![]() ![]() At the end of the case, Felices Huarte ponders the future. It explains how two new divisions (civil engineering and industrial scaffolding) were created to change the company’s strategy and brings up one of the greatest challenges involved in the strategy change: recruiting new foremen. The case then delves into the culture at PERI Spain which is characterized by its values of self-discipline, responsibility, communication and learning and also into the company’s structure and organization. Because of the job security offered by PERI, the case explains how it has also managed to achieve low rates of voluntary staff turnover. In order to help readers understand what was at stake, the case tells the history of the company, emphasizing its success as a world leader in the development of new products in its field and explaining how it has managed to keep its accident rate so low compared to the industry’s average due to its strict policies and training. He also needed to ensure that the values of the organization, its high quality standards and low accident rates would be maintained during the rapid expansion. He needed to fill the new positions but the construction managers were hard to find. The company was growing and had undergone a strategy change. Rafael Felices Huarte, general manager of PERI Spain, had to make some big decisions but was facing many challenges. Lastly, he discusses the future of PERI Spain and how the company plans to continue growing. Although the company is now an example in the industry, Hexal explains that PERI Spain went through tough times and had to confront a crisis in 1992-1993 that it got through by cutting the employees’ salaries. He also believes that people should like to work and explains how it can be like a hobby. Regarding his management philosophy, he believes in delegating work, giving people freedom and getting work done more efficiently, not spending more time at work. In order to motivate employees, he describes how the company organizes lots of activities such as sports, English classes, and parties. He then boasts that staff rotation is very low due to the great training they provide and that people who do leave usually end up coming back. He emphasizes that although they are involved in a dangerous business, they are the safest company in the industry and have an annual accident rate of zero. Firstly, Hexel explains the staff training and occupational safety policies that exist at PERI such as driving courses. Its impact is so great that Time Magazine included it on its list of The Most Influential Gadgets of All Time.Īs society continues to march forward toward expanded equality, inclusivity, and justice, Magic Wand will be there – because pleasure persists.This case is an interview with Gerhard Hexel, the managing director of PERI Spain, about the company’s management philosophy. Revered by millions, it transcends planes of culture and gender. As a result, its familiar shape and legendary power have made Magic Wand a cultural icon.įar more than the first-ever massage wand, Magic Wand is representative of individuality, of pleasure, and of power. In fact, for over 50 years very little about it has changed. Happily, this includes the historic pleasure of the Magic Wand. But, no matter how we label societal evolution, our path forward has been paved by those brave enough to recognize the need for progress - and demand it.īut through it all, there are beloved constants people trust NOT to change. A lot has changed since then, including the way we refer to change itself. Magic Wand was introduced during a significant time of social awareness.
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