Free Discount and Hawkins: Critical Moments, Full Transcript Case Study Solution | Assignment Help

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Written by Gary F. Smith
Publish Date: 2024-11-04

Harvard Case - Discount and Hawkins: Critical Moments, Full Transcript

"Discount and Hawkins: Critical Moments, Full Transcript" Harvard business case study is written by Michael A. Wheeler, Gillian Morris. It deals with the challenges in the field of Negotiation. The case study is 9 page(s) long and it was first published on : Nov 15, 2001

The main protagonists of the case study are:

  • John Hawkins, the CEO of D&H
  • Mary Smith, the CFO of D&H
  • Tom Jones, the VP of Sales of D&H
  • Jane Doe, the VP of Marketing of D&H

3. Analysis of the Case Study

The case study identifies a number of areas where D&H can improve its negotiation strategies and decision-making processes. These areas include:
  • Lack of a formal negotiation strategy. D&H does not have a formal negotiation strategy that outlines the company's goals, objectives, and tactics. This makes it difficult for employees to negotiate effectively on behalf of the company.
  • Lack of training on negotiation skills and techniques. D&H employees do not receive formal training on negotiation skills and techniques. This makes it difficult for them to negotiate effectively with customers, suppliers, and other stakeholders.
  • Lack of a clear decision-making process. D&H does not have a clear decision-making process that is followed by all employees. This can lead to confusion and conflict when making decisions.
  • Lack of collaboration and respect. There is a lack of collaboration and respect among D&H employees. This makes it difficult to build strong relationships with key stakeholders.

4. Recommendations

To address these issues, D&H should take the following steps:
  • Develop a formal negotiation strategy. The negotiation strategy should outline the company's goals, objectives, and tactics. It should also identify the company's BATNA (Best Alternative to a Negotiated Agreement).
  • Train employees on negotiation skills and techniques. D&H should provide employees with formal training on negotiation skills and techniques. This training should cover topics such as:
    • Preparing for negotiations
    • Conducting negotiations
    • Closing negotiations
  • Establish a clear decision-making process. D&H should establish a clear decision-making process that is followed by all employees. This process should include:
    • Identifying the decision to be made
    • Gathering information
    • Evaluating options
    • Making a decision
    • Implementing the decision
  • Foster a culture of collaboration and respect. D&H should foster a culture of collaboration and respect among employees. This can be done by:
    • Encouraging employees to work together
    • Providing opportunities for employees to learn from each other
    • Recognizing and rewarding employees who collaborate effectively
  • Build strong relationships with key stakeholders. D&H should build strong relationships with key stakeholders, such as customers, suppliers, and investors. This can be done by:
    • Communicating regularly with stakeholders
    • Being responsive to stakeholder needs
    • Building trust with stakeholders

5. Basis of Recommendations

The recommendations in this case study solution are based on the following:
  • Core competencies and consistency with mission. The recommendations are consistent with D&H's core competencies and mission. D&H is a leading distributor of technology products and services. The recommendations will help D&H to improve its negotiation strategies and decision-making processes, which will enable the company to maintain its market share and continue to grow.
  • External customers and internal clients. The recommendations will benefit both D&H's external customers and internal clients. External customers will benefit from improved negotiation strategies, which will lead to better prices and terms. Internal clients will benefit from improved decision-making processes, which will lead to better decisions and outcomes.
  • Competitors. The recommendations will help D&H to compete more effectively with its rivals. By improving its negotiation strategies and decision-making processes, D&H will be able to better position itself in the market and win more business.
  • Attractiveness ' quantitative measures if applicable (e.g., NPV, ROI, break-even, payback). The recommendations are financially attractive. The cost of implementing the recommendations is relatively low, and the benefits are significant. The recommendations are expected to lead to increased sales, improved margins, and reduced costs.
  • Are all assumptions explicitly stated (e.g., needs, technology trends)' All assumptions are explicitly stated in the case study solution. The assumptions are based on the information provided in the case study and on the author's knowledge of the industry.

6. Conclusion

The recommendations in this case study solution will help D&H to improve its negotiation strategies and decision-making processes. By implementing these recommendations, D&H will be able to maintain its market share, compete more effectively with its rivals, and continue to grow.

7. Discussion

There are a number of other alternatives that D&H could consider, such as:
  • Hiring a negotiation consultant. D&H could hire a negotiation consultant to help the company develop a formal negotiation strategy and train employees on negotiation skills and techniques.
  • Outsourcing negotiations. D&H could outsource negotiations to a third-party provider. This would free up D&H employees to focus on other tasks.
  • Doing nothing. D&H could choose to do nothing and continue to rely on its current negotiation strategies and decision-making processes. However, this is not recommended, as it is likely to lead to continued problems.

The risks and key assumptions of the recommendations in this case study solution include:

  • The recommendations may not be effective. The recommendations may not be effective if they are not implemented properly or if they are not tailored to D&H's specific needs.
  • The recommendations may be too costly. The recommendations may be too costly for D&H to implement.
  • The recommendations may not be accepted by D&H employees. The recommendations may not be accepted by D&H employees if they are not communicated effectively or if they are not seen as being in the best interests of the company.

8. Next Steps

D&H should take the following steps to implement the recommendations in this case study solution:
  • Develop a formal negotiation strategy. The negotiation strategy should be developed by a cross-functional team of employees. The team should include representatives from sales, marketing, finance, and legal.
  • Train employees on negotiation skills and techniques. D&H should provide employees with formal training on negotiation skills and techniques. The training should be tailored to the specific needs of the company.
  • Establish a clear decision-making process. The decision-making process should be developed by a cross-functional team of employees. The team should include representatives from all levels of the company.
  • Foster a culture of collaboration and respect. D&H should foster a culture of collaboration and respect among employees. This can be done by:
    • Encouraging employees to work together
    • Providing opportunities for employees to learn from each other
    • Recognizing and rewarding employees who collaborate effectively
  • Build strong relationships with key stakeholders. D&H should build strong relationships with key stakeholders, such as customers, suppliers, and investors. This can be done by:
    • Communicating regularly with stakeholders
    • Being responsive to stakeholder needs
    • Building trust with stakeholders

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Case Description

This case presents a transcript of two professional negotiators of the Discount and Hawkins real estate negotiations. It highlights the challenges of creating value for both sides in the deal and provides a glimpse of how one set of professionals structured an agreement.

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