SEMCO

Creation of a Work Based Human Resource Development Case Study of Semco SA (Brazilian Company)

Creation of a Work Based Human Resource Development Case Study of SEMCO SA (Brazilian Company)

Introduction

The report focuses on the corporate overview of the organisation naming SEMCO. It highlights the level of knowledge of the organisation, its strategic position, a significant HRD problem with strategic implications by using appropriate models and explanation frameworks.

Background to the Case Study

Ricardo Semler took over Semco in 1983 by his father and fired on the first day as CEO about 60% of management. At the beginning, it was a matter of survival, he worked for more than 10 hours per day and some hours on weekends. Five years later he was healthy at the end. That was the reason to roll up his life and his company (Williams 2006). Over a period of ten years, he made himself and many other concepts in the management of typical redundant. Mid-90s he retired from business operations but remained at the forefront as a part-time CEO and majority owner.

Defining A Modern Organisation- General Discussion

The Semco Equipment Industrial Ltd founded in 1953 and since then dedicated to the manufacture of equipment, systems and components for industrial, commercial and naval. One of the hallmarks of this company is the increasing diversification of its business area. In the 90 diversified its area of operation and went on to provide some services. Currently, the company is taking up digital. Semco currently publishes policy manual of their organization. The manual briefly mention the do's and do not for their employees (Tsiganou 2001). They also mentioned the culture of their organization in this booklet. They also mentioned their strategy. According to their company strategy, Semco involved building on participation among employees. Semco encourages their employees to seek for the better opportunities, and advancement for work and all employees are always welcome to give solution based suggestions.

The Historical And Theoretical Basis Of Organisation

In 1980 Ricardo Semler takes over the family company, SEMCO, was a time of crisis in Brazil. After a crisis of stress for 25 years, Ricardo Semler makes a decision change the management system SEMCO. The main structure of Semco based on the paternalism. The organizational pyramid off Semco is pyramidal hierarchy (Sullivan 2003). In company management styles, there are strong behavioral targeting people from administrators. Styles that are not only depend on the beliefs that administrators have with respect to human behavior but also in the way to direct and lead people. In this regard, we can mention the two theories of McGregor.

Theory X (or traditional) and Theory Y (or modern), both based on antagonistic views about how to manage. On one side, we have the Theory X style defined by Taylor's Scientific Managemen, Classical Theory and the Theory of Bureaucracy. Werber features traditional, mechanistic, pragmatic and distorted in relation to human nature. With a management style, hard, rigid and autocratic, in which people work the way the organization intends to ...