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CHAPTER 7 • IMPLEMENTING STRATEGIES: MANAGEMENT AND OPERATIONS ISSUES 231

enhanced career mobility, financial rewards, and executive perks; but in today’s global,
more competitive, restructured arena, managerial jobs demand more hours and headaches
with fewer financial rewards. Managers today manage more people spread over different
locations, travel more, manage diverse functions, and are change agents even when
they have nothing to do with the creation of the plan or disagree with its approach.
Employers today are looking for people who can do things, not for people who make
other people do things. Restructuring in many firms has made a manager’s job an invisible,
thankless role. More workers today are self-managed, entrepreneurs, interpreneurs, or
team-managed. Managers today need to be counselors, motivators, financial advisors,
and psychologists. They also run the risk of becoming technologically behind in their
areas of expertise. “Dilbert” cartoons commonly portray managers as enemies or as
morons.

Reengineering
The argument for a firm engaging in reengineering usually goes as follows: Many compa-
nies historically have been organized vertically by business function. This arrangement has
led over time to managers’ and employees’ mind-sets being defined by their particular
functions rather than by overall customer service, product quality, or corporate perfor-
mance. The logic is that all firms tend to bureaucratize over time. As routines become
entrenched, turf becomes delineated and defended, and politics takes precedence over
performance. Walls that exist in the physical workplace can be reflections of “mental”
walls.
In reengineering, a firm uses information technology to break down functional barri-
ers and create a work system based on business processes, products, or outputs rather than
on functions or inputs. Cornerstones of reengineering are decentralization, reciprocal
interdependence, and information sharing. A firm that exemplifies complete information
sharing is Springfield Remanufacturing Corporation, which provides to all employees a
weekly income statement of the firm, as well as extensive information on other compa-
nies’ performances.
The Wall Street Journal noted that reengineering today must go beyond knocking
down internal walls that keep parts of a company from cooperating effectively; it must
also knock down the external walls that prohibit or discourage cooperation with other
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firms—even rival firms. A maker of disposable diapers echoes this need differently
when it says that to be successful “cooperation at the firm must stretch from stump
to rump.”
Hewlett-Packard is a good example of a company that has knocked down the external
barriers to cooperation and practices modern reengineering. The HP of today shares its
forecasts with all of its supply-chain partners and shares other critical information with its
distributors and other stakeholders. HP does all the buying of resin for its many manufac-
turers, giving it a volume discount of up to 5 percent. HP has established many alliances
and cooperative agreements of the kind discussed in Chapter 5.
A benefit of reengineering is that it offers employees the opportunity to see more
clearly how their particular jobs affect the final product or service being marketed by the
firm. However, reengineering can also raise manager and employee anxiety, which, unless
calmed, can lead to corporate trauma.

Linking Performance and Pay to Strategies

Caterpillar Inc. is slashing its executive compensation by roughly 50 percent in 2009 and
cutting pay for senior managers by up to 35 percent. Wages of other Caterpillar managers
and employees are being lowered 15 percent. The company is cutting 20,000 more jobs
amid a global slowdown in construction. Caterpillar’s sales for 2009 are projected to be
$40 billion, down sharply from $51.32 billion in 2008.
CEOs at Japanese companies with more than $10 billion in annual revenues are paid
about $1.3 million annually, including bonuses and stock options. 10 This compares to an