案例分析范文.docxVIP

案例分析范文 Case description: Although IKEA has recently initiated an American style performance review procedure, which requires documenting employees9 individual performance strengths and weaknesses, Swedish managers feel uncomfortable with the formality of the system and the need to provide negative feedback. Since they hold the more senior positions, their ambivalence has resulted in little real discrimination in pay increases which are directly linked to the reviews. Although turnover at IKEA is lower than the industry average, and coworkers generally appreciate IKEAs caring environment, there is some latent discontent with the way pay increases are distributed, even among long-term employees who feel that their individual achievements are not always rewarded. In the opinion of one American manager, UA lot of people have left IKEA because they cant move up fast enough here. Some left the store to go to the Service Centre(IKEA,s national headquarters) then left because it was too hard for them to adjust, there was no clear frame of reference in terms of policies and procedures. We have lost some key American managers because they didnt have a clear idea of their role or future in the organization.n Case description Mr Arthur Aroney, General Manager of Burns Philip and Co. Ltd., and Australian company believes hat businesses should engage in international marketing by investing in target markets. The foreign government offers investment incentives which will encourage the industry “leader” to enter the country and invest. The risks can be high but, if successful, so are the rewards. Burns Philips first venture into China, after learning some very hard lessons, was so successful that after three years, it invested more money and doubled the size of a fermentation plant. Burns Philips plants are located in Guangdong, Shanghai, Harbin, and in the west. This gives us coverage in the areas where you find opportunities, particularly a developing middle class with disposable