Preventing and Correcting Workplace Harassment: Guidelines for Employers SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
Organizational Development
Strategy / MBA Resources
Case Study SWOT Analysis Solution
Case Study Description of Preventing and Correcting Workplace Harassment: Guidelines for Employers
In recent years, the number of harassment claims filed with the EEOC has declined overall, but this fact masks a frightening reality: though claims involving some types of harassment have declined, claims for other types of harassment-especially nontraditional forms of harassment-have actually increased. Therefore it remains necessary for employers to maintain a current anti-harassment program, which should consist of the following elements: (1) a clear anti-harassment policy; (2) an explicit statement of prohibited behaviors that can be considered harassment; (3) a complaint procedure that encourages employees to come forward with harassment complaints; (4) protections for complainants and witnesses against retaliation; (5) an investigative strategy that protects privacy interests of both the alleged victim and the accused offender and ensures confidentiality to the extent possible; (6) periodic management training and employee awareness programs that continue to communicate the organization's position on this issue; and (7) measures and processes to ensure prompt corrective action to stop ongoing harassment, and appropriate remedial and disciplinary actions for offenders. In this article, we provide best practice recommendations concerning each of these elements.
Authors :: J. Bret Becton, J. Bruce Gilstrap, Maurice Forsyth
Swot Analysis of "Preventing and Correcting Workplace Harassment: Guidelines for Employers" written by J. Bret Becton, J. Bruce Gilstrap, Maurice Forsyth includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Harassment Claims facing as an external strategic factors. Some of the topics covered in Preventing and Correcting Workplace Harassment: Guidelines for Employers case study are - Strategic Management Strategies, Developing employees, Personnel policies, Workspaces and Organizational Development.
Some of the macro environment factors that can be used to understand the Preventing and Correcting Workplace Harassment: Guidelines for Employers casestudy better are - – digital marketing is dominated by two big players Facebook and Google, there is increasing trade war between United States & China, increasing government debt because of Covid-19 spendings, central banks are concerned over increasing inflation, banking and financial system is disrupted by Bitcoin and other crypto currencies, supply chains are disrupted by pandemic , competitive advantages are harder to sustain because of technology dispersion,
increasing transportation and logistics costs, cloud computing is disrupting traditional business models, etc
Introduction to SWOT Analysis of Preventing and Correcting Workplace Harassment: Guidelines for Employers
SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in Preventing and Correcting Workplace Harassment: Guidelines for Employers case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Harassment Claims, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Harassment Claims 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers can be done for the following purposes –
1. Strategic planning using facts provided in Preventing and Correcting Workplace Harassment: Guidelines for Employers case study
2. Improving business portfolio management of Harassment Claims
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 Harassment Claims
Strengths Preventing and Correcting Workplace Harassment: Guidelines for Employers | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The strengths of Harassment Claims in Preventing and Correcting Workplace Harassment: Guidelines for Employers Harvard Business Review case study are -
Operational resilience
– The operational resilience strategy in the Preventing and Correcting Workplace Harassment: Guidelines for Employers 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.
Sustainable margins compare to other players in Organizational Development industry
– Preventing and Correcting Workplace Harassment: Guidelines for Employers firm has clearly differentiated products in the market place. This has enabled Harassment Claims to fetch slight price premium compare to the competitors in the Organizational Development industry. The sustainable margins have also helped Harassment Claims to invest into research and development (R&D) and innovation.
Analytics focus
– Harassment Claims is putting a lot of focus on utilizing the power of analytics in business decision making. This has put it among the leading players in the industry. The technology infrastructure suggested by J. Bret Becton, J. Bruce Gilstrap, Maurice Forsyth can also help it to harness the power of analytics for – marketing optimization, demand forecasting, customer relationship management, inventory management, information sharing across the value chain etc.
Organizational Resilience of Harassment Claims
– The covid-19 pandemic has put organizational resilience at the centre of everthing that Harassment Claims does. Organizational resilience comprises - Financial Resilience, Operational Resilience, Technological Resilience, Organizational Resilience, Business Model Resilience, and Reputation Resilience.
High brand equity
– Harassment Claims has strong brand awareness and brand recognition among both - the exiting customers and potential new customers. Strong brand equity has enabled Harassment Claims to keep acquiring new customers and building profitable relationship with both the new and loyal customers.
Training and development
– Harassment Claims has one of the best training and development program in the industry. The effectiveness of the training programs can be measured in Preventing and Correcting Workplace Harassment: Guidelines for Employers Harvard Business Review case study by analyzing – employees retention, in-house promotion, loyalty, new venture initiation, lack of conflict, and high level of both employees and customer engagement.
Innovation driven organization
– Harassment Claims is one of the most innovative firm in sector. Manager in Preventing and Correcting Workplace Harassment: Guidelines for Employers Harvard Business Review case study can use Clayton Christensen Disruptive Innovation strategies to further increase the scale of innovtions in the organization.
Effective Research and Development (R&D)
– Harassment Claims 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers - staying ahead in the industry in terms of – new product launches, superior customer experience, highly competitive pricing strategies, and great returns to the shareholders.
Strong track record of project management
– Harassment Claims is known for sticking to its project targets. This enables the firm to manage – time, project costs, and have sustainable margins on the projects.
Highly skilled collaborators
– Harassment Claims 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers HBR case study have helped the firm to develop new products and bring them quickly to the marketplace.
Diverse revenue streams
– Harassment Claims is present in almost all the verticals within the industry. This has provided firm in Preventing and Correcting Workplace Harassment: Guidelines for Employers 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.
Ability to recruit top talent
– Harassment Claims is one of the leading recruiters in the industry. Managers in the Preventing and Correcting Workplace Harassment: Guidelines for Employers are in a position to attract the best talent available. The firm has a robust talent identification program that helps in identifying the brightest.
Weaknesses Preventing and Correcting Workplace Harassment: Guidelines for Employers | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The weaknesses of Preventing and Correcting Workplace Harassment: Guidelines for Employers are -
Need for greater diversity
– Harassment Claims has taken concrete steps on diversity, equity, and inclusion. But the efforts so far has resulted in limited success. It needs to expand the recruitment and selection process to hire more people from the minorities and underprivileged background.
Low market penetration in new markets
– Outside its home market of Harassment Claims, firm in the HBR case study Preventing and Correcting Workplace Harassment: Guidelines for Employers needs to spend more promotional, marketing, and advertising efforts to penetrate international markets.
Workers concerns about automation
– As automation is fast increasing in the segment, Harassment Claims needs to come up with a strategy to reduce the workers concern regarding automation. Without a clear strategy, it could lead to disruption and uncertainty within the organization.
Slow to harness new channels of communication
– Even though competitors are using new communication channels such as Instagram, Tiktok, and Snap, Harassment Claims is slow explore the new channels of communication. These new channels of communication mentioned in marketing section of case study Preventing and Correcting Workplace Harassment: Guidelines for Employers can help to provide better information regarding products and services. It can also build an online community to further reach out to potential customers.
Compensation and incentives
– The revenue per employee as mentioned in the HBR case study Preventing and Correcting Workplace Harassment: Guidelines for Employers, is just above the industry average. Harassment Claims 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.
Employees’ incomplete understanding of strategy
– From the instances in the HBR case study Preventing and Correcting Workplace Harassment: Guidelines for Employers, it seems that the employees of Harassment Claims 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.
Lack of clear differentiation of Harassment Claims products
– To increase the profitability and margins on the products, Harassment Claims needs to provide more differentiated products than what it is currently offering in the marketplace.
Capital Spending Reduction
– Even during the low interest decade, Harassment Claims 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.
Slow to strategic competitive environment developments
– As Preventing and Correcting Workplace Harassment: Guidelines for Employers HBR case study mentions - Harassment Claims 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.
No frontier risks strategy
– After analyzing the HBR case study Preventing and Correcting Workplace Harassment: Guidelines for Employers, it seems that company is thinking about the frontier risks that can impact Organizational Development strategy. But it has very little resources allocation to manage the risks emerging from events such as natural disasters, climate change, melting of permafrost, tacking the rise of artificial intelligence, opportunities and threats emerging from commercialization of space etc.
Ability to respond to the competition
– As the decision making is very deliberative, highlighted in the case study Preventing and Correcting Workplace Harassment: Guidelines for Employers, in the dynamic environment Harassment Claims has struggled to respond to the nimble upstart competition. Harassment Claims has reasonably good record with similar level competitors but it has struggled with new entrants taking away niches of its business.
Opportunities Preventing and Correcting Workplace Harassment: Guidelines for Employers | 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers are -
Changes in consumer behavior post Covid-19
– Consumer behavior has changed in the Organizational Development industry because of Covid-19 restrictions. Some of this behavior will stay once things get back to normal. Harassment Claims can take advantage of these changes in consumer behavior to build a far more efficient business model. For example consumer regular ordering of products can reduce both last mile delivery costs and market penetration costs. Harassment Claims can further use this consumer data to build better customer loyalty, provide better products and service collection, and improve the value proposition in inflationary times.
Reforming the budgeting process
- By establishing new metrics that will be used to evaluate both existing and potential projects Harassment Claims can not only reduce the costs of the project but also help it in integrating the projects with other processes within the organization.
Building a culture of innovation
– managers at Harassment Claims 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.
Developing new processes and practices
– Harassment Claims can develop new processes and procedures in Organizational Development industry using technology such as automation using artificial intelligence, real time transportation and products tracking, 3D modeling for concept development and new products pilot testing etc.
Low interest rates
– Even though inflation is raising its head in most developed economies, Harassment Claims 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.
Redefining models of collaboration and team work
– As explained in the weaknesses section, Harassment Claims is facing challenges because of the dominance of functional experts in the organization. Preventing and Correcting Workplace Harassment: Guidelines for Employers case study suggests that firm can utilize new technology to build more coordinated teams and streamline operations and communications using tools such as CAD, Zoom, etc.
Using analytics as competitive advantage
– Harassment Claims 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers - to build a competitive advantage using analytics. The analytics driven competitive advantage can help Harassment Claims to build faster Go To Market strategies, better consumer insights, developing relevant product features, and building a highly efficient supply chain.
Better consumer reach
– The expansion of the 5G network will help Harassment Claims to increase its market reach. Harassment Claims will be able to reach out to new customers. Secondly 5G will also provide technology framework to build new tools and products that can help more immersive consumer experience and faster consumer journey.
Harnessing reconfiguration of the global supply chains
– As the trade war between US and China heats up in the coming years, Harassment Claims 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, Preventing and Correcting Workplace Harassment: Guidelines for Employers, to buy more products closer to the markets, and it can leverage its size and influence to get better deal from the local markets.
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. Harassment Claims can tie-up with other value chain partners to explore new opportunities regarding meeting customer demands and building a rewarding and engaging relationship.
Creating value in data economy
– The success of analytics program of Harassment Claims has opened avenues for new revenue streams for the organization in the industry. This can help Harassment Claims to build a more holistic ecosystem as suggested in the Preventing and Correcting Workplace Harassment: Guidelines for Employers case study. Harassment Claims can build new products and services such as - data insight services, data privacy related products, data based consulting services, etc.
Manufacturing automation
– Harassment Claims can use the latest technology developments to improve its manufacturing and designing process in Organizational Development segment. It can use CAD and 3D printing to build a quick prototype and pilot testing products. It can leverage automation using machine learning and artificial intelligence to do faster production at lowers costs, and it can leverage the growth in satellite and tracking technologies to improve inventory management, transportation, and shipping.
Increase in government spending
– As the United States and other governments are increasing social spending and infrastructure spending to build economies post Covid-19, Harassment Claims can use these opportunities to build new business models that can help the communities that Harassment Claims operates in. Secondly it can use opportunities from government spending in Organizational Development sector.
Threats Preventing and Correcting Workplace Harassment: Guidelines for Employers External Strategic Factors
What are Threats in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The threats mentioned in the HBR case study Preventing and Correcting Workplace Harassment: Guidelines for Employers are -
High dependence on third party suppliers
– Harassment Claims high dependence on third party suppliers can disrupt its processes and delivery mechanism. For example -the current troubles of car makers because of chip shortage is because the chip companies started producing chips for electronic companies rather than car manufacturers.
Shortening product life cycle
– it is one of the major threat that Harassment Claims is facing in Organizational Development sector. It can lead to higher research and development costs, higher marketing expenses, lower customer loyalty, etc.
Instability in the European markets
– European Union markets are facing three big challenges post Covid – expanded balance sheets, Brexit related business disruption, and aggressive Russia looking to distract the existing security mechanism. Harassment Claims will face different problems in different parts of Europe. For example it will face inflationary pressures in UK, France, and Germany, balance sheet expansion and demand challenges in Southern European countries, and geopolitical instability in the Eastern Europe.
High level of anxiety and lack of motivation
– the Great Resignation in United States is the sign of broader dissatisfaction among the workforce in United States. Harassment Claims needs to understand the core reasons impacting the Organizational Development industry. This will help it in building a better workplace.
Stagnating economy with rate increase
– Harassment Claims 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.
Barriers of entry lowering
– As technology is more democratized, the barriers to entry in the industry are lowering. It can presents Harassment Claims with greater competitive threats in the near to medium future. Secondly it will also put downward pressure on pricing throughout the sector.
Technology acceleration in Forth Industrial Revolution
– Harassment Claims has witnessed rapid integration of technology during Covid-19 in the Organizational Development industry. As one of the leading players in the industry, Harassment Claims 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.
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. Harassment Claims can utilize it by borrowing at lower rates and invest it into research and development, capital expenditure to fortify its core competitive advantage.
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.
Increasing international competition and downward pressure on margins
– Apart from technology driven competitive advantage dilution, Harassment Claims can face downward pressure on margins from increasing competition from international players. The international players have stable revenue in their home market and can use those resources to penetrate prominent markets illustrated in HBR case study Preventing and Correcting Workplace Harassment: Guidelines for Employers .
Regulatory challenges
– Harassment Claims 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.
Consumer confidence and its impact on Harassment Claims 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.
Learning curve for new practices
– As the technology based on artificial intelligence and machine learning platform is getting complex, as highlighted in case study Preventing and Correcting Workplace Harassment: Guidelines for Employers, Harassment Claims 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers 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 Preventing and Correcting Workplace Harassment: Guidelines for Employers 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 Harassment Claims needs to make to build a sustainable competitive advantage.