1 / 8

Chapter Four

Chapter Four. Recognizing a Firm’s Intellectual Assets: Moving Beyond a Firm’s Tangible Resources. Learning Objectives. TRANSPARENCY-33. After studying this chapter, you should have a good understanding of:.

caine
Download Presentation

Chapter Four

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter Four Recognizing a Firm’s Intellectual Assets:Moving Beyond a Firm’s Tangible Resources

  2. Learning Objectives TRANSPARENCY-33 After studying this chapter, you should have a good understanding of: • Why the management of knowledge professionals and knowledge itself is so critical in today’s organizations • The importance of recognizing the interdependence of attracting, developing, and retaining human capital • The key role of social capital in leveraging human capital within and across the firm • Why teams are critical in combining and leveraging knowledge in organizations and how they can be made more effective • The vital role of technology in leveraging knowledge and human capital • How technology can help to retain knowledge even when employees cannot be retained by the organization • How leveraging human capital is critical to strategy formulation at the business-, corporate-, international-, and Internet levels

  3. Ratio of Market Value to Book Value for Selected Companies TRANSPARENCY-34 Exhibit 4.1 Company Annual Sales ($billions) Market Value ($billions) Book Value ($billions) Ratio of Market To Book Value Ebay .4 13.9 .9 15.4 Oracle 10.9 80.7 6.5 12.4 Microsoft 25.3 327.4 41.4 7.9 Intel 33.7 177.0 32.5 5.4 Nucor (Steel) 4.6 3.3 2.2 1.5 General Motors Corp. 184.6 30.5 20.6 1.5 Goodyear Tire & Rubber Co. 14.4 3.0 3.6 .83 Note: The data on market valuations are as of November 5, 2001. All other financial data is based on the most recently available balance sheets and income statements.

  4. Attracting Human Capital Developing Human Capital Retaining Human Capital TRANSPARENCY-35 Human Capital: Three Interdependent Activities Exhibit 4.2

  5. TRANSPARENCY-36 An Excerpt From GE’s 360-Degree Leadership Assessment Chart Exhibit 4.3 Vision • Has developed and communicated a clear, simple, customer-focused vision/direction for the organization. • Forward-thinking, stretches horizons, challenges imaginations. • Inspires and energizes others to commit to Vision. Captures minds. Leads by example. • As appropriate, updates Vision to reflect constant and accelerating change affecting the business. Customer/Quality Focus Integrity Accountability/Commitment Communication/Influence Shared Ownership/Boundary-less Team Builder/Empowerment Knowledge/Expertise/Intellect Initiative/Speed Global Mind-Set Source: Adapted from Slater, R. 1994. Get Better or Get Beaten. Burr Ridge, IL: Irwin Professional Publishing; 152-155. Note: This evaluation system consists of ten “characteristics” – Vision, Customer/Quality Focus, Integrity, and so on. For each of these characteristics there are four “performance criteria.” For illustrative purposes, the four performance criteria for “Vision” are included.

  6. TRANSPARENCY-37 Employee Benefits at Leading-Edge Firms Exhibit 4.4 Synovus Financial (Columbus, Georgia): Individual bricks will carry the names of more than 3,000 employees at Synovus’ newest $100 million facility. MBNA (Wilmington, Del.) This credit card issuer is proud of its beautiful; facilities with on-site day care, dry cleaning, shoe repair, and beauticians. When an employee’s child is born or if they adopt, MBNA contributes $2,500 toward his/her education. SAS Institute (Cary, N.C.): SAS offers a 35 hour week, child care for $250 a month, a free on-site medical clinic, and twelve holidays a year, plus a paid week off between Christmas and New Year’s. Janus (Denver, Colo.) The tile of the video this mutual fund manager gives to all new employees: This Ain’t NO Wall Street Joint. Things that set it apart: free Starbucks Coffee, an ultra-relaxed dress code (jeans and sneakers are okay), generous time-off provisions, and beautiful facilities with glorious view of the Rockies. Freddie Mac: (Mortgage giant – McLean, Virginia). Employees can visit the company’s web-based Concierge Club to book travel, get gift ideas, or make entertainment purchases. Sources: Branch, S. 1999. The 100 best companies to work for in America, Fortune, January 11:118-114; Bennett, S. 2000. Working Woman: September, 46.

  7. TRANSPARENCY-38 Microsoft Employees Who Have Left the Company for Other Businesses Exhibit 4.5 Source: Buckman, R. 2000. Tech defectors from Microsoft resettle together. Wall Street Journal, October 16: B6.

  8. TRANSPARENCY-39 Issues to Consider in Human Capital, Social Capital, and Technology in Creating Value Exhibit 4.6 HUMAN CAPITAL Recruiting “Top Notch” Human Capital • Does the organization assess attitude and “general make-up” instead of focusing primarily on skills and background in selecting employees at all levels? • How important is creativity and problem solving ability? Are they properly considered in hiring decisions? • Do people throughout the organization engage in effective networking activities to obtain a broad pool of worthy potential employees? Is the organization creative in such endeavors? Enhancing Human Capital Through Employee Development • Does the development and training process inculcate an “organization-wide” perspective? • Is there widespread involvement—including top executives—in the preparation and delivery of training and development programs? • Is the development of human capital effectively tracked and monitored? • Are there effective programs for succession at all levels of the organization—especially the top-most levels? • Does the firm effectively evaluate its human capital? Is a 360-degree evaluation used? Why? Why not? • Are mechanisms in place to assure that a manager’s success does not come at the cost of compromising the organization’s core values? Retaining the Best Employees • Are there appropriate financial rewards to motivate employees at all levels? • Do people throughout the organization strongly identify with the organization’s mission? • Are employees provided a stimulating and challenging work environment that fosters professional growth? • Are valued amenities provided (e.g., flextime, child-care facilities, telecommuting) that are appropriate given the organizations’ mission, strategy, and how work is accomplished? • Is the organization continually devising strategies and mechanisms to retain top performers? Social Capital • Are there positive personal and professional relationships among employees? • Is the organization benefiting (or being penalized) by hiring (or by voluntary turnover) en mass? • Does an environment of caring and encouragement rather than competition enhance team performance? • Does the organization minimize the adverse effects of excessive social capital—such as excessive costs and “groupthink”? Technology • Does the organization effectively use technology to transfer best practices across the organization? • Does the organization use technology to leverage both human capital and knowledge both within the boundaries of the organization as well as among its suppliers and customers? • Has the organization used technologies such as email and networks to develop products and services? • Has the organization effectively used technology to codify knowledge for competitive advantage? • Does the organization try to retain some of the knowledge of employees when they decide to leave the firm? Source: Adapted from G. G. Dess and I. C Picken, Beyond Productivity (New York: AMACON, 1999). pp. 63-64.

More Related