organizational culture

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Question Description

Week 4 Individual Assignment: The Larger Organization
Due: Day 7
Point Value: 100 points

Use the assigned video, case study, and text to answer the following questions:

  1. In what ways does Zappos’ culture help and/or hinder the company’s performance? Be specific; Connect aspects of the culture to Zappos’ outcomes; i.e. show how the culture matters—for better or worse.
  2. Now turn to your organization. We want you to both describe it and analyze it. More specifically, use the framework, "Dimensions of Organizational Culture Profile," in the text to answer the following: Which three of the seven dimensions best describe the "core" of your company’s culture. Be sure to use examples; i.e. point to specific behavior, measures, activities that illustrate each of the three dimensions.Then, just as you did in the question about Zappos, explain how your organization’s culture—especially the three dimensions-- helps and/or hinders its business performance? Be specific and use examples. (If you can’t/don’t illustrate the connection between your culture and results, you haven’t thought about it enough.)

link to the video:

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CPID 713019 HRMG 6200: Managing People and Organizations Leonard Glick and Burt Spector Northeastern University Spring 3 2017 Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 HRMG 6200: Managing People and Organizations, Glick/Spector − Spring 3 2017 Northeastern University THIS PRINT COURSEPACK AND ITS ELECTRONIC COUNTERPART (IF ANY) ARE INTENDED SOLELY FOR THE PERSONAL USE OF PURCHASER. ALL OTHER USE IS STRICTLY PROHIBITED. Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 XanEdu™ publications may contain copyrighted materials of XanEdu, Inc. and/or its licensors. The original copyright holders retain sole ownership of their materials. Copyright permissions from third parties have been granted for materials for this publication only. Further reproduction and distribution of the materials contained herein is prohibited. WARNING: COPYRIGHT INFRINGEMENT IS AGAINST THE LAW AND WILL RESULT IN PROSECUTION TO THE FULLEST EXTENT OF THE LAW. THIS COURSE PACK CANNOT BE RESOLD, COPIED OR OTHERWISE REPRODUCED. XanEdu Publishing, Inc. does not exert editorial control over materials that are included in this course pack. The user hereby releases XanEdu Publishing, Inc. from any and all liability for any claims or damages, which result from any use or exposure to the materials of this course pack. Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 Items are available in both online and in print, unless marked with icons. − Print only − Online only HRMG 6200: Managing People and Organizations, Glick/Spector − Spring 3 2017 Table of Contents “Medisys Corp.: The IntensCare Product Development Team” by Donnellon, Anne; Margolis, Joshua D. “Sun Hydraulics Corp. (A) and (B) (Abridged)” by Barnes, Louis B.; Kaftan, Colleen 1 11 XanEdu Extra An Excel−formatted spreadsheet containing the exhibits for the case above is available at http://content.xanedu.com/hs/491119p2.xls “Zappos.com 2009: Clothing, Customer Service, and Company Culture” by Frei, Frances X.; Ely, Robin J.; Winig, Laura 27 XanEdu Extra An Excel−formatted spreadsheet containing the exhibits for the case above is available at http://content.xanedu.com/hs/610015p2.xls “The Discipline of Teams (HBR OnPoint Enhanced Edition)” by Katzenbach, Jon R.; Smith, Douglas K. 55 67 Bibliography i Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 ii Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 4059 OCTOBER 30, 2009 ANNE DONNELLON JOSHUA D. MARGOLIS MediSys Corp.: The IntensCare Product Development Team It was just six months away from MediSys’s planned August 2009 launch of IntensCare, their new remote monitoring system for use in hosptials’ intensive care units. The company was investing $20.5 million in the new system, which represented the most ambitious project in the company's 10-year history. Valerie Merz, marketing manager for IntensCare, was feeling enormous pressure as she reviewed the agenda for the upcoming meeting of the product development team. Once again there was no scheduled time to resolve the debate over the modular design that she knew was critical to successful adoption and long-term success in the market. Without this modularity, she was certain that the system would lose market share to the competition’s forthcoming products, both scheduled for release within the year. And it wasn’t just her P&L that would take the hit; the team, and the whole company, would look second-rate. “Why isn’t Jack stepping up on this issue and getting it resolved?” Merz wondered. Jack Fogel, senior production manager, was the project lead for IntensCare, but in Merz’s opinion, he was far too focused on the details of the product side and far too little concerned about the business issues and the impending launch. Perhaps it was time for her to blow the whistle and get the bosses involved. How else could she get her colleagues to do the right thing for the company and not just for their own departments? MediSys: Background and Organization MediSys Corp., a privately held U.S.-based medical device manufacturer, was founded in 2002. Its annual revenues in 2008 were $400 million, and the company employed 1,750 people.1 The company developed, manufactured, and sold medical monitoring systems for the hospital segment. 1 In 2008, the average value of annual shipments per paid employee in the medical equipment industry was approximately $190,000. ________________________________________________________________________________________________________________ Babson College Professor Anne Donnellon and HBS Professor Joshua Margolis prepared this case solely as a basis for class discussion and not as an endorsement, a source of primary data, or an illustration of effective or ineffective management. This case, though based on real events, is fictionalized, and any resemblance to actual persons or entities is coincidental. There are occasional references to actual companies in the narration. Copyright © 2009 Harvard Business School Publishing. To order copies or request permission to reproduce materials, call 1-800-545-7685, write Harvard Business Publishing, Boston, MA 02163, or go to http://www.hbsp.harvard.edu. No part of this publication may be reproduced, stored in a retrieval system, used in a spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or otherwise—without the permission of Harvard Business Publishing. Harvard Business Publishing is an affiliate of Harvard Business School. 1 Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 4059 | MediSys Corp.: The IntensCare Product Development Team MediSys’s first two products were highly successful specialty pulmonary and renal monitoring systems. Though still relatively small, the company was very profitable. Its entrepreneurial culture had fostered innovative thinking across the company, and as a result, numerous promising initiatives were at various stages of development—from redesign to development of new systems. However, the board of MediSys saw early signs that growth was slowing. Two well-known public competitors, with deep pockets and strong reputations in the industry, had announced they were moving into MediSys’s key markets with products designed to compete with IntensCare. A similar competitive response seemed likely as MediSys launched future products as well. Partly to counter this threat, an aggressive new president, Art Beaumont, was hired in January 2008 to sharpen strategic focus while preserving the innovative culture and restimulating rapid growth. Within weeks, Beaumont introduced a series of changes. As shown in the MediSys organization chart (see Exhibit 1), the company continued to be organized functionally; however, Beaumont created an Executive Committee consisting of his five direct reports: the vice presidents of sales and marketing, research & development, design and engineering, production, and administration. His intention was to develop them into an executive team that would jointly create and implement a strategy for growing the business swiftly. His early months in the job convinced him that, despite the entrepreneurial culture, some of these managers had become entrenched in their functional roles and that progress could take some time. While he worked on shaping his management team, Beaumont also formalized a process for product development. He believed that MediSys could outmaneuver its larger, richer competitors by speeding product development through the use of cross-functional teams. Speed was the key. 2 New Product Development at MediSys Historically, MediSys’s approach to product development was essentially sequential: 1. Research & Development (R&D) staff typically started the development sequence by proposing new technologies or new systems that could yield significant new business opportunities. 2. Once the leadership agreed on a new idea, Marketing developed product descriptions from customer needs and responses to new MediSys concepts, and then passed these on to Product Engineering and Software Design. 3. Engineering and Software Design developed them into product specifications, and passed those on to the Regulatory group who researched and, where necessary, conducted clinical trials to test prototypes of the systems. 4. Once these specifications were finalized, they were passed on to the production group, which arranged for the fabrication and assembly of the products. In August 2008, Beaumont introduced a new parallel system for product development in which a ”core team” of people assembled from all the critical functions—R&D, Marketing & Sales, Product Engineering, Software Design, Regulatory, and Production—worked together continuously to move a product from conceptual stage to final production. For every core team, a project leader was designated to orchestrate its work, keep an eye on the complete project, secure resources for the team, 2 A widely cited economic model developed by McKinsey & Co. calculates that going 50% over budget during development to get a product out on time reduces profits by only 4%, but staying on budget and getting to market six months late reduces profits by a third. 2 BRIEFCASES | HARVARD BUSINESS PUBLISHING 2 Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 MediSys Corp.: The IntensCare Product Development Team | 4059 and serve as a liaison to senior management. Beaumont believed that the project leader needed to have cross-functional expertise, a track record of high performance, and the respect of his or her colleagues. Most of MediSys’s professional employees embraced the cross-functional team design and parallel development process. Conceptually, it fit their entrepreneurial and team-like approach, though it was more disciplined and formal than they were used to. They understood that parallel development required new ways of thinking and behaving, particularly in relationship to the functional areas that had grown up with the company. "Parallel development doesn't allow people to single-mindedly defend the position of their functional area," one employee noted, "or what's easiest or best or cheapest for their own functional area. It forces people to look at the bigger picture." While requiring that functions look at the "bigger picture," parallel development did not alter the way reporting and evaluation occurred. All employees, including core team members, continued reporting to their functional managers who continued to supervise and evaluate them. Art Beaumont recognized that the management style of all the MediSys executives would also have to change in a parallel development environment: I know I am asking these folks to give up control, which will be hard for them in the context of this major investment. But as the company has grown, a management style has evolved here that doesn’t reflect the entrepreneurial spirit that everyone loves to brag about. It has become much more of a command-and-control culture with an emphasis on technical excellence. Not that we don’t need that, but the competition has become intense and our reputation is on the line, so we need all the brain power and discretionary effort we can get. I think that crossfunctional teams are the only way to get that. But it will be challenging for my direct reports and me to change our styles to be more patient, open, and trusting, and not to intervene. History of the IntensCare Project IntensCare had developed in typical MediSys fashion (see Exhibit 2 for a time line of this product development effort). In September 2006, Aaron Gerson from the R&D group had the idea for a patient monitoring system that would collect data on patients in intensive care units and post it to an electronic database that could provide an integrated profile of an individual patient’s health and would also send email messages to various physicians and nurses involved in the patient’s care. He pitched this concept to Peter Fisher, a friend in Sales, who tested it with clients and found great interest. The two invited a third friend from Software Design (who later left the company) to chat with them about how this might work, and before long an ad hoc product development group had organized itself informally to develop this opportunity. Over the next year, this ad hoc group developed preliminary market research and product designs, which they took to the senior leaders of MediSys to request funding for further product development. In July 2007, the group was given $500,000 to be used for software development and ongoing product engineering work. Progress was slow, as the team members were often pulled away to work on other priorities in their functional areas. Fisher had been promoted to vicepresident of Sales and Marketing, but started working immediately to identify an external hire to replace himself in this effort. In August 2008, Beaumont formalized a core team and chartered it to accelerate the new monitoring system. (See Exhibit 3 for his notes on a list of team members and their backgrounds that Beaumont had obtained from Human Resources as he was planning the changes in the IntensCare project.) The team members included two people from the original ad hoc group: Aaron Gerson, the HARVARD BUSINESS PUBLISHING | BRIEFCASES 3 Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 3 4059 | MediSys Corp.: The IntensCare Product Development Team R&D researcher who formulated the idea, and Bret O’Brien, a manager in product engineering. Jack Fogel, senior production manager, was named project leader based on his extensive production experience at MediSys and his track record for successfully managing the interface between engineering and production. Dipesh Mukerjee was assigned to oversee the software design and development (and had made it known immediately that he intended to outsource both functions to a firm in India). Karen Baio was asked to represent Regulatory Affairs, and a new external hire in Marketing—Valerie Merz—was assigned to oversee the product launch and manage the P&L for the new product. Managing this as a business was Merz’s sole assignment for the next three years. Beaumont approached the IntensCare project with a sense of urgency: "Two competitors have announced that they will launch similar monitoroing systems within the year. We have to get this product out the door on time and we cannot make a mistake." Beaumont committed an additional $20 million to the rapid development of IntensCare and communicated the new IntensCare goal: “Launch an innovative, world-class MediSys product by August 2009.” The IntensCare Team Before the IntensCare team was formally chartered by Beaumont, the group was convened by Aaron Gerson and typically met every other Friday afternoon for an hour or so. When Jack Fogel was appointed project leader, he continued this practice but he also met frequently with Bret O’Brien, Gerson, and Mukerjee individually or together to brainstorm solutions to problems that had arisen. In addition to Fogel’s various departmental responsibilities within production, he was responsible for the final assembly of the IntensCare product. Fogel characterized his role on the team as follows: I try to keep all ends tied together for the net result. Where are we on software development and testing, engineering design, order and delivery of the component parts, and fabrication planning? I tie all the pieces together to make sure they hit the floor at the same time. I make sure communication is happening so that all things are getting done. While the team had made significant progress in the six months since it had been reconfigured, Fogel knew there were still difficulties to overcome if they were to meet Beaumont’s very aggressive release date. On February 2, 2008, Mukerjee sent everyone a terse text message that suggested even bigger problems to come, as O’Brien’s critical path depended on getting the software in final form by May 1: “Problems again with delivery dates from India. Need to talk to you asap.” On February 7, O’Brien e-mailed Fogel: Jack, We are running into some serious engineering problems trying to fit the data displays and battery units into the customer size specs Marketing provided. Can you spare some time tomorrow to meet alone with me and Aaron to brainstorm solutions to this? I know we have a meeting tomorrow afternoon with the whole team, but we need to do some serious thinking together before we put this in front of the rest of the team. I can’t afford the time to deal with Valerie’s predictable drama over this. Bret P.S. Have you talked to Dipesh recently about the delays with the software? Any updates? 4 BRIEFCASES | HARVARD BUSINESS PUBLISHING 4 Downloaded by Frank Nakoh on 3/21/2017. Northeastern University, Leonard Glick and Bert Spector, Spring 3 2017 MediSys Corp.: The IntensCare Product Development Team | 4059 “Bret’s right,” Fogel muttered to himself; “Valerie is going to go through the roof if she hears about these two major problems. We’d better get these issues and the specifics all nailed down before we bring these up in the team meetings.” Merz had her own critical path to product launch, and any major problems in product design would create a cascade of delays in the marketing of the product that the IntensCare business plan could not accommodate, from the production of marketing copy to the development and publication of technical installation guides to the final development of the webpages devoted to the system. In fact, she was hoping that an accelerated time line might leave room for at the least the initial planning of how the monitoring system could be modularized for the variety of clinical situations where the system might be used, from military surgery units to neonatal intensive care. While she was not counting on this, she felt she had to demand it now if she had any hope of getting it in the next version. Merz’s experience to this point with her colleagues on the IntensCare team had not given her much confidence in their competence in general or, more particularly, in their ability to deliver the product that Beaumont and the market were expecting. She was very frustrated with Fogel as the team leader. Having led two other major product development teams for her former employer, Merz knew what was possible “when the team leader was really in the driver’s seat.” Yet, here she was responsible for the IntensCare’s P&L, but not in a formal position to get the other team members to deliver. She described her relationship with the product and the team this way: I feel my position is mini-general manager. I have ultimate responsibility for profit and loss on IntensCare. The engineers and production staff don't report to me, but I’m responsible for refining the product road-map. If I don’t keep on them, they’ll stray to other projects. I provide the technical support to customers: the training, the hotline, the technical support for field reps. I’m in charge of pricing, advertising, and sales promotion activities. I have all the responsibility but no authority to get others to live up to their commitments. I have no idea what Jack is doing, but it looks like he is just another “good guy” who doesn’t want ...
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agneta
School: Carnegie Mellon University

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Running help: ORGANIZATIONAL CHANGE

Organizational Change
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ORGANIZATIONAL CHANGE

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The organizational culture is crucial in determining the operation of that organization.
Zappos has been able to create an organizational culture that has led to the growth of the
organization. The organizational culture is based on customer satisfaction and accountability
(Zappos on CBS, 2010). The management has come up with different methods that allow the
employees to satisfy the needs of the consumers and by so doing, it has ensured customer
loyalty. The main factor that has allowed the organization to achieve the same can be attributed
to the hiring factors that are considered when the organization is recruiting new employees. The
organization has resulted to hiring individuals on the basis of whether the individual is capable of
benefitting the organization as opposed to whether the organization has the required skills for the
position or not. The hiring process is also based on mer...

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