學門類別
哈佛
- General Management
- Marketing
- Entrepreneurship
- International Business
- Accounting
- Finance
- Operations Management
- Strategy
- Human Resource Management
- Social Enterprise
- Business Ethics
- Organizational Behavior
- Information Technology
- Negotiation
- Business & Government Relations
- Service Management
- Sales
- Economics
- Teaching & the Case Method
最新個案
- A practical guide to SEC ï¬nancial reporting and disclosures for successful regulatory crowdfunding
- Quality shareholders versus transient investors: The alarming case of product recalls
- The Health Equity Accelerator at Boston Medical Center
- Monosha Biotech: Growth Challenges of a Social Enterprise Brand
- Assessing the Value of Unifying and De-duplicating Customer Data, Spreadsheet Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise, Data Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise
- Board Director Dilemmas: The Tradeoffs of Board Selection
- Barbie: Reviving a Cultural Icon at Mattel (Abridged)
- Happiness Capital: A Hundred-Year-Old Family Business's Quest to Create Happiness
Southeastern Mills: The Eighth Element?
內容大綱
Appropriate for courses in operations management and leadership. Owners and employees of this company spent considerable time and effort developing a unique, extremely successful high-performance work-place culture based on trust and a decentralized structure. Individuals and teams managed their areas with little direct supervision from middle and upper management. Some managers, based on sales opportunities with new, large, and demanding customers, felt that it was essential to consider how a Lean or Six Sigma program could be blended into their work-place culture. But other managers were concerned about altering what was already successful. A teaching note (OM-1393TN) is available.