Harvard Case - Managing Xerox's Multinational Development Center (Abridged)
"Managing Xerox's Multinational Development Center (Abridged)" Harvard business case study is written by Herminia Ibarra. It deals with the challenges in the field of Organizational Behavior. The case study is 15 page(s) long and it was first published on : Jan 31, 1996
At Fern Fort University, we recommend Xerox implement a strategic framework that addresses the challenges of managing its multinational development center in Rochester, New York. This framework should prioritize fostering a collaborative and inclusive organizational culture, promoting cross-functional communication and teamwork, and investing in leadership development programs to enhance the center's effectiveness and innovation.
2. Background
This case study focuses on the Xerox Multinational Development Center (MDC) in Rochester, New York. Established in 1988, the MDC was tasked with developing and commercializing new products and technologies for Xerox. The center faced challenges in effectively managing its diverse workforce, fostering collaboration across different departments, and navigating the complexities of a globalized business environment.
The main protagonists of the case are:
- Dr. John Seely Brown: The head of the MDC, responsible for its overall direction and success.
- The MDC employees: A diverse group of engineers, scientists, and technicians from various cultural backgrounds and with varying levels of experience.
3. Analysis of the Case Study
The case study highlights several key issues that impact the MDC's performance:
- Organizational Culture: A siloed culture, with limited communication and collaboration between different departments, hinders innovation and efficiency.
- Leadership Styles: The lack of a clear and consistent leadership style across the center leads to confusion and a lack of direction.
- Cross-Functional Management: The absence of effective cross-functional teams and processes hampers the development and commercialization of new products.
- Diversity and Inclusion: While the MDC boasts a diverse workforce, it struggles to leverage the full potential of its employees due to cultural differences and communication barriers.
- Communication Patterns: Ineffective communication channels and a lack of transparency hinder information flow and decision-making.
- Employee Engagement: Low levels of employee engagement and motivation stem from a lack of recognition, career development opportunities, and a sense of belonging.
Framework for Analysis:
To analyze the case, we can utilize a framework that considers both internal and external factors impacting the MDC:
- Internal Factors: Organizational culture, leadership, team dynamics, communication, employee engagement, and motivation.
- External Factors: Globalization, competition, technological advancements, and market trends.
4. Recommendations
To address the challenges facing the MDC, we recommend the following:
1. Cultivate a Collaborative and Inclusive Organizational Culture:
- Promote Cross-Functional Teams: Establish cross-functional teams that bring together individuals from different departments to work on projects collaboratively.
- Develop Shared Goals and Values: Define clear and shared goals and values that foster a sense of unity and purpose among employees.
- Encourage Open Communication: Implement communication channels that facilitate open and transparent communication between employees and management.
- Embrace Diversity and Inclusion: Implement programs and initiatives that promote diversity and inclusion, fostering a sense of belonging for all employees.
2. Enhance Leadership Development and Management:
- Implement Leadership Development Programs: Provide leadership training programs that equip managers with the skills and knowledge necessary to lead effectively in a globalized environment.
- Foster Transformational Leadership: Encourage a transformational leadership style that inspires, motivates, and empowers employees.
- Develop a Clear and Consistent Leadership Style: Define a clear and consistent leadership style across the center to ensure alignment and direction.
3. Improve Cross-Functional Management and Communication:
- Develop Cross-Functional Processes: Implement processes that facilitate collaboration and communication between different departments.
- Utilize Technology for Communication: Leverage technology platforms to enhance communication and information sharing across the center.
- Encourage Open Dialogue and Feedback: Create a culture where open dialogue and feedback are encouraged, fostering continuous improvement.
4. Invest in Employee Engagement and Motivation:
- Implement Employee Recognition Programs: Establish programs that recognize and reward employee contributions.
- Provide Career Development Opportunities: Offer training and development programs that support employee growth and career advancement.
- Foster a Sense of Belonging: Create a workplace culture that promotes a sense of belonging and community among employees.
5. Basis of Recommendations
These recommendations align with the following considerations:
- Core Competencies and Consistency with Mission: The recommendations focus on strengthening the MDC's core competencies in innovation, collaboration, and diversity, which are essential for achieving its mission of developing and commercializing new products.
- External Customers and Internal Clients: The recommendations aim to improve the MDC's responsiveness to the needs of external customers and internal clients through enhanced communication, collaboration, and innovation.
- Competitors: The recommendations help the MDC stay ahead of the competition by fostering a culture of continuous improvement, innovation, and adaptability.
- Attractiveness: The recommendations are expected to increase the MDC's attractiveness to potential employees and partners by creating a more engaging and rewarding work environment.
6. Conclusion
By implementing these recommendations, Xerox can create a more collaborative, innovative, and inclusive MDC. This will enhance the center's effectiveness in developing and commercializing new products, ensuring its long-term success in a globalized market.
7. Discussion
Alternatives:
- Outsourcing: Xerox could consider outsourcing some of its development activities to external partners, but this could lead to a loss of control and expertise.
- Merger or Acquisition: Xerox could merge with or acquire another company with complementary capabilities, but this could be a complex and risky strategy.
Risks and Key Assumptions:
- Resistance to Change: Employees may resist changes to the organizational culture and processes.
- Financial Investment: Implementing these recommendations will require significant financial investment.
- Time Commitment: Implementing these changes will require a significant time commitment from all stakeholders.
8. Next Steps
- Develop a detailed implementation plan: This plan should outline the specific steps, timelines, and resources required for implementing each recommendation.
- Communicate the plan to all stakeholders: Clear and transparent communication is essential to ensure buy-in and support for the changes.
- Monitor progress and make adjustments: Regularly monitor the progress of the implementation and make adjustments as needed.
By taking these steps, Xerox can successfully transform its MDC into a high-performing, innovative, and collaborative organization that thrives in the global marketplace.
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Case Description
Describes a manager's role in developing a staff group responsible for enhancing the efficiency of Xerox's worldwide logistics and inventory management systems. Illustrates a range of management strategies for upward and lateral influence in a complex organizational context, as well as the use of a number of innovative human resource management techniques. If used with John A. Clendenin it allows for the discussion of career development issues.
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