...Introduction - Vidsoft Triangle Team Overview This case study involves three key people from Vidsoft. Babatunde, the second line manager who joined Vidsoft two years back immediately after his MBA, grew quickly to second level manager position based on his performance. Babatunde grew up in Nigeria and migrated to United States for his college education. The second key person involved is Jennah Li, who has a Chinese descent and grew in Hong Kong. Jennah was recruited by Babatunde for her client relationship management excellence. She has trouble communicating in English but works diligently to overcome this communication gap. Alex Hsu, who also has a Chinese descent, grew up in Bay Area, Unites States. Though Alex is not mathematically inclined, he projects himself as one in order to quickly climb the corporate ladder. Alex is with Vidsoft for seven months now since graduating in May’2000. Apart from the above three, the fourth person involved is James white, who is the Director of the Technical Services. He has been with Vidsoft since its inception three and half years ago in mid 1996. He hails from a middle class family in Ohio. The above summary will provide a view on the diverse background of the team involved. It also highlights the shortest tenure that they all spent with the organization before they got promoted to a manager or senior manager role. Vidsoft Triangle Problem Overview The case study identifies that there is a relationship conflict due to interpersonal...
Words: 2959 - Pages: 12
...A Case Analysis for “The Vidsoft Triangle (A)” I. Summary In what could prove to be his defining moment, Alaji Babatunde, senior technical support manager of a medium-sized & multicultural software company, is facing a crucible in the form of an interpersonal conflict in one of his teams which necessitates his quick but calculated decision that would impact the employees‟ harmonious & effective interaction in his department and that could question the integrity of a procedurally correct business decision he made. Discerning the conflict‟s apparent origins & consequences and considering probable answers will lead Alaji to an evenhanded resolution to this intense trial and secure against a potential repeat. II. Analysis When VidSoft Technologies, an internet company, opened in 1996 it was developing enterprise software focusing on procurement for its customers. Both its revenues and employee base increased after going public in 1999. The rapid growth of the company could be mainly attributed to the customer-centric corporate strategy and team-oriented work culture that was introduced and implemented by the organization‟s mild-mannered and charismatic CEO, Keith Nash. Teams are highly treasured in the company. They satisfy most employees‟ need for affiliation as McClelland‟s theory of needs explains (Robbins & Judge, 2009:180). Teams in the company can be classified as self-managed as they „can not only solve problems but implement solutions and take responsibility for the outcomes‟...
Words: 302 - Pages: 2
...Lindo Enterprises is one of the small-scale industries which has established and positioned their product in the market. They are in the business of processing raw seafood into a packed-snacks. Their financial data had shown an increasing sales and profit year after year since 1998. However, they are faced with a challenge of maintaining their competitive advantage and market position through a sustainable 10% annual growth rate for the next five years. Achieving this target would require the considerations and a careful study of the major threat or problems that the business is, and is going to face. Competition is on the top list, distribution of the product both locally and internationally through export-consolidators considering the quality standard, the increasing worldwide trend towards health consciousness which negates the consumption of processed snack foods and the stricter health and sanitary requirements on the import goods of the export markets are the major threat that must be resolved or given action. The analyst had come up with the recommended plan of action that could counter strike the above mentioned threats or problems. A strong campaign for marketing strategies to promote the product and gain the competitive advantage, a nationwide distribution of the product must be targeted, a continuous innovation of the product focusing on its quality and standards that could surpass the export requirements and of course considering to go with the direct exporting which...
Words: 443 - Pages: 2
...A Case Analysis on the Vidsoft Triangle (A) Summary A Senior Technical Support Manager (Alaji Babatunde) in a middle sized software company currently faced with a management crisis involving his subordinates. The conflict needs to be nipped in the bud before it degenerates to other teams. He needs to determine the causes of the conflict, how to manage it and also determine ways of avoiding future reoccurrence. Analysis Vidsoft Technologies was formed in the mid-1996, the company is involved in the provision of enterprise software to solve procurement needs of its customers like Cisco System, Johnson and Johnson e.t.c. Under the leadership of the incumbent CEO the organisation went public in 1999 and was able to grow its quarterly revenue from $50M to over $250M as at the end of 2000. The organisation encouraged team based performance and rewards were awarded for collective work that yielded positive result for the customer and the organisation. Team rewards could be in the form of bonuses, recognition or promotion. This supports Victor Vroom’s ‘expectancy theory, which emphasizes the need for organisations to relate rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted by recipients’ (Montana, Patrick & Bruce, 2008). Keith Nash also encouraged employees to voice out when things aren’t right and find fixes for them. This created trust amongst its employees due to a high degree of autonomy and feedback the management...
Words: 2834 - Pages: 12
...Charlotte Beers (Ogilvy & Mather) Case analysis At the point of planning to the launch of the business, the owner of the business is very passionate and usually experienced in the line-of-business; as David Ogilvy was at the age of 38 when he started his own advertising agency in 1948. Ogilvy & Mather, an advertising agency was started in New York and expanded worldwide. By 1991, O&M was ranked the largest marketing company in the world.[1] But there comes a time when a company must look to adapt a change. With competition growing, clients of O&M changed their demands. O&M was a high-cost agency that was failing in controlling their budget and lowering their cost; they failed to see the reason for a change. Due to that fact, O&M had lost few of their multi-million dollar accounts. Many companies may have either filed bankruptcy or have shutdown in the process of losing their clients but O&M was not the type of company that would give up that easily. In 1992, Charlotte Beers was appointed CEO of O&M and a massive change was underway. She was not the type of person who would dwell on the past, but instead look to better the future. Charlotte Beers clearly made an impression on the O&M employees as she had the ability to inspire. But more importantly, she came up with three strategies which turned the company around 360 degrees; Client Security, Better Work/More Often, and Financial Discipline. Yes these strategies were formed for an advertising agency...
Words: 492 - Pages: 2
...Timon Lo Tam Nguyen Jessie Yuen Vidsoft Triangle Case Analysis Introduction Alaji Babatunde, the senior manager of Vidsoft’s Technical Support, is faced with a conflict between two members of his staff, Alex Hsu and Jennah Li. After reviewing the background of this conflict, we will suggest and analyze several solutions. Finally, we will determine which of these solutions will best resolve the conflict between Hsu and Li. Background Vidsoft, an Internet company, was established in mid-1996 at Sunnyvale. Its main source of revenue comes from developing enterprise software that solves their customers’ procurement needs. At Vidsoft, hard work and teamwork is valued and employees are encouraged to speak their minds freely and to be ready to fix problems. The company’s goal is to ensure their customers are satisfied. Vidsoft prefers promoting internally; however, if there are no suitable candidates, Vidsoft hires people from the outside. Vidsoft aims at hiring people who will make the company succeed. In this way, Vidsoft guarantees none of their employees would lose their jobs. However once Vidsoft went public, they had to relax its hiring selection criteria due to the scarcity of highly qualified candidates. Alaji Babatunde, a Nigerian immigrant who came to the U.S. to study in college, obtained a degree in computer and information science as well as a MBA. He worked at various high-technology companies before joining Vidsoft in 1998 as a manager within its Technical...
Words: 2463 - Pages: 10
