Harvard Case - Sarah Powers at Automated Precision Products
"Sarah Powers at Automated Precision Products" Harvard business case study is written by Jeffrey T. Polzer, Michael Norris, Julia Kelley, Kristina Tobio. It deals with the challenges in the field of Organizational Behavior. The case study is 6 page(s) long and it was first published on : Feb 27, 2017
At Fern Fort University, we recommend a multi-pronged approach to address the challenges Sarah Powers faces at Automated Precision Products (APP). This approach focuses on fostering a culture of employee engagement, innovation, and collaboration, while simultaneously addressing the need for leadership development and organizational change management. We believe this strategy will enable APP to navigate its current challenges and achieve long-term success.
2. Background
Sarah Powers, a newly appointed CEO of APP, faces a complex situation. The company, a leading manufacturer of precision components, is struggling with declining profitability, low employee morale, and a rigid organizational culture resistant to change. This is exacerbated by a lack of clear leadership and a fragmented communication structure. The case highlights the need for a strategic shift towards a more agile and innovative organization, with a focus on employee engagement and leadership development.The main protagonists are Sarah Powers, the CEO, and the company's employees, who are facing the consequences of the company's current state. The case also features the company's Board of Directors, who are concerned about the company's performance and are looking to Sarah for solutions.
3. Analysis of the Case Study
This case study can be analyzed through the lens of several frameworks, including:
- Organizational Culture: APP's culture is characterized by a strong focus on production and efficiency, leading to a rigid and hierarchical structure. This culture, while effective in the past, is hindering the company's ability to adapt to changing market demands and embrace innovation.
- Leadership Styles: The lack of clear leadership at all levels has contributed to the company's current state. The company's leaders have been focused on maintaining the status quo, leading to a lack of vision and strategic direction.
- Team Dynamics: The case highlights the challenges of working in silos and the lack of effective communication and collaboration between departments. This hinders innovation and problem-solving.
- Change Management: The resistance to change within APP is a significant obstacle to implementing necessary improvements. Employees are accustomed to the current way of doing things and are reluctant to embrace new ideas or processes.
- Employee Engagement: The low employee morale and lack of engagement are directly linked to the company's rigid culture and lack of opportunities for growth and development.
4. Recommendations
To address these challenges, we propose the following recommendations:
1. Foster a Culture of Innovation and Collaboration:
- Implement cross-functional teams: Encourage collaboration between departments by creating cross-functional teams to work on specific projects. This will foster communication, knowledge sharing, and idea generation.
- Promote open communication: Encourage open and transparent communication at all levels of the organization. This can be achieved through regular town hall meetings, employee surveys, and feedback mechanisms.
- Embrace a culture of continuous improvement: Implement a culture of continuous improvement through initiatives like Kaizen and Lean manufacturing. This will empower employees to identify and implement improvements in their work processes.
- Encourage employee suggestions: Create a system for employees to submit ideas and suggestions for improvement. This will tap into the collective intelligence of the workforce and foster a sense of ownership.
2. Develop and Empower Leaders:
- Implement leadership development programs: Invest in leadership development programs to equip current and future leaders with the skills and knowledge necessary to lead effectively in a changing environment.
- Promote a coaching culture: Encourage managers to adopt a coaching style of leadership, focusing on developing their team members and providing constructive feedback.
- Empower employees: Delegate decision-making authority to employees at all levels, fostering a sense of ownership and responsibility.
- Encourage mentorship: Establish a mentorship program to connect experienced employees with newer ones, fostering knowledge transfer and career development.
3. Manage Change Effectively:
- Communicate clearly and consistently: Communicate the need for change and the benefits it will bring to employees. This communication should be clear, consistent, and transparent.
- Involve employees in the change process: Engage employees in the design and implementation of change initiatives. This will increase their buy-in and reduce resistance.
- Provide support and training: Offer training and support to employees to help them adapt to new processes and technologies.
- Recognize and reward progress: Recognize and reward employees for their efforts in embracing change and achieving desired outcomes.
4. Implement a Comprehensive Talent Management Strategy:
- Develop a robust hiring and recruitment process: Focus on attracting and retaining top talent by streamlining the hiring process and offering competitive compensation and benefits.
- Invest in employee development: Provide opportunities for professional development and training to help employees grow their skills and knowledge.
- Create a diverse and inclusive workplace: Promote diversity and inclusion by creating a welcoming and supportive environment for all employees.
- Implement a performance management system: Establish a clear performance management system that provides regular feedback and opportunities for growth.
5. Basis of Recommendations
These recommendations are based on the following:
- Core competencies and consistency with mission: The recommendations align with APP's core competencies in manufacturing and innovation. By fostering a culture of collaboration and continuous improvement, APP can leverage its existing strengths to achieve its mission of providing high-quality precision components.
- External customers and internal clients: By improving employee engagement and product quality, APP can better serve its external customers and internal clients.
- Competitors: The recommendations will help APP stay ahead of its competitors by fostering a more agile and innovative organization.
- Attractiveness - quantitative measures: The recommendations are expected to lead to improved profitability, increased employee retention, and enhanced customer satisfaction.
6. Conclusion
By implementing these recommendations, APP can transform its organizational culture, develop effective leadership, and create a more engaged and innovative workforce. This will enable the company to overcome its current challenges, achieve sustainable growth, and remain competitive in the global marketplace.
7. Discussion
Other alternatives not selected include:
- Outsourcing manufacturing: This option could reduce costs but could also lead to a loss of control over quality and intellectual property.
- Merging with a larger company: This could provide access to resources and expertise but could also lead to job losses and a loss of autonomy.
The recommendations presented are based on the assumption that APP is committed to investing in its people and its future. The success of these recommendations will depend on the commitment and leadership of Sarah Powers and the Board of Directors.
8. Next Steps
To implement these recommendations, APP should:
- Form a task force: Establish a task force to oversee the implementation of the recommendations.
- Develop a timeline: Create a detailed timeline with key milestones for each recommendation.
- Communicate progress: Regularly communicate progress and updates to employees and stakeholders.
- Monitor and evaluate: Continuously monitor and evaluate the effectiveness of the recommendations and make adjustments as needed.
By taking these steps, APP can create a more sustainable and successful future for itself.
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Case Description
In 2017, Sarah Powers, VP of Sales at an automation hardware firm, is trying to understand why some members of her sales team have been underperforming. She is tasked with analyzing her firm's email and calendar data to try to find relationships between communications and sales performance.
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