Intellectual Capital Competence x Commitment Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Commitment and competence are embedded in the way every employee to think and do their work, and how the company will arrange to get the job. This is, in my opinion, only firms notable assets. As the need to increase the intellectual capital, companies must find ways to ensure that it develops and grows. There are five tools to improve the competence of the company, website, business and plants: hire new talent, invest in staff training and staff training, hiring consultants, and form partnerships with suppliers, customers and suppliers to share knowledge, create new knowledge, and also bring new ways of working, remove officials who are not able to change, to learn and to adapt and find ways to retain valuable employees. Companies also need to develop employees who are not only competent, but perfect. Employees with too many demands and not enough resources to cope with the demands quickly burn out, depressed and lack of commitment. The company can build commitment in three ways: first, the reduction in demand for workers, prioritizing work, focusing only on the critical activities, and streamline processes. Second, the increase in resources, allowing employees control over their own work, creating a vision of the company, which creates excitement around the work to compensate employees fairly, exchange of information on long-term strategy, and the provision of new technologies, among other things. Third, in turn, requires resources, exploring how the company's policy could undermine commitment to ensure that the new managers and employees a clear understanding of the expectations and understanding of family obligation and employees to participate in decision-making. "Hide
by Dave Ulrich Source: MIT Sloan Management Review 16 pages. Publication Date: December 1, 1998. Prod. #: SMR033-PDF-ENG