A case study of motivation and change management:
What can leaders do to rejuvenate a company's competitiveness?
In the process of company development, a cozy working environment and employee motivation crisis is really a big threat. If not handled properly, the entire achievement of the company would be spoiled. The measurements leaders can take to mobilize employees' motivation and rejuvenate the company's competitiveness are explored in this article. Through a specific case study of Nokia China Company, I propose several suggestions based on leadership theories.
1. Case study: Nokia's internal motivation crisis Nokia, at some time in the past, was a domain company in the Chinese telephone market. It retained to account for most of the market share throughout the world for fourteen years since 1996. However, with the rapid raising of Apple and Samsung, Nokia lost its position in the Chinese telephone market and struggled for survival. It is still bothered by the awful operation performance problem now.
How comes such a glorious company gradually turns to the edge of being eliminated by the market? In order to understand the internal factors that led to this, I did some research on the Nokia China Company. The following are the main points that I summarized from the feedback of their employees.
The first and most fatal factor is that there lies some pomposity and bureaucracy in the company. The company's top leaders possess a large proportion of money allocation rights which brings them a sense of priority and authority. Consequently, when making major decisions, they don't actually take their employee's points of view into account. Once, the company was hesitating at a future-related intersection, wondering whether to choose the Android system or to develop a new system for Nokia telephones to compete in the market. During that time, 78% of the employees had already realized that the loose working environment within the company could no longer provide enough support for innovation. However, even though a majority of them voted for using the Android system, the leaders still stuck to their strategy and made the opposite decision.
Second, many employees complain that they stay in the same position for more than five years even though they achieve what the company supposes them to do. Thus, it is quite common among employees to do personal work in order to make extra money during normal working time.
Third, one gratifying thing they refer to Nokia China is its welfare system. Nokia China really cares for its employees. Even in its depression period, the amount of welfare remains the same.
Meanwhile, the working environment of Nokia China is quite harmonious. Employees say that leaders don't encourage internal competition. All they do is specialize the work into persons and promote cooperation.
According to the descriptions of current circumstance within Nokia China Company, I will apply some leaders...