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Other facts
MDC, the division of Xerox achieved these success while every other staff group reduced its funding and staff Created resentment among those who had not been successful in getting resources for their organization
Inference
He needs to emphasize that
Since the organization/sub organization grows it is necessary to get more resources The resources where the same initially
Clendenins background
Worked as a major in Marine Corps previously
Inference
Even though work nature can be different, methods of achieving a task are almost same in every organization
Joined Xerox even though more beneficial offers were there in investment banking
Corporate culture of Xerox same as Marine
Inference
Even though there can be more beneficial offers, people can still choose that workplace where they are happy working though compensation is not high
Like Dell, he proved that using direct marketing, i.e. forward integration brings more profit
Inference
Forward integration obviously brings more savings in profit
Bonding with Gunning Even though Tom Gunning the new employee did not have any experience, he treated him as his friend and went to lunch together and even attended his wedding
Inference
Personal relationships are also required to motivate people and make workplace worth working Qualification should be preferred more than experience
MSDC
Clendenin suggested teamwork
When one unit has excess inventory it should share it with other unit who needs it
It saved costs for company as a whole
New proposal
3 Multinational groups were formed including MDC MDC
Clendenin had no authority
The department went into losses and also faced lot of employee turnover
Inference
The company needs to be reasonable and give proper authority if it wants to achieve the targets
Results
Members found it easier to fund projects than to find manpower or to do it on their own Discovered 42 new opportunities
Staff culture
Democratic and rumor based setup
If anyone badmouths anyone, all of them go against Results
Negative evaluations like staffing by random people was baseless
Clendenin focused on
More emphasis on intelligence and knowledge than on formal qualifications Reasonable treatment
E.g. If an employee wanted to leave early he could so long he compensated for that some other day or time
Managers
As they department was not bureaucratic
Customers
Because the staff could attend meetings to see their problems as they were not overstressed
Clendenin as a manager
Motivating, developing and goal setting
Motivation because he rarely gives a negative feedback unless absolutely necessary Again because of personal relations
Future of Clendenin
Was offered multiple job offers including in Information Management, asset management This may be because of his good communication skills, better understanding of human nature as how information and assets would be useful for them and others etc.