Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
Leadership & Managing People
Strategy / MBA Resources
Case Study SWOT Analysis Solution
Case Study Description of Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior
One unfortunate consequence of the focus on "charismatic," "transformational," and "visionary" leader behaviors during the past few decades has been the tendency to diminish the importance that transactional leadership behaviors have on leadership effectiveness. We say that this is unfortunate because recent research has shown that transactional leadership, in the form of contingent reward and punishment behaviors, can have substantial effects on a variety of important employee attitudes, perceptions, and measures of job performance. Therefore, in this article we discuss some possible reasons why transactional leadership has been relegated to a lesser role than transformational leadership, summarize the research that indicates the importance of leader contingent reward and punishment behavior to leadership effectiveness, and identify some of the mechanisms that these forms of leadership behavior work through to influence employee attitudes and behaviors. Following this, we address ten misconceptions managers often have regarding the administration of rewards and punishments, and provide some recommendations about how leaders can improve their effectiveness in administering recognition and discipline in organizational settings.
Authors :: Nathan P. Podsakoff, Philip M. Podsakoff, Valentina Kuskova
Swot Analysis of "Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior" written by Nathan P. Podsakoff, Philip M. Podsakoff, Valentina Kuskova includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Punishment Behaviors facing as an external strategic factors. Some of the topics covered in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior case study are - Strategic Management Strategies, Leadership, Motivating people and Leadership & Managing People.
Some of the macro environment factors that can be used to understand the Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior casestudy better are - – wage bills are increasing, there is backlash against globalization, talent flight as more people leaving formal jobs, increasing transportation and logistics costs, increasing inequality as vast percentage of new income is going to the top 1%, cloud computing is disrupting traditional business models, customer relationship management is fast transforming because of increasing concerns over data privacy,
challanges to central banks by blockchain based private currencies, increasing energy prices, etc
Introduction to SWOT Analysis of Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior
SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Punishment Behaviors, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Punishment Behaviors 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior can be done for the following purposes –
1. Strategic planning using facts provided in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior case study
2. Improving business portfolio management of Punishment Behaviors
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 Punishment Behaviors
Strengths Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The strengths of Punishment Behaviors in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior Harvard Business Review case study are -
High brand equity
– Punishment Behaviors has strong brand awareness and brand recognition among both - the exiting customers and potential new customers. Strong brand equity has enabled Punishment Behaviors to keep acquiring new customers and building profitable relationship with both the new and loyal customers.
Superior customer experience
– The customer experience strategy of Punishment Behaviors in the segment is based on four key concepts – personalization, simplification of complex needs, prompt response, and continuous engagement.
Highly skilled collaborators
– Punishment Behaviors 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior HBR case study have helped the firm to develop new products and bring them quickly to the marketplace.
Sustainable margins compare to other players in Leadership & Managing People industry
– Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior firm has clearly differentiated products in the market place. This has enabled Punishment Behaviors to fetch slight price premium compare to the competitors in the Leadership & Managing People industry. The sustainable margins have also helped Punishment Behaviors to invest into research and development (R&D) and innovation.
Training and development
– Punishment Behaviors has one of the best training and development program in the industry. The effectiveness of the training programs can be measured in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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.
Low bargaining power of suppliers
– Suppliers of Punishment Behaviors in the sector have low bargaining power. Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior has further diversified its suppliers portfolio by building a robust supply chain across various countries. This helps Punishment Behaviors to manage not only supply disruptions but also source products at highly competitive prices.
Cross disciplinary teams
– Horizontal connected teams at the Punishment Behaviors 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.
Ability to recruit top talent
– Punishment Behaviors is one of the leading recruiters in the industry. Managers in the Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior are in a position to attract the best talent available. The firm has a robust talent identification program that helps in identifying the brightest.
Diverse revenue streams
– Punishment Behaviors is present in almost all the verticals within the industry. This has provided firm in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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.
Innovation driven organization
– Punishment Behaviors is one of the most innovative firm in sector. Manager in Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior Harvard Business Review case study can use Clayton Christensen Disruptive Innovation strategies to further increase the scale of innovtions in the organization.
High switching costs
– The high switching costs that Punishment Behaviors has built up over years in its products and services combo offer has resulted in high retention of customers, lower marketing costs, and greater ability of the firm to focus on its customers.
Successful track record of launching new products
– Punishment Behaviors has launched numerous new products in last few years, keeping in mind evolving customer preferences and competitive pressures. Punishment Behaviors has effective processes in place that helps in exploring new product needs, doing quick pilot testing, and then launching the products quickly using its extensive distribution network.
Weaknesses Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The weaknesses of Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior are -
Slow to harness new channels of communication
– Even though competitors are using new communication channels such as Instagram, Tiktok, and Snap, Punishment Behaviors is slow explore the new channels of communication. These new channels of communication mentioned in marketing section of case study Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior can help to provide better information regarding products and services. It can also build an online community to further reach out to potential customers.
Increasing silos among functional specialists
– The organizational structure of Punishment Behaviors is dominated by functional specialists. It is not different from other players in the Leadership & Managing People segment. Punishment Behaviors needs to de-silo the office environment to harness the true potential of its workforce. Secondly the de-silo will also help Punishment Behaviors to focus more on services rather than just following the product oriented approach.
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 Punishment Behaviors supply chain. Even after few cautionary changes mentioned in the HBR case study - Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior, it is still heavily dependent upon the existing supply chain. The existing supply chain though brings in cost efficiencies but it has left Punishment Behaviors vulnerable to further global disruptions in South East Asia.
Capital Spending Reduction
– Even during the low interest decade, Punishment Behaviors 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.
Lack of clear differentiation of Punishment Behaviors products
– To increase the profitability and margins on the products, Punishment Behaviors needs to provide more differentiated products than what it is currently offering in the marketplace.
Slow decision making process
– As mentioned earlier in the report, Punishment Behaviors has a very deliberative decision making approach. This approach has resulted in prudent decisions, but it has also resulted in missing opportunities in the industry over the last five years. Punishment Behaviors even though has strong showing on digital transformation primary two stages, it has struggled to capitalize the power of digital transformation in marketing efforts and new venture efforts.
Slow to strategic competitive environment developments
– As Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior HBR case study mentions - Punishment Behaviors 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.
Low market penetration in new markets
– Outside its home market of Punishment Behaviors, firm in the HBR case study Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior needs to spend more promotional, marketing, and advertising efforts to penetrate international markets.
High dependence on star products
– The top 2 products and services of the firm as mentioned in the Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior HBR case study still accounts for major business revenue. This dependence on star products in has resulted into insufficient focus on developing new products, even though Punishment Behaviors has relatively successful track record of launching new products.
Employees’ incomplete understanding of strategy
– From the instances in the HBR case study Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior, it seems that the employees of Punishment Behaviors 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.
High bargaining power of channel partners
– Because of the regulatory requirements, Nathan P. Podsakoff, Philip M. Podsakoff, Valentina Kuskova suggests that, Punishment Behaviors 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.
Opportunities Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior | 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior are -
Lowering marketing communication costs
– 5G expansion will open new opportunities for Punishment Behaviors 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.
Better consumer reach
– The expansion of the 5G network will help Punishment Behaviors to increase its market reach. Punishment Behaviors 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.
Learning at scale
– Online learning technologies has now opened space for Punishment Behaviors 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.
Building a culture of innovation
– managers at Punishment Behaviors 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.
Redefining models of collaboration and team work
– As explained in the weaknesses section, Punishment Behaviors is facing challenges because of the dominance of functional experts in the organization. Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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.
Low interest rates
– Even though inflation is raising its head in most developed economies, Punishment Behaviors 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.
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. Punishment Behaviors can explore opportunities that can attract volunteers and are consistent with its mission and vision.
Reforming the budgeting process
- By establishing new metrics that will be used to evaluate both existing and potential projects Punishment Behaviors can not only reduce the costs of the project but also help it in integrating the projects with other processes within the organization.
Creating value in data economy
– The success of analytics program of Punishment Behaviors has opened avenues for new revenue streams for the organization in the industry. This can help Punishment Behaviors to build a more holistic ecosystem as suggested in the Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior case study. Punishment Behaviors can build new products and services such as - data insight services, data privacy related products, data based consulting services, etc.
Leveraging digital technologies
– Punishment Behaviors can leverage digital technologies such as artificial intelligence and machine learning to automate the production process, customer analytics to get better insights into consumer behavior, realtime digital dashboards to get better sales tracking, logistics and transportation, product tracking, etc.
Remote work and new talent hiring opportunities
– The widespread usage of remote working technologies during Covid-19 has opened opportunities for Punishment Behaviors 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 Punishment Behaviors to hire the very best people irrespective of their geographical location.
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. Punishment Behaviors can tie-up with other value chain partners to explore new opportunities regarding meeting customer demands and building a rewarding and engaging relationship.
Developing new processes and practices
– Punishment Behaviors 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.
Threats Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior External Strategic Factors
What are Threats in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The threats mentioned in the HBR case study Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior are -
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.
Easy access to finance
– Easy access to finance in Leadership & Managing People field will also reduce the barriers to entry in the industry, thus putting downward pressure on the prices because of increasing competition. Punishment Behaviors can utilize it by borrowing at lower rates and invest it into research and development, capital expenditure to fortify its core competitive advantage.
Regulatory challenges
– Punishment Behaviors 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 Leadership & Managing People industry regulations.
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 Punishment Behaviors.
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 Punishment Behaviors in the Leadership & Managing People sector and impact the bottomline of the organization.
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.
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. Punishment Behaviors 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 Punishment Behaviors with greater competitive threats in the near to medium future. Secondly it will also put downward pressure on pricing throughout the sector.
Consumer confidence and its impact on Punishment Behaviors 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.
Technology acceleration in Forth Industrial Revolution
– Punishment Behaviors has witnessed rapid integration of technology during Covid-19 in the Leadership & Managing People industry. As one of the leading players in the industry, Punishment Behaviors needs to keep up with the evolution of technology in the Leadership & Managing People 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.
Increasing wage structure of Punishment Behaviors
– 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 Punishment Behaviors.
Learning curve for new practices
– As the technology based on artificial intelligence and machine learning platform is getting complex, as highlighted in case study Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior, Punishment Behaviors may face longer learning curve for training and development of existing employees. This can open space for more nimble competitors in the field of Leadership & Managing People .
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 Punishment Behaviors business can come under increasing regulations regarding data privacy, data security, etc.
Weighted SWOT Analysis of Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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 Dispelling Misconceptions and Providing Guidelines for Leader Reward and Punishment Behavior 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 Punishment Behaviors needs to make to build a sustainable competitive advantage.
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