Digital transformations require foundations. Placing advanced technologies on top of poor organizational structures and processes is not likely to work. Digital transformation may involve long-term strategic and organizational development to create a solid foundation that can properly absorb and develop digital initiatives.
Digital transformations require foundations. Placing advanced technologies on top of poor organizational structures and processes is not likely to work. Digital transformation may involve long-term strategic and organizational development to create a solid foundation that can properly absorb and develop digital initiatives.
Imagine a high-tech environment which is a hive of creativity and collaboration, where people think in terms of platforms and ecosystems, and are asked to provide a rapid response in pursuit of a goal. While a start-up setting in a tech hub will likely come to mind, such a setting is typical of a more traditional (yet advanced) organization – the military.
Imagine a high-tech environment which is a hive of creativity and collaboration, where people think in terms of platforms and ecosystems, and are asked to provide a rapid response in pursuit of a goal. While a start-up setting in a tech hub will likely come to mind, such a setting is typical of a more traditional (yet advanced) organization – the military.
Does the digital age require companies to look and behave differently? This research note explores the digital journeys of various companies (with an initial focus on media companies) and introduces 10 “checkpoints” into their respective experiences as they strive to become digital-ready.
Does the digital age require companies to look and behave differently? This research note explores the digital journeys of various companies (with an initial focus on media companies) and introduces 10 “checkpoints” into their respective experiences as they strive to become digital-ready.
The telecommunications manufacturing industry has seen massive consolidation in the past 10 years. This is the story of how two major telecom providers, Alcatel and Lucent, merged and positioned themselves for the future. It focuses on the leadership challenges of the final years, just before the company was sold.
The telecommunications manufacturing industry has seen massive consolidation in the past 10 years. This is the story of how two major telecom providers, Alcatel and Lucent, merged and positioned themselves for the future. It focuses on the leadership challenges of the final years, just before the company was sold.
Organizational design can be complex, involving many different levers. But at its roots are a few fundamental formal structures or forms: functional, matrix, and divisional. This case tracks the early history of a (fictitious) start-up company in the software/mobile entertainment industry that rapidly expands and needs to consider the pros and cons of these various archetypes of formal structure.
Organizational design can be complex, involving many different levers. But at its roots are a few fundamental formal structures or forms: functional, matrix, and divisional. This case tracks the early history of a (fictitious) start-up company in the software/mobile entertainment industry that rapidly expands and needs to consider the pros and cons of these various archetypes of formal structure.
This case looks at how Lincoln Electric, the US-based company renowned for its compensation scheme, tried to implement its human resource policies globally and particularly in China.
This case looks at how Lincoln Electric, the US-based company renowned for its compensation scheme, tried to implement its human resource policies globally and particularly in China.
Companies regularly face difficulties, but sometimes they have to face a "life threatening" crisis. Such events challenge leadership, not least because of their complexity - technological puzzles, loyalty and political maneuvering, branding and communication issues, to name a few.
Companies regularly face difficulties, but sometimes they have to face a "life threatening" crisis. Such events challenge leadership, not least because of their complexity - technological puzzles, loyalty and political maneuvering, branding and communication issues, to name a few.
Companies regularly face difficulties, but sometimes they have to face a "life threatening" crisis. Such events challenge leadership, not least because of their complexity - technological puzzles, loyalty and political maneuvering, branding and communication issues, to name a few.
Companies regularly face difficulties, but sometimes they have to face a "life threatening" crisis. Such events challenge leadership, not least because of their complexity - technological puzzles, loyalty and political maneuvering, branding and communication issues, to name a few.
This case looks at how Lincoln Electric, the US-based company renowned for its compensation scheme, tried to implement its human resource policies globally and particularly in China.
Pedagogical Objectives The objective is to expose readers to some of the difficulties and myths of pushing well-worn ideas overseas.
This case looks at how Lincoln Electric, the US-based company renowned for its compensation scheme, tried to implement its human resource policies globally and particularly in China.
Pedagogical Objectives The objective is to expose readers to some of the difficulties and myths of pushing well-worn ideas overseas.
This two-part case study describes the initial merger and cultural transformation of Aviva's Norwich Union (NUI) operation in the UK. It examines the complexities of integration that arose following a series of mergers that created NUI from 1998 to 2000. Case A describes how, after CGU Plc and Norwich Union joined forces to become NUI, top management's priority was to restore profits.
This two-part case study describes the initial merger and cultural transformation of Aviva's Norwich Union (NUI) operation in the UK. It examines the complexities of integration that arose following a series of mergers that created NUI from 1998 to 2000. Case A describes how, after CGU Plc and Norwich Union joined forces to become NUI, top management's priority was to restore profits.
The telecommunications manufacturing industry has seen massive consolidation in the past 10 years. This is the story of how two major telecom providers, Alcatel and Lucent, merged and positioned themselves for the future. It focuses on the leadership challenges of the final years, just before the company was sold.
The telecommunications manufacturing industry has seen massive consolidation in the past 10 years. This is the story of how two major telecom providers, Alcatel and Lucent, merged and positioned themselves for the future. It focuses on the leadership challenges of the final years, just before the company was sold.
Dynamic Capabilities - The Social Fabric of Innovation and Strategic Processes within Organisations, including Studies at the Organisational Level, focusing on Firm Dynamic Capabilities and at the Actor Level, exploring the Contribution of Human/ Social Capital on managerial innovativeness , Social networks in organizations, Cultural Change and “Evolution”, The Backstage Work of leaders in shaping processes and contexts to help develop strategies and align the organisation
