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Negative effects of Amazon as a online marketplace on society

Write a research paper on the negative effects of Amazon as an online marketplace for society based on 2 scholarly journal articles.

Answer the following questions in the paper:

1. To what extent has the development of the online-only-marketplace, specifically, negatively effect our society?

2. What are the current cons of our culture migrating towards online shopping? What makes amazon a successful e-commerce venture?

Corporate Culture 1 Corporate Culture 8 Corporate Culture Name: Course: Tutor: Date:

Corporate Culture 1

Corporate Culture 8

Corporate Culture





Q1. Defining right culture for organization

In order to define the right culture for the organization, there are steps that can be undertaken with the baseline being assessing core values and helping to make them stick and hold over time. It may also entail countering the negative aspects such that they do not stick and hold and thus not becoming part of the corporate culture. The first step is to assess the current organizational culture (Loehr, 2016). As a medium sized business that does not have a well-defined culture, this step will majorly entail assessing those values of the organization, norms, relationships, and other behaviours that might help give a starting point in defining the right culture. Those things that the employees hold dear need to be assessed and their effectiveness in terms of their contribution towards the wellbeing of the organization are determined here.

The second step would be to set a benchmark of that favourable organizational culture and set a goal that reflects and builds on the current culture. Benchmarking may be in the form of assessing the culture of another company that may be performing well in the industry and to use its culture as the basis for developing the right culture for own organization. The other option may be to create a favourable culture that the CEO wants and then figure out how this will be achieved.

The thirds step would be to disconnect the organization from those values or norms or other aspects of culture that do not add value to the organization and replacing them with more favourable ones (Bloom, 2015). For example, if the employees are known to have a culture of arriving at work late, this can be changed to employees making it to work early using various strategies like rewards or even punishments. The right culture, by definition, will be that which contributes maximally to the success of the organization. Having identified these negative aspects, efforts should now be turned towards delineating what is good and what is bad, and working with the good.

The fourth step will be to communicate the culture of the organization to the employees. It is important to emphasize herein that even though the organization did not have well-defined culture, the small bits of culture observable are taken as the starting point, and the bits added into this old culture form the new culture. This is where the CEO now informs all employees about the changes in progress and outlining the expectations of each employee. Employee engagement is critical at this stage because it is their culture being defined and could be expected to be uneasy at first. Managing whatever resistance would also be critical.

To ensure that this culture is communicated and understood by all staff, communication mechanisms and engaging the employees will be the best approach to use. I will utilize all possible communication channels, bot formal and informal and make sure to obtain feedback from all employees. I will be open to suggestions and questions and also be sure to provide feedback on a timely basis and be careful to respond to each concern raised.

Success in establishing and maintaining culture will be in the form of changing the behaviour of the employees towards better practices that add value to the organization and eliminating those that do not. Most importantly, the presence of core values that are formed and that stay for a long period of time will imply that the culture has been planted successfully. Should these stand the test of time, it will be an implication that definition of the right culture was successfully done. Lastly, when all the employees are happy about the culture and they embrace it with minimal resistance, it will also be an indication of success. The practitioners of the culture are the employees themselves and their perspectives towards the culture determine whether or not I have been successful in establishing and maintaining the culture.

Q2. Hofstede’s cultural dimensions

Hofstede’s four cultural dimensions can be used to compare and contract doing business in different countries. Doing business in USA and in Brazil. The first dimension is power distance which measures the extent to which the less powerful employees of an organization within a country accept and expect that power is distributed unequally (Podrud, et al., 2005). In countries like Brazil, the members of the organization do expect that this is the case and accept it that way, in this case, the employees will do whatever they do because the superior says so. In this case, the superiors tend to bear much of the responsibility very the outcomes as it is considered to be their doing. On the contrary, the power distance in the US is not that big and the subordinates do not necessarily do things because superiors say so. Rather, they tend to consider the outcomes and engage the superiors in feedback and discussions, or even confrontations. There is Tendency to do what is right.

The second dimension is uncertainty avoidance which deals with the society’s tolerance for ambiguity (Hofstede, 2011). This has to do with the extent to what a culture programs the people of feel comfortable or uncomfortable in unstructured situations. In Brazil, there is strong uncertainty avoidance which causes the need for clarity and structure and emotional need for rules. On the contrary, the US has relatively weaker uncertainty avoidance evidenced by its tolerance to deviant persons and ideas.

The third dimension is individualism/collectivism. Individualism depicts a society whereby the tie between individuals are lose and everybody is expected to look after his or her immediate family. On the other hand, collectivism depicts a society where people are integrated to strong and cohesive in-groups based on unquestioning loyalty. In both Brazil and US, the societies are largely individualistic, even though there may exist a slight extent of collectivism in Brazil. Generally, all capitalist nations are largely individualistic societies.

The fourth dimension is masculinity/femininity. Masculinity depicts a society in which the social gender roles are clearly distinct. For example, men are expected to be assertive and focused on material success while women are supposed to be modest, tender and concerned with the quality of life. This is in contrast to femininity where there are no such distinctions. The US is largely based on femininity whereby gender equality prevails and there no roles of women and those of men. Brazil is does not reflect extremes of either side as there exist traces of both femininity and masculinity.

An Australian multinational planning to set up an operation in Japan has to consider some cultural issues. The first consideration is the cultural differences. Even though Australia is a diversified country, it is majorly founded on the western cultures while Japan is founded on the Eastern culture. This difference will often make the multinational to experience some challenges in penetrating the Japanese markets. The multinational will have to modify operations and products to make them fit in the Japanese culture.

The second consideration is communication. Communication differs from culture to culture meaning that the multinational will have to understand how the communication culture in Japan is practiced. For example, addressing superiors and subordinates, elders and youth, etc. Trust issues may also be a cultural consideration. In some cultures, it is easier to trust people while in others it is not. The trust issues may also arise during the interaction between two cultures. The consideration herein should be whether the Japanese do trust foreigners or not. Without trust, business may prove very difficult. The multinational company may thus need to implement mechanisms to build on trust if it is to success in Japan.

A more important cultural consideration host country’s laws and regulations (Hult News, 2017). Various cultures have different laws and regulations that govern the conduct of business. In most western countries, for example, the businesses may be freer from the intervention of the government which may not be fully the case from other regions. The multinational should undertake to understand the business laws in Japan and how they will favour or be detrimental to the company and its operations in that country.

Q3. Professionalism and professional boundaries

There are different definitions of the term professionalism. Professionalism is defined as the strategies and rhetorics used by the members of an occupation to improve their status, conditions and salaries. Another definition of professionalism is the conduct, qualities or aims that are characteristic to or that mark a profession. To some people, being professional may simply imply doing a good job, and possessing those great skills and knowledge, as well as competencies that may require long intensive academic preparation.

To display professionalism in the workplace may be to show that one is skilled and understands what is to be done and following all the professional rules and ethics of that particular occupation or profession. Professionalism may also be unserstood in the policy context. According to Linda (2008), “Critical analyses of professionalism do not stress the qualities inherent in an occupation but explore the value of the service offered by the members of that occupation to those in power” (p. 22).

Professional boundaries are also subject to different definitions, and this may also depend on the profession in context. The professional boundary may imply the boundary between what is acceptable and what is not (Doel, 2009). This definition may have close ties with the concept of professionalism in the context of showing skills and ethical behaviour in the occupation. Professional boundaries may also be defined as boundaries of the professional’s expertise to practice. In an occupation, the professionals are defined by what they are capable of doing and they are not, or what they are allowed or able to handle and what they are not. Consider, for example, in the context of a hospital. The professional boundary between a surgeon and a dentist exists and each professional’s practice carefully defined.

There are number of challenges in managing millennial generation employees. Firstly, there is a challenge in providing feedback because this generation is impatient and demands immediate feedback in all matters (Dodhia, 2017). Secondly, this generation is not loyal and a manager has the challenge of replacing employees in periods of up to seven months. That is to say this generation working for a period of seven months is considered quite a long time. As such, establishing and maintaining long lasting relationships with them is simply not possible. Lastly, they are easily distracted by things such as gambling, drugs and sex and a manager has a hard time managing these issues. As a personal experience, I have seen a great deal of young graduate employees questioning every move that I make and demanding reasons for almost everything they are directed to do. I have been forced to adapt by getting answers ready for any question and to confront inattentive young employees.


Bloom, J., 2015. 6 Steps for Creating a Strong Company Culture. [Online]
Available at:

Dodhia, S., 2017. The Challenge of Managing Millennials in the Workplace. [Online]
Available at:

Doel, M., 2009. Professional Boundaries, South yorkshire: Sheffield Hallam University .

Hofstede, G., 2011. Dimensionalizing Cultures: The Hofstede Model in Context. Conceptual Issues in Psychology and Culture, pp. 1-26.

Hult News, 2017. 11 Biggest Challenges of International Business in 2017. [Online]
Available at:

Linda, E., 2008. Professionalism, professionality and the development of education professionals. British Journal of Educational Studies, pp. 20-38.

Loehr, A., 2016. 6 Steps to Defining Your Organizational Values. [Online]
Available at:

Podrud, N., Pavicic, J. & Bratić, V., 2005. Cross-Cultural Comparison of Hofstede’s Dimensions and Decision-Making Style within CEE Context. pp. 1-16.

1 Name: Course: Tutor: Date: Project background The aim of this project

Negative effects of Amazon as a online marketplace on society Business Assignment Help 1





Project background

The aim of this project is to design an automated crane that will have the capability to move containers from one point to another. The project, being undertaken in a university setting (LED Academy) may not entail the building of the entire crane, but the essential components that serve the automation purpose. In that case, the students and the supervisors will focus on those components that will be within their scope, and this is the functional and technical design of the control and the electrical parts of the terminal. The software components that automates the cranes will be designed. More so, a research regarding the automation practices and an assessment of the various requirements will also feature in this project. The stakeholders in this project include a group students and the supervisors Johan Van Dijk and Edmund Schaeffer

There are a number of requirements for this project. These include crane capabilities set at 200 containers of sizes 100x5x4 and a docking station. A controller and a personal computer with a placement software, safety, emergency considerations, and communication between the controllers and the motors also form part of the major requirements. The focus is a fully automated crane whereby the operator makes the settings and the crane automatically handles the rest of the operations. With an automated crane, it is expected that the capacity will be improved alongside speed and flexibility among other benefits. The project plan details the actions and tasks, as well as their resource implication, that will be undertaken for the purpose if achieving the ultimate objective of the project – that is, an automation mechanism for a container crame.




Ad Campaign Critical Analysis: Coca Cola’s ‘Taste the Feeling’






Every company that advertises its product to the people needs to be aware of the fact that the message they send is interpreted differently by different people, and that the success of the ads in delivering the right message largely depend on the nature and composition of the ad campaign. In essence, the message is displayed not only by the words, but also by the people, graphics and images among other things. When carefully chosen, these can have far reaching impacts on the brand. With the emergence of consumer cultures across the globe, the advertising has become a critical communication tool mediating between the consumers and the products (Nas, 2015). The implication herein is that advertising has to be embedded deeply into the cultures of people if it has to make the desired impact. It is also good to consider that the modern business world is characterised by stiff competition for customers (Singh, 2011), and establishing customer loyalty has been among the key objectives of the marketing efforts. Engaging the consumers, as such, is one goal that an advertising campaign has to achieve. The modern advertising efforts have been seen to touch on various sensitive issues, and these have included culture, gender and race, and the adverts from most companies always make sure to consist a manifestation of these.

This essay presents a critical analysis of the ad campaign of Coca Cola Company dubbed Feel the Taste. The Coca Cola ad campaigns, according to Dudovskiy (2015), have various specific objectives the primary objective being the achievement of the company’s core aim of profit maximization. Marketing campaigns are known to have several objectives, and these include creating awareness, informing consumers and buyers, and encouraging product trial among other things. So, how does Coca Cola’s ad campaign achieve these? Other than these marketing objectives, the critical analysis will also look at the issues of gender, race and culture.

Background to the company and the ad campaign

The Coca Cola Company is a multinational corporation dealing in beverages especially the carbonated drinks. The company offers a wide variety of product line in the beverages industry, but it is best known for its flagship product Coca Cola. It is a manufacturer, a retailer, and a marketer for the non-alcoholic drinks. It was founded about 130 years ago in Atlanta, Georgia by John Pemberton bearing the name Coca-Cola. This founder created a distinctive tasting soft drink, created a flavoured syrup and mixed it with carbonated water to make the drink (About Us Coca-Cola History, n.d.). Today, the daily consumption of the company’s beverages are estimated at 1.9 billion servings.

As mentioned above, the company is also a marker of the drinks, and this means that it is responsible for the various ad campaigns associated with its products. The company uses various media like the newspapers, magazines, radio, television, the cinema and the internet to convey messages in the ad campaigns. The marketing campaign materials of the company can be said to have been devices as per the messages intended to be conveyed, and the images and words, as well as sounds that feature within the ads being perfected to serve the same purpose (Dudovskiy, 2015). The company uses successful and popular personnel or celebs like Wayne Rooney to publicly associate themselves with the products most common themes include sexuality and satisfaction, as well as the willingness to be great.

The new ad campaign is called Taste the Feeling which aims at using one brand to unite multiple varieties (Schultz, 2016). Thus slogan is aimed at overcoming the declining sales and also the health concerns associated with the product. The primary message herein is that the brand is for everybody meaning the products themselves are tailored for the different tastes (Isidore, 2016). The Taste the Feeling campaign includes an interactive digital experience, a new visual identity and photography, a series of 10 TV commercials, and a global music anthem and audio signature. This brings coca cola at the heart of emotional product communication (Staff, 2016). This ad campaign is the new replacement to the seven-year old Open Happiness (Heilpern, 2016).

A critical analysis

The ad campaign Taste the Feeling has received criticism where critiques ask whether this is an effective ad campaign paying attention to the various components of the campaign. This is not a question that will be asked in this critical analysis mainly because the focus will be on the message of the campaign. First of all, the ad campaign advertises the coca cola brand line, but it is expected that this unites all other brands marketed by the same company. How about this? In essence, when one product appeals to the customers, it may be assumed that all other brands will be accepted and appealing to the same customers. Theoretically, there is a correlation between the advertising campaigns and customer loyalty (Mahboul, 2012; Koniewski, 2012), even though there are also other factors that may come into play. The ad campaign, as such, does not communicate the taste of the single brand line of Coca Cola, but all the brands. The message is any drink you chose will have a taste you will like.

In the eyes of the consumers, however, the knowledge of the ad representing all the brands may be missing. It follows therefore that the perception of the brand advertised will be propagated to the rest of the brands. It can only be hoped for especially because, as mentioned earlier on, there are health concerns associated with the various products offered by the company.

The message in the slogan simply cannot be enough to relay the intended message, and the ad thus has to rely on the visuals and sound, as well as the imagery. Holding similar opinion is Asbury (2016) who feels that the line Taste the Feeling is not a great line at all because it does not “make sense the way words normally try to make sense” (para. 1). It cannot be said to have an aesthetic appeal and no memorable rhythm to make it lodge in the mind of the audience. However, the company is known to use few-word phrases in their ad campaigns, for example, the Open Happiness ad campaign slogan has only two words. Three-word ad campaign slogans are not new, and this could challenge Asbury’s perception of the Taste the Feeling slogan. Essentially, it is not the slogan that makes much of the sense, as will be illustrated herein, but the accompanying visuals, images and words. For example, the TV commercial could show people satisfied ad amazed by the taste. Now, this is what gives the slogan its greatness.

Taste the Feeling is not about a particular people, but all the people. This is more apparent that it is the case with ‘for all the brands’ as advertisers would want us to think. Critiques often commend the strategy of one-brand approach and think it is a great one. Indeed, there may not have been a better approach considering the wide variety of brands and also the advertising campaigns. Would it have been possible to customize the Taste the Feeling for all the brands? By the look of it, it seems quite expensive. The Coca-Cola is the predominant brand representing not only the line of drinks bearing that name, but also the company itself. So, this was a good strategy to pass the message and stay within the budget limits.

Regarding culture and identity, any advertiser would recognize the fact that the word today is characterized people identifying them with various styles and fashions, as well as various cultural and behavioural activities, for example, holidays/vacations at the beach, leisure, clubbing, etc. In a number of the images used for this ad, leisure has been communicates by representing people lying and relaxing on the beaches thereby allowing us to see the contexts in which to use the drinks. The audience are left to assume that these people just came out of the water and need something cool to drink. The option we are given herein in the taste of Coca Cola that we will like. The aspects of culture like clothing are hard to tell, and this is because the contexts in the various commercials and images are specific, as it is with the beach context. However, there is more to the pictures that the clothing. For example, there are people at a party, we have people at the beach, at the club, and also at the comfort of the homes allowing the audience to associate the drink with any setting there is.

The contemporary society is essentially a drinking society. This means that any kind of even is very likely to be marked with drinking (whatever the drink, not necessarily alcoholic drinks). Friends meet at a club, they will drink and click glasses/bottles. People visit others in homes or offices and they are welcomed with drinks. People are at home relaxing, and besides them there will be a drink. This explains why the Coca Cola Company is anxious about marking any context with the Coca Cola brand. According to the Rationis (n.d.), drinks (especially alcoholic drinks) are situation definers. Even for the societies not bound to the western cultures, there are long-standing approaches to the choice of drinks. Coca Cola wants to break this code by introducing a drink that fits all context. For example, besides champagne, Coca Cola can also signify celebrating.

The message portrayal largely has nothing to with any political or economic issues, but focuses primarily on the social and cultural issues. The socio-cultural aspects in the ad campaign are manifested by the various cultural events and social settings. Race and gender are well represented whereby both men and women, Whites Blacks, Asians etc. are all present in the various imagery and commercials of this ad campaign. Emotions are a part of the ad campaign, and the major emotions presented herein include love, excitement and surprise. This is the message of the ‘feeling’ as communicated by the slogan. Every feeling (obviously the good feelings) are manifested indistinctively throughout the various ads.

The last point to consider in this critical analysis is how the ad campaign achieves the various marketing objectives. These objectives are creating sales lead, generating information/feedback from consumers, reassuring customers, increasing short-term sales, encouraging product trial, informing and educating about the products, encouraging a liking for the company’s products, and creating awareness. Of all these, the critical objectives sought by the campaign is reassuring the customers (because of the health concerns), encourage a liking by means of diverting the negative image brought about by the health concerns, and improving the short term sales. To achieve this, the ads intend to communicate to the audience that the taste does not disappoint and that any occasion is a Coca Cola occasion.


The critical analysis presented herein regards the advertising campaign of Coca Cola Company called Taste the Feeling, seen as a replacement of the previous slogan of Open Happiness. Much of the deal is not in the phrase in itself as has been illustrated in the essay, but on the content and contexts of the advert that are indeed in line with this slogan. In terms of strategy, it has been determined that the one-brand approach is the best alternative because the huge number of brands marketed by Coca Cola may make it impossible for customization. The logic used herein is that the Coca Cola is the primary brand and the campaign could be used to encompass all the other brands. Loyalty for one, it is assumed, will be a loyalty for all.

The campaign is all about the drinking culture with the advert campaign insinuating that all seasons and all contexts and moments are Coca Cola. It may be seen as a revolutionary advert intending to bring about a new notion of the drinking culture. As mentioned in the essay, drinks are markers of events, and Coca Cola wants to mark every even with its brand. All in all, the ad campaign is in several ways a well thought out campaign.


About Us Coca-Cola History. (n.d.). Retrieved from

Asbury, N. (2016, Jan 20). Taste the mixed feelings. Retrieved from Creative Review:

Dudovskiy, J. (2015, Feb 12). Coca-Cola Marketing Communications: A Critical Analysis. Retrieved from Research methodology:

Heilpern, W. (2016, Jan 19). Coca-Cola just launched a massive new ad campaign to change the conversation around sugary drinks. Retrieved from Business Insider:

Isidore, C. (2016, Jan 19). Coke’s new slogan: ‘Taste the Feeling’. Retrieved from CNN Money:

Koniewski, M. (2012). Brand Awareness and Customer Loyalty. Brand Loyalty. Retrieved from

Mahboul, R. (2012). The impact of advertising creativity on customer loyalty :case Agency X. Bachelor’s Thesis Degree Programme in International Business. Retrieved from

Nas, A. (2015). Women Chewing Gum: Feminist Critical Analysis of Advertising as Symbolic Violence. ilef dergis, 35-54. Retrieved from

Rationis, V. (n.d.). Social and Cultural Aspects of Drinking. Retrieved from Social Issues Research Centre:

Schultz, E. (2016, Jan 19). Coke Replaces ‘Open Happiness’ With ‘Taste the Feeling’ in Major Strategic Shift. Retrieved from

Singh, Y. (2011). Critical Analysis of Advertising and Strategic Media Planning in FMCG Sector in India. Submitted to Fulfil Requirement for Award of Doctor of Philosophy Degree. Retrieved from

Staff, J. (2016, Jan 25). Taste the Feeling: Watch 6 Ads From Coke’s New Global Campaign. Retrieved from Coca-Cola Company:–watch-6-ads-from-coke-s-new-global-campaign

1 Student name: Student # Q1. Planning well done and planning not


Student name:

Student #

Q1. Planning well done and planning not well done

Planning is defined as choosing goals and developing methods for achieving the goals. Planning can either be well done or poorly done. The acquisition of DataSil Inc. by a US electronics firm was well planned on various aspects, and not well done on others. The aspects that show planning to be well done include the enriched job descriptions. The employees had never has enriched job descriptions with the old company, but the acquisition provided that. This is largely seen as a strategy to instil enthusiasm in the employees in order to make the acquisition a success. Planning entails setting smart goals, and this implies goals that are specific, measurable, attainable, results-oriented, and time bounded. The acquisition was well planned in that the goals were smart.

Planning also requires adequate communications that would ensure coordination of the acquisition process, as well as the business processes. The acquisition can be said to be well planned because it adopted a peoplistic communication that created a friendly atmosphere whereby everyone in the organization would communicate freely and quickly. This type of communication is largely a shift from the traditional organization hierarchy. The employees need to be allowed to communicate with seniors freely and they need to feel part of the organization. The employees expressed their dissatisfaction with the old company because the former top management did not treat employees as valuable sources of information. The employees were not regarded as people who would give positive ideas for the success of the company. The acquisition, however, changed this and treated the employees differently. For example, the new management solicited opinions and views from the employees. This not only improved their morale, but also increased their loyalty to the company and improved their productivity.

A plan that works also needs to be the one that increases the worker goal commitment by encouraging the workers to participate in the goal setting, making the goals public, and also the top management showing that they support the worker goals. The acquisition can be said to be well planned because it took this into account. The operations manager, Bill Weeks encouraged the employees to resolve any problems in an attempt to achieve the set goals in the acquisition. Employee participation was encouraged through a series of meetings and problems were discussed and decisions made. This was indeed what the employees desired and they felt that the goals they has helped to set were their responsibility, they thus worked hard to make sure these goals were achieved.

Flexibility is also a requirement for well planned acquisitions that seek continuous improvements through learning-based planning. The DataSil acquisition showed some flexibility in the sense that those things that happened against the plans were quickly resolved. The operations manager helped to identify gaps and engaged the employees in bridging the gaps in what could be seen as continuous improvements. For example, the problems underlying the loss of sales were largely things that had not been done properly during the planning, and they were quickly rectified after the meeting with managers. The training sessions were also a component of continuous improvement because the employee were now a part of a bigger system and they needed to be familiar with it.

Another aspect of good plans is the external environment that covers five elements:





Customers, competitors, and suppliers.

The acquisition considered all these factors and ensured that the external environment did not affect the success of the business. The political or legal factors were handled especially by the customs and traffic department whose key concern was taxes. Another example to show that external environment technology illustrated by the online office.

On the other hand, there are several aspects that show that the acquisition was not well planned. The anticipated motivation did not work and this resulted not only to lack of commitment, but also threats of quitting the jobs. Lack of motivation can be catastrophic to an organization because it sets a sequence of negative events in motion. For example, lack of motivation leads to lack of commitment that consequently reduces performance and productivity. The planning was also not well done because the role of the local warehouse was not clear, and its retention would only be prudent if it was followed by optimal utilization. However, they retained the warehouse and then underutilized it. The entire operations also prove that the acquisition was not well planned. This is because the costs to the customers were high and the lead time was too much for the customers to bear. The planning ought to have taken into account the impact of transnational operations and the impact of the customs and traffic department on the efficiency of the business operations. More so, the carrier issued seemed not to have properly planned because the lead time problems are attributed to the carrier and the customs.

The acquisition was also not well planned because the management did no handle the external environments well. The three step process used to make sense of the external environments- that is, to hedge against the uncertainties. These steps are environmental scanning, interpreting the information, and action. The scanning was seemingly not well done because it did not reveal all the information pertaining to the environment. For example, the reduced functionality of the Canadian warehouse had impacts on the lead time that were not revealed in scanning, and these effects were only realized later after the lead time increased and customers began to complain. Without proper scanning, even the information analysis and action would be inconsequential.

All in all, the best practices in planning were not fully represented in the acquisition of DataSil by the US firm. There were deficiencies as noted in the discussion above that included lack of motivation and increased lead time, as well as increased customer and employee complaints. Best practices in planning eliminate the above deficiencies. The special purpose plans were not effective because the change handling was not smooth as it should be. Uncertainties were not fully established and accounted for.

Q2. Recommended changes

A key recommendation for the organization to improve the internal performance and staff attitudes is the change in the organizational culture. The organization has changed to become part of a bigger organization, and this means that the culture should as well change. By definition, organizational culture entails the values and attitudes shared by the members of the organization. The employees should recognize that the organizational challenges are for them to overcome meaning they should embrace more responsibility. More so, the top management has changed the way the employees are treated meaning that they need to address the challenges by communicating to the top management and participating in problem solving rather that complaining and threatening to quit. The line managers should act as role models towards the cultural change, and they should do this by actively and continuously soliciting the opinions and ideas from the workers.

Another recommendation would be to address the various issues as quickly as possible and solve the problems in the sales growth and employee satisfaction. The performance of the employees, as well as their attitudes are affected by these two variables, and the top management should address them effectively. The reduced sales growth is demotivating the managers and employee responsible for the sales because they feel that their efforts are not yielding much. The root cause of the problem in internal to the organization meaning there is a way of dealing with it. The issues with the carriers and the customs and traffic department are the major source of the dissatisfaction of both the employees and the customers. The increasing lead time causes customer complaints, and the employees handling the customers have become tired of the complaints and the aggression of the customers. This has resulted to low motivation and consequently poor performance. Their attitudes towards work and the organization have also changed as the employees feel disappointed by the state of affairs. Initially, they were enthusiastic that things were changing for the better, but the enthusiasm was short lived. The new challenges are the new threats to performance and attitudes.

Communication is a key element of the organizational culture that will have an effect in the performance and the attitudes of the employees. In the meeting, it is evident that communication was not effected properly and people sought similar information perhaps for similar purposes. This is an indication that there was no coordination between the departments. Communication would help solve the organizational problems because the managers can take decisive actions towards the solutions to the problems. For example, if there was effective communication between the sales people and the carriers and the warehouse people, as well as the customs and traffic department, the lead time would have been reduced and the customers would not complain. Without the customer complaints, there would be no employee complaints and consequently the employee attitudes would be better. In short, the organization should implement an effective communication network within the organization to help improve performance and the attitudes of the employees.

Another recommendation is company re-engineering, and this is in the form of the change from the vertical orientation to horizontal orientation. Re-engineering is known to bring about drastic improvements in the performance and customer satisfaction. The horizontal orientation has the effect of creating pooled interdependencies and the employee are more integrated into the organization decision-making processes. Re-engineering, coupled with empowerments are a vital tool for the internal performance and the employee attitudes. The employees will become more productive if they are empowered meaning they become more responsible and capable of making decisions. When the employees empowered, the bureaucracy becomes unnecessary and the structure of the organization can then be shortened and perhaps widened. DataSil has a tall organizational structure and this is majorly ineffective because communications between the top and the bottom tend to take long. Re-engineering will oversee that this structure is shortened and decision making delegated to the subordinated. This has to be enhanced by the employee empowerment. This is because empowered employees tend to develop self-determination and competence mainly because they feel that their work will have impact and meaning to the entire organization. Having the head office in the US coordinating the Canadian operations online may be problematic, and the operations manager may be given autonomy to enable him make decisions.