Ricardo Semler And New Zealand Essay -- essays research papers

IntroductionThe biggest challenge facing any business today is change. Ricardo Semlars approach to counselling revolutionized they way in which Secom did business. However it is of skepticism if Semlars model of business can be successfully transplanted into advanced Zealands business environment and change the way in which they ope roam. This essay will wherefore hold forth if Ricardos unique approach to business, and how it can be successfully used in the New Zealand business environment.This essay will firstly discuss the idea that profits sharing can motivate workers and how this idea is set up in the New Zealand business environment. Secondly the ways in which employee association work in New Zealand, and how managers can better understand their workers. Lastly the importance of information sharing to a success of a company, and ways in which this idea has helped New Zealand companies find business success. Therefore this essay will show that Semlars approach to manageme nt can be successfully qualified to the New Zealand business environment.BackgroundRicardo Semler at the age of 24, implemented three main management schemes to try and successfully run a business. Stated by some as unique, Ricardo Semelr has gone and taken these schemes and used them in his fathers business Semco. After struggling for many years (close to bankruptcy) because of the high Brazilian inflation rate and poor business model, Ricardo was able to turn this all around. Within 8 years Semco had become one of Brazils fastest growing companies with a profit margin of 10% on sales of $32 million. Ricardo puts this down to his three core management techniques of profit sharing, employee implementation and the free flow of information.(Semler, 1989) These management schemes are not new, but Ricardo Semler was able to successfully implement these schemes into the Brazilian business environment, while other companies in Brazil and international companies such as Allis Chalmers fai led. Thus it is of question if whether or not New Zealand companies can do what Ricardo Semler did. Profit sharingThe first of Ricardos management schemes is the idea of profit sharing and the effect it has on the employee. Profit sharing is formed on the bases that employees should receive a share of the profits of the company. Semler (1889) believes that the idea of profit sharing shouldnt be a gimmick... ...environment and hopefully more businesses will do so. Reference listBell, D.W, & Hanson, C.G. (1987) Profit Sharing and Profitability. London. Kogan Page. Foster, B. & Mackie B.L (2002) Weddels Tomoana A retrospective study of Workplace Reform. The New Zealand Journal of Human Resources Management, 2, p. 1-10Killian, K. & Perez, F. (1998) Ricardo Semler and Semco S.A (Report No. A15-98-0024. Thunderbird American Graduate School of International Management Light, E. (1997) Living the Dream. NZ Business. P34-36Macfie, R. (2001, October 1st) Making it in New Zealand, Unlimited p . 14-17Maetzig, R. (1999, December 20th) non to chicken to try new approach. The daily News. P.5 Semler, R. (1989) Managing Without Managers. Harvard Business Review phratry/October, 76-84Sinoski, K. (2004) No Incentive. The independent New Zealands Business Weekly. August/September. P. 18 Smith, A. (1996, September 11) The Highs and Lows. The Dominion, p.20Smith, D. (1977) Worker Participation A critical appraisal of present practice in New Zealand. Wellington. Victoria University of Wellington Upfront-Unearned Rewards.(2004) Management . September/October. P. 12