The document discusses the cola wars between Coca-Cola and Pepsi from 1970 to 2010. It describes how consumption of carbonated soft drinks grew steadily at 3% annually from 1970 to 2000 due to increasing availability, new diet and flavored varieties, and declining prices. While Coca-Cola and Pepsi dominated the cola segment, their market share has declined in recent years as consumers have shifted to healthier beverage alternatives like water, juice, and sports drinks. Both companies have adapted by expanding their product portfolios internationally and acquiring companies in the snack and beverage industries to sustain profits in the face of flattening carbonated soft drink demand.
- Edgar Newell started Newell Company in 1902 through the acquisition of a curtain rod manufacturer.
- Dan Ferguson crafted a growth strategy of acquiring companies to expand Newell's product line.
- In the late 1990s, Newell faced challenges from increased customer buying power and consolidation in the retail industry.
- Newell acquired Calphalon and Rubbermaid but integrating the large Rubbermaid presented challenges due to its size, reputation, and operations that could impact Newell's strategy.
The document discusses self-management at The Morning Star company. It was started in 1970 and believes in self-management rather than a traditional hierarchy. Employees have a CLOU (Colleague Letter of Understanding) that outlines their responsibilities and goals. However, issues arose with a lack of accountability, coordination, skills development and compensation decisions. The proposal suggests addressing these through premium pay for top performers, improving the compensation evaluation process, and adding both minimum fixed pay and variable premium pay. Self-management works best with peer accountability and initiative from all colleagues.
The document discusses Dell's direct sales model and competitive strategy. It summarizes Dell's history and growth founded on direct sales to customers. It analyzes Dell's competitors who struggled to copy the direct model. The document also reviews Dell's market share, competitive strengths, and provides recommendations to expand products, markets, and diversify through acquisitions for long-term growth.
Siebel System: Anatomy of a Sale, Part 1Anant Lodha
Gregg Carman's job was to serve financial services clients in the New England region, including FleetBoston, Siebel's largest client. Carman was negotiating a $2.1 million deal with Quick & Reilly, a stockbroker acquired by FleetBoston. After the acquisition, Carman had to decide whether to continue supporting Quick & Reilly or focus on FleetBoston's wishes. The document discusses Siebel's goals, products, partnerships, and approach to ensuring customer satisfaction. It also evaluates Carman's interactions with potential customers from Quick & Reilly.
Fuji Xerox began as a 50/50 joint venture between Fuji Photo Film and Rank Xerox in 1962. Over time, Fuji Xerox strengthened its technical capabilities through R&D and product development, becoming an important manufacturing and sales partner for Xerox in Asia. By the 1990s, Fuji Xerox supplied most of Xerox's low and mid-volume copiers globally and the companies established strategic partnerships to collaborate on new products and markets in response to competition from Canon.
Clique Pens Pricing: The Writing Implements Division of U.S. Home Demin Wang
Clique Pens has experienced a 6% decline in gross profit margins over the past 2 years. There is a debate between the VP of Marketing and VP of Sales over how to allocate the marketing development funds (MDF) budget. The VP of Marketing wants to use MDF for consumer discounts and promotions to build brand equity, while the VP of Sales wants to use it for trade promotions and discounts to retailers. They need to compromise on a plan to satisfy both consumers and retailers.
The pen industry is highly competitive with 50 major competitors. Retailers like Staples, Walmart, and Walgreens have significant bargaining power and prioritize discounts and incentives from manufacturers. Clique will need to decide how
Three deaths were reported in late September 1982 in the Chicago suburbs from cyanide poisoning after ingesting Extra-Strength Tylenol capsules. The next day, one more death occurred and the cause was confirmed to be cyanide poisoning from the Tylenol capsules. James Burke, the CEO of Johnson & Johnson, took charge of the crisis management at the corporate level after it was determined that cyanide was the cause of death in the contaminated Tylenol capsules from a specific batch manufactured at a McNeil plant.
The Marvel Way: Restoring the Blue OceanChandniAntala
Marvel needed to change its strategy after facing failures in management, shifting visions, and underperforming product lines. It had five sources of revenue to consider - comic books, trading cards, toys, character licensing, and Marvel Studios. The recommended strategy was to cut comic books, trading cards and toys, as those were low-margin businesses that risked losing value over time. Character licensing should be kept as it required little investment but generated revenue. Marvel Studios should also be kept and invested in, as it provided capital and the opportunity to produce highly profitable movies, fixing Marvel's management issues in the process. The strategy's success would be tracked by metrics like movie revenue, licensed toy sales, and long-term market share gains
GE case study two decade transformation Jack Welch's LeadershipAnkush Goel
Jack Welch transformed GE over two decades through relentless restructuring, acquiring and divesting businesses, and developing a culture of continuous improvement. Under his leadership, GE became one of the world's most diversified and profitable companies, with annual shareholder returns of 23%. Welch instituted a "fix, sell, or close" policy for businesses and cut layers of management. He globalized operations significantly and placed strong emphasis on developing leaders and continuous improvement efforts like Six Sigma. By the time of his retirement, GE had become a global industrial powerhouse focused increasingly on services in addition to products.
Corning Incorporated Case Study MBA OUMShah Sheikh
The document provides details about changes that took place at Corning Inc. after new management took over. It discusses: 1) The establishment of the Growth and Strategy Council (GSC) to oversee innovation projects and resource allocation; 2) The creation of the Corporate Technology Council (CTC) to evaluate early-stage projects; 3) How these councils aided decision making and maintained a balanced innovation portfolio. It also analyzes whether the new organizational structure was beneficial for Corning.
The document discusses the economics of the US carbonated soft drink industry from 1970 to 2004, focusing on how Coca-Cola and PepsiCo came to dominate the market through establishing production and distribution networks as well as engaging in competitive marketing campaigns. It analyzes the strategies employed by Coca-Cola and PepsiCo that allowed them to gain and maintain market share over smaller brands, such as expanding their product portfolios and establishing international presences.
Starbucks was facing declining customer satisfaction due to perceived issues like prioritizing profits over experience and slower service times. While it was highly successful initially by focusing on quality coffee and atmosphere, the brand was seen as less trendy and partners were providing unsatisfactory service. It is recommended that Starbucks invest $40 million to improve partner training and speed of service to convert satisfied into loyal customers. Converting just 46 more customers per store per day to highly satisfied would allow the investment to break even.
SaleSoft, Inc was founded in 1993 to develop software that drives efficiencies in sales, marketing, and customer service processes. Their flagship product is PROCEED, a comprehensive sales automation system (CSAS). PROCEED automates the entire sales cycle from lead generation to post-sales support. SaleSoft is considering launching a new product called Trojan Horse, focused only on sales automation. Trojan Horse would offer quick entry into new customer accounts but could distract from PROCEED and cannibalize its sales. After analyzing the products, market, and financial projections, the recommendation is for SaleSoft to continue focusing on PROCEED due to its strategic alignment and greater long-term returns.
Jack Welch led a two-decade transformation of GE during his tenure from 1981-2001. He challenged the company to be number 1 or 2 in all business areas. Welch restructured GE through a series of changes, selling more than 200 businesses and making over 370 acquisitions. He emphasized cultural changes like developing leaders and a focus on quality. By the end of Welch's time, services made up 67% of GE's business compared to 15% in 1980, and the company achieved a quality level of 3.4 defects per million operations.
Thomas Green recently joined Dynamic Displays as an Account Executive and has quickly been promoted due to his success in securing a large contract. However, he has developed a poor working relationship with his superior, Frank Davis, the Marketing Director. Green challenges Davis' authority and fails to provide updates or back up his claims with data as requested. He also works individually rather than collaborating with the team. Going forward, Green needs to improve his marketing knowledge, build trust with Davis and his team through communication and collaboration, and take responsibility for his mistakes.
Case Study on GE & Jack Welch success StoryAshis Kyal
Jack Welch led a two-decade transformation of GE through restructuring initiatives and an emphasis on performance. He focused the company on its most profitable business lines by selling over 200 businesses and making over 370 acquisitions. Welch also downsized GE's workforce significantly through job cuts and attrition. His strategies centralized command, removed layers of bureaucracy, and aimed to create a culture of innovation and responsiveness where employees at all levels could contribute ideas. Key initiatives included the boundaryless organization, six sigma quality improvement, and developing leaders through competency reviews and training. Overall, Welch significantly reshaped GE into a more competitive and efficient global conglomerate.
Manzana Insurance's Fruitvale branch is experiencing declining profits due to high turnaround times, uneven workload distribution, rising late renewals, increased renewal losses, inconsistent departmental priorities, and outdated completion time standards. This has allowed competitor Golden Gate to capture more market share by announcing a one-day turnaround time. Recommendations include revising how turnaround time is calculated using mean times rather than outdated standards, balancing workloads, prioritizing renewals, standardizing departmental processes, and potentially automating parts of the underwriting process.
Barco Projection Systems, the market leader in graphic projectors, was surprised by Sony's new superior graphics projector launching at a lower price. Barco needs to counter quickly by launching new superior models and re-pricing existing ones. The document analyzes Barco, Sony, their products and strategies, the projection systems market and customers, technological environment, competitors like ElectroHome, and collaborators like distributors. It considers Barco's planned digital BD700 launch and Sony's 1270 product threatening its leadership in graphics and data projectors.
This document presents a case study on Dell and its business model. It summarizes Dell's history starting as a small PC company in 1984 and adopting a build-to-order model. It analyzes how Dell's low inventory model saved it significant capital compared to competitors. The document also examines how Dell funded its growth internally in the mid-1990s through increasing asset efficiency, reducing liabilities, and decreasing short-term investments. Finally, it provides a forecast for Dell's performance in 1997.
Welch and Immelt led GE with different styles. [1] Welch joined GE in 1960 and became CEO in 1981, focusing on acquisitions and innovations to drive profits. [2] He instituted a performance review system that fired bottom performers and generously rewarded top ones. [3] Immelt became CEO in 2001 facing challenges from 9/11, but restructured GE's portfolio and increased transparency and innovation.
Case Study Analysis on General ElectricSubhi Pradhan
This document provides a case study analysis of General Electric's organizational strategy. It analyzes GE's internal capabilities, which it identifies as key sources of sustained competitive advantage. These capabilities include leadership, human resource development, organizational structure, innovation, marketing/brand portfolio, and customer service. For each capability, the document describes how GE has built and leveraged that capability, such as through training programs, decentralizing its structure, launching initiatives like Ecomagination, diversifying its portfolio for synergies, and focusing on customer relationships. The overall analysis aims to understand the roots of GE's competitiveness through its internal capabilities.
General Electric was formed in 1892 through the merger of Edison General Electric and Thomson-Houston Electric. It is now a large multinational conglomerate comprised of various business units including energy, technology, aviation, healthcare and capital. Headquartered in Boston, GE employs over 300,000 people globally and had revenues of over $100 billion in 1998. The company has a long history of acquisitions and innovation in industries like lighting, media, aircraft engines and financial services.
Caterpillar is facing a case of mismanagement at its subsidiary in China. The misconduct involved officials overstating profits to make the firm appear more profitable. This highlights issues with the human resource management practices at the subsidiary. The document recommends performing a fair investigation, documenting findings, and instituting disciplinary actions against responsible managers. It also stresses the strategic importance of human resource management for multinational companies to prevent such misconduct issues.
CATERPILLAR Mini Case from Marketing Management by Kotler as a part of Summer Internship under Professor Sameer Mathur, IIM Lucknow.
By Aravind M, IIT Madras
Gdpr compliance. Presentation for Consulegis Lawyers networkBart Van Den Brande
This document discusses the importance of GDPR compliance for law practices. It notes that the GDPR replaces the 1995 data protection directive and applies to any organization that collects or processes personal data. It affects most companies and law firms due to client and personnel databases. Compliance requires changes to business processes, database management, and designating a data protection officer. Non-compliance can result in fines of up to 20 million euro or 4% of global revenue. The document outlines trajectories for compliance from 2 days of work for sole practitioners up to many months for large corporations.
General Electric has several best HR practices that help drive its business success, including stringent performance management, extensive training programs, and an emphasis on recruitment, employee empowerment, and discipline. Key elements are the vitality curve performance reviews, leader-in-residence training, military recruitment programs, work out process for process improvement, and ombudsperson program for integrity concerns. Overall, GE's HR practices are closely aligned with its strategic goals of being a highly competitive and productive global enterprise.
The document provides an overview of the history and operations of General Electric (GE). It details how GE was formed through a merger in 1892 and grew to become a multinational conglomerate. It also describes some of the key people who led GE, including Thomas Edison, Jack Welch, and current CEO Jeffrey Immelt, and how their leadership and strategies transformed the company.
GE's CEO Jeff Immelt is transforming the company from operations-focused to marketing-focused. He prioritizes organic growth and technological leadership through long-term research. One example is the Evo Project, which developed more fuel efficient and lower emissions locomotives. The Evo Project succeeded due to the superior technology that eliminated tradeoffs between fuel efficiency and emissions, a smart pricing and promotion strategy, and excellence in organizational practices like cross-functional collaboration and monthly CEO reviews.
GE has a long history and operates in many industries globally. It uses a multi-divisional structure to manage its diverse businesses.
Over time, GE's culture and values have shifted from an earlier focus on competition and individual performance under Jack Welch, to emphasizing local decision making, global expansion, and spreading ideas quickly under Jeff Immelt's leadership.
GE has implemented various processes like Six Sigma and Work-Out to drive innovation and improvement, and now focuses on initiatives like Ecomagination for sustainable growth through new technologies and effective use of its resources and portfolio.
General Electric (GE) is an American multinational conglomerate founded in 1892 through the merger of Edison General Electric and Thomson-Houston Electric. It operates through segments including energy, technology infrastructure, aviation, healthcare and capital. GE has a diverse portfolio, global brand recognition, and excellent management but also faces challenges from its size and scrutiny over taxes. It aims to sustain operating excellence through strategic goals like revenue growth and risk management.
Jack Welch: GE's Two Decade Of TransformationMrudang Thakor
It is about Jack Welch's leadership at GE. Initiatives taken by him by which GE became what today it is!
PPT made from HBR case "GE's two decade of transformation: Jack Welch's leadership"
To get the copy of the ppt, send a request mail at mrudangpharma@gmail.com
General Electric Company (GE) is an American multinational conglomerate corporation incorporated in Schenectady, New York and headquartered in Fairfield, Connecticut. GE operates through four main segments: Energy, Technology Infrastructure, Capital, and Consumer & Industrial. It was formed in 1892 through the merger of Edison General Electric Company and Thomson-Houston Electric Company and is currently a $42.8 billion company traded on the NYSE.
For over a decade, the TESOL (Teachers of English to Speakers of Other Languages, Inc.) Computer-Assisted Language Learning Interest Section (CALL-IS) has been providing free professional development annually for members and nonmembers alike. In this poster session, the past co-coordinator of the 2012 Electronic Village Online (EVO) will address the collaborative processes that occur in a large-scale, multi-national, open-source project. These include training and mentoring trainers, selecting free technology tools to provide online learning platforms, investigation of Web 2.0 technologies for application to the classroom, and the wholly volunteer nature of this project.
This document discusses VMware's EVO SDDC integrated systems solution. EVO SDDC systems deliver a fully automated, policy-driven private cloud by extending virtualization across compute, storage, and networking resources. The EVO SDDC Manager provides automated setup and lifecycle management of the entire software-defined data center stack, including both hardware and software components. The presentation provides an overview of the EVO SDDC architecture and solution and how it simplifies data center operations through features like rapid deployment, elastic scalability, and automated management.
- Jeff Immelt realized GE needed to shift from an internally focused, cost-cutting strategy to an organic growth strategy focused on innovation, technology leadership, and understanding customer needs.
- He made changes like increasing R&D spending, opening research centers in China and Europe, and shifting the focus of executive training to cultivate imagination and external thinking.
- One example of this new strategy was the Evo locomotive project, which gained customer acceptance after initial difficulties, proving the effectiveness of Immelt's approach to driving growth.
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
Jack Welch took over GE in 1981 and led a massive two-decade transformation of the company. Some of his key initiatives included implementing the three circle concept to streamline operations, aggressively destaffing to reduce bureaucracy, developing a real-time strategic planning system, focusing on cultural changes through programs like work-out and developing leaders, going global through acquisitions, and launching the highly successful Six Sigma quality initiative. Through these initiatives, Welch was able to dramatically improve GE's performance, cutting over 100,000 jobs while growing revenue and profits.
The ppt reflects upon case analysis of GE during the tenure of Jack Welsh. It identity the leadership skill, competency of Jack Welsh to make GE a successful company
A showcase of gritty, warts-and-all stories about the transformation toward agility of some of Australia’s biggest companies.
From IIT Academy, Hong Kong - meetup.com/IITAcademyHK
· Learn about how a critical government data organisation achieved a 240%+ increase in productivity in just six weeks.
· Hear about the market transforming mobile payments app that reinvigorated one of Australia’s big four banks. Challenges involved resistance from the organisation from line staff through to senior sponsors.
· Hear about how a multi-year flagship project at one of Australia’s major home loan providers was rescued. Out of budget and under-featured, this project was reinvigorated in just 6 months. Complexities included offshore vendors, major time-differences in operations and multiple vendors involved in a complex build.
Jeffrey Glass is a supply chain and manufacturing operations expert with over 20 years of experience in strategic planning, business development, and financial analysis. He has a strong track record of improving costs and increasing profitability through continuous improvement initiatives, supply chain design, and process reengineering. Glass most recently served as Senior Manager of Strategic Planning at Sigma Tau Pharmasource, where he led the business planning process for 10 manufacturing sites.
The Deloitte Center for the Edge conducts original research and develops substantive points of view for new corporate growth. The center, anchored in the Silicon Valley with teams in Europe and Australia, helps senior executives make sense of and profit from emerging opportunities on the edge of business and technology. Center leaders believe that what is created on the edge of the competitive landscape — in terms of technology, geography, demographics, markets — inevitably strikes at the very heart of a business.The Center for the Edge's mission is to identify and explore emerging opportunities related to big shifts that are not yet on the senior management agenda, but ought to be. While Center leaders are focused on long-term trends and opportunities, they are equally focused on implications for near-term action, the day-to-day environment of executives.
Learn more - http://www.deloitte.com/centerforedge
This document summarizes findings from a study of over 12,000 C-suite executives from around the world. It finds that industry incumbents, rather than new entrants, are now seen as the leading drivers of disruption in most industries. While some predicted widespread disruption from digital technologies, the C-suites report more stability and less urgency to transform. The document identifies three archetypes of organizations - Reinventors, Practitioners, and Aspirations - based on their stage of digital reinvention. Reinventors are outperforming peers and see opportunities in ecosystems and partnerships. Many organizations are looking to platform business models. Disruption is ongoing but incumbents have strengthened their ability to transform themselves.
Implementing a Work Out Program Using The General Electric ApproachAndre Persad
WorkOut is a structured methodology developed by General Electric for improving business efficiency and solving organizational problems. It involves engaging employees to identify unnecessary work, create solutions, and immediately implement approved recommendations within 90 days. Key elements include empowering employees closest to the work to contribute ideas and solutions. Companies that have used WorkOut, such as GE, GM, Walmart, and IBM, have experienced benefits like reduced costs, improved customer service and profitability, and increased employee retention. The six step process includes selecting a business challenge, forming a planning team, holding a WorkOut session to generate recommendations, getting immediate approval from sponsors, and overseeing 90 day implementation.
WorkOut is a structured methodology developed by General Electric for improving business efficiency and solving organizational problems. It involves engaging employees to identify unnecessary work, create solutions, and immediately implement approved recommendations within 90 days. Key elements include empowering employees closest to the work to contribute ideas and solutions. Companies that have used WorkOut, such as GE, GM, Walmart, and IBM, have experienced benefits like reduced costs, improved customer service and profitability, and increased employee retention. The six step process includes selecting a business challenge, forming a planning team, conducting a WorkOut session to generate recommendations, getting immediate approval from sponsors, and overseeing 90 day implementation.
This document discusses trends in human resource management including challenges from globalization, technology, and managing change. It addresses how firms gain competitive advantage through developing human capital and intellectual property. The document also covers how social issues and changing demographics influence HR strategies and policies. Overall it provides an overview of the key factors shaping human resource management in contemporary organizations.
Six Sigma is a data-driven approach and methodology for eliminating defects and improving processes. It uses statistical methods and tools to measure a process, analyze data, improve performance, and control processes. The main goals of Six Sigma are to reduce variation and defects in manufacturing and business processes. Key aspects include establishing a infrastructure with Champions, Black Belts, Green Belts and training. Successful Six Sigma programs at companies like Motorola and GE focused on measurable results, strong leadership support, and aggressive project selection.
UX STRAT Europe 2019: Zachary Jean Paradis, Publicis SapientUX STRAT
This document discusses innovation approaches and the relationship between product management and service design. It provides an overview of each approach, noting their similarities in being agile, customer-centered, interdisciplinary, and iterative. Product management is framed as optimizing individual products or value pools, while service design takes a broader view of optimizing the customer experience across products. The document suggests that product management and service design are complementary rather than competitive, with product management best for optimizing business as usual and service design for addressing significant customer experience gaps across an organization.
Employee Lifetime Value: How to Measure the ROI of Investing in PeopleDaniel Chait
One of the biggest conversations in HR and Recruiting today is around how to get a seat at the table. Although businesses are beginning to recognize the importance of people functions, one thing that still gets in the way is the ability to measure and articulate results in terms of company ROI. In this talk, we will explain the fundamentals of our viral LinkedIn article around ELTV (Employee Lifetime Value), and walk the audience through how to apply the concept in their everyday work. Audience members will walk away with:
-A business-centered approach for measuring and articulating their contribution
-A proposal framework for how to make a business-case for increased investment in recruiting and HR tools
-A framework for evaluating and prioritizing initiatives.
This document provides background information on Six Sigma, including its origins at Motorola in the 1980s and evolution over time. It discusses key individuals and concepts that influenced Six Sigma, such as Walter Shewhart's development of statistical process control in the 1920s. The document also summarizes how several major companies, including GE and Honeywell, define Six Sigma for their employees. Overall, it presents Six Sigma as building on a history of quality improvement efforts and management techniques dating back over a century while also introducing new approaches to reducing defects and improving business performance.
Jack Welch led a massive restructuring and transformation of GE during his tenure from 1981 to 2001. He sold off underperforming businesses, cut costs aggressively through layoffs and restructuring, and instilled a culture of results and continuous improvement. Welch focused GE on becoming #1 or #2 in global markets, developing a strategy of pursuing the best practices of top competitors. He emphasized developing world-class talent through his "four E's" philosophy. Welch's relentless focus on performance and efficiency drove tremendous growth and profitability for GE, though some critiques argue it may have come at the cost of other priorities like customer service and quality. Overall, Welch played a transformative and hugely important role in GE's
This document is a piece of work dated 2009 outlining an analysis of the strategic activity within a major international organisation, more specifically Google. It includes an analysis of the advantages and disadvantages associated with using chaos integration perspectives.
The document discusses how to go from good to great performance in projects. It outlines that more than 70% of change initiatives fail to achieve their goals. To achieve superperformance, both process (methodology) and culture (inspiration and involvement of people) must be optimized simultaneously. The formula for superperformance is Process x Culture = Superperformance. Examples are provided of projects in the oil and gas industry that achieved superperformance by empowering employees, embracing unconventional thinking, and focusing on collaboration over rigid processes. Habits are identified as playing a key role in the sustainability of superperformance.
Agile Organization with Scrum@Scale, Vimar Spa a real examplePaolo Sammicheli
The document discusses scaling agile organizations through the Scrum@Scale framework. It introduces Scrum@Scale concepts like the scaled daily scrum, executive action team, scaling the product owner role, and using a scale-free network architecture. The framework aims to synchronize large numbers of people through nested daily scrums at different levels from team to executive. It also emphasizes removing bureaucracy through a minimum viable bureaucracy and addressing impediments across levels from team to executive action team. Real-world examples of scaling Scrum to hundreds and thousands of people at companies like SAAB are provided.
Mark W. Bennett is a technology executive with over 20 years of experience leading global technology operations and teams. He has a track record of transforming organizations and leading change initiatives to drive innovation and competitive advantage. Currently he is the Chief Operating Officer of BluStor PMC, Inc., a cybersecurity technology startup, where he leads product development, manufacturing, and overall operations.
This document discusses trends in human resource management, including the competitive challenges of globalization, technology, managing change, developing human capital, responding to the market, and containing costs. It addresses how these trends impact HR in areas like planning, recruitment, staffing, training, and compensation. The document also examines employee concerns relating to diversity, work-life balance, and social issues. Finally, it outlines the roles and competencies needed for today's HR managers.
Similar to GE's Two-Decade Transformation: Jack Welch's Leadership (20)
Facebook can be used at the enterprise level for market research, targeting audiences, and managing online marketing. Businesses can create a page to build their brand and engage with customers by creating quality content and promotions. The document also provides examples of how PepsiCo India, Starbucks, and Ford have successfully used Facebook for campaigns and product launches. It describes Facebook tools for ads, analytics, and development to help businesses meet goals.
Indonesia: Country Analysis (International Marketing)Rahul Wane
Indonesia is the world's 4th most populous country with over 250 million people. It has a predominantly young population and a growing economy averaging 6% GDP growth annually. While Indonesia maintains political and economic stability, it faces challenges such as corruption, lack of infrastructure development, and disagreements within its governing coalition that can hamper reforms. The country also has strong potential for continued economic growth through developing industries, tourism, and its large domestic market.
MakeMyTrip (MMT) is an online travel portal focused on leisure and small business travelers to India. It was founded by Deep Kalra and offers competitively priced travel products for real-time booking of airline tickets, hotels, holiday packages, car rentals, trains and cruises for Indian and international destinations. MMT has expanded operations through offices in several cities and countries. While the business model has been successful in India, concerns include lack of timely customer follow-up and monitoring service quality. The document discusses MMT's operations, business model, customer segments, competition and strategies for growth.
This document discusses consumer behavior and the retail market in India. It notes that retail accounts for 14-15% of India's GDP and the market is valued at $450 billion, making it one of the top five retail markets globally. Retail in India is divided into unorganized and organized sectors, with the latter expected to grow from 3% in 2004 to 20% by 2020. Key factors influencing consumer buying behavior are discussed as personal, cultural and social factors. Several large retail companies operating in India are also mentioned.
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3. OVERVIEW
1
2
3
4
FOUNDED
1878, Thomson Houston Electric Company (THEC)
MERGER
1892, Between GE and THEC formed General Electric
HEADQUARTERS
Fairfield, Connecticut, U.S
REVENUE
$ 147.300 Billion (as of 2012)
imagination at work
4. ACHIEVEMENTS (2012-13)OVERVIEW
3rd Largest Company in the world (Forbes)
5th Best Global Brand (Interbrand)
6th Largest in USA (Gross Revenue)
7th Best company for Leaders (Fortune)
14th Most profitable company in the world (Fortune)
15th Most admired company (Fortune)
19th Most Innovative company (Fast Company)
6. REG JONES (1973 - 1980)PREDECESSOR
43 strategic
units: To
support
strategic
planning.
GE was
benchmark for
others companies
(Imitated its SBU
based structure &
planning process).
Unable to review
and approve
massive volumes of
Information
generated by 43
SBU’s.
Formed a covering
on GE’s
departments,
divisions, groups
and SBU’s with
“SECTORS”.
Country’s
leading business
statesman.
YEAR ACHIEVEMENTS
1970 “CEO of the Year” 3 times by his peers.
1979 “CEO of the Decade”
1981 “Management Legend” by WSJ
7. BRIEF INTRODUCTIONJACK WELCH
John Francis "Jack" Welch, Jr.
(born November 19, 1935),
Peabody, MA
ALMA- MATER
•Salem High school
•University of Massachusetts (Bachelor of
Science in Chemical Engineering, 1957)
•University of Illinois at Urbana-
Champaign (M.S and PhD, 1960)
YEAR ACHIEVEMENTS
1997 National business hall of fame
1999 Manager of the 20th century
2001-2004 Forbes 400 richest Americans
8. CHALLENGES AS A CEOJACK WELCH
3
1
2
ECONOMY IN
RECESSION
HIGHEST UNEMPLOYMENT
RATES SINCE DEPRESSION
HIGH INTEREST
RATES
9. WELCH’S EARLY PRIORITIESINITIATIVES
HARDWARE INITIATIVE
#1 or #2 - Fix, Sell or Close
o Three Circle Concept
o De-Staffing & Real Time
Planning
SOFTWARE INITIATIVE
o Work Out
o Best Practices
10. THREE CIRCLE CONCEPTINITIATIVES
SERVICES
GECC Information
Construction & Engineering
Nuclear Services
CORE
Lighting
Major Appliance
Motor
Transportation
Turbine
Construction
Equipment
TECHNOLOGY
Industrial Electronics
Medical Systems
Materials
Aerospace
Aircraft Engines
OUTSIDE
Housewares
Central Air-Conditioning
TV & Audio
Cable
Mobile
Power Delivery
Radio Stations
SUPPORT
Ladd Petroleum
Semiconductor
GE Trading Co.
Utah Mining
VENTURES
Calma
11. DISCIPLINED DESTAFFINGINITIATIVES
“We don’t need the questioners & checkers, the
nit-pickers who bog down the process.….
Today each staff has to ask, “How do I add
value?” How do I make people on the
line more effective and competitive?.”
LEAN & AGILE:
Making people productive and competitive
12. REAL TIME PLANNINGINITIATIVES
FIVE PAGE STRATEGY PLAY BOOK
ONE PAGE ANSWERS TO 5 QUESTIONS:
1. Current Market Dynamics
2. Competitors’ Key Recent Activities
3. The GE Business Response
4. Greatest competitive threat over next 3 years
5. GE’s Business’s Planned Response
13. BENEFITS OF “HARDWARE” INITIATIVEINITIATIVES
Number of
Employees
(1981-89)
•404,000 to 292,000
Revenue
(1981-85)
•$27.2 Billion to $29.2 Billion
Operating Profits
(1981-85) •$1.6 Billion to $2.4 Billion
14. THE FIRST “SOFTWARE” INITIATIVEWORK OUT
Implementation
Team (24
consultants)
Group of 40-100
employees
3 day sessions
On the spot
decision on 80%
proposals.
IMPLEMENTATION
To design a
process to get
unnecessary
bureaucratic
work out of the
system.
To create the
culture of a
small company,
where all felt
engaged and
everyone had
voice.
OBJECTIVE
An open
discussion
forum
Employee could
give ideas and
suggestions on
business and
get immediate
responses to it.
OVERVIEW
15. THE SECOND “SOFTWARE” INITIATIVEBEST PRACTICES
FOCUS MORE
ON HOW
THINGS GET
DONE
LEARNING
FROM OTHER
INDUSTRIES
IMPLEMENT
ATION
RESULT
Productivity Increase
Managers realized the key
focus areas of business
16. GO GLOBAL
Appointing Paolo
Fresco as Head,
International
Operations
Rampant
Acquisitions
Taking advantage of global
economic slow down
• European Crisis- $17.5Bn
• Mexican Peso collapse
• Asian Economy Crisis (1997-98)
17. DEVELOPING LEADERS FOR TOMORROWEMPLOYEES
Keeping close tabs on top 3000 Executives
Succession Planning
Improved Packages/Stock Options
Training institute at Croton Ville
360 Degree Feedback
“A” Players (Characterized by 4Es – Energy, Energize, Edge, Execution)
18. PERFORMANCE APPRAISAL SYSTEMEMPLOYEES
RANK RATING REWARD
1 Top 10% TOP Stock Options
2 15% STRONG Stock Options
3 50% HIGHLY VALUED Training
4 15% BORDERLINE Improve or Move
5 Bottom 10% LEAST EFFECTIVE Weed Out
20. Employees were dissatisfied with the quality of its
product.
GE was operating at error rates 10,000 times the six
sigma quality level of 3.4 defects/million costing $8-
12 billion/year.
Series of planning, resource allocation, review, and
communication meetings were done.
Participation in initiative was compulsory, 40% Bonus
was tied with it.
QUALITY INITIATIVESIX SIGMA
21. MASTER
BLACK
BELT
BLACK
BELT
GREEN
BELT
Training- 6 weeks in
statistics, data
analysis and other six
sigma tools.
Training – 4 weeks
Implementation- 5
Months project
aimed at improving
Quality.
Full time Six Sigma
instructors.
RESULTS
10 Fold increase in life of CT scan X-ray tubes.
62% reduction in time at service stations.
30,000 Six Sigma projects were initiated a year.
IMPLEMENTATIONSIX SIGMA
23. COMPARISON
• Promoted internal
communication
• Focus on performance &
strictly quantifiable results
• mostly promoting from within
• Focused on production
• demanding and intimidating
• External communication
(Investors & Third Parties)
• Allowed employees to come
up with innovative ideas
• Brought a number of
outsiders into Organization
• Focused on marketing
• Made GE more
environmentally conscious
• Friendlier and more
approachable
JACKWELCH
JEFFEMMELT
24. TOWS ANALYSIS
TOWS
ANALYSIS
T O
SW
Competition
Information security
Financial crisis
Media depictions
Evaluation and Analysis
Under-performing energy
sector
Threat to flexibility
Mergers and
acquisitions
Research and
development
Global recognition
Global strength and
competitiveness
Excellent Management
Diversified lines of
operation
Environmental initiatives
25. PERFORMANCE2012
180
154 150 147 147
2008 2009 2010 2011 2012
CONSOLIDATED REVENUES
(In $ Billions)
16.9
9.9
12.4
14.9
16.1
2008 2009 2010 2011 2012
OPERATING EARNINGS
(In $ Billions)
• Total Industry Segment Revenue +
GE Capital Revenue (45%)
• Change in portfolio
• Sale of 49% stake of NBCU
• Rising profit from selling Air craft
engines and transportation
equipments
• Acquisition of Lufkin Industries
• Rise in orders from aviation and oil
26. GE’S VISION FOR 2013 & BEYONDSTRATEGIES
Margin Expansion
Growth from Emerging Economies
Product and Service launches
Energy, Healthcare and Aviation to drive growth
01
02
03
04