Case Study 1: ATH Technologies, Inc.: Making The Numbers

For the company in question the implications can range from loss of earnings, fines, individual managerial prosecution and forced closure of the company in question by law.

This will be the standard that Corporate is looking for and I’d like we are able to produce products meeting the standards.

Does the source of data either internal or external shed light on the objectives? [11].

These rewards help employees to become motivated towards their work and encourage them to work hard and focus on striving for the same goals. This will cause the business to do well, which will

After review of the company’s strategy, it is evident they are happy with where they are in regards to their position in the industry they are in, but are not content: their vision for the future is primarily focused on being a complete worldwide leader in which their company is seen as a leader wherever they do business. They are extremely focused on becoming elite in every aspect of their business, as well as providing as much return to their shareholders as possible. Most notably, the strategic goals for the company are summed into three areas: superior results in which their shareholder return ranks in the top 25 percent of the S&P 500, safe and “inclusive” work environment, and becoming a company

An organizations main objective would be to generate high revenue and maximize profits. To generate this high revenue, it would be the employees who would be working hard strategically and showing high performances to drive the organization towards achieving that goal. High performance could be achieved only by well-motivated people who are prepared to exercise an extra effort. Even in fairly basic roles, there is some level of motivation involved.

MedTek is known to be one of the best companies to produce medical equipment. In order to remain the best in this field of work, the company must be strong internally. Like all successful technological companies, MedTek requires constant inventions and innovation so that they can remain competitive amongst other technological companies. However, some issues have been noted and is hindering the progress of the company from innovating. Issues like lack of communication between departments, negative attitude between employees and poor organization structure have become major issues for MedTek. Throughout this paper, I will go into detail on the problems that occured at MedTek and how to address and solve the issues at hand.

profit and damage to the brand name. The company must always have teams in place that are trained and ready to act on any issue.

But if value creation is the overarching corporate goal, the process of creating value involves much more than simply holding up value maximization as the organizational objective. As a statement of corporate purpose or vision, value maximization is not likely to tap into the energy and enthusiasm of employees and managers. Thus, in addition to setting up value maximization as the corporate scorecard, top management must provide a corporate vision, strategy, and tactics that will unite all the firm's constituencies in its efforts to compete and add value for investors.

No punishment for a product failing in the market – As mentioned in the above control, the employees are encouraged to embark on new ventures and the funds are provided by the corporation. In case such a venture fails and the product is not accepted in the market, the employees are guaranteed their previous jobs. Based on past experiences, company culture emphasizes that a failure can turn into a success. This practice encourages employees to fearlessly proceed with their plans. It is a good control and supports the strategy of 3M but this could sometimes result in careless employees who go ahead with their plans without carefully analyzing it. This could translate into loss for the corporation. I would recommend that there should be a mild penalty for failed products, just like there are big rewards for successful products.

The worst thing that could happen to a company is when the staff loses confidence in the leadership team.

I would first review our corporate strategy and look at the progress of achieving our objectives. I would employ inventory management in order to meet our company’s competitive priorities. In order to reduce our inventory, VMI must be employed. Using VMI, our retailers would provide the company with data such as, how many of our products they actually sold. Then we can use this data to form our demand forecasts on how much was actually consumed by customers. Our manufacturing plants can then improve production, develop more accurate inventory plans, and ultimately reduce inventories.

The company will face serious trouble unless it takes up measures to counter the products by different companies in order to succeed.

Fewer product lines when compares with big competitors so it may cause risk to company because they concentrate only color metal sheet and in engineering field.

LITERATURE REVIEW Rewards have two broad types; extrinsic and intrinsic rewards are also called financial and nonfinancial rewards and these rewards further Research Paper divided in so many sub categories. Extrinsic rewards relates to financial rewards or cash related like formal recognition, fringe benefits, incentive type payments, pay, promotion and intrinsic relates to nonfinancial or non-cash rewards like achievement, accomplishment feelings, recognition, job satisfaction and growth (Clifford, 1985). Today world balance between employee‟s commitment and performance for the organization is much necessary and rewards are most important tool for employee‟s commitment, job satisfaction,