in 1972. He became senior vice president in 1977 and vice chairman in 1979.