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Analysis of the lincoln electric company
Lincoln electric case study solved with 4 questions
Analysis of the lincoln electric company
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Lincoln Electric Case Study The Lincoln Electric Company is the world’s largest manufacturer of arc welding products and a leading producer of industrial electric motors. Their key competency is achieving higher worker productivity. Every year the company has seen high profits and bonuses. Employee morale and productivity remains very good and employees are very loyal to the company. The company also puts customers goals as top priority. Organization Structure This is a very organic organization. They do not have a formal organization chart in this company because they want to ensure maximum flexibility. They have an open-door policy in which employees take problems to the people that are most capable of solving them. Routine supervision is almost nonexistent. Lincoln has a fairly flat organization in which there are usually two or three levels of supervision between production workers and the president. Employees are evaluated on quality, dependability, ideas and cooperation, and output. They also have great job security, while also being able to participate in decision-making. Problem identification Lincoln Electric does not really seem to have any big problems in their current operations while working under an organic structure, but one problem seems to be the lack of attention that the stockholders get. At Lincoln, the stockholders are given last priority. The whole philosophy behind this is that they think that it will be more profitable than investing money in any other way. Alternatives considered Alternatives for this company is to work towards making some of their activities mechanistic while keeping some functions organic. The other alternative is to keep the company going as is with no change. If there is no problem to be fixed, than don’t try fixing it, since it will result in more problems. Once some Harvard Business School researchers made up an organization chart for the company and the management felt that it had a disruptive effect. One big item that they want to consider is to pay a little more attention to the stockholders, which are financing the company. Alternatives selected and rationale The alternative selected is to keep the company going like it is with the organic structure.
His two main goals in the process of cleaning up were shutting subsidiaries that could not be salvaged and also save the plants in Europe by increasing volume from improved sales (Lincoln, 2016). With Massano’s new approach in 1996, he ended up becoming CEO of Lincoln Electric. Some of his contributions were:
The primary problem would be the structure of the organization. This due to the fact that there are thirteen departments in total: finance and accounting, human resource management, marketing, men’s clothes, women’s clothes, shoes, hardware and automotive, music including audio and video equipment, toys, home and garden, small and large appliances, sports equipment, and furniture.
An organization chart is a diagram that represents the positions and relationship within an organization.
Lincoln Electrics management style in their culture makes it so that every employee has a way to improve the company by making suggestions to management, from there, management will assess the idea and employees are rewarded for suggestions they make. Management also gives their employees more responsibility. The companies management incentive plan allows workers to be paid with what is earned and reflects their work; their earnings must be in accordance with accomplishments and there must be honesty and understanding between workers and management.
...the Second World War in an effort to maximize America’s mechanical output and help win the war, Lincoln gave away proprietary information to competing companies.. This cost the company competitive advantage, and in turn profits, for several years after the war, but based on their skills and adaptability, they were able to out stripe the competition soon after. We are also told that Lincoln Electric will not fire an employee, which allows the workers to embrace change and progress, even if it means they will incur a short-term downturn in productivity. Upon some further reading, we were able to see that Lincoln electric came upon hard times in the 1980s, and lost 40% of its sales. Even in this time of hardship, they stuck to their promise of not firing an employee, and today they have regained all of their lost ground and are extremely profitable and productive.
need to improve its management team, set up succession plan, reduce dependence on Cadbury family-
The Ford Motors Company was, is, and will continue to be one of the greatest American enterprises.
The United States located electronic company Electrocorp faced the problem of declining profitability due to rising production costs, specifically high wages, costly worker's safety and environmental standards. In order to solve this problem Electrocorp is deciding whether to relocate some of their plants to South Africa, Mexico, or the Philippines.
One of the biggest influences of the founders of Lincoln Electric is from James Lincoln, who created a board of advisors from the pool of employees to advise him (Sharplin, 1989). The board met every two weeks when it was first started, and it still meets today, nearly two hundred years after the company began. This board of advisors is made up of active employees in the company, and they are free to raise suggestions, criticism, or any topics of interest that the employees want the company to address. This level of honesty and openness is a rare quality, and this ability for employees to directly speak with their supervisors and discuss new ideas is probably one of the reasons why employees are so pleased.
...th a growing proportion of elderly people. Global market dynamics and innovations in big data and social networking are transforming the business strategies of companies everywhere—and forcing them to rethink fundamental rules of engagement. For better or worse, the future entrepreneurs will have to surface as one the most disruptive forces. As big data pushes for alternative ways of working – proactive solutions that drive information must quickly figure out which new policies and tools can be utilized most effectively. This grants enormous opportunities for key technological breakthroughs that will be needed for the next generation of transport.
The newly appointed district sales manager, Larry Barr, faces the problem of allocating sales quotas among his various sales representatives. This decision will affect everyone's earnings including his own. This problem is compounded by the fact that different territories have, for a variety of reasons, different potentials. In addition, the territory that is known to be the toughest will soon require a new sales rep.
This has resulted in exposing many automobile users to unpredictable prices of fuel. These issues were, however, the reason for the inception of Tesla Motors so as to bring into existence another set of automotive which serves the similar purpose but uses another form of energy that is electricity to drive them instead of the disadvantageous gasoline-powered engine. This invention was influenced by a number of factors in terms of its planning and performance (Hunger, 2010). Factors affecting Tesla’s planning and performance. The success of any organization, just like the Tesla Motor, largely depends on the planning of the activities by the management team in the company.
Portfolio Project: Tesla Motors Case Study Tesla Motors (Tesla), founded in 2003 by Elon Musk, is an automotive company focused on enhancing Electric Vehicle market by creating optimum performance, all electric, vehicles for every class of consumer (Tesla Motors, 2015). In order to achieve such ambitious goals, Tesla Motors not only designs, but also manufactures, and personally sells the company’s electric vehicles (Hirsch, 2015). As additional quality assurance, Tesla Motors also designs, manufactures, and sells, electric vehicle power-train components, and battery products (Hirsch, 2015). Yet, despite the pivotal role Tesla’s self curated products play in the success of Tesla’s vehicles, the socially responsible company does not privatize Apart from Musk’s concise vision statement Tesla has a truly inspiring mission statement, “At the core, Tesla Motors believes that electric cars should not be perceived as a sacrificial mode of transportation. Tesla Motors has brought the best of both the automotive and technological worlds together by permanently etching the image of electric cars being a step backwards in performance, efficiency, and design” (Tesla Motors, Chiefly, and most apparently, it is the goal of Tesla Motor to generate demand for Tesla vehicles (Andrade, Holloway, Payne, Roy & Sheffield, 2015).
Mintzberg in his 1980 book referred to an organizational chart as an “Organigram” (p.36). It is an essential part of an associates’ induction FPDH as it provides a snapshot of the lines of authority, division of labor, the operating workflow, and the type of communication utilized by the hotel.
Organizations must operate within structures that allow them to perform at their best within their given environments. According to theorists T. Burns and G.M Stalker (1961), organizations require structures that will allow them to adapt and react to changes in the environment (Mechanistic vs Organic Structures, 2009). Toyota Company’s corporate structure is spelt out as one where the management team and employees conduct operations and make decisions through a system of checks and balances.