...Discuss the problems faced as Luis Morales began implementing Ben Fisher’s international expansion strategy. Kent’s overseas operations had traditionally been viewed as a source of incremental sales through exports, licensing agreements, and JVs. Ben Fisher aimed to change that in 1998, focusing on a more strategic approach to global expansion. This renewed focus on international growth was done with the hopes of redefining Kent as a US company developing, manufacturing, and selling products worldwide. Ben Fisher identified Luis Morales as the individual who could lead the revitalized international division in an effort to implement Fisher’s vision of a global integrated company. This transition presented new problems, the first of which was the regional directors’ post-acquisition task of coordinating activities and integrating options. Offshore entities had a history of being competitive, and refused to cooperate or coordinate activities resulting in subsidiaries of Kent exporting into each other markets. When consolidating these redundancies, it became evident to Morales that the local knowledge of individual markets provided a significant road block. Causing strains, new systems developed to streamline operations and consolidate financial reports resulted in staff members to second-guess local country managers. Once again reinforcing the lack of local market knowledge, local managers felt that financial targets were out of touch, and this sentiment was proven...
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...“Kent chemical: Organizing for Internal Growth” The case “Kent chemical: Organizing for Internal Growth” by Barlett and Wining shows the development of Kent Chemical, a US-based company, from a local rubber producer into a multinational chemical firm which main product divisions are plastic additives, fire protection products and medical plastics. In order to become one of the leading chemical companies in the world, Luis Morales, the president of Kent Chemical, is struggling, after two unsuccessful tries to integrate the regional and the global business, with his decision what the best way to coordinate the company in terms of the organizational change, structure and strategy is. In theory, organizational change occurs if a company changes from a current non-wanted state into a future desired one. According to Wischnevsky, J. and Damanpour, D. (2006) the company has pass through three different stages during this process; first they have to accept that their present situation is not sufficient anymore, secondly the need to develop a future view for the company and thirdly implementing the necessary measures to succeed. To be able to implement those measure correctly an organizational structure is needed. As Jones, G. R. (2012) states, organizational structure is defined as rules and policies to provide a structure on company level where roles and responsibilities are delegated, controlled and coordinated. The three dimensions of organizational structure according to Hill...
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...Competitive Advantage 2nd Half – Spring 2013/2014 Write Up 2 “Kent Chemical: Organizing for International Growth” Sara Alves Ribeiro Goulão Nº1937 On the “Kent Chemical: Organizing for International Growth” case you assume the role of the consultant reporting on what is going on in the company as a previous step to assess the assignment that they have given you. Please, answer the following questions: a) What were the problems facing Luis Morales as he began implementing Ben Fisher’s international expansion strategy? Kent Chemical Product’s result show that 35% of its sales are from overseas operations and these international activities seem to be a potential source to increment sales. Due to these facts, Ben Fisher, the firm’s CEO, decided to design and implement a strategic approach to successfully expand the organization’s operation internationally. To implement this “vision of a global integrated company”, Fisher hired Luis Morales. Morales knew he had to organize the company for international growth. However, he assumed that the new strategy would fit perfectly with the organization structure, which did not since several problems started arising after the implementation. In the first place, as a strategic issue, there was some competition between subsidiaries, which arose from both long competitive history and long history of interdependence. So, Kent Chemical International’s subsidiaries ended up tackling the same market and managers turned...
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...Running head: KENT CHEMICAL CASE ANALYSIS Kent Chemical Case Analysis Careea Nordè, Karen Nostrant, Heather Smith, Mary Stephens, & William Tiemann Siena Heights University LDR 660-OA April 28, 2013 1 KENT CHEMICAL CASE ANALYSIS 2 Kent Chemical Case Analysis Kent, founded by the Fisher family in 1917, established its corporate headquarters just outside of Akron, Ohio in a small town called Kent (Bartlett & Winig, 2012). Kent became a leading global specialty-chemical company when it chose to diversify into additives and other specialty chemicals, developing these products within their own research laboratory in 1953 (Bartlett & Winig, 2012). Kent Chemical Products has grown throughout the years from its core domestic business to an international operation struggling to fully integrate globally. In 1998, CEO Ben Fisher decided global expansion would be Kent’s top priority stating, “Our goal is to remake Kent from a U.S. company dabbling in international markets to one that develops, manufactures, and sells worldwide” (Barlett & Winig, 2012, p. 3). This goal proved to be more difficult than first anticipated, when after two reorganizations Kent’s Chemical International president Luis Morales had not yet been able to align the international side of the business with the core domestic side (Bartlett & Winig, 2012). Unable to find a resolution internally and facing threats in the global economic environment, Kent’s three senior executives contacted an international consulting firm...
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...Running head: KENT CHEMICAL CASE ANALYSIS 1 Kent Chemical Case Analysis Careea Nordè, Karen Nostrant, Heather Smith, Mary Stephens, & William Tiemann Siena Heights University LDR 660-OA April 28, 2013 KENT CHEMICAL CASE ANALYSIS Kent Chemical Case Analysis Kent, founded by the Fisher family in 1917, established its corporate headquarters just outside of Akron, Ohio in a small town called Kent (Bartlett & Winig, 2012). Kent became a leading global specialty-chemical company when it chose to diversify into additives and other specialty chemicals, developing these products within their own research laboratory in 1953 2 (Bartlett & Winig, 2012). Kent Chemical Products has grown throughout the years from its core domestic business to an international operation struggling to fully integrate globally. In 1998, CEO Ben Fisher decided global expansion would be Kent’s top priority stating, “Our goal is to remake Kent from a U.S. company dabbling in international markets to one that develops, manufactures, and sells worldwide” (Barlett & Winig, 2012, p. 3). This goal proved to be more difficult than first anticipated, when after two reorganizations Kent’s Chemical International president Luis Morales had not yet been able to align the international side of the business with the core domestic side (Bartlett & Winig, 2012). Unable to find a resolution internally and facing threats in the global economic environment, Kent’s three senior executives contacted an international consulting...
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...KENT CHEMICAL: ORGANIZING FOR INTERNATIONAL GROWTH Introduction: Kent was founded in 1917 as a rubber producer. The Fisher family, which founded the company, was the largest stockholder; and family members held a few key positions. The company is still headquartered in Kent, Ohio. In the 1940’s, Kent expanded into plastics and became one of the country’s largest producers and marketers of plastic additives and specialty chemicals. In 1953, Kent opened a research laboratory, and by 2007, Kent was a leading global specialty chemical company with revenues of $2.2 billion (See Exhibit 1). It held minority and majority stakes in more than two dozen businesses in the U.S. and overseas, employed 4,200 people including 1,200 off shore, operated thirty manufacturing facilities in 13 countries, and sold its products in almost 100 countries. Kent sold a wide variety of products focusing on niche market needs in construction, electronics, medical products and consumer industries. They had six business divisions, three of which had significant international sales. In consumer products, they sold Grease B Gone, the leading degreaser in the U.S., and expanded into other specialty household products such as drain openers, rust removers, and surface cleaners. About one-third of this business’s $522 million sales were outside of the U.S. In the 1950’s, Kent entered the fire protection business by acquiring a company that had developed fire retardant chemicals for apparel...
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...Forum III 1)What types of departmentalization are being used? Explain your choices. Starbucks is known across the world, they have to deal with different cultures and work ethics. This is where the international operations is greatly needed, having this you know that when you walk in to Starbucks anywhere it will be the same. This is made possible with the use of departmentalization. The two that I found where geographical and functional. Geographical- With geographical departmentalization, this allows the company to deal with the "obese" size of the company. By having this in place this has given them presidents in Canada (President of Starbucks Canada), USA (President of Starbucks Coffee USA) and Internationally with the President of Starbucks coffee international and senior vice-president of coffee and global procurement. Functional- With this they can assign different jobs for to insure that everything that takes place is done to pure perfection. 3)What examples of the six organizational structural elements do you see discussed in the case? Describe. Departmentalization- As said in question 1, this helps the company decide which jobs and operations should be put together to work on. Ex. Audit and compliance. Decentralization- This is what makes Starbucks so successful. They try and get advice from all...
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...businesses, and launched us on a new way of thinking about and managing those businesses.” Preston was excited about the new direction taking shape at Avon. The past several years had been difficult for the organization. Hostile takeover attempts plagued the firm during the 1980s. Avon sales volume in the United States and international markets showed little or no growth. Profit margins on many products declined due to price discounting by competitors. Turnover rates of sales representatives had increased. The corporate debt was referred to as “staggering” at $1.13 billion or 82.5% of total capital in 1988 (See Appendices A, B, and C). Preston was confident, however, that 1993 would be a year of improvement for the company, both in financial performance and in the progress made “repositioning ourselves as the woman’s company for the Nineties and beyond.” Avon’s research department informed management that corporate problems centered around image and market access. That shaped the agenda of the June, 1992, meeting in Florida: How to protect the firm’s dominant Latin American and Pacific Rim positions against increasingly stiff competition, how to establish a growth track in established markets, and how to pay for it all. Out of the discussions emerged a new vision of the firm, a new marketing orientation, and a new approach to strategic development. This case was prepared by James W. Camerius of Northern Michigan...
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...businesses, and launched us on a new way of thinking about and managing those businesses.” Preston was excited about the new direction taking shape at Avon. The past several years had been difficult for the organization. Hostile takeover attempts plagued the firm during the 1980s. Avon sales volume in the United States and international markets showed little or no growth. Profit margins on many products declined due to price discounting by competitors. Turnover rates of sales representatives had increased. The corporate debt was referred to as “staggering” at $1.13 billion or 82.5% of total capital in 1988 (See Appendices A, B, and C). Preston was confident, however, that 1993 would be a year of improvement for the company, both in financial performance and in the progress made “repositioning ourselves as the woman’s company for the Nineties and beyond.” Avon’s research department informed management that corporate problems centered around image and market access. That shaped the agenda of the June, 1992, meeting in Florida: How to protect the firm’s dominant Latin American and Pacific Rim positions against increasingly stiff competition, how to establish a growth track in established markets, and how to pay for it all. Out of the discussions emerged a new vision of the firm, a new marketing orientation, and a new approach to strategic development. This case was prepared by James W. Camerius of Northern...
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...RAM RAMESH Office: Residence: Department of Management Science & Systems 82 Prestonwood Lane School of Management, SUNY at Buffalo East Amherst, NY 14051 Buffalo, New York 14260 Ph: (716) 688-6360 Ph: (716) 645-3258 Fax: (716)645-6117 E-Mail: rramesh@acsu.buffalo.edu Web: http://mgt.buffalo.edu/faculty/academic/systems/faculty/rramesh Education Ph.D. Industrial Engineering (Operations Research) (1985) State University of New York at Buffalo (GPA: 4.0. Awarded Ph.D with Distinction) Advisors: Mark H. Karwan and Stanley Zionts M.Tech. Industrial Engineering (1977) Indian Institute of Technology, Madras B.Tech. Chemical Engineering (1975) Indian Institute of Technology, Madras Research Streams • • • • Economics of IT – MSP and Cloud Computing Markets Conceptual Modeling and Ontologies Database Systems and Distributed Computing Supply Chains & Decision Analysis Employment Professor Department of Management Science & Systems School of Management State University of New York at Buffalo (September 1998 - ) Associate Professor Department of Management Science & Systems State University of New York at Buffalo (September, 1990 – September 1998) Assistant Professor Department of Management Science & Systems State University of New York at Buffalo (September, 1984 - September, 1990) 1 Research and Teaching Assistant Doctoral Program in Operations Research Department of Industrial Engineering State University of New York at Buffalo (January, 1981 - September, 1984) Entrepreneur...
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...CURRICULUM OF GEOGRAPHY For 4 years BS & 2 years MS (Revised 2009) | | HIGHER EDUCATION COMMISSION ISLAMABAD CURRICULUM DIVISION, HEC Dr. Syed Sohail H. Naqvi Executive Director Prof. Dr. Altaf Ali G. Shahikh Member (Acad) Miss Ghayyur Fatima Director (Curri) Mr. M. Tahir Ali Shah Deputy Director (Curri) Mr. Shafiullah Deputy Director Composed by Mr. Zulfiqar Ali, HEC Islamabad CONTENTS 1. Introduction………………………………… 6 2. Aims and Objectives……………………… 10 3. Standardized Format for 4-years BS degree programme ………………………. 12 4. Scheme of Studies for BS …………………. 14 5. Details of Courses for BS …………………. 16 6. Elective Group Papers ……………………. 45 7. Scheme of Studies for MS Programme …. 48 8. Details of Courses for MS …………………. 50 9. Optional Courses Model……………………. 56 10. Recommendations …………………………. 61 11. Annexures A,B,C,D & E …………………… 63 PREFACE Curriculum of a subject is said to be the throbbing pulse of a nation. By looking at the curriculum one can judge the state of intellectual development and the state of progress of the nation. The world has turned into a global village; new ideas and information are pouring in like a stream. It is, therefore, imperative to update our curricula regularly by introducing the recent developments in the relevant fields of knowledge. In exercise...
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...International Journal of Physical Distribution & Logistics Management Connecting strategy‐linked outsourcing approaches and expected performance Barry Brewer Bryan Ashenbaum Jeffrey A. Ogden Article information: To cite this document: Barry Brewer Bryan Ashenbaum Jeffrey A. Ogden, (2013),"Connecting strategy#linked outsourcing approaches and expected performance", International Journal of Physical Distribution & Logistics Management, Vol. 43 Iss 3 pp. 176 - 204 Permanent link to this document: http://dx.doi.org/10.1108/IJPDLM-10-2011-0175 Downloaded on: 22 November 2014, At: 23:44 (PT) References: this document contains references to 98 other documents. To copy this document: permissions@emeraldinsight.com The fulltext of this document has been downloaded 614 times since 2013* Downloaded by INDIAN INSTITUTE OF FOREIGN TRADE At 23:44 22 November 2014 (PT) Users who downloaded this article also downloaded: Pamela Kent, (2011),"The decision to outsource management advisory services", Managerial Auditing Journal, Vol. 26 Iss 8 pp. 672-696 Jane C. Linder, Martin I. Cole, Alvin L. Jacobson, (2002),"Business transformation through outsourcing", Strategy & Leadership, Vol. 30 Iss 4 pp. 23-28 Kate Vitasek, Karl Manrodt, (2012),"Vested outsourcing: a flexible framework for collaborative outsourcing", Strategic Outsourcing: An International Journal, Vol. 5 Iss 1 pp. 4-14 Access to this document was granted through an Emerald subscription provided by 446474 [] For Authors ...
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...E SSAYS ON TWENTIETH-C ENTURY H ISTORY In the series Critical Perspectives on the Past, edited by Susan Porter Benson, Stephen Brier, and Roy Rosenzweig Also in this series: Paula Hamilton and Linda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Gerda Lerner, Fireweed: A Political Autobiography Allida M. Black, ed., Modern American Queer History Eric Sandweiss, St. Louis: The Evolution of an American Urban Landscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies in Ancient and Classical History Jack Metzgar, Striking Steel: Solidarity Remembered Janis Appier, Policing Women: The Sexual Politics of Law Enforcement and the LAPD Allen Hunter, ed., Rethinking the Cold War Eric Foner, ed., The New American History. Revised and Expanded Edition E SSAYS ON _ T WENTIETH- C ENTURY H ISTORY Edited by ...
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...Table of contentS Introduction 3 GREENING THE SUPPLY CHAIN 4 EMPLOYEE INVOLVEMENT AND BENEFITS 5 CUSTOMER RELATIONSHIP MANAGEMENT 5 SOURCING DECISIONS 6 SUPPLIER RELATIONSHIPS 7 FORECASTING 8 PURCHASING SYSTEM: CENTRALIZED/DECENTRALIZED 9 CONTINUES IMPROVEMENT ACTIVITY AND CULTURE (KAIZEN) 10 FACILITY LOCATION 12 ERP systems 14 RFID tagging 15 Juran’s way 16 Appendices 19 References 21 Introduction Lipman Produce is a leading producer and distributor of fresh vegetables and fruits, specializing in tomatoes. It is the largest field tomato grower in North America, and operates through a vertically integrated network of research & development, farming, processing, repacking and procurement. The company packs an average of 15 million boxes of tomatoes each year, including Cherry, Florida Silk, Vintage Ripe, Garden Jewel and Roma varieties. In addition to tomatoes, Lipman also packs and ships cucumbers, melons, eggplants, peppers, potatoes, and squash. Its customers include wholesale, retail, and foodservice customers. The company is owned and operated by the Lipman family; and is based in Immokalee, Florida. It was founded over eight decades ago by Max Lipman, and was originally called Six L’s Packing Company Inc. Even though it has been re-branded, its core values have always remained the same: “Building lasting relationships with our customers, being responsible with our natural resources and the health and wellbeing of our people and families” (Lipman Corporation...
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...A STUDY ON EMPLOYEE MOTIVATION CHAPTER-1 1.1 INTRODUCTION The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Hyderabad Industries Ltd; Thrissur is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Hyderabad Industries Ltd, Thrissur. Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest satisfaction. Motivation implies that one person, in organization context a manager, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs in employees and harness them in a manner that would be functional for the organization. Employee motivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the ‘will to work’ among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Hence this studies...
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