Organization of interest
Cisco faces unique opportunities to market itself as an agent of change, because the company re-engineered its IT infrastructure in both back office and front office applications, for the worker as well as for the customer. Change is often seen as positive by consumers in an economic crisis or bad situation. Back end and front end changes are visible in the company. The company used Microsoft and other programs, and in creating change went towards an open unitary architecture. Cisco’s financial success led the company to spend $100B, which the company put into IT changes which were generally successful. Much of the extant information available about successful IT companies like Cisco is biased towards the company as a strong leader, innovator, and survivor of the dot-com bubble, but there is still little mention of employee dissatisfaction on a mass scale that is organized, and this is another indicator that solutions based on customer attenuation are preferable in this environment. One of the reasons for this could be that IT companies like Cisco tend to be very selective in accepting employees, hiring in many cases only about five percent of applicants. Another solution for proposal could be the company’s employee-centered human resources strategies, which can be integrated with the aforementioned focus on dynamism.