...rP os t 9-605-069 REV: MARCH 6, 2013 AMY C. EDMONDSON Phase Zero: Introducing New Services at IDEO (A) op yo In July 2002, Douglas Dayton looked out across the space where designers, engineers, human factors experts, and other specialists worked in teams and reflected that it was not easy to evaluate the recent project carried out for mattress manufacturer Simmons. Dayton was a design engineer and head of IDEO’s Boston office. IDEO was a design and innovation firm known for the extraordinary range of products it had designed and its innovative approach to the design process. For the Simmons project, IDEO had embarked on a service that was not intended to result in a tangible product, at least not right away. Whereas a typical design project progressed through four phases designed to “do the thing right,” this service, known as “Phase 0,” was intended to help a client “do the right thing.” Rather than design a new product based on pre-specified needs, Simmons had asked IDEO to help it “look for unmet needs that exist and to identify new product opportunities.” The project proposal, entitled “Understand and Innovate,” described Phase 0 services as helping clients understand the world in a new way and innovate accordingly. At first glance, mattresses were not exciting territory for the firm, but as the team researched mattress consumers— conducting literature reviews, site visits, and interviews with customers and salespersons—they grew intrigued...
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...Contents Executive Summary 3 IDEO’s CULTURE & process 4 IDEO Culture 4 Design process 4 Work environment 4 Prototyping 5 Collaboration 5 Customer involvement 5 Innovation process 5 Brainstorming 5 Structure and methodology 6 HandSpring Project (Visor) 7 Visor Challenges 7 The Odds situation 8 Measuring R&D Performance 9 Measuring Visor’s Project Performance 9 Prototyping of Palm V 11 The Decision 12 Executive Summary This case deals with IDEO company situation analysis. It starts with describing the IDEO corporation as an environment and the process that they use to perform the work. IDEO is a flat organization to an extreme. They have no hierarchy and discouraged formal titles, which is something that stressed more on the competiveness of the designers and engineers. They believed that prototyping is the key for the design process. They start with collaboration and brainstorming sessions in order to generate the most effective ideas and thoughts. They also have the customer involved with them in all the processes to keep him updated and aware of the steps that are taken. They have a 5 phase methodology to follow when starting a new project which are: Phase 0: Understand and observe, Phase 1: Visualize and realize, Phase 2:Evaluate and refine, Phase 3:Detailed Engineering and Phase 4: Manufacture. Theses five phase are explained more in the following pages IDEO has just finished a great breakthrough in the palm industry. They created...
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...as justified true belief referring to the process of knowledge creation in organization. To answer why Knowledge is defined as justified true belief, we need to analyze how is the process of knowledge creation in organization at first. Based on the SECI model of knowledge creation, the process of knowledge creation in organization including four phases. The first phase is socialization which means Sharing and creating tacit knowledge through direct experience. It includes four parts. First, capturing tacit knowledge through direct experience (e.g. interaction with suppliers or customers). In the IDEO case, they kept clients involved and learned from their clients by assimilating the things clients did well into their own methodology. Second, by walking around inside the company, knowledge or the latest available information was collected or acquired. In the 7-11 case, through POS data and Tanpin Kanri, 7-11 obtained the latest information of inventory and sell order data, they make the reasonable decision on these valuable information and knowledge. Third, accumulating and systemizing tacit knowledge by and sharing between individuals. In IEDO and 7-11, they both create an environment for knowledge sharing. IEDO use brainstorming and 7-11 use “Box Lunch Corner” to encourage employees to show their ideas. Last, interpreting tacit knowledge by transferring one’s ideas or images directly to colleagues or subordinates. Experience these four steps, the tacit knowledge was...
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...FINAL EXAM 1 - Equity, like beauty, is in the eye of the beholder. What one person sees as fair and reasonable another interprets as injustice. Like beauty, injustice is something that can grow on a person. Right now it may not seem that its “not really about the money” but tomorrow things may appear quite a bit different. Equity theory is based on cognitive dissonance theory (where two contradictory ideas are held simultaneously resulting in feelings of discomfort) developed by social psychologist Leon Festinge. When a person feels that they are being treated unfairly, when they perceive that their work is rewarded differently when compared with others, they experience a form of cognitive dissonance. The theory suggests that he/she will take corrective action in order to return to a state of balance. When the perceived inequity is negative (when a person is doing more work for less pay than peers for example) these actions, which can be either overt or subtle, will result in counter productive work behaviors. The corrective action may not be conscious but it will be there regardless. Even if a person enjoys his/her job, work behaviors will begin to shift. If the inequity is negative these changes will likely take the form of subtle actions - tardiness, less enthusiasm, slower work, etc. - which will tend to reduce the inequity by lowering the reward to work, or outcome to income, ratio. Over time, these behaviors can do far more harm to a company than might have...
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...INTRODUCTION The case is about the Samsung Electronics Co. The Samsung Group is a multinational conglomerate corporation headquartered in Samsung Town, Seoul, South Korea. It is the world's largest conglomerate by revenue with annual revenue of US$173.4 billion in 2008 and is South Korea's largest chaebol. The meaning of the Korean word Samsung is "Tri-Star" or "three stars". Samsung Group formed several electronics-related divisions, such as Samsung Electronics Devices Co., Samsung Electro-Mechanics Co., Samsung Corning Co., and Samsung Semiconductor & Telecommunications Co., and grouped them together under Samsung Electronics Co., Ltd. in 1980s. SAMSUNG’s aim is to develop innovative technologies and efficient processes that create new markets, enrich people’s lives and continue to make Samsung a trusted market leader. Today, Samsung Electronics global presence includes a total of 111 subsidiaries in the form of production subsidiaries, sales subsidiaries, distribution subsidiaries, research laboratories and eight overseas business divisions representing North America, Europe, China, Southeast Asia, Southwest Asia, Central and South America, CIS, the Middle East and Africa. The Samsung Electronics Co. invited us as a consultant to design strategy for its company. Our team will be responsible for making a report on the company that will contain a detailed analysis of the company and then formulating strategy for Samsung. The case was presented in front of us that describe...
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...JaNuaRy–FeBRuaRy 2014 23 consumer Behavior What Marketers Don’t Get About Online Reviews Itamar Simonson and emanuel rosen 78 competition The Big Lie of Strategic Planning roger l. Martin 103 risk Management The New Rules of Globalization Ian Bremmer : -( : -( ; -) : A greAt plAce to work What ideo, BlackRock, and Netflix know about building high-performance cultures Page 53 ©2013 Cartier calibre de cartier CHRONOGRAPH 1904-CH MC THE 1904-CH MC, THE NEW AUTOMATIC WINDING CHRONOGRAPH MOVEMENT, WAS CONCEIVED, DEVELOPED AND ASSEMBLED BY THE CARTIER MANUFACTURE IN THE GREATEST WATCHMAKING TRADITION. THIS MOVEMENT IS EQUIPPED WITH INGENIOUS SYSTEMS FOR UTMOST PRECISION: A COLUMN WHEEL TO COORDINATE ALL THE CHRONOGRAPH FUNCTIONS, A VERTICAL CLUTCH DESIGNED TO IMPROVE THE ACCURACY OF STARTING AND STOPPING THE TIMING FUNCTION, A LINEAR RESET FUNCTION, AND A DOUBLE BARREL TO ENSURE UNRIVALED TIMEKEEPING. 18K PINK GOLD 42 MM CASE, MECHANICAL MANUFACTURE CHRONOGRAPH MOVEMENT, SELF-WINDING, CALIBRE 1904-CH MC (35 JEWELS, 28,800 VIBRATIONS PER HOUR, APPROXIMATELY 48 HOUR POWER RESERVE), CALENDAR APERTURE AT 6 O’CLOCK, 18K PINK GOLD OCTAGONAL CROWN, SILVER OPALINE SNAILED DIAL, GOLD FINISHED CHAMFERS. ALLIGATOR STRAP. EXPLORE AND SHOP WWW.CARTIER.US - 1-800-CARTIER hbr.org January–February 2014 Contents 53 SpoTlIghT on TalENT aND PErformaNCE 54 IDEo’s Culture of helping Research at one office of the design firm ...
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...Articles Books Other Information Sources eLearning Programs | | About the Mentors Donna D. Conlin, M.Ed., is Organizational Development and Education Manager at Bose Corporation. She has twenty years of human resources development experience in a variety of business environments from entrepreneurial start-ups to established corporations, all experiencing significant change in their markets and technologies. She has worked extensively in the development of high-performing technology teams and expertise networks and has designed and implemented seminars on team leadership across several large high-tech companies, worldwide. During her ten years of field work, Linda A. Hill has helped managers create the conditions for effective management in today’s flatter and increasingly...
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...Final PDF to printer 2 Values, Attitudes, Emotions, and Culture: The Manager as a Person LEARNING OBJECTIVES After studying this chapter, you should be able to: 1 Describe the various personality traits that affect how managers think, feel, and behave. [LO 2-1] 4 Describe the nature of emotional intelligence and its role in management. [LO 2-4] 2 Explain what values and attitudes are and describe their impact on managerial action. [LO 2-2] 5 Define organizational culture and explain how managers both create and are influenced by organizational culture. [LO 2-5] 3 Appreciate how moods and emotions influence all members of an organization. [LO 2-3] jon62538_ch02_044-077.indd 44 11/1/13 7:13 PM Final PDF to printer No wonder the fabrics perform so well! With an inventor like Kevin Plank, Under Armour’s innovative endurance products give larger sporting goods companies a run for their money. MANAGEMENT SNAPSHOT Kevin Plank’s Determination at Under Armour What Does It Take to Succeed Against Tough Odds? W hen Kevin Plank was a walk-on fullback football player at the University of Maryland in the 1990s, he often became annoyed that his T-shirt was soaked and weighted down with sweat. Always an original thinker, he wondered why athletic apparel couldn’t be made out of some kind of polyester blend that would help athletes’ and sports aficionados’ muscles stay cool while wicking away, and not holding...
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...Corporate Partners Research Programme Harnessing creativity and innovation Kelly Drewery H A R N E S S I N G C R E AT I V I T Y A N D I N N O VAT I O N Contents 1. Harnessing ‘creativity and innovation’: why the interest? 2. Harnessing creativity: sharing and generating ideas 2.1 Creativity in the organisation 2.2 Looking outside the organisation for creative ideas 2.3 Supportive and obstructive features for harnessing creativity 2.4 Work processes 2.5 Assessing creativity ‘wealth’ 3. Harnessing innovation: options for implementation 3.1 Innovation in the organisation 3.2 Strategic partnerships or outsourcing 3.3 Takeover of another company for their product/service 4. What can organisations do now? Bibliography 2 3 3 4 5 11 11 15 15 18 20 21 23 © The Work Foundation Registered as a charity no: 290003 First printed July 2003 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording and/or otherwise without the prior written permission of the publishers. This publication may not be lent, resold, hired out or otherwise disposed of by way of trade in any form, binding or cover other than that in which is is published, without the prior consent of the publishers. H A R N E S S I N G C R E AT I V I T Y A N D I N N O VAT I O N 1. Harnessing ‘creativity and innovation’: why the interest...
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...The Broadstripe Service Guarantee Jochen Wirtz and Sven Tuzovic CASE STUDY C AS E 20 Cable companies traditionally focused on discounts for bundles of TV, Internet, and phone plans to win new customers instead of delivering great customer service. Broadstripe, a small cable company, launched a service guarantee with the aim of becoming the best-in-class service provider. Twenty months after the launch, Broadstripe’s management was reviewing the performance of the guarantee and had to decide what changes should be made, if any. B roadstripe, a small provider of cable, Internet, and phone services in four States (Michigan, Oregon, Maryland, and Washington) faced a difficult situation. Tony Lent, Chief Commercial Officer at Broadstripe, was convinced that the company had to dramatically improve its customer service. However, how does a small cable company differentiate itself from better-known industry giants and establish a best-in-class customer experience? Should a company at the edge of bankruptcy invest in customer service altogether? THE CABLE INDUSTRY Traditionally, cable companies tried to appeal to customers with discounts for bundles of TV, Internet, and phone plans. Customer service, however, had mostly been disregarded. As a consequence, customer satisfaction ratings in the cable industry had been the lowest of any industry. Results of the American Customer Satisfaction Index (ACSI) showed that the largest providers (Comcast,...
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...C AS E 20 The Broadstripe Service Guarantee Jochen Wirtz and Sven Tuzovic Cable companies traditionally focused on discounts for bundles of TV, Internet, and phone plans to win new customers instead of delivering great customer service. Broadstripe, a small cable company, launched a service guarantee with the aim of becoming the best-in-class service provider. Twenty months after the launch, Broadstripe’s management was reviewing the performance of the guarantee and had to decide what changes should be made, if any. B roadstripe, a small provider of cable, Internet, and phone services in four States (Michigan, Oregon, Maryland, and Washington) faced a difficult situation. Tony Lent, Chief Commercial Officer at Broadstripe, was convinced that the company had to dramatically improve its customer service. However, how does a small cable company differentiate itself from better-known industry giants and establish a best-in-class customer experience? Should a company at the edge of bankruptcy invest in customer service altogether? retailers, 75 for banks, and 65 for airlines. Importantly, the cable industry was also lagging behind their satellite TV or telecommunication competitors with DIRECT TV and DISH Network scoring an average of 68. As competition from satellite TV and phone companies intensified, an increasing number of consumers disconnected their subscription TV services in favor of online video services such as Netflix and Hulu. Responding to these competitive...
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...At IDEO, collaborative interaction is a core competitive advantage. To accomplish this, IDEO promotes a “democracy of ideas.” It discourages formal titles, does not have a dress code, and encourages employees to move around, especially during mental blocks. Stimulating interactions are encouraged by creating open work spaces and many opportunities for collaboration in the office. Designers are encouraged to talk to one another in whatever forum possible, and experts co-mingle in offices that look like “cacophonous kindergarten classrooms.” As described by Tom Peters, “Walk into the offices of IDEO design in Palo Alto, California, immediately you’ll be caught up in the energy, buzz, creative disarray and sheer lunacy of it all.” For IDEO, creative interaction and collaborative communication are keys to success. ------------------------------------------------- The Nature of Communication Workplaces are becoming increasingly collaborative, making communication more important than ever. New technologies, trends toward global real-time work, and a younger generation more comfortable with social connectivity are dramatically reshaping how companies and employees function. Social tools such as wikis and blogs are putting more communication power in the hands of employees and customers. Do companies worry that this will lead to confusion and loss of control? Not at Google, IBM, and Xerox, where collaborative communication processes are breaking down traditional corporate barriers...
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...7.1 REVOLUTION Apple’s iPhone is an indirect result of the Industrial Revolution and tool for what I refer to as the Creative Revolution. The technology and production methods so common in the world today are all relatives of the original Industrial Revolution that was born in Europe. Creativity and innovation are key components in successful business and needed to solve many of our world’s problems. Tools for communicating ideas are important and can encourage new innovation from those who may not have otherwise been involved. The innovation that produced new technology two hundred years ago is still evident today in the amazing applications of technology brought to much of the planet’s population in the form of Rummler 2 personal technology devices we take for granted. As a tool for creativity, an iPhone offers many ways for the users to express themselves. If we only consider the ability to capture both still and moving images this creates the ability for anyone, anywhere to capture something and broadcast it out to multitudes of others for viewing, commenting and sharing. This outlet of personal expression offer someone who has never explored creativity an brand new understanding of their own abilities as well as a forum in which to develop them. In the past most of us did not make it out of kindergarten or first grade without feeling we were not one of the few and talented “artists” in class. In considering the value of supporting creativity, it is common...
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...9 -5 1 2 -0 8 5 REV: MAY 25, 2012 ANAT KEINAN JILL AVERY FIONA WILSON MICHAEL NORTON EILEEN FISHER: Repositioning the Brand Hilary Old, vice president for communications, was one part excited and one part nervous, so she took a moment to adjust her scarf before she entered the meeting. It was January of 2010 and she and her colleagues were about to review the first retail sales results following a major strategic initiative to reposition and evolve the EILEEN FISHER brand. 2009 marked the 25th anniversary of EILEEN FISHER and the occasion gave the company the impetus to pause and assess its history. The company had enjoyed phenomenal success in its first quarter century: its growth in revenues and profits had been driven by both the strong brand loyalty of its core customers, and the opening of fifty retail stores dedicated to the brand. The company was consistently recognized as one of the best companies to work for and had an impressive environmental sustainability and social responsibility record. However, a startling discovery had emerged. The median customer age was currently at 59 and increasing each year, keeping pace with the age of the company’s visionary founder, Eileen Fisher. Despite the company’s best efforts to design age-less clothing to appeal to multiple generations, as Fisher herself aged, so too had the customer base. The company found itself stereotyped as a brand for older, and, to some extent, customers with larger body types. Old...
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...278 PART 4 | Leading chapter twelve to manage projects, and to make decisions and run the company. For you this has two vital implications: 1. You will be working in and perhaps managing teams. 2. The ability to work in and lead teams is valuable to your employer and important to your career. Fortunately coursework focusing on team training can enhance students’ teamwork knowledge and skills. ■ 3 2 teamwork A national s Cisco Systems has grown, the computer networking giant has stayed nimble by delegat- LEARNING OBJECTIVES After studying Chapter 12, you should be able to LO1 Discuss how teams can contribute to an organization’s effectiveness. LO2 Distinguish the new team environment from that of traditional work groups. LO3 Summarize how groups become teams. LO4 Explain why groups sometimes fail. LO5 Describe how to build an effective team. LO6 List methods for managing a team’s relationships with other teams. LO7 Give examples of ways to manage conflict. ing work to teams whose membership crosses functional, departmental, and lines.1 Sometimes—as in Cisco’s case—teams “work,” but sometimes they don’t. The goal of this chapter is to help make sure that your management and work teams succeed rather than fail. Almost all companies now use teams to produce goods and services, CHAPTER 12 | Teamwork 279 LO1 Discuss how teams can contribute to an organization’s effectiveness THE CONTRIBUTIONS OF TEAMS Team-based approaches to work...
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