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Assessing Managerial Talent at AT&T (B), Spanish Version SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis

Case Study SWOT Analysis Solution

Case Study Description of Assessing Managerial Talent at AT&T (B), Spanish Version


Supplements the (A) case.

Authors :: Michael Beer, Ellen Stein

Topics :: Organizational Development

Tags :: Succession planning, SWOT Analysis, SWOT Matrix, TOWS, Weighted SWOT Analysis

Swot Analysis of "Assessing Managerial Talent at AT&T (B), Spanish Version" written by Michael Beer, Ellen Stein includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Assessing Managerial facing as an external strategic factors. Some of the topics covered in Assessing Managerial Talent at AT&T (B), Spanish Version case study are - Strategic Management Strategies, Succession planning and Organizational Development.


Some of the macro environment factors that can be used to understand the Assessing Managerial Talent at AT&T (B), Spanish Version casestudy better are - – technology disruption, competitive advantages are harder to sustain because of technology dispersion, supply chains are disrupted by pandemic , increasing inequality as vast percentage of new income is going to the top 1%, geopolitical disruptions, wage bills are increasing, cloud computing is disrupting traditional business models, increasing government debt because of Covid-19 spendings, challanges to central banks by blockchain based private currencies, etc



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Introduction to SWOT Analysis of Assessing Managerial Talent at AT&T (B), Spanish Version


SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in Assessing Managerial Talent at AT&T (B), Spanish Version case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Assessing Managerial, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Assessing Managerial operates in.

According to Harvard Business Review, 75% of the managers use SWOT analysis for various purposes such as – evaluating current scenario, strategic planning, new venture feasibility, personal growth goals, new market entry, Go To market strategies, portfolio management and strategic trade-off assessment, organizational restructuring, etc.




SWOT Objectives / Importance of SWOT Analysis and SWOT Matrix


SWOT analysis of Assessing Managerial Talent at AT&T (B), Spanish Version can be done for the following purposes –
1. Strategic planning using facts provided in Assessing Managerial Talent at AT&T (B), Spanish Version case study
2. Improving business portfolio management of Assessing Managerial
3. Assessing feasibility of the new initiative in Organizational Development field.
4. Making a Organizational Development topic specific business decision
5. Set goals for the organization
6. Organizational restructuring of Assessing Managerial




Strengths Assessing Managerial Talent at AT&T (B), Spanish Version | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis

The strengths of Assessing Managerial in Assessing Managerial Talent at AT&T (B), Spanish Version Harvard Business Review case study are -

Superior customer experience

– The customer experience strategy of Assessing Managerial in the segment is based on four key concepts – personalization, simplification of complex needs, prompt response, and continuous engagement.

Digital Transformation in Organizational Development segment

- digital transformation varies from industry to industry. For Assessing Managerial digital transformation journey comprises differing goals based on market maturity, customer technology acceptance, and organizational culture. Assessing Managerial has successfully integrated the four key components of digital transformation – digital integration in processes, digital integration in marketing and customer relationship management, digital integration into the value chain, and using technology to explore new products and market opportunities.

Innovation driven organization

– Assessing Managerial is one of the most innovative firm in sector. Manager in Assessing Managerial Talent at AT&T (B), Spanish Version Harvard Business Review case study can use Clayton Christensen Disruptive Innovation strategies to further increase the scale of innovtions in the organization.

Sustainable margins compare to other players in Organizational Development industry

– Assessing Managerial Talent at AT&T (B), Spanish Version firm has clearly differentiated products in the market place. This has enabled Assessing Managerial to fetch slight price premium compare to the competitors in the Organizational Development industry. The sustainable margins have also helped Assessing Managerial to invest into research and development (R&D) and innovation.

Diverse revenue streams

– Assessing Managerial is present in almost all the verticals within the industry. This has provided firm in Assessing Managerial Talent at AT&T (B), Spanish Version case study a diverse revenue stream that has helped it to survive disruptions such as global pandemic in Covid-19, financial disruption of 2008, and supply chain disruption of 2021.

Operational resilience

– The operational resilience strategy in the Assessing Managerial Talent at AT&T (B), Spanish Version Harvard Business Review case study comprises – understanding the underlying the factors in the industry, building diversified operations across different geographies so that disruption in one part of the world doesn’t impact the overall performance of the firm, and integrating the various business operations and processes through its digital transformation drive.

Effective Research and Development (R&D)

– Assessing Managerial has innovation driven culture where significant part of the revenues are spent on the research and development activities. This has resulted in, as mentioned in case study Assessing Managerial Talent at AT&T (B), Spanish Version - staying ahead in the industry in terms of – new product launches, superior customer experience, highly competitive pricing strategies, and great returns to the shareholders.

Low bargaining power of suppliers

– Suppliers of Assessing Managerial in the sector have low bargaining power. Assessing Managerial Talent at AT&T (B), Spanish Version has further diversified its suppliers portfolio by building a robust supply chain across various countries. This helps Assessing Managerial to manage not only supply disruptions but also source products at highly competitive prices.

Ability to recruit top talent

– Assessing Managerial is one of the leading recruiters in the industry. Managers in the Assessing Managerial Talent at AT&T (B), Spanish Version are in a position to attract the best talent available. The firm has a robust talent identification program that helps in identifying the brightest.

Learning organization

- Assessing Managerial is a learning organization. It has inculcated three key characters of learning organization in its processes and operations – exploration, creativity, and expansiveness. The work place at Assessing Managerial is open place that encourages instructiveness, ideation, open minded discussions, and creativity. Employees and leaders in Assessing Managerial Talent at AT&T (B), Spanish Version Harvard Business Review case study emphasize – knowledge, initiative, and innovation.

Organizational Resilience of Assessing Managerial

– The covid-19 pandemic has put organizational resilience at the centre of everthing that Assessing Managerial does. Organizational resilience comprises - Financial Resilience, Operational Resilience, Technological Resilience, Organizational Resilience, Business Model Resilience, and Reputation Resilience.

Highly skilled collaborators

– Assessing Managerial has highly efficient outsourcing and offshoring strategy. It has resulted in greater operational flexibility and bringing down the costs in highly price sensitive segment. Secondly the value chain collaborators of the firm in Assessing Managerial Talent at AT&T (B), Spanish Version HBR case study have helped the firm to develop new products and bring them quickly to the marketplace.






Weaknesses Assessing Managerial Talent at AT&T (B), Spanish Version | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis

The weaknesses of Assessing Managerial Talent at AT&T (B), Spanish Version are -

Low market penetration in new markets

– Outside its home market of Assessing Managerial, firm in the HBR case study Assessing Managerial Talent at AT&T (B), Spanish Version needs to spend more promotional, marketing, and advertising efforts to penetrate international markets.

Slow to harness new channels of communication

– Even though competitors are using new communication channels such as Instagram, Tiktok, and Snap, Assessing Managerial is slow explore the new channels of communication. These new channels of communication mentioned in marketing section of case study Assessing Managerial Talent at AT&T (B), Spanish Version can help to provide better information regarding products and services. It can also build an online community to further reach out to potential customers.

High dependence on existing supply chain

– The disruption in the global supply chains because of the Covid-19 pandemic and blockage of the Suez Canal illustrated the fragile nature of Assessing Managerial supply chain. Even after few cautionary changes mentioned in the HBR case study - Assessing Managerial Talent at AT&T (B), Spanish Version, it is still heavily dependent upon the existing supply chain. The existing supply chain though brings in cost efficiencies but it has left Assessing Managerial vulnerable to further global disruptions in South East Asia.

Employees’ incomplete understanding of strategy

– From the instances in the HBR case study Assessing Managerial Talent at AT&T (B), Spanish Version, it seems that the employees of Assessing Managerial don’t have comprehensive understanding of the firm’s strategy. This is reflected in number of promotional campaigns over the last few years that had mixed messaging and competing priorities. Some of the strategic activities and services promoted in the promotional campaigns were not consistent with the organization’s strategy.

Capital Spending Reduction

– Even during the low interest decade, Assessing Managerial has not been able to do capital spending to the tune of the competition. This has resulted into fewer innovations and company facing stiff competition from both existing competitors and new entrants who are disrupting the industry using digital technology.

High bargaining power of channel partners

– Because of the regulatory requirements, Michael Beer, Ellen Stein suggests that, Assessing Managerial is facing high bargaining power of the channel partners. So far it has not able to streamline the operations to reduce the bargaining power of the value chain partners in the industry.

Aligning sales with marketing

– It come across in the case study Assessing Managerial Talent at AT&T (B), Spanish Version that the firm needs to have more collaboration between its sales team and marketing team. Sales professionals in the industry have deep experience in developing customer relationships. Marketing department in the case Assessing Managerial Talent at AT&T (B), Spanish Version can leverage the sales team experience to cultivate customer relationships as Assessing Managerial is planning to shift buying processes online.

Slow to strategic competitive environment developments

– As Assessing Managerial Talent at AT&T (B), Spanish Version HBR case study mentions - Assessing Managerial takes time to assess the upcoming competitions. This has led to missing out on atleast 2-3 big opportunities in the industry in last five years.

Skills based hiring

– The stress on hiring functional specialists at Assessing Managerial has created an environment where the organization is dominated by functional specialists rather than management generalist. This has resulted into product oriented approach rather than marketing oriented approach or consumers oriented approach.

High cash cycle compare to competitors

Assessing Managerial has a high cash cycle compare to other players in the industry. It needs to shorten the cash cycle by 12% to be more competitive in the marketplace, reduce inventory costs, and be more profitable.

Compensation and incentives

– The revenue per employee as mentioned in the HBR case study Assessing Managerial Talent at AT&T (B), Spanish Version, is just above the industry average. Assessing Managerial needs to redesign the compensation structure and incentives to increase the revenue per employees. Some of the steps that it can take are – hiring more specialists on project basis, etc.




Opportunities Assessing Managerial Talent at AT&T (B), Spanish Version | External Strategic Factors
What are Opportunities in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis


The opportunities highlighted in the Harvard Business Review case study Assessing Managerial Talent at AT&T (B), Spanish Version are -

Low interest rates

– Even though inflation is raising its head in most developed economies, Assessing Managerial can still utilize the low interest rates to borrow money for capital investment. Secondly it can also use the increase of government spending in infrastructure projects to get new business.

Using analytics as competitive advantage

– Assessing Managerial has spent a significant amount of money and effort to integrate analytics and machine learning into its operations in the sector. This continuous investment in analytics has enabled, as illustrated in the Harvard case study Assessing Managerial Talent at AT&T (B), Spanish Version - to build a competitive advantage using analytics. The analytics driven competitive advantage can help Assessing Managerial to build faster Go To Market strategies, better consumer insights, developing relevant product features, and building a highly efficient supply chain.

Building a culture of innovation

– managers at Assessing Managerial can make experimentation a productive activity and build a culture of innovation using approaches such as – mining transaction data, A/B testing of websites and selling platforms, engaging potential customers over various needs, and building on small ideas in the Organizational Development segment.

Learning at scale

– Online learning technologies has now opened space for Assessing Managerial to conduct training and development for its employees across the world. This will result in not only reducing the cost of training but also help employees in different part of the world to integrate with the headquarter work culture, ethos, and standards.

Creating value in data economy

– The success of analytics program of Assessing Managerial has opened avenues for new revenue streams for the organization in the industry. This can help Assessing Managerial to build a more holistic ecosystem as suggested in the Assessing Managerial Talent at AT&T (B), Spanish Version case study. Assessing Managerial can build new products and services such as - data insight services, data privacy related products, data based consulting services, etc.

Reforming the budgeting process

- By establishing new metrics that will be used to evaluate both existing and potential projects Assessing Managerial can not only reduce the costs of the project but also help it in integrating the projects with other processes within the organization.

Remote work and new talent hiring opportunities

– The widespread usage of remote working technologies during Covid-19 has opened opportunities for Assessing Managerial to expand its talent hiring zone. According to McKinsey Global Institute, 20% of the high end workforce in fields such as finance, information technology, can continously work from remote local post Covid-19. This presents a really great opportunity for Assessing Managerial to hire the very best people irrespective of their geographical location.

Identify volunteer opportunities

– Covid-19 has impacted working population in two ways – it has led to people soul searching about their professional choices, resulting in mass resignation. Secondly it has encouraged people to do things that they are passionate about. This has opened opportunities for businesses to build volunteer oriented socially driven projects. Assessing Managerial can explore opportunities that can attract volunteers and are consistent with its mission and vision.

Use of Bitcoin and other crypto currencies for transactions

– The popularity of Bitcoin and other crypto currencies as asset class and medium of transaction has opened new opportunities for Assessing Managerial in the consumer business. Now Assessing Managerial can target international markets with far fewer capital restrictions requirements than the existing system.

Reconfiguring business model

– The expansion of digital payment system, the bringing down of international transactions costs using Bitcoin and other blockchain based currencies, etc can help Assessing Managerial to reconfigure its entire business model. For example it can used blockchain based technologies to reduce piracy of its products in the big markets such as China. Secondly it can use the popularity of e-commerce in various developing markets to build a Direct to Customer business model rather than the current Channel Heavy distribution network.

Harnessing reconfiguration of the global supply chains

– As the trade war between US and China heats up in the coming years, Assessing Managerial can build a diversified supply chain model across various countries in - South East Asia, India, and other parts of the world. This reconfiguration of global supply chain can help, as suggested in case study, Assessing Managerial Talent at AT&T (B), Spanish Version, to buy more products closer to the markets, and it can leverage its size and influence to get better deal from the local markets.

Loyalty marketing

– Assessing Managerial has focused on building a highly responsive customer relationship management platform. This platform is built on in-house data and driven by analytics and artificial intelligence. The customer analytics can help the organization to fine tune its loyalty marketing efforts, increase the wallet share of the organization, reduce wastage on mainstream advertising spending, build better pricing strategies using personalization, etc.

Finding new ways to collaborate

– Covid-19 has not only transformed business models of companies in Organizational Development industry, but it has also influenced the consumer preferences. Assessing Managerial can tie-up with other value chain partners to explore new opportunities regarding meeting customer demands and building a rewarding and engaging relationship.




Threats Assessing Managerial Talent at AT&T (B), Spanish Version External Strategic Factors
What are Threats in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis


The threats mentioned in the HBR case study Assessing Managerial Talent at AT&T (B), Spanish Version are -

Consumer confidence and its impact on Assessing Managerial demand

– There is a high probability of declining consumer confidence, given – high inflammation rate, rise of gig economy, lower job stability, increasing cost of living, higher interest rates, and aging demography. All the factors contribute to people saving higher rate of their income, resulting in lower consumer demand in the industry and other sectors.

Regulatory challenges

– Assessing Managerial needs to prepare for regulatory challenges as consumer protection groups and other pressure groups are vigorously advocating for more regulations on big business - to reduce inequality, to create a level playing field, to product data privacy and consumer privacy, to reduce the influence of big money on democratic institutions, etc. This can lead to significant changes in the Organizational Development industry regulations.

Shortening product life cycle

– it is one of the major threat that Assessing Managerial is facing in Organizational Development sector. It can lead to higher research and development costs, higher marketing expenses, lower customer loyalty, etc.

Backlash against dominant players

– US Congress and other legislative arms of the government are getting tough on big business especially technology companies. The digital arm of Assessing Managerial business can come under increasing regulations regarding data privacy, data security, etc.

Barriers of entry lowering

– As technology is more democratized, the barriers to entry in the industry are lowering. It can presents Assessing Managerial with greater competitive threats in the near to medium future. Secondly it will also put downward pressure on pricing throughout the sector.

Technology disruption because of hacks, piracy etc

– The colonial pipeline illustrated, how vulnerable modern organization are to international hackers, miscreants, and disruptors. The cyber security interruption, data leaks, etc can seriously jeopardize the future growth of the organization.

Technology acceleration in Forth Industrial Revolution

– Assessing Managerial has witnessed rapid integration of technology during Covid-19 in the Organizational Development industry. As one of the leading players in the industry, Assessing Managerial needs to keep up with the evolution of technology in the Organizational Development sector. According to Mckinsey study top managers believe that the adoption of technology in operations, communications is 20-25 times faster than what they planned in the beginning of 2019.

Stagnating economy with rate increase

– Assessing Managerial can face lack of demand in the market place because of Fed actions to reduce inflation. This can lead to sluggish growth in the economy, lower demands, lower investments, higher borrowing costs, and consolidation in the field.

Easy access to finance

– Easy access to finance in Organizational Development field will also reduce the barriers to entry in the industry, thus putting downward pressure on the prices because of increasing competition. Assessing Managerial can utilize it by borrowing at lower rates and invest it into research and development, capital expenditure to fortify its core competitive advantage.

New competition

– After the dotcom bust of 2001, financial crisis of 2008-09, the business formation in US economy had declined. But in 2020 alone, there are more than 1.5 million new business applications in United States. This can lead to greater competition for Assessing Managerial in the Organizational Development sector and impact the bottomline of the organization.

Capital market disruption

– During the Covid-19, Dow Jones has touched record high. The valuations of a number of companies are way beyond their existing business model potential. This can lead to capital market correction which can put a number of suppliers, collaborators, value chain partners in great financial difficulty. It will directly impact the business of Assessing Managerial.

Increasing wage structure of Assessing Managerial

– Post Covid-19 there is a sharp increase in the wages especially in the jobs that require interaction with people. The increasing wages can put downward pressure on the margins of Assessing Managerial.

Learning curve for new practices

– As the technology based on artificial intelligence and machine learning platform is getting complex, as highlighted in case study Assessing Managerial Talent at AT&T (B), Spanish Version, Assessing Managerial may face longer learning curve for training and development of existing employees. This can open space for more nimble competitors in the field of Organizational Development .




Weighted SWOT Analysis of Assessing Managerial Talent at AT&T (B), Spanish Version Template, Example


Not all factors mentioned under the Strengths, Weakness, Opportunities, and Threats quadrants in the SWOT Analysis are equal. Managers in the HBR case study Assessing Managerial Talent at AT&T (B), Spanish Version needs to zero down on the relative importance of each factor mentioned in the Strengths, Weakness, Opportunities, and Threats quadrants. We can provide the relative importance to each factor by assigning relative weights. Weighted SWOT analysis process is a three stage process –

First stage for doing weighted SWOT analysis of the case study Assessing Managerial Talent at AT&T (B), Spanish Version is to rank the strengths and weaknesses of the organization. This will help you to assess the most important strengths and weaknesses of the firm and which one of the strengths and weaknesses mentioned in the initial lists are marginal and can be left out.

Second stage for conducting weighted SWOT analysis of the Harvard case study Assessing Managerial Talent at AT&T (B), Spanish Version is to give probabilities to the external strategic factors thus better understanding the opportunities and threats arising out of macro environment changes and developments.

Third stage of constructing weighted SWOT analysis of Assessing Managerial Talent at AT&T (B), Spanish Version is to provide strategic recommendations includes – joining likelihood of external strategic factors such as opportunities and threats to the internal strategic factors – strengths and weaknesses. You should start with external factors as they will provide the direction of the overall industry. Secondly by joining probabilities with internal strategic factors can help the company not only strategic fit but also the most probably strategic trade-off that Assessing Managerial needs to make to build a sustainable competitive advantage.



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