Tel-Comm-Tek (TCT) Advantages and Disadvantages in Company

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Table of Contents

Advantages, disadvantages and ranking
Challenges of a new managing director
How the selected candidate would minimize the challenges
Guidelines in designing the compensation package
The idea of matrix organization
Conclusion

Advantages, disadvantages and ranking

TCT is a multinational firm that manufactures and sells a range of high quality office equipment in about 12 countries across the globe. The strategic management of the business establishment has enabled it to realize excellent performance outcomes.

With regard to its expansion endeavor, the company needs to hire a highly qualified managing director to head operations in India. It is important to analyze the merits and demerits of the six candidates that the committee for selection has identified within the company.

Tom Wallace

The employee is young and energetic to execute growth strategies adopted by the management. It is documented that he has worked with Mr. Kent on a number of key projects in the US. Thus, he has substantial knowledge in project management.

In addition, Wallace has technical and sales skills that would help to drive up the sales of the firm. However, he cannot fit to work in India because he only speaks English and due to his lack of foreign exposure with regard to work. In addition, he is set to retire in seven years. Therefore, he is not the right candidate to set long-term goals of TCT in India.

Brett Harrison

The employee of TCT has a wealth of experience, especially in terms of line activities and supervision of junior workers. As asserted by his superiors, he is poised to move into upper-level management in five years time.

In addition, he has toured Asia a few times in the past, a fact that makes him understand the geography, politics, customs, and outlooks of India. However, he might not be the right candidate for the vacancy because he cannot go to India with his wife who works for a company that does not have operations in any country in Asia.

Atasi Das

Academically, she is well qualified as supported by her MBA. The 45-year-old employee has a wealth of experience in strategic management, which would help TCT to perform excellently in Asia. In addition, she speaks Hindi. However, she does not have adequate knowledge with regard to the management of many operations.

Ravi Desai

The employee of TCT is based in Asia and has a good knowledge of India, including Hindi language and local politics, among other factors that may influence business. However, he does have exposure of management in diverse business environments.

Jalan Bukit Seng

The 52-year-old managing director of TCT in Malaysia has excellent supervisory skills in different production lines. He has good knowledge of Asia, especially Malaysia and Singapore. He has consistent positive reviews. However, he cannot speak Hindi.

Saumitra Chakraborty

Saumitra has a wealth of experience in operational matters and customer relationship management. He speaks both Hindi and English, but he does not have any experience in line management.

The following is the rank of the candidates from high to low:

Ravi Desai
Atasi Dasi
Brett Harrison
Tom Wallace
Saumitra Chakraborty
Jalan Bukit Seng

Challenges of a new managing director

The recommended managing director, Ravi Desai, might encounter some difficulties when he assumes the role of the managing director of TCT in India. First, he might be faced by the challenge of overseeing operations in a different market away from Malaysia and Singapore, which he has a considerable wealth of experience with regard to market dynamics.

Second, because he is used to managing sales and production in Singapore and Malaysia, he might find it tough to manage all operations of TCT in India, which might require some experience of strategic management. Third, he might also have the challenges of relocating with his family to In India.

How the selected candidate would minimize the challenges

The recommended candidate would minimize the challenges by using several approaches. First, he would need to orient himself with regard to market dynamics in India.

Second, Ravi Desai would require to be mentored by the outgoing managing director of TCT in India who would offer him essential skills in strategic management. Third, he needs to explain to his family why they need to shift to India so that all family members would be psychologically prepared to go to a new country in the Middle East.

Guidelines in designing the compensation package

It would be important for the top management of TCT to offer a competitive compensation package so that the selected candidate would be motivated to achieve excellent performance outcomes. TCT needs to adopt specific guidelines when designing the competitive package.

First, the package should reflect the educational level of the selected candidate. Second, it should focus on the experience of the new managing director. Third, it should concentrate on the age of the candidate and the expected number of years that he or she would serve the firm as the managing director in India or any other country.

The idea of matrix organization

There are benefits of appointing two individuals to the same post. In the context of TCT in India, Atasi Dasi would be appointed to lead internal operations of TCT in India, while Ravi Desai would be in charge of external markets.

This approach would increase the efficiency of the business establishment Asia, increase in sales of office equipment and result in better approaches to market surveys. On the other hand, the strategy of hiring would be characterized by increased operating costs and overlapping of roles.

Conclusion

The candidate who will be selected to assume the roles of the managing director will determine the performance of TCT in India. The right candidate should have sufficient level of education, experience and technical expertise.

The organization should offer a competitive compensation package. In addition, it can hire two candidates so that one can manage internal affairs and the other can handle external issues of the firm in India.

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