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Norge Electronics

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Submitted By mobqu2
Words 643
Pages 3
Fogaolo Utu
IHRM 670
5/21/11
Case Analysis # 7
Norge Electronics (Portugal), SA Norge Electronics business is the sale, installation and maintenance of equipment for textile manufacturers. The four main sources of revenue are from sale of Norge equipment, fees (maintenance service contracts), sale of spare parts and commissions on the sale of other equipment and spare parts from other manufacturers. The philosophy of Norge is ‘total service’ to its customers. Norge Portugal was headed by Manager Director Lars Jorgensen. Joao Silva the head Maintenance Teams and Administration Department was asked by Jorgensen to present a climate study based on the company. Joao was accountable for finance management, treasury, general, cost accounting, legal, and personnel. During the process of conducting a climate study for Norge, there were a lot of changes that were implemented by Joao Silva in Norge Portugal. These changes became the issues and problems for the company. I think the problems during the implementation process occurred mostly because of Silva and the higher-ups like Jorgensen.
Problems:
The first problem was that Silva was not a personnel manager and I thought maybe he was not the right person to do a climate study for the company. Also, he implemented all of the changes alone without involving his colleagues or the rest of the team in making decisions. Another problem was when Silva pressured his colleagues to deliver the job descriptions on time by threatening them with delayed payments and 14th salary. This problem showed that Silva had no trust in his colleagues and it was clearly not the right approach for effective work. With the job evaluation project process, Silva only included Lars and the method that was used was unknown. Silva also didn’t involve the department heads during the company’s grading system. Involvement of the department heads could have given a more accurate grading. I think the problem with Jorgensen was based on his lack of leadership. When Silva told Jorgensen some of the ideas he wanted to do, Jorgensen didn’t have much to say. All of these problems showed lack of leadership, lack of communication, lack of coordination and the lack of team-work.
Solutions:
I think some of the solutions Norge Portugal should take are, 1) hire someone to be responsible for the HR Department in Portugal because Silva was responsible for many functions in the company and his strategy to approach personnel function maybe wasn’t the right strategy. 2) When implementing changes in the company, colleagues should be involved and should agree to these changes. Involving the department heads in future changes would be a key factor for success. 3) HR should organize team-building. Team work is another key factor for a company’s success. Colleagues’ ideas should not be ignored and their opinions should be taken into account. 4) Hire a consultant and have clearer job descriptions so in that way the company could have a better hiring process. 5) Finally, I think the company should come up with feedback surveys so that all of colleagues can address some of their key issues and to also let HR know what they need to improve on in the future.
Outcomes:
I think some of the outcomes that may occur will most likely involve the HR department. HR will have more responsibilities to ensure job functions are being performed and that department heads are more involved in decision making. Employees will also have a greater understanding of their functionality at Norge and the work environment will be more stable. Accountability starts at the top and the leadership will address of the concerns as a team. Silva might quit after getting the feedback of the climate study he did. Jorgensen’s job description will be more clearer and he’ll know the extent of his decisions that he made at Norge.

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