Swot Analysis of "Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version" written by Brian J. Hall, Deepak Malhotra, Nicole Bennett includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Compensation Negotiation facing as an external strategic factors. Some of the topics covered in Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version case study are - Strategic Management Strategies, Compensation, Hiring, Motivating people, Negotiations, Talent management and Leadership & Managing People.
Some of the macro environment factors that can be used to understand the Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version casestudy better are - – customer relationship management is fast transforming because of increasing concerns over data privacy, increasing household debt because of falling income levels, talent flight as more people leaving formal jobs, challanges to central banks by blockchain based private currencies, increasing commodity prices, wage bills are increasing, increasing energy prices,
cloud computing is disrupting traditional business models, increasing government debt because of Covid-19 spendings, etc
Introduction to SWOT Analysis of Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version
SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Compensation Negotiation, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Compensation Negotiation 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 Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version can be done for the following purposes –
1. Strategic planning using facts provided in Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version case study
2. Improving business portfolio management of Compensation Negotiation
3. Assessing feasibility of the new initiative in Leadership & Managing People field.
4. Making a Leadership & Managing People topic specific business decision
5. Set goals for the organization
6. Organizational restructuring of Compensation Negotiation
Strengths Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The strengths of Compensation Negotiation in Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version Harvard Business Review case study are -
Organizational Resilience of Compensation Negotiation
– The covid-19 pandemic has put organizational resilience at the centre of everthing that Compensation Negotiation does. Organizational resilience comprises - Financial Resilience, Operational Resilience, Technological Resilience, Organizational Resilience, Business Model Resilience, and Reputation Resilience.
Diverse revenue streams
– Compensation Negotiation is present in almost all the verticals within the industry. This has provided firm in Name Your Price: Compensation Negotiation at Whole Health Management (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.
Low bargaining power of suppliers
– Suppliers of Compensation Negotiation in the sector have low bargaining power. Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version has further diversified its suppliers portfolio by building a robust supply chain across various countries. This helps Compensation Negotiation to manage not only supply disruptions but also source products at highly competitive prices.
Ability to recruit top talent
– Compensation Negotiation is one of the leading recruiters in the industry. Managers in the Name Your Price: Compensation Negotiation at Whole Health Management (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
- Compensation Negotiation 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 Compensation Negotiation is open place that encourages instructiveness, ideation, open minded discussions, and creativity. Employees and leaders in Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version Harvard Business Review case study emphasize – knowledge, initiative, and innovation.
Effective Research and Development (R&D)
– Compensation Negotiation 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 Name Your Price: Compensation Negotiation at Whole Health Management (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.
Superior customer experience
– The customer experience strategy of Compensation Negotiation in the segment is based on four key concepts – personalization, simplification of complex needs, prompt response, and continuous engagement.
Highly skilled collaborators
– Compensation Negotiation 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 Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version HBR case study have helped the firm to develop new products and bring them quickly to the marketplace.
Cross disciplinary teams
– Horizontal connected teams at the Compensation Negotiation are driving operational speed, building greater agility, and keeping the organization nimble to compete with new competitors. It helps are organization to ideate new ideas, and execute them swiftly in the marketplace.
Digital Transformation in Leadership & Managing People segment
- digital transformation varies from industry to industry. For Compensation Negotiation digital transformation journey comprises differing goals based on market maturity, customer technology acceptance, and organizational culture. Compensation Negotiation 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
– Compensation Negotiation is one of the most innovative firm in sector. Manager in Name Your Price: Compensation Negotiation at Whole Health Management (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.
Training and development
– Compensation Negotiation has one of the best training and development program in the industry. The effectiveness of the training programs can be measured in Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version 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.
Weaknesses Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The weaknesses of Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version are -
Skills based hiring
– The stress on hiring functional specialists at Compensation Negotiation 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.
Ability to respond to the competition
– As the decision making is very deliberative, highlighted in the case study Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version, in the dynamic environment Compensation Negotiation has struggled to respond to the nimble upstart competition. Compensation Negotiation has reasonably good record with similar level competitors but it has struggled with new entrants taking away niches of its business.
High operating costs
– Compare to the competitors, firm in the HBR case study Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version has high operating costs in the. This can be harder to sustain given the new emerging competition from nimble players who are using technology to attract Compensation Negotiation 's lucrative customers.
Employees’ incomplete understanding of strategy
– From the instances in the HBR case study Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version, it seems that the employees of Compensation Negotiation 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.
Workers concerns about automation
– As automation is fast increasing in the segment, Compensation Negotiation 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.
High bargaining power of channel partners
– Because of the regulatory requirements, Brian J. Hall, Deepak Malhotra, Nicole Bennett suggests that, Compensation Negotiation 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.
High cash cycle compare to competitors
Compensation Negotiation 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.
Slow to harness new channels of communication
– Even though competitors are using new communication channels such as Instagram, Tiktok, and Snap, Compensation Negotiation is slow explore the new channels of communication. These new channels of communication mentioned in marketing section of case study Name Your Price: Compensation Negotiation at Whole Health Management (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.
Low market penetration in new markets
– Outside its home market of Compensation Negotiation, firm in the HBR case study Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version needs to spend more promotional, marketing, and advertising efforts to penetrate international markets.
Lack of clear differentiation of Compensation Negotiation products
– To increase the profitability and margins on the products, Compensation Negotiation needs to provide more differentiated products than what it is currently offering in the marketplace.
Need for greater diversity
– Compensation Negotiation 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.
Opportunities Name Your Price: Compensation Negotiation at Whole Health Management (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 Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version are -
Developing new processes and practices
– Compensation Negotiation can develop new processes and procedures in Leadership & Managing People 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.
Creating value in data economy
– The success of analytics program of Compensation Negotiation has opened avenues for new revenue streams for the organization in the industry. This can help Compensation Negotiation to build a more holistic ecosystem as suggested in the Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version case study. Compensation Negotiation can build new products and services such as - data insight services, data privacy related products, data based consulting services, etc.
Loyalty marketing
– Compensation Negotiation 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 Leadership & Managing People industry, but it has also influenced the consumer preferences. Compensation Negotiation can tie-up with other value chain partners to explore new opportunities regarding meeting customer demands and building a rewarding and engaging relationship.
Changes in consumer behavior post Covid-19
– Consumer behavior has changed in the Leadership & Managing People industry because of Covid-19 restrictions. Some of this behavior will stay once things get back to normal. Compensation Negotiation 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. Compensation Negotiation 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.
Using analytics as competitive advantage
– Compensation Negotiation 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 Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version - to build a competitive advantage using analytics. The analytics driven competitive advantage can help Compensation Negotiation to build faster Go To Market strategies, better consumer insights, developing relevant product features, and building a highly efficient supply chain.
Increase in government spending
– As the United States and other governments are increasing social spending and infrastructure spending to build economies post Covid-19, Compensation Negotiation can use these opportunities to build new business models that can help the communities that Compensation Negotiation operates in. Secondly it can use opportunities from government spending in Leadership & Managing People sector.
Learning at scale
– Online learning technologies has now opened space for Compensation Negotiation 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.
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 Compensation Negotiation 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.
Lowering marketing communication costs
– 5G expansion will open new opportunities for Compensation Negotiation in the field of marketing communication. It will bring down the cost of doing business, provide technology platform to build new products in the Leadership & Managing People segment, and it will provide faster access to the consumers.
Building a culture of innovation
– managers at Compensation Negotiation 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 Leadership & Managing People segment.
Better consumer reach
– The expansion of the 5G network will help Compensation Negotiation to increase its market reach. Compensation Negotiation 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.
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 Compensation Negotiation in the consumer business. Now Compensation Negotiation can target international markets with far fewer capital restrictions requirements than the existing system.
Threats Name Your Price: Compensation Negotiation at Whole Health Management (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 Name Your Price: Compensation Negotiation at Whole Health Management (B), Spanish Version are -
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 Compensation Negotiation.
Stagnating economy with rate increase
– Compensation Negotiation 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.
Shortening product life cycle
– it is one of the major threat that Compensation Negotiation is facing in Leadership & Managing People sector. It can lead to higher research and development costs, higher marketing expenses, lower customer loyalty, etc.
Environmental challenges
– Compensation Negotiation needs to have a robust strategy against the disruptions arising from climate change and energy requirements. EU has identified it as key priority area and spending 30% of its 880 billion Euros European post Covid-19 recovery funds on green technology. Compensation Negotiation can take advantage of this fund but it will also bring new competitors in the Leadership & Managing People industry.
Increasing wage structure of Compensation Negotiation
– 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 Compensation Negotiation.
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.
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. Compensation Negotiation needs to understand the core reasons impacting the Leadership & Managing People industry. This will help it in building a better workplace.
Barriers of entry lowering
– As technology is more democratized, the barriers to entry in the industry are lowering. It can presents Compensation Negotiation with greater competitive threats in the near to medium future. Secondly it will also put downward pressure on pricing throughout the sector.
High dependence on third party suppliers
– Compensation Negotiation 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.
Aging population
– As the populations of most advanced economies are aging, it will lead to high social security costs, higher savings among population, and lower demand for goods and services in the economy. The household savings in US, France, UK, Germany, and Japan are growing faster than predicted because of uncertainty caused by pandemic.
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. Compensation Negotiation 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.
Consumer confidence and its impact on Compensation Negotiation 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.
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 Compensation Negotiation business can come under increasing regulations regarding data privacy, data security, etc.
Weighted SWOT Analysis of Name Your Price: Compensation Negotiation at Whole Health Management (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 Name Your Price: Compensation Negotiation at Whole Health Management (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 Name Your Price: Compensation Negotiation at Whole Health Management (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 Name Your Price: Compensation Negotiation at Whole Health Management (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 Name Your Price: Compensation Negotiation at Whole Health Management (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 Compensation Negotiation needs to make to build a sustainable competitive advantage.
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