The Paradoxical Twins:
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The Paradoxical Twins: Acme & Omega Electronics The Paradoxical Twins case study give an opportunity to evaluate from different angles the organization and structure of a business. Exposure of a complex behaviour to different environments, circumstances, personal & social relationships, the two companies Acme & Omega electronics considered on this case study used to have the same organizational structure, under different management. Since they were sold to different investors, as a consequence of this, each company has its own procedures and company polices. The analysis of this case study will be focus to emphasize and apply relevant theories to identifying problems in the aspects Organisational, Management within the structure of Acme & Omega Electronics. A number of main aspects will be highlighted, trying to identify the problems regarding to Power & Politic, Leadership, Motivation and Communication, and have a better view of the weakness and strength of each company. Being possible to identify the main scenarios and problems that this case study illustrate, it will be possible to make some suggestions of possible solutions. The main scenario is that John Tyler the new president of Acme Electronics and Jim Rawls new president of Omega Electronics, are the directly responsible for the performance of the respective companies.
According to Yulk, G (2001), some theorist had proposed different taxonomies of decision procedures, and there not had been an agreement about the optimal number of decision procedures or the best way to describe them [Heller & Yulk, 1969; Strauss, 1977; Tannenbaum & Schmidt, 1958; Vroom & Yetton, 1973]. The Action-Centred leadership [John Adair], of Jim Rawls, perfectly show how different react to handle the problem to meet the deadline of the project, gathering his senior management, participate in a common task, become more effective to solve any problem of the company, in this case the same missing component for assembly of the memory units. This democratic leadership style, further in the case study, can be observe the level of motivation of the staff and the willingness to contribute to solve problems. A good example of this is when the staff after finish the methods design they took the decision to test the unit before take it to production, there were they found the error in the unit and immediately reported to Jim Rawls. This behaviour shows the motivation and autonomy to take decisions for themselves, they save to the company effort, money and the satisfaction of a very good job.
Conclusion: As consequence of this case study, I can say that, both companies had show the full potential and the capacity of the leaders to carried out their task and give influence to their staff, the weakness and the strength of Acme & Omega, and the most important subject that how human beings react and respond to a different situations or circumstances, taking account the environment, leadership, motivation and power. Additionally, there are some recommendations that could be suggested, in terms of productivity, relationship, communications, motivation, team work, management and Organization of the company. Omega should design a new or stick with the old structure, that give the chance to define the jobs to a specific area, to increase the productivity and see ways of how to reduce of costing of the products, give him more control over departments, control of the flow of the information through the company, and keep improving the motivation to the staff. Acme should be informal, try to recognize the knowledge of the professionals in the company, do meetings more regularly to improve the relation between departments, share more often information, relevant to and for the convenience of the company, give more power and control to subordinates to increase knowledge and expertise in certain areas.
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