1. Discuss the goals at Acme and Omega. Your discussion should also include what impact do top managers have on these goals and can these goals be achieved with different strategies?
Acme and Omega were once the same electronics division but parted after an acquisition and selling of that division. From the case, the goals of both companies are to achieve strong future growth and expansion by achieving performance efficiency and obtaining high-profile contracts and high profit (Daft, p.177). However, managers of the two companies apply different approaches to achieve those goals. Acmes president kept the original structure of a mechanistic organizational system that provided detail organizational charts and clear responsibilities and narrowly defined jobs (Daft, p.177). Omegas president, on the other hand, embraced the organic organizational structure with loose hierarchical of authority that encouraged employees to be familiar with activities throughout the organization so that cooperation between departments [could] be increased (Daft, p.177). Of course these goals can be achieved with different strategies. Acmes mechanistic structure with clearly defined jobs and clear chain of command can help employees understand their roles provide easier measurement methods for efficiency. However, managers must stress the important of reducing waste of scarce resources (in this case, time and raw materials) to achieve the highest level of efficiency.
2. State which company you believe produces more efficiently and then discuss if you believe their level of performance was due to the goals chosen by top management. Defend your position.
In my opinion, I think the organic structure works better for most companies. By encouraging employees to share cross-functional information and knowledge and to cooperate with each other, organizations can obtain transparency, unity and better 2 [Type text]
workplace satisfaction. According to the Labour Department of Hong Kong, some benefits of workplace cooperation include improvement in decision-making process, in employees performance and commitment and increase job satisfaction (Hong Kong). Especially in this case, the organic structure was proven to be a better choice as Omegas employees worked together, and proposed ideas to help one another every step of the way while keeping everyone on board with the progress of the project. Acmes employees, on the other hand, worked separately at their own speeds and lost a chunk of precious time in figuring out their own problems and the overall problem. The sense of organizational unity is also stronger in Omega since the employees were encouraged to cooperate closely, not only did they found an error in the design at the early stage, but they also combined forces to find the optimal solutions that would work best for everyone, instead of not finding a common ground on how to fix the error at Acme. Ultimately, Omegas structure helped the company achieve higher performance efficiency, in comparison to Acme. I do believe their level of performance was due to the goals chosen by top management. The organic structure was implemented early on in Omega when the president stressed the importance of free-flow knowledge and information, encouraged employees to cooperate cross-departments and reduced and artificial barriers between specialists who should be working together (Daft, p.177). After four years of grooming such culture in the company, employees were better at cooperation; departments heads were working together, helping each other on big projects, which helped the company reduced unnecessary lost in time if each department was working on its own and solving its problems without unexpected but helpful knowledge from others. Anh Pham BUSI 522 Case Analysis 2 3
3. How can Omegas success be explained? Prepare an argument as to why you believe Omega should be awarded the final contract. Your objective is to convince the stakeholders that Omega is the most logical choice.
Omegas success can be credited to their close cooperation among key departments for the project. Because they worked closely with each other and maintain knowledge and information transparency throughout the organization, they understood the importance of this project and reduced time waste (which was a key resource in this case) even when problems arose. By communicating with each other, the electrical engineering department helped the purchasing department obtain crucial materials for production. The error was detected early on while all key departments were working together, and right away they discussed and brainstormed new designs to fix it. I truly believe Omega should be awarded the final contract. The photocopier firm would get the most benefits out of contracting with Omega because it was fast and innovative when it comes to problem solving but also respectful of the contractor by asking for approval before assembling the new design. Omegas efficiency was proven by its success in delivering 100 quality units by the initial deadline with zero defects. It would be in the stakeholders best interest to pick Omega because the firm will not have to worry about late shipment or delays due to unexpected problems, which in turns can affect negatively on the photocopier manufacturing process and consequently reduce profits and decrease customer satisfaction if the products are not delivered on time or defective.
4. Which organization was more effective at developing the prototype and meeting the deadlines? Was its level of effectiveness due to the goals chosen by top management?
Omega was more effective at developing prototype at meeting deadlines in comparison to Acmes delivery delay and incurred further delays in repairing the defective Acme 4 [Type text]
units (Daft, p. 179). The level of effectiveness can be credited to the goals chosen by Omegas top management by implementing and encouraging the knowledge, information free-flow throughout the organization while pressing cooperation cross-departments to cut unnecessary waste, as explained in questions above.
5. Predict which organization will get the final contract. Why?
I predicted Omega would get the final contract. Even when there were problems with the initial designs and the lack of some important parts, they were very efficient in fixing the problems and still delivered the prototypes on time with no defects.
6. How can Acmes success be explained? Did Acmes goals seem more appropriate? Did stakeholder satisfaction play a role?
Acmes success can be explained by two reasons. Firstly, when the photocopier firm divided the contract to both companies, Acme got their portion even when the firm was disappointed with its performance. In my opinion, this was largely due to the stronger relationship Acmes president had built with the firms head designer during the project by calling twice a week. Establishing a strong relationship with a key person in the clients firm can help improve an organizations chance of getting the contract over competitors. Also, as stated at the beginning of the case, Acme regularly achieved greater net profit, compare to Omega (Daft, p.177). Potential clients may take that as a sign of more efficiency when looking for a supplier. Secondly, after getting half of the contract, Acme was able to reduced its unit cost by 20 percent (Daft, p. 197). This was definitely a clear sign for Acme to claim the whole contract as the 20 percent decrease in unit cost can help the photocopier firm either increase its profits (if it keeps the same price for each unit) or increase market share and competitive edge (if it introduces lower prices than competitors). Either way the photocopier firm chooses to do with this new development, its stakeholder will be more satisfied. However, it was unclear to how Acme reduced the unit costs, which made it hard to credit the success to its mechanistic system.
Daft, Richard. "The Paradoxical Twins: Acme and Omega Electronics." Organizational Theory and Design. 11th ed. N.p.: Thompson Southwesterm, 2013. 177-79. Print.
Hong Kong. Department of Labour. Guide to Workplace Cooperation. N.p.: n.p., n.d. Labour Department. Web. 11 Apr. 2014. <http://www.labour.gov.hk/eng/public/wcp/guide_wc.pdf>.