Ricardo Semiler and Semco Company and its Changes - Case Study Example
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Extract of sample Ricardo Semiler and Semco Company and its Changes
No. The older Semler, Antonio was already culturally rooted in his management ways of being too bureaucratic and autocratic. He also cannot separate his personal affairs to business and this made Semler & Company under his leadership a moribund. Moreso, he did not have the modern business perspective of the time to change his style of leadership unlike the younger Semler, Ricardo who went to Harvard business school.
Yes, the transformation and change of the company would have still come even if things were going well. The external factors cannot change the trajectory of the company when Ricardo Semler assumed leadership of Semco because he really intended to change the autocratic leadership of the company. The crisis only highlighted how effective the change to the company.
In a way the change was drastic. Upon assumption as the new CEO, Ricardo Semler fired two-thirds of the top management of Semler & Company and that included many close friends of his father. This would not have been possible under his father because Antonio Semler did not separate work from his personal relationships.
The new set up of the company was also a total departure of the old autocratic style of leadership of the company. The young Semler felt that the old autocratic leadership thwarted people’s motivation and creativity. Thus, he decided that the authority to make decisions at Semco to be more evenly distributed. In the process, he dismantled the rigid bureaucracy and structure of the company to make it more flexible based on the new three values of the company – employee participation, profit sharing and free flow of information.
To emphasize the change, even the name of the company was changed from Semler & Company to Semco. There were a lot of changes that can be considered drastic if it will be compared to the old leadership. Strategy wise, among them product was product diversification and the creation of Nucleus of Technological Innovation (NTI). Leadership style also changed to democratic and participatory to the point that employees can already direct themselves- set their own budget, even their own salaries and even the hiring and firing decision of both employees and managers.
The reporter states that there was a Brazilian crisis in the1980s that hit Semler & Company particularly hard. Its core business had been severely affected that it threatened the existence of the company. in the 1990s, there was a hyperinflation that struck the economy and Brazilian President Collor’s administration placed a restriction on access to liquidity…
This case study clearly shows us what should be done to workers and a company in order to develop. The key thing, according to Semler, is to be persistent and believe in your judgment and let others believe in your personality. Know how to make your employees feel at home and ensure they get a sense of belonging so they can do everything to develop.
Ricardo eloped in a controversial marriage to a Quaker, resulting in estrangement from his family. After his mother refused to speak to him and his father disowned him, Ricardo was forced to face the world on his own without the family support. Fortunately, he had already made contacts in the business world, so he continued to sell stocks as his father did.
A family may consider a certain practice as a taboo. Families from another culture or race may consider it the same or they may accept it, depending on the practices in their locations. With such vast differences, even family members themselves have their own differences which they should also consider.
SEMCO Company Strategy Introduction SEMCO is a company that is a typical example of other companies that have expressed confidence in their growth. It is evidently seen in their performance as they have climbed the ladder to greater heights. However, these are organisations that have opposed the norm of using traditional strategic management concepts.
As a function of performing such an analysis, prior research will be referenced and the existence of best practices and oversights with regards to how this relationship has been defined over the past several decades will be discussed. One of the dangers when dealing with the definition of key psychological terms is that the definitions themselves come with so many preconceived aspects that any further definition will draw upon these ill-conceived and oftentimes incorrect understandings.
& Kramar R., 2003) . There are many methods used when trying to find the right person to fill a position within an organization.
The employee selection interview is one of the most common selection methods used by organizations today. There are basically three kinds of interview, the unstructured interview, the semi-structured interview and the structured interview.
al and environmental change.” As the name suggests -- The Body Shop – it offered homemade skin care and body lotions prepared from natural herbs like jojoba oil and rhassoul mud, having elaborative names – Tea Tree Oil Facial Wash and Mango Dry Mist. The company has
The author states that SEMCO Company decided that its businesses should be increasing in each financial year. However, it did not strategise on its expansion rate to a particular point. In such a drill, it ensured that transformation would continue in every year. Many companies have a phobia of increasing the number of employees.
The author states that today Starbucks Company proudly offers its newly acquired customers assorted iconic beverages as well as new menu choices that reflect their community preferences. Technological advancement has in the recent days proven as offering certain companies a competitive edge over other similar companies.
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