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Nokia – Why Did It Fail ?
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Transcript of Nokia – Why Did It Fail ?
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Do You Recognize These Pictures?
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NOKIA – Why Did It Fail?
March 27th, 2017
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• Gurpreet Kaur• Chaudhary, Nikunjkumar Manubhai• Ha, Thi Thu Hien• Mohammad, Hasib
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Overview• Nokia was one of the top cellphone company• In recent years, it has enormously fallen. • This is not a result of their quality or innovation. • This is a direct result of the poor leadership style and
the dysfunctional team
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Contents
• Problem identification• Decision marking
• Planning & Organizing• Question
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Identify apparent problem
1.Lack of trust2.Wrong vision and misbalance3.Inefficient recruitment process at upper-level
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Identify apparent problem
1. Lack of trust: • Frustrated and fear • Stayed silence, gave hopeful and filtered data. • Information did not flow upwards• “You need to run quicker”
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Identify apparent problem
2. Wrong vision and misbalance• "innovation first", instead of the customer first• I am the best
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Identify apparent problem
3. Inefficient recruitment process at upper-level• Ex-CEO of Nokia Jorma Ollila & Stephen Elop • Meego sytem
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Seek and analyze the causeWe realised • Distrust• Dishonesty • Misbalance • The inefficient in the recruitment process
Caused by lack of trust among Nokia staff.
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Define the real problem
“The lack of trust is the main problem behind Nokia’s failure”
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Alternative solution – Option 1
1. The possible solution could be lower the hierarchy Because • Fear • Communicate • Understand • Effectively implement objective, goals, and vision.
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Alternative solution – Option 2
2. Another solution may be transformational leadership Because • Rigid goals• Organizational boundaries• Lack of motivation and engagement• No shared vision
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Alternative solution – Option 3
3. Hiring a right leader BecauseThe success of the team is on the hand of the leader.
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Alternative solution – Option 4
4. Trust buildingFrom the above consequences, we find that there is no trust relation among the staff of Nokia. They can build trust through better commitment and communication among themselves.
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Selecting The Best OptionThe best solution may be trust building. Because:• No follow-through• Disrespect• Lack of personal
creditability• Secretive
communication• Micromanagement and
selective decision making
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Step
Task People who implement
Start End
1 Choose right leader Board of directorsCEOHR
March 1 May 31
2 Meeting of top managers Board of directorsCEO
March 1 March 5
3 Hire trainer develop self-awareness, self-management, confidence, and trust for managers
CEO, top mangers March 5 May 30
4 Building personal & professional trust
CEO, top managers, middle-managers, supervisors
March 15
On going
Planning - Must be within a year
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Hire a
right leade
r
Plan
Screen
Interview
Evaluate
Re-Evaluat
e
90 days
HR
competitors
Personal
resources
Behavior
based questio
n
Future situatio
n questio
nFuture situatio
n questio
n
EQ questio
n
Criteria:Self-
awarenessSelf-
regulationMotivationEmpathy
Social skill
Criteria:Self-
awarenessSelf-regulation
MotivationEmpathy
Social skill
OrientationCore message
RotationIncremental
learningProbation feedback
SMARTGoals
19Meeti
ng
Plan
Send email
Agenda
Meeting
Send a meeting summary
SMARTGoals
20Hire train
er
Plan Class learni
ng
Practicing
Evaluating
SMARTGoals
Role-play
Performance review
Feedback
21Buildi
ng trust
Plan
Weekly conversatio
n
Face to face
respect
open
SMARTGoals
Gather feedbac
k Do what we say
Show people
the results
Evaluate through Survey
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