Petrobras Essay

Successful firms capitalize on economies of scale & scope, create management structures and invest in research & development

Having involvement from all of the stakeholders - in this case executive leaders - and leading their unique projects with IT created a tremendous advantage within the company.

This paper will be based on the California Review Management study called "Misunderstanding the Nature of Company Performance: The Halo Effect and Other Business Delusions" by Phil Rosenzweig. The research processes that have been completed on business performances over the years, and the strengths and weaknesses of the types of data used will be discussed. The Halo Effect will be evaluated, and examples from my career will be given to help with understanding the topic at hand. I will give thoughts, ideas, and solutions I plan to adapt and work on in my career to help avoid the Halo Effect in my daily life

Establishing an effective corporate culture for the new conglomerate is essential to Bombardier Transportation’s success. Pierre

The organization has a broad range of business sectors that would be very difficult to imitate. This sets this sets them above and beyond competition.

The third reason why good-to-great companies outperform, is they do not cover up the bad news (confront the brutal facts). Nobody likes to hear the bad news, but we have to facing it and take reaction about it. Furthermore all good to great

I am researching the economy of Brazil. The definition of economy: The Management of the income, expenditures, etc of a household, business, community, or government. Careful management of wealth, resources, etc; avoidance of waste by careful planning use; thrift or thrifty use. (1) The system or range of economic activity in a country, region, or community. (2)

The success of the economic agents depends on a multitude of forces, such as the managerial ability to combine and exploit the resources in an efficient manner, the ability to manage the labor force or the ability to develop positive relationships with the external stakeholder, such as the customers, the business partners, the public and so on. Still, while all these factors are crucial, they are merely adjacent to the core operational function which builds towards organizational success, namely the organizational operations.

“No matter how dramatic the end result, the good-to-great transformations never happened in one fell swoop. There was no defining action, no grand program, no one killer innovation, no solitary lucky break… Good to great comes about by a cumulative process…that adds up to sustained and spectacular results”; this was a quote he said in this wonderful book, a quote that says the reality of businesses nowadays, a quote that for us defined in short words the name of this book and the research Collins made.

By 2001, almost 50 years after its inception, Petrobras had become a fully integrated oil and gas company. Petrobras was the seventh largest publicly traded oil and gas company in the world based upon proven reserves, the largest Brazilian corporation, the third largest Latin American corporation, and the 185th largest global company, by 2001 consolidated revenues. In Brazil, Petrobras had a dominant position in both upstream and downstream activities. The company’s combined oil and gas production was 1,621 tbpd and it had proven reserves estimated at around 9.3 billion boe.5 (Exhibit 1 provides selected oil and gas data for Petrobras and other oil companies.) Most of the firm’s proven reserves were located in very deep waters (more than 400 meters) and Petrobras was the world’s pioneer in deep water oil exploration and production. Furthermore, with approximately

i. They mainly concentrate on value rather putting their thoughts on long term goals, that means they always concentrate in reduction of the costs in a strategic context and with a reasonable spotlight on their core. ii. They misuse opportunities one of a kind to the downturn, which can mean anything from utilizing misfortune to increase new clients to squeezing forward with advancement. iii. They act quickly, with a spryness that allows them to keep pace with, or development of, speedy changes in the business environment. Successful companies always put their eye on the growth of the organization and they will try to keep the customers as they don’t need to lose their valuable customers. So they will move on from their comfort zones and thrive hard towards their growth in the competitive world. They always show their commitment towards the innovation that helps in being a part of the successful company. (Berman, 2009).

By closing the gaps in the global operations, putting accountability in place and delivering on what customers wanted, One Ford and Mulally have been a success. Mulally had the vision, understanding of the contextual variables, and the ability to compile it into an organizational design. This was the backbone of his success. Mulally is aware that succession planning is the key to Ford’s overall strategy and tactics and has announced his successor COO Mark Fields (Taylor). One really needs to understand what Mulally really accomplished with One Ford fourpoint business plan. He was able to keep Ford out of the bailout and focused on growth and opportunity. He brought a company that looked doomed for Government ownership into profitability and success, and is still one of the leaders in the industry. Mulally might have said it best when he said, “But we stuck with the plan, we stayed on the plan, and we’re very pleased that today we have a foundation now.” “Not only have we fixed the fundamentals of the business, but we kept investing in the product.” This type of leadership and message can only encourage everyone around him. Mulally’s business cards read, “One Team ∙ One Plan ∙ One Goal” and that sums up a power strategy and something from which all leaders should learn.

High-performing organizations do not achieve their success through serendipity; success in the business world requires a planned and coordinated effort on the part of the workforce. This effort springs from abilities of an organization’s leaders. The entirety of the Business Policy Seminar has been an exercise in

As I sat down several weeks ago to begin writing this case study, I struggled with how I wanted to lay the paper out, however, when I opened Lee Scott’s 21st century leadership speech that was part of the required reading, the following quote struck me as the essence of the whole case study, so I would like to share it with you. You know, we are in uncharted territory as a business. You won’t find any case studies at the Harvard Business School highlighting answers for companies of our size and scope. If we were a country, we would be the 20th largest in the world. If

The improvement of its operational efficiency through the industrialisation of processes and the pooling of resources The development of internal synergies Attracting talents and developing best practices in terms of management A constant and reinforced vigilance on risk control