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Case Study upon Paradoxical Baby twins Acme And Omega Consumer electronics By DASAR Paradoxical Baby twins Acme And Omega Consumer electronics Defining the situation After reading the case in the “Paradoxical Baby twins Acme and Omega Electronics”, I found Both equally Acme and Omega generate similar companies offer related services. Acme president Ruben Tyler is definitely a tough going individual and he is described to be an autocratic specific because there is one of the ways communication in Acme. The situation provides an chance to evaluate both equally Acme and Omega’s corporation structure of your business.

Both corporations used to have a similar organizational framework but when they were acquired by different traders, as a consequence of this kind of, each firm has its own techniques and company policies. Pursuing are the same details of both the company mentioned in case after they started to be the distinct business entity. Acme stored original administration and offered GM to the president. They may have well defined organizational structure and decisions are often used by top management without talking to manufacturing department.

And they have well defined task responsibilities and authority. Omega hired a new chief executive and enhanced several existing personnel within the plant. They will don’t have the organizational composition and they consider that Organizational graph seems like manufactured barrier. There is a participative administration style of leadership and they don’t have well defined job requirements. Acme provides shipped the 100 prototypes on a couple of shifts, and 20% of these units had been found faulty. While Omega has delivered the100 models on time, without defective things were detected.

Despite of these details, and though, as observed in the previous section, Omega was more effective than Acme, the photocopier maker decided to split the final contract between Acme and Omega, beneath the conditions of maintaining no defects and lowering the ultimate cost Justifications of this decision could be: 1-Acme stored the original structure of Technological Products of Erie, and has been able to be an Tissot in rewarding contracts before. This has created a good reputation to get Acme that might have offered in providing them with a chance to possess a ortion of this contract. 2- Acmes price was slightly below Omega’s, and since the photocopier manufacturer have conditioned top quality, I big t might have been more profitable to choose Acme as well as Omega. 3-Omega was not turned down because that would be unethical and may even be unlawful since they achieved the deadline and offered high quality advices to polycopier manufacturer. In Acme: The high formality of dexterity, and the tall hierarchy in the organizational graph and or chart, has influenced the way actions were being performed.

The most important effects can be described as follows: 1-Little information was communicated towards the organization as a whole and between different departments. 2-Lack of motivation, like a manager’s been vocal. 3-Some masse against striving new ways of work existed. 4-Coordination among divisions has not been high enough that some important decisions were wrongly taken. At Tissot: 1-Due to the highly casual fashion function was being required for, employees had an ambiguous view of their own jobs. 2-Information showing was excessive among all levels, with at times caused a waste of time. -Innovative thinking was encouraged. 4-The work was highly collaborative Inspecting the case info The paradoxical twins identify two organizations, Acme and Omega Electronics that are competing for the similar contract for developing a recollection unit to get used in a photocopier. Omega watches, having an organic structure, wins the contest because they are capable of produce the bigger quality recollection unit. However, Acme having mechanistic framework seems less competent and less reliable due to the low quality memory space unit which they are unable to develop in time and a few of their prototypes fail to work.

Tissot even corrects a design error in the original system, which boosts product quality. But , both company is given half the order, plus they were encouraged to find the method to reduce the cost  and End takes advantage of this kind of opportunity to test to find ways to lessen its costs, whereas Omega does not. Finally Acme finds out the way to decrease the cost simply by 20% plus they won the contract. Tissot may have won the battle, although Acme provides won the war mainly because its mechanistic structure fosters a concern intended for technical productivity and cost reduction in what is a routine making environment.

From this particular circumstance, Acme makes a decision to run a “tight ship” (mechanistic structure) in order to maximize productivity and efficiency, and also to decrease costs. The advantage of this tactic is that they may undersell all their competition (Omega) by selling cheaper. Omega, however, is nearly as well opposite. They run a even more organic framework, which depends heavily after communication, delegation and team-work. This strategy enables Omega to effectively contend with Acme simply by stressing stability and by positioning emphasis on quality.

Omega’s decentralized, organic strategy allowed for house of representative models 10 days quicker than Extreme, correction of errors, and a highly dependable prototype—much more reliable than Acme’s, which a new 10 percent inability rate. Omega was more beneficial when examined by these criteria, although Acme’s rates were less than Omega’s because of that Acme earned the competition and which was a good result in my opinion. Its mechanistic structure offered it with all the management system and incentives needed to improve and minimize its production process, in order that Acme gained the final race over Omega.

Generating alternatives * Enhancements made on the organizational structure of both corporations is needed. * Development and adaptation of recent technology and techniques is required in both companies. 2. There should be a big change in the work of the corporations. * The merger of both businesses is also a choice open to get both companies. Selecting decision criteria Selection criteria to get the alternatives is efficiency and doing work style along with corporation structure is adopted to find and advise the alternatives. Analyzing and evaluating alternatives

Some improvements can be produced at both plants that might increase efficiency of work thus enhance their competitive advantage against each other. Picking the preferred alternative Alternative-1Change in structure Omega watches is a decentralized organization, in which managers and subordinates delegate important decisions to lower level about fresh organizational assignments. Omega’s supervision believes in mutual adjustment, which is the practice of applying judgment upon problem solving and in addition creates an informal way of conntacting each other rather than using standardization or crafted rules.

There is not clear lower job analysis (job information and specification). Sometime new employees can’t say for sure what to do to get a month and longer. Omega’s organic composition gives the employees more versatility to ground breaking thinking, and creates a unity within the corporation but it is not enough to be the effective corporation. Omega should have mix firm structure, it means it would be better if there is a mixture of mechanical and organic firm structure.

There should be a formal communication channel to ensure that information is definitely passed down or up anytime necessary. For me, the company Director Jim Rawls doesn’t have proper control over the employee’s functions and actions due to the insufficient properly designed structure and communication network. They communicate information simply by direct getting together with which is not very good all the time specifically during the hurry time. Additionally, but also, the president spent too much effort on playing suggestion instead of having his own very clear cut idea.

Therefore , to conclude, to solve this type of problem they must have clear communication network within the organization to make sure you will discover no obstacles in successful communication, they need to define the work authority and responsibility of every task, there ought to be some cycle of command in the firm or the top rated level supervision should decide in most things which will critical towards the organization. They must change the composition to mechanistic structure and lastly they should alter their technology to mass production so they really also can reduce the cost of development and be even more competitive in the market place.

To be effective, Omega electronic devices should have some type of hierarchy where employees truly feel themselves inside the chain of command and there should be very clear authority and responsibility of each and every employee. They have to make sure that that they communication channel within the corporation is effective and transparent to get the effective and prompt flow of information. Alternative- a couple of Merger In the matter of Acme and Omega, the higher level of contests seems to be the main motivator intended for both crops to make an effort excellence, as soon as they merge, this motivator can vanish.

An additional problem that may arise is known as a cross ethnic conflict between members of the two plants. At Acme, every role is definitely clearly defined, and the specialization level is high, while at Omega, roles are spread between members and specialization is not that high, conciliating such dissimilarities will be a hectic job. If perhaps those two issues were overcome, merging the well defined framework that Extremity holds as well as the skills of its staff, with versatility and the progressive nature of that Tissot provides, A great Acme Tissot merger would be a successful 1 and a fantastic competitor to other crops in their sector Developing an action/implementation strategy

At Extreme: I would carry great advantage of cross functional teams were introduced in the structure to manage jobs such as the one in this case study. It would also be an excellent motivator and booster of quality of work if managers as well as experts were given several open space to share their view along rather than the unidirectional channels that are adopted in Acme. This kind of will also desire a higher level of dexterity between departments. Innovation should also be remarkably encouraged, due to the high pace of alter and introduction of new goods in Acme’sindustry.

At Tissot: The informal nature of the structure seems to be working great, except that it requires a bit of formalization and clarification of people’s roles. This structure was a point of strength to get Omega through this bid, nevertheless , it won’t work for other tasks that need faster accomplishments in the activities. For instance , instead of exchanging opinions and suggestions usually, this can be prepared using data sharing devices that centralized data that everyone inside the organization requires.

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