Sandcore Instrument Situational Analysis

Published: 2021-06-29 07:00:03
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Category: Business

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Situational Analysis:
Sandcore Instruments is a company based in Taiwan, Asia, and was a world leader in specialized medical devices and lab equipment, with earnings of about $500 million in the 2008 fiscal period. Sandcore's Canadian headquarters is based in Brampton, Ontario, and caters to four main customer groups: post-secondary schools, hospital labs, medical clinics, and industrial labs. The company has a specific group of sales agents and supporting staff all over Canada in order to sell and service its products to its customer groups.
On July 22nd, 2009, the company's vice president of Human Resources, Mr. Daniel Wolf, sat in his office thinking about the necessary action he should take against a 17-year long sales employee, Mr. Steve Gordo. Steve has been a long-time employee; however, over the past two years, his sales performance has been poor. The Vice-president will now review the case and make his recommendations to the President before the week ends, which will have great effect on the future of Mr. Gordo.
After a switch in positions for Gordo from sales rep to technology specialist, and back to a sales rep, Gordo had strong sales all the way up to 2007. During that year however, his sales performance results began to slip, which caused him to falsely blame it on a lack of demand for the companies' products. After conducing market research, this was determined to be a misleading excuse by Gordo that caused the Vice-president to give him a verbal warning, and if his behaviour has not improved, write him up within 5 months.
Despite this verbal warning, Gordo's sales results had still not improved, and he also decided to take a paternity leave for six months to care for his new child. While Gordo was away, his team covered his sales region and helped him out immensely. When he came back, he failed to acknowledge co-workers and thank them for covering his territory, which caused tension in the sales force between employees and Gordo. After that, his sales began to slip again. Now a written warning was issued to Gordo, which did not make him happy at all. He wrote back to the company with a written list of denials, claiming invalid company support.
By February 2009, Gordo had met the proper minimum requirements of the warning and continued to improve sales figures. But suddenly in June, they began to drop again. This caused Wolf to seriously sit down and figure out what to do with Gordo, and re-evaluate Gordo's future at Sandcore to determine a course of action.
Assumptions:
1. We are assuming the vice president, Mr. Daniel Wolf, is the only person in the Human Resources Department, according to the sales divisional organizational structure.
2. We are assuming the Vice-President of Human Resources, Mr. Daniel Wolf, is responsible in overseeing all internal conflicts within the company, because of his stated situational responsibility.
3. We are assuming the organization does not follow a regular Canadian employment structure, by it originating and achieving success in its headquarters, Taiwan, Asia.
4. We are assuming the company is not fully up to date on current Canadian labour laws, because of their questioning of the situational outcome.
5. We are assuming there is no union because there is no mention that the company has a union.

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