Xerox Innovation Essay

Xerox Innovation Essay
Innovation at Xerox
TABLE OF CONTENTS
REPORT ON XEROX CORPORATION 2
INTRODUCTION 2
HISTORY OF XEROX & THE NEED TO BECOME INNOVATIVE 4
PRODUCT & SERVICES 6
ANALYSIS OF THE PRODUCT DEVELOPMENT PROCESS IN THE ORGANISATION 7
PRODUCT DEVELOPMENT PROCESS AT XEROX CORPORATION 7
Management Decision Process (MDP) 8
Process Elements and Phase Deliverables 8
Process Enablers 8
EFFECTIVE PRODUCT DESIGN AND DEVELOPMENT 10
MANAGING INNOVATION 14
RECOMMENDATIONS TO ENHANCE INNOVATION WITHIN XEROX CORPORATION 16
BIBLIOGRAPHY 22 Report on Xerox Corporation
We have chosen the Xerox Corporation and evaluated the strategic importance of innovation in its
role. Xerox from its inception has always been regarded as an ... Show more content on
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Xerox Values
Xerox operates under the guidance of 6–core values:
 We succeed through satisfied customers.
 We value and empower employees.
 We deliver quality and excellence in all we do.
 We provide superior return to our shareholders.
 We use technology to deliver market leadership.
 We behave responsibility as a corporate citizen.
Xerox, with over 100,000m employees worldwide and revenues in excess of $20 billion, is the
global leader in the document management business, offering the widest array of products, services
and solutions in the industry. Xerox and its partner, Fuji Xerox Co. of Japan, offer the broadest array
of document products, services and solutions in the industry: copiers, printers, fax machines,
scanners, desktop software, digital printing and publishing systems supplies and comprehensive
document–management services from the running of in–house production centres to the creation of

networks.
However in order to see how Xerox have become a market leader, we have outlined its history and
the important role that diversification and innovation had to play in changing the way the
Corporation conducted its overall business strategy.
History of Xerox & the need to become innovative
Xerox had enjoyed what could be almost described as a monopoly when they introduced their
xerographic office copier in 1959. The Company pinpointed markets
... Get more on HelpWriting.net ...

Xerox Co. Diversity
CASE 2 – XEROX QUESTION 1 How would Xerox define diversity? How has its definition
changed over the years? In business , diversity has seen action in the managing of human resource
as essential capital in fostering businesses at a global scale . Diversity is also seen as a concept
where differences can be a powerful resource . Based on the Case facts, Xerox value diversity as the
most priceless resource to drive the company towards achieving its goals. According to Xerox
Chairman & former CEO, Anne M. Mulcahy, diversity is not just about race, gender, age,
sexual orientation or disability. She and the staff believed that diversity provide an environment for
employee to grow for their fullest potential. Employee with different ways of ... Show more content
on Helpwriting.net ...
Attached below top management composition for Xerox and Ricoh : POSITION | XEROX | RICOH
| Chairman | Anne M. Mulcahy (f) | Masamitsu Sakurai | CEO | Ursula M. Burns (f,m) | Shiro Kondo
| Vice Chairman | Lawrence A. Zimmerman | Koichi EndoKatsumi Yoshida | Executive Vice
Presidents | Lynn R. BlodgettJames A. FirestoneArmando Zagalo de Lima (m) | Masayuki
MatsumotoTakashi NakamuraKazunori AzumaZenji MiuraKiyoshi Sakai | Senior Vice President |
Willem T. AppeloM. Stephen CroninDon H. Liu (m)Russell M. Peacock | Terumoto NonakaKenji
HatanakaHiroshi KobayashiYoshimasa MatsuuraNorio TanakaHiroshi AdachiKenichi
KanemaruHisashi Takata | Vice President | Eric AmourRichard F. CerroneRichard M.
DastinKathleen S. Fanning (f)Anthony M. FedericoJacques H. Guers (m) | Kiyoto NagasawaYutaka
EbiNorihisa GotoMitsuhiko IkunoKenichi MatsubayashiSoichi NagamatsuKazuhiro YuasaYohzoh
Matsuura | Executive Officer | D. Cameron HydeGary R. KabureckJohn M. KellyJames H.
LeskoJule E. Limoli (m)Douglas C. LordJohn E. McDermottIvy Thomas McKinney(f,m)Patricia M.
Nazemetz (f)Shaun W. PantlingRhonda L. Seegal (f)Sophie V. VanebroekLeslie F. VaronDouglas H.
MarshallCarol A. McFate | Kazuo TogashiShiroh SasakiSadahiro ArikawaHiroshi TsurugaKohji
SawaYoshihiro NiimuraMichel De Bosschere (m)Daisuke SegawaNobuaki Majima | Note : f –
female m – minorities (black, Hispanic etc) As tabled above, it shows that Xerox's top management
is heterogeneous and Ricoh's top management is

The Sexual Characteristics Of Female Leaders
Aside from their sexual characteristics, female leaders do not have much else in common. Some
have brought peace to the world, while others have created war. Some have been competent and
brilliant, others are incompetent and corrupt. They come from outlooks ranging from conservative to
liberal. And represent every race and color (Unger, Sheese, & Main, (2010).
Women are master multi–taskers and have held the reins for years both in the home and in a
professional environment. They are highly cooperative but women are also not afraid to get
territorial to protect their terrain. As leaders, women invest in themselves and become knowledge
seekers. They are not afraid to ask questions when given a safe platform to express themselves. For
... Show more content on Helpwriting.net ...
Only two out of ten men say having more women in top leadership positions would do a lot to
improve women's lives (Women and Leadership, 2015). This speaks volumes.
In 2014, a study conducted by Caliper (a Princeton, New Jersey–based management consulting firm,
and Aurora (a London–based organization that advances women), identified a number of
characteristics that differentiate women leaders from men when it comes to qualities of leadership
(Caliper R&D, 2014). The study identified that:
1. Women leaders are more persuasive.
2. Women leaders learn from hardship and continue with an "I 'll show you" attitude.
3. Women leaders demonstrate a team–building leadership style of problem solving and decision
making.
4. Women leaders are more likely to ignore rules and take risks (Caliper Research, 2005, p.3–6).
These high emotionally intelligent qualities have leverage in the public and private sector (Dabke,
2010). An effective leader must possess emotional intelligence: emotional self–control, self–
assessment, and empathy (Goleman, Boyatzis, & McKee, 2013). These components of emotional
intelligence are also in alignment with the biblical principles of leadership (Bryant, 2011). And all of
these characteristics can be found in the dynamic Ms. Ursula Burns.
Ursula Burns is chairman and chief executive officer of Xerox Corporation. Or as she likes to call
herself a chief storyteller (Hymowitz, 2013). She is also the first black

Intelligence And Intelligence: The Impact Of Emotional...
INTRODUCTION
Emotional intelligence (EI) is the ability to recognize one's own and other people's emotions, to
discriminate between different feelings and label them appropriately, and to use emotional
information to guide thinking and behavior.
Leadership would be a bit more difficult to pin point a definition. Leaders set direction and help
themselves and others to do the right thing to move forward. To do this they create an inspiring
vision, and then motivate and inspire others to reach that vision. They also manage delivery of the
vision, either directly or indirectly, and build and coach their teams to make them ever stronger.
Effective leadership is to be able to cultivate these skills and put it to effective use
Emotional intelligence, hope, mindfulness, and compassion help a person reverse the ... Show more
content on Helpwriting.net ...
As the baby boomer population approaches retirement age, companies are going to find themselves
dealing with labor shortages the likes of which have never been seen before.
In an economy characterized by scarce labor, it's going to become increasingly important to hold on
to the good employees. At the same time, competition for the best employees is going to become
even more fierce, and good workers who feel they aren't treated fairly at work will have an easy
time finding employment elsewhere.
The best way to hold on to the employees that you want to keep is to incorporate emotional
intelligence into your personal and organizational management philosophy. Managers and business
owners can't let themselves lose sight of the fact that their employees are people, with real lives and
emotions that impact how they think, feel, and act. Managers with emotional intelligence understand
that their staff members are people first and workers second. This understanding guides how the best
managers treat their employees at all

Analysis of Office Space: Communication in the Workplace
"Office Space" is a comedy movie of a man who desperately hates his job and his boss. The movie
begins with Peter Gibbon's daily life story at Initech. At work, Peter has to deal with his indifferent
boss, Bill Lumbergh, who doesn't want to listen to his employee's feedbacks. Lumbergh seems to be
an ignorant and arrogant man who dictates his employee and doesn't want to be blamed at all.
Moreover, Lumbergh asks his employee to come to work on weekend. The atmosphere in the office
is getting more intense after Lumbergh announced that Initech is bringing in consultants to increase
the efficiency of the company. Peter was very frustrated with everything in the office and he felt that
his life even more miserable with each passing day at work. ... Show more content on
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Also, the interviewers inform Peter that the company will fire Samir and Michael – Peter's best
friends. At night, Peter tells Samir and Michael about their dismissal plans. Thus, three of them
make a plan to do a scam – take small amount of money from the company – as revenge. Several
days later, Peter checks his account balance and finds out that instead of small amount of money
there is a big amount of money has been deposited to his account. Peter takes all of the
responsibility and he sneaks into Initech and slips a confession letter along with the money in
traveler's checks under Lumbergh's office door. In brief, before Peter, Samir, and Michael get caught
up, all of a sudden the Initech building completely engulfed in flames. It means the fire likely burns
the confession letter and the check, so the three of them will likely in a safe position from their foray
into crime. In the end of the movie, it shows that the person who set a fire to the building is one of
unhappy employee at Initech. As a final point, this movie shows that managers must be able to
motivate employee to become more competitive, and also this movie proves that a happy employee
is directly proportional to the efficiency of the company itself. "Office Space" is an expansion of
three animated shorts created by Judge for television over the last decade, and it has the loose–
jointed feel of a bunch of sketches packed together into a narrative that doesn't gather much
momentum. Its

Hbr When Your Core Business Is Dying
TOP–TEAM POLITICS...page 90
WHEN YOUR CORE BUSINESS IS DYING...page 66
Y GE SE PA IN DS CK R M WAA
53
www.hbr.org
April 2007
58
What Your Leader Expects of You
Larry Bossidy
66
Finding Your Next Core Business
Chris Zook
78
Promise–Based Management: The Essence of Execution
Donald N. Sull and Charles Spinosa
90
The Leadership Team: Complementary Strengths or Conﬂicting Agendas?
Stephen A. Miles and Michael D. Watkins
100
Avoiding Integrity Land Mines
Ben W. Heineman, Jr.

20 33
FORETHOUGHT HBR CASE STUDY
Why Didn 't We Know?
Ralph Hasson
45
FIRST PERSON
Preparing for the Perfect Product Launch
THOU
SHALT
...page 58
James P. Hackett
111
TOOL KIT
The Process Audit ... Show more content on Helpwriting.net ...
100
100
Avoiding Integrity Land Mines
Ben W. Heineman, Jr.
How do you keep thousands of employees, operating in hundreds of countries, as honest as they are
competitive? General Electric's longtime general counsel describes the systems the company has put
in place to do just that.
78
90
4 Harvard Business Review
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April 2007
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hbr.org
Cover Art: Joshua Gorchov

continued on page 8
APRIL 2007
14
Departments
12 COMPANY INDEX 14 FROM THE EDITOR 53 2006 MCKINSEY AWARDS AND
2007 MCKINSEY JUDGES
20
What the Boss Wants from You
What should CEOs and their direct reports expect from each other? When Larry Bossidy laid out his
views to a group of young executives, they couldn't take notes fast enough. You don't have to write
down what he said, though, because Larry has done it for you here. And it will be on the exam.
88 STRATEGIC HUMOR 111 TOOL KIT
The Process Audit Michael Hammer
Redesigning business processes can generate dramatic improvements in performance, but the effort
is notoriously difﬁcult. Many executives have ﬂoundered, uncertain about what exactly needs to be
changed, by how much, and when. A new framework can take the mystery out of reengineering
business processes and help you comprehend, plan, and assess your company's process–based
transformations.
20 FORETHOUGHT
Firms from developing countries are making a global mark...McDonald's isn't afraid to bite off more
than it can chew...Women at Fortune

Servant Leader Definition
How do you rate as a servant leader? Discuss commitment to others as shown by access,
communication, and support.
A person who is a servant leader is someone who is committed to the people. I would consider
myself a servant leader due to my strong commitment to people, whether it is to coworkers,
customers, management, and even people outside of the work place. This can be shown through
access, communication, and support. In a fast paced world where everyone is head deep into their
computers, tablets, and phones, face–to–face contact is easily lost. In my work place we deal very
heavily on the computers to get the work done. Thankfully, there are no cubicles; instead, everyone
works alongside each other at computers on a counter. It is not out of the ordinary for coworkers to
be so deep in their work that when someone with a question approaches them that they do not even
look up and acknowledge the individual. A few coworkers are not approachable and make them
appear to be shut off to anyone else. It is easy to tell that they are not the person to go to with a
question or a problem. I try to make sure that others feel comfortable enough to ask me for help or
questions. Whether that be to look up from the computer screen if they have a question or making
them not feel like they are being bothersome because they have a question. I always try to come
across as calm and collected in order to make the other person feel more at ease and not like they are
bothering me. After

Contemporary Business Leaders : Anne Mulcahy
Contemporary Business Leaders: Anne Mulcahy
In today's world there seem to be a lack of leadership and integrity. There are many examples of
leaders who lack integrity and get ahead by stealing money. Robert Rizzo is one example. He is the
former City Manager of the City of Bell. He pleads no contest to stealing more than five million
dollars from the city. The City of Bell only has a population of 36,000 citizens who are mostly
comprised of blue collar workers. Yet Rizzo had an annual salary and compensation package of 1.5
million dollars a year before he was fired (John Rodgers 2013).
One of the things leaders must have is integrity. Ann Mulcahy is a leader with integrity and has
shown this essential trait when she took the position of Chief Executive Officer (CEO) for Xerox
2001 until retiring in 2009. When Mulcahy took the position of CEO, she was surprised by receiving
this position. She had stated in an interview that she was never groomed for the position and did not
have a financial background (Lisa Vollmer 2004). Although Mulcahy had worked for Xerox for 24
years, most of her career was in sales and then as the head of the Human Resources Department for
Xerox. When Mulcahy took placed charge of Xerox as its CEO, it was on the verge of Chapter 11
bankruptcy and the company was in debt over 17 billion dollars.
Mulcahy's used the House Path–Goal Theory to turn the Xerox around (Schermerhorn, J. 2011). Her
approach for the company was to "get back to basics" and

Understanding Leaders And Managers : Leadership And...
Understanding Leaders and Managers
In today's business world employees, industries, and consumers look toward company leaders like
Steve Jobs (Former Apple CEO), Anne Mulcahy (Former Xerox CEO), Jeff Bezos (Amazon CEO),
Elon Musk (Former PayPal CEO), and Eric Schmidt (Goggle CEO) to understand the dynamic roles
of leadership and management. These two allusive terms have inspired a great deal of conversation,
articles, and books full of material about their true meanings. These two words have also inspired
the academic world to create core and major courses in an effort to help future managers and leaders
plan, organize, and lead. But what does Leadership or Management really mean and are the terms
related?
Definition of Leadership and Management
The Oxford English Dictionary describes the word leader as a "person who leads or commands a
group, organization, or country" and describes the word manager as a "person responsible for
controlling or administering all or part of company or similar organization". Each of these meanings
are very close in proximity however many in the business world have different definitions for each
of these roles. Although they are different they are linked and are complementary to each other
(Oxford Dictionary (American English)).
Early History of Leadership and Management
Up until the 20th century many believed that the words leader and manager were synonymous. The
words were only separated by the fields in which they were used. The word leader

Xerox
Xerox
HRM 530
April 24, 2011
Xerox Xerox was originally founded in 1906 as the Haloid Company, which later became Haloid
Xerox in 1958 and finally Xerox Corporation in 1961. Xerox currently has 136,000 employees in
160 countries (www.xerox.com/about–xerox, 2011). With over 130,000 employees, human
resources is vitally important to the corporation. This paper will examine how human resource
professionals can ensure that top organizational leaders encourage managers and employees to
follow laws and guidelines. It will also discuss how hiring women and minorities improved Xerox's
profitability. In addition, the changes that Xerox made to become a more attractive employer for
women and minorities will be identified. Finally, there will ... Show more content on
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A compilation of these actions allowed Xerox to increase its profitability. An organization's best
advertisement is its employees. When one is proud of where they work and their company values,
they will share that information with family, friends and anyone who will listen about the great and
diverse organization they work for. This would peak the interest of others who would also like to
bring their skills and competencies to Xerox. Next, customers are more likely to purchase products
and services from people who look like them. So to have a diverse workforce would mean that
people from all walks of life and nationalities will patron your company. Lastly, Xerox was
proactive in its attitudes towards diversity and developed programs and initiatives to address it. By
promoting an inclusive environment they took steps to alleviate and/or avoid potential complaints
and lawsuits related to discrimination in the workplace. All of these action plans added value to the
organization.
Changes that Xerox Made to Become a More Attractive Employer for Women and Minorities
The National Employment Lawyers Association was so concerned about the abuse many workers
were experiencing in a work environment filled with discrimination, harassment, and "capricious"
employment decisions (About the Institute – History, 2011, para.1) that they decided to become an
advocate "for employees rights by advancing equality and justice in the

Ursula Burns Research Paper
I admire Ursula Burns as a phenomenal woman and business leader. Ursula is undoubtedly a
superior leader. Ursula M. Burns (born September 20, 1958) is an American business leader who has
been chairwoman of Xerox since 2010, and was Xerox CEO from 2009–2016. Burns was the first
African American woman CEO to head a fortune 500 company. She is also the first woman to
succeed another woman as head of a fortune 500 company. In 2014, Forbes rated her the 22nd most
powerful woman in the world. (Wikipedia, n.d.) Ursula's story is extraordinary considering her
upbringing. She grew up in low income housing also known as the projects. Raised by a single
mother who ironed and did chores to support her children. Her mother used to tell her, ... Show more
content on Helpwriting.net ...
I can relate to Mrs. Burns, with starting from an entry level position and working up into the
company. Five years ago, I was transitioning back to my hometown unemployed and struggling to
succeed and gain employment. I visited the local Social Security Administration office to request a
Social Security card, during my interview I inquired about employment, the gentlemen informed
that he didn't know of any open positions but referred me to the website. After looking on the
website all openings required a Bachelor's degree or higher education, at the time I only had an
Associate's degree. 3 years ago, I was employed by the Social Security Administration at an entry
level assistant position without having a BA degree more recently sought out to obtain my
Bachelor's degree with Argosy University and promised a higher permanent position after
completion. Within the 3 years I have made myself knowledgeable in every area of this agency. I
plan to make this my long–term career to succeed and grow within this agency with much hard work
and dedication and not allowing anything or anyone to hold me back. Ursula Burns worked her way
up within the company, she knew she was educated and prepared herself to be in the highest position
but would have to prove to others that she deserved it. She prefers to manage individuals in diverse
ways and not deliberately intimidate people but

Ursula Burns Research Paper
The engineering career of Ursula Burns began as a summer intern at Xerox in 1980; in 2009, she
became the first African–American female CEO. In a dialogue before a group at MIT sharing their
feelings regarding her rise in leadership, Ursula Burns, spoke of her family's modest beginnings,
living in the projects in the lower east side of Manhattan. Where she and her siblings were
encouraged excelling, shielded them and kept safe. Steadfastness through her main beliefs of where
one may live does not determine or defines who you are or become in this world. On a limited
income of annually income of $4,400, she managed to furnish them with a private Catholic
education. Furthermore, her mother's persistence and discernment that achieving a good

Jhonson and Johnson Strategic Analysis Process
I. What Business Are We In? II. Where Are We Now? External Assessment Trend Analysis
Economic Factors U.S GDP One of the main economic factors that would affect JNJ is GDP. As
shown above GDP in the United States is decreasing meaning resources will be limited and there
will be a much needed increase in cash flows for competitive advantage. GDP's in others countries
are increasing giving JNJ more opportunities to expand to more markets around the world to
increase their market share and distribution. Currency | US Dollar Per Currency December 31st,
2008 | US Dollar Per Currency December 31st, 2009 | Trend | EUR | 1.392 | 1.4405 | 0.0485 | GBP |
1.462 | 1.6221 | 0.1601 | JPY | 0.011 | 0.0108 | –0.0002 | CAD | 0.817 ... Show more content on
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Keeping up with the newest technology would make research and development much more
productive and efficient and would give JNJ better opportunities to come up with newer, healthier,
and more useful products. Not only would it help research and development, but technology
innovations can help with operations and even with control factors over the company. There are
many different forces that JNJ needs to be aware of. They need to be able to take full advantage of
the opportunities and prepare for the threats to maximize competitive advantage knowing the
different trends. Potential development of substitute products Competitive Analysis Porter's Five
Force Model Rivalry among competing firms Bargaining power of suppliers Bargaining power of
consumers Potential entry of new competitors Potential development of substitute products The
existence of products outside of the realm of the common product boundaries increases the
propensity of customers to switch to alternatives. Since pharmaceutical and medical devices are
necessary for the maintenance of good health, a significant decrease in use is not likely. The largest
threat of substitutes comes from generic pharmaceuticals. Once a drug loses patent protection,
associated revenue usually rapidly falls. One way to mitigate the effect of generic drugs would be to
develop more compounds with lower sales, perhaps by targeting more precise conditions. A similar
threat of substitutes is

My Experience At Ceo And What She Is It Through Hard Work...
""I'm in this job because I believe I earned it through hard work and high performance. Did I get
some opportunities early in my career because of my race and gender? Probably...I went to work for
a company that was openly seeking to diversify its workplace. So, I imagine race and gender got the
hiring guys' attention. And then the rest was really up to me"" –Ursula
Burns, Chairwoman and CEO of Xerox (Byrnes and Crockett, 2009).
These previous words by Ursula Burns display her resilience to prove her worth to the business
world, regardless of her gender and the color of her skin. The basic idea of this case was to display
the significance of Burns' helm at CEO and what she has done to attempt in making Xerox the
leading company in its industry again. In terms of breaking diversity barriers, Burns became the first
African–American woman to lead a major U.S. corporation and the first CEO to take the reins from
another woman, which was Anne M. Mulcahy (Byrnes and Crockett, 2009). However, Burns had
been a staple at Xerox, working at various influential roles over the past few decades. From starting
as an summer intern at Xerox in 1980, to working in the custom systems division in the 1980's, to
holding the general manager and vice president worldwide manufacturing position in the late 1990's,
and finally being groomed by Mulcahy to eventually become Xerox's CEO, Burns built up a resume
full of a variety of experiences and deliverables (Byrnes and Crockett, 2009). Once becoming

Research Paper on Planning & Organization
Introduction Managing companies in the 21st century has changed in many ways compared to the
managing system used in the olden days. Starting from the structure of the organization itself, how
they plan, how they make decision, up until how they doing things; but one thing that has not
changed is that organizations which perform with an outstanding result never neglect their planning.
Each organization competes with each other to perform better in accordance to others. These
changes are made in order to form a better organization each day as well as better results at the end
of all progress. This essay will examine why organizations that fail to plan are in essence planning
to fail, as well the types of organizational plans; hence the ... Show more content on Helpwriting.net
...
This resulted in the increase of revenues from $1.5 million to $15 million in 2000–2001 periods, as
well as the market share that had risen from 2 per cent to 25 per cent. In this context, Sunrise
Confectionary uses their organizational planning to give them direction as well as set standards in
accordance to its competitors (Robbins et al 2003). In general terms, planning can be referred to in
two ways: formal and informal. Formal planning means concentrating on the achievement of the
goals. Simple thing such as setting a period of time to achieve that goal and writing down a list can
be shared by throughout the organizational structure so everyone knows what they have to do, where
they have to go also have something to refer back to while they are at it. Informal planning is the
reverse of the formal planning which is usually present in a small business or organization. Informal
planning is not as well organized because it is not written and there is limited sharing among
individuals due to an abstract form of it. This shows that formal planning is addressed for a bigger
organizational structure that

Culture, Leadership and Staffing at Xerox
Culture, Leadership and Staffing at Xerox
Leadership
After much reorganization and movement of leadership, Anne Mulcahy took over the helm of
Xerox. Anne was a popular 24–year Xerox veteran promoted to president and chief operating officer
when her predecessor Thoman was fired. Anne was a straight talker. She was very decisive in her
decision making and took responsibility when she made an error. So much so that analysts were
astonished Anne when conceded that Xerox had ''an unsustainable business model.'' However,
Mulcahy later backed away from this statement, saying that she meant only that the company
needed to cut operating costs and redirect investment from money–losing to high–margin
businesses.
Bloomberg magazine report ... Show more content on Helpwriting.net ...
The Brazilian subsidiary, long the company's largest source of profit outside the U.S., was reeling
from colossal currency translation losses and soaring interest rates. In North America, productivity
was deteriorating as the sales force braced for the reorganization scheduled to begin in January.
All the while, Xerox strengthened its core business by maintaining an organization–wide focus on
innovation. "Even with all of the cost cutting we did, we didn't take a dollar out of research and
development," Mulcahy said.
Xerox hit a record high of nearly $64 a share in May, 1999, just three weeks after Thoman replaced
Allaire as CEO. Today, the stock trades around $7, a few dollars above the price at which it listed on
the New York Stock Exchange in 1961. The evisceration of $38 billion in shareholder wealth
already qualifies Xerox as a corporate catastrophe of the first order. And the company's woes are not
over yet––not by a long shot.
Xerox posted a loss of $198 million over the last three months of 2000, the largest quarterly loss in a
decade. By even the most optimistic forecast (its own), the company will not edge back into the
black until the second half of this year, at the earliest. With $2.6 billion in debt coming due this year
and a $7 billion bank loan looming in 2002, Xerox is cutting spending, firing workers, and trying to
raise as much as $4 billion by selling off assets.

Human Resource Essay
Identify the compelling arguments for and against one of the following policies in a developing
country. Include the perspective of the host country itself, the MNE, and the local workforce
affected. Choose one Child labor is a major problem in many developing countries of Asia and
Africa. Child labor occurs is places where there is poverty and lack of education facilities. In many
countries parents need to pay for education which they cannot afford. While some children at times
even work to pay for their own education. They don't have a healthy upbringing. They can be prone
to various air–borne diseases due to direct contact with hazards chemicals in factories. The tasks that
the children do are physically demanding. This make them ... Show more content on Helpwriting.net
...
The Act aimed to prohibit the entry of children into hazardous occupations and to regulate the
services of children in non–hazardous occupations. Various measures have being taken by the
government to reduce child labor by introducing special school with free education and nourishment
by providing food. This introduction has led to reduction of child labor practices in most parts of the
country. From the point of global ethic many of these ethics collide with government priority in
attracting and retaining MNEs. One biggest fear that government has with taking action against the
unfair practices is loss of investment from the MNE which would eventually lead to economic
downturn for the country. Most MNE who have offshore there company operation of the supply
chain and production of their products to sub contractors in developing countries like India,
Honduras, El Salvador etc. many multinational have been accused for condoning to practices like
minimum pay with lengthy hours, child labor and unsafe work environment which are against the
law in their home countries. In the 1990 there was huge public uproar which resulted in action by
NGO, government and UN bodies. Many western consumers boycotted the product produced by
these MNE. With MNE brand reputation and corporate image at stake they put in place their own
code of conduct even

The Structure And Design Of Organizations
The structure and design of organizations have drastically changed over the last twenty–five years.
Organizations develop new goals at the beginning of the year or after the completion of previous
goals, and heavily depend on planning to help achieve these goals. Planning is an integral part of
organizational success, as upper management receives substantial information on various needs such
as risk uncertainty, available resources, employee development, and unforeseen changes in
technology (Daft, 2013). Most importantly, successful planning allows management to make
effective decisions when unforeseen events arise within the organization. Not participating in
planning is equivalent to taking a road trip across the country without a ... Show more content on
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Organizations must not overlook the environmental factors that are outside of the organization, as
they can leave a detrimental imprint on the organization and their attempts to achieve various goals.
According to the textbook, "Domain defines the organization's niche and defines those external
sectors with which the organization will interact to accomplish its goals" (Daft, 2013, p. 142). Some
of the external sectors include human resources, technology, economic conditions, and financial
resources (Daft, 2013). Changing the organization's domain is a feasible strategy for coping with a
threatening environment because it allows the organization to remain competitive when the market
changes. Organizations are constantly shifting and doing so in a rapid manner, which makes it even
more likely for organizations to become unstable if action is not taken when threating environmental
factors occur. Although the process may be difficult, organizations should look into changing the
domain to keep up with the speed and volatility of the market. Mergers and acquisitions are two
plausible options for organizations to partake in to reduce uncertainty (Daft, 2013). An organization
can either purchase an organization to further their operations or merge with another organization to
form a more powerful and dynamic organization. For example, Sirius and XM Radio were rivals
back in the day, but merged together to provide consumers with Sirius and XM Radio for their
vehicles.

Xerox Co. Diversity
CASE 2 – XEROX
QUESTION 1
How would Xerox define diversity? How has its definition changed over the years?
In business , diversity has seen action in the managing of human resource as essential capital in
fostering businesses at a global scale . Diversity is also seen as a concept where differences can be a
powerful resource . Based on the Case facts, Xerox value diversity as the most priceless resource to
drive the company towards achieving its goals.
According to Xerox Chairman & former CEO, Anne M. Mulcahy, diversity is not just about
race, gender, age, sexual orientation or disability. She and the staff believed that diversity provide an
environment for employee to grow for their fullest potential. Employee with different ways ... Show
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For instance, women and minorities represent 52% of Xerox workforce and about 42.5% of Xerox
senior executives are women or people of color or both.
* Friendly HR policies
Xerox understand that women struggling to balance work and family commitments. Thus, HR
function initiated alternative work schedules and other HR policies as the company recognizes that
family and individual needs affect employee performance.
Besides, Xerox also has a work life programs to ensures that the workforce become successful in
their career and family such as dependent care fund, employee assistance program and education
assistance program.
* Xerox Employee Caucus Groups
A caucus group for gay, lesbian, bisexual and transgender employees.
After establishment of this program, the company began to provide domestic partner benefits for
gay, lesbian, bisexual and transgender employees.
The groups consist of Asians Coming Together, Black Women's Leadership Council, GALAXe –
Pride at work, Hispanic Association for Professional Advancement, National Black Employee
Assosiation and The Women's Alliance.
* CEO roundtables
An annual diversity employee roundtables with senior managers. This program provide platform for
employees to engage in unfiltered

Corporate Scandals That Rocked The Foundations Of The...
We have seen in recent corporate history a litany of corporate scandals that rocked the foundations
of the business world. Huge corporations whose economic outputs are larger than most of the
developing countries have suddenly imploded under the weight of stock manipulation, unscrupulous
accounting procedures and deliberate enculturation of business competitiveness anchored on 'doing
whatever it takes to win'. Small ethical cracks in the business foundation had gone too many and had
been widely ignored by all of their stakeholders – employees, board of directors, stockholders,
regulators, auditors and analysts. In the aftermath, we are faced with a realization of how fragile our
economic system is and how much of it depends on values that are both difficult to measure and, in
the current world, even more difficult to acquire. These are not mere economic values of
profitability; but values of integrity, of truth, and of plain and simple honesty. It is in this context
that the three authors – Patrizia Porrini, Ph.D., Lorrin Hiris, D.P.S., and Gina Poncini, Ph.D. – wrote
this book. They do not seek to expound on the voluminous literature available discussing why and
how these corporate scandals happened. They seek to provide answers to how effective CEOs build
an ethical culture within an organization by providing actual cases of ethical companies that had
passed the test of time. This book review is divided into two parts. First is a summary of the critical
concepts

The Inequality Of Women's Leadership
The Inequality of Women in Leadership Throughout history, the United States have overcome a
number of inequalities and discovered our many freedoms. In the modern age we now live, every
individual should have equal rights. Theoretically we do, but technically there are still areas of
inequality, specifically in business management. Women are facing difficulties in advancing to
leadership positions within most fields, especially in Fortune 500 companies. Female leaders
continually face difficulties both when inquiring decision–making positions as well as while in
leadership roles. By combining research I've come across in leadership, gender roles, stereotyping
and management statistics, this paper will consider the barriers, as well as ... Show more content on
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Chemers perceived that there are three theoretical explanations for the main differences between
male and female leadership. One difference, the most obvious, is biological differences, which is
based around hormones and temperament. The second difference is culturally diversities. This tells
that socialized roles are varied per culture. The final difference is structurally determined. The
different sexs have very diverse organizational structures (Eagly, Makhijani, & Klonsky, 1992;
Chemers, 2000). Placing practical differences aside, the essential problem with women leadership
roles is actually seen in the attitudes of those around them. The attitudes people have towards
women when they are the ones making decisions are a perception with no objectivity, formally
known as a stereotype.
Stereotyping is one of the main obstacles women endure in their leadership positions. Gender–Role
Theory is the development of expectations people create of their own and others behavior based on
the beliefs about what is appropriate for both male and females. For example, if a female were to
pull out a man's chair at a restaurant before seating herself or open his car door before getting in the
car, that would be found as odd behavior for a women.

Diversity Management
Managing Diversity*
July 2009
Creating competitive advantage through cultural dexterity
Highlights Cultural dexterity is a business skill that enables effective collaboration and
communication among people across multiple dimensions of diversity. Collaboration within a group
of diverse people, who approach problems from different perspectives, improves corporate
performance. The environment a company creates can enable–or impede– the success of its
employees. Leaders are personally accountable for creating a culture in which all employees clearly
understand what success is and how to achieve it–and are actively encouraged to participate.
Facing continued economic uncertainty and concerned with the short–term demands of ... Show
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Growth in the US working–age population in the next four decades will drop more than 60% from
that seen in the previous four.1 By mid–century, the population of Caucasians in the US, currently
about 70% of the total, will drop below 50%.2 In an increasingly tight–and diverse–labor market,
companies will need cultural dexterity to attract and retain talent. The creation of an inclusive
culture that encourages productivity, creativity, and loyalty among all employees does not happen
overnight; companies that begin today will be more competitive in tomorrow's market.
1. PricewaterhouseCoopers. 2008. American perspectives. New York: PricewaterhouseCoopers LLP.
2. US Census Bureau. 2008.
02
A basis for resilience
What is the likelihood that a woman will lead your organization in the next five years?† A. A woman
is currently CEO of my company. B. It is likely. C. It is unlikely.
A 5%
Navigating today's economy and anticipating tomorrow's opportunity require an expanded way of
thinking. In that context, the diversity of an organization's talent base may be its greatest asset. The
concept of diversity is commonly framed around the traditional lines of race, gender, sexual
orientation, and cultural and educational background. Those dimensions are critical in their own
right, but when properly managed, they create cognitive diversity. This presence of multiple ways of
thinking enables what futurist and Diversity Leadership Forum

Cross Cultural Management Research
Introduction
Management in any corporation requires a strong management plan and involves diversity or one
type or another. Organizations that become multinational corporations have an even greater
challenge. These multinational corporations have to take into consideration factors such national
cultures and subcultures, religious beliefs and traditions, labor laws, and local regulation. These are
only a minute number of diversity issues a multinational corporation will face. This paper will
highlight several multinational corporations such as Exxon, Wells Fargo, Citi, Bank of America and
Hewlett Packard and how they have created strong international management plans to overcome the
numerous hurdles involved in cross cultural management to ... Show more content on
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Politics can play a part in the success of the new multinational company. Lastly, the company must
be aware of the countries legal systems. Depending on the countries legal system, court cases can
take five years to get through the legal system (Hodgetts, Luthans & Doh, 2005).
When a company has so many cultures working together, the company must be aggressive in
creating a management plan that will encourage and build togetherness among all employees.
Recognizing and understanding cultural differences allows management to create a strategic plan
that will satisfy its employees. Culture affects day to day activities in the business world and
"perhaps most important, culture affects how people think and behave," which means Riordan must
research and take the necessary steps to develop practices that will allow employees to embrace and
accept multiculturalism, (Hodges, Luthans, & Doh, 2005, p. 94).
To be a successful company internationally, management must adapt to the environment in which it
opens the doors of its business, and management should have an attitude where stereotypes and
generalizations are avoided, (Hodges, Luthans, & Doh, 2005, p. 92). Although there will be
challenges when a company is globalizing, opportunities are more readily available because
investments and global trade grows, which brings wealth and jobs to many places around the globe.
Understanding and respecting different cultures along

Exploring the Leadership Style of Ursula Burns Ceo of...
Exploring The Leadership Style of Ursula Burns CEO of Xerox Corporation
Myra A. Duke
Dr. Eddie Montgomery
Leadership and Organizational Behavior
June 9, 2013
It is rare nowadays for a person to become the top ranking executive at the same company they
intern with. Ursula Burns did just that by doing a summer internship with Xerox Corporation, and
going on to become the CEO twenty–nine years later. Ursula Burns was the first African–American
women to be name CEO of a Fortune 500 company, and first woman to succeed another woman as
the leader of a Fortune 500 company. Ms. Burns had very meager beginnings, she was raised by a
single mother in a New York City housing project with two siblings. She earned her bachelor's
degree in ... Show more content on Helpwriting.net ...
She beliefs in the core values of Xerox, and supports the practice and enforcement of these values.
When asked what happens to employees that violate the company's values, Ursula quickly and
frankly says these employees are fired even if they are high performing associates. There is little
difference between the person Ursula Burns is and how she runs Xerox. The Core Values of Xerox
are stated as: Succeed through satisfied customers; Aspire to deliver quality and excellence in
everything they do; Require a premium on assets; Use technology to develop market leadership;
Value the employees; and behave responsibly as a corporate citizen. These values are said to be the
moral compass by which the company does business with honesty and integrity. Ursula is direct and
outspoken in her expectations of the employees of Xerox, her values and ethical beliefs surely
resonate with company. Ms. Burns' beliefs there are certain standards that have to be met to ensure
high performance and integrity. Clearly communicating the possibilities, setting the agenda and the
tone of organization all contribute to the employees holding the values of the company close to
heart, and remembering to be ethical in all their behaviors.
As the CEO of Xerox Ursula Burns demonstrates many strengths and weakness, some of which
stand out more than others. Ms. Burns is very innovative not only in her leadership style, but also in
the products and services the company now offers. Last year in 2012,

Belonging Essay
HSC Subject Guide Belonging 2009 HSC: Area of Study – English – related material English HSC
2009 – 2012 is Belonging. What does belonging mean? From the Oxford Dictionary and Thesaurus:
belong, verb, 1) to be rightly put into a particular position or class; 2) fit or be acceptable in a
particular place or environment; 3) belong to be a member of; 4) belong to be the property or
possession of. Belonging, noun, affiliation, acceptance, association, attachment, integration,
closeness, rapport, fellow feeling, fellowship. Antonym: alienate, verb 1) cause to feel isolated 2)
lose the support or sympathy Synonyms for alienate, verb, estrange, divide, distance, put at a
distance, isolate, cut off, set against, turn away, drive apart, ... Show more content on
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You do not have to read a full book; a story from an anthology can be enough. You can also choose a
poem, a picture book, film or photographs. Remember though that you will need to discuss at length
the relevance of the chosen piece to write about how belonging is represented in the text, how are
the ideas about belonging brought out, how does the language of the text develop/convey those
images? Suggestions for related or supplementary material Fiction – filed alphabetically by author
(AF filed in the adult lending section and YA filed in Young adult section). Abdel–Fattah, Randa
Does my head look big in this? AF & YAAbdel–Fattah, Randa Ten things I hate about me YA
Achebe, Chinua Things fall apart AF Ali, Monica Brick Lane AF & YA
http://www.themanbookerprize.com/search Alcott, Louisa May Little women JF Anderson, Laurie
Twisted YAAnderson, M.T The astonishing life of Octavian nothing YAAtwood, Margaret The
handmaid's

Ursula Burns : The First African American Female Chief...
Women until the approximate last eighty hundred years have been seen as meek, soft, and only able
to handle the domestic needs of the family home. Even when the women were taking care of the
family home, the children, and at times the family business, they were still deemed second–class
citizens unable to have a voice in politics, family, and basic life needs. Luckily, with time,
consistency, and the support of men and women of all nationalities, we all have earned the privilege
of making choices for ourselves equally while being able to use our own voice. All of the struggles
and sacrifices paved the way for leaders both male and female, black or white that previously would
not have been allowed to have a voice, but now have changed the world in way never thought
possible.
These paved roads allow me to discuss Ursula Burns. Ursula Burns is the first African–American
female Chief Executive Officer. Not only is she a Chief Executive Office, but she is the CEO of
Xerox, which is also a Fortune 500 Company. Ursula's own road was not paved in gold, it was
exactly the opposite. A single mother on the lower East Side of Manhattan raised her. Ursula was
quoted stating that, "Many people told me I had three strikes against me: I was black. I was a girl.
And I was poor. Mom didn't see it that way. She constantly reminded me "where I was didn't define
who I was." (Ursula Burns, 2016)
With a great support system at home, that would allow her to flourish in her studies and to take a

Management Defn
1). Define Organisation and Management from different Authors or Management Gurus–5 pages
The definition of management is not static due to usage and practices by those in managerial
positions. Thus the meaning can change
This means that it is good if we can keep abreast of new development in this area.
It is enough if you have an adequate understanding of the definition of management. The better
approach is to know "the how to" and whether the way you manage things effectively accomplish
the targets of the tasks at hand. And thus helping, at the end of the day, to achieve the overall
objectives of your organization.
It is very difficult to give a precise definition of the term 'management'. Different scholars from
different ... Show more content on Helpwriting.net ...
This approach may be referred to Henry Fayol, who classified management activities into the
following categories:
Technical – referred to production department.
Commercial – relates to buying, selling and exchange.
Financial concerned with maximum utilization of capital.
Security concurred with protection of property and person.
According concerned with maintenance of accounts, presentation and statistics and
Management concerned to planning, organizing, commanding, coordinating and controlling.
Henri Fayol
talks of management as consisting of seven functions:
1. planning; 2. organizing; 3. leading; 4. coordinating; 5. controlling; 6. staffing, and 7. motivating.
F.W. Taylor: Management as a group of personnel
According to F.W. Taylor, "Management is the art of knowing what you want to do and then seeing
that they do it in the best and the cheapest may."
According to this approach human factor plays an important role in accomplishing business
objectives. management is concerned with those who have been managing the affairs of the
business. Managers are assigned duties and are also granted requisite authority to perform their
duties efficiently and thus, management is effective direction, coordination and control of individual
and group efforts to

A Study On My Life
Enter into this environment, a young, poor, black woman from the projects.
Ursula was not prepared for their program. She was the only female in a school of mostly white
men. The school existed outside of her comfort zone, in a different borough of New York. She had
to take additional classes to catch up with her peers. For probably the first time in her life, she
doubted herself and her decision to enter this prestigious school. But she was a quick study, and
after switching her major from chemical engineering to mechanical engineering, she found her way.
(Burns, Ursula M. Burns, n.d.)
In a pre–commencement dinner speech, on the day before she was to receive an honorary doctorate
from NYU, Ursula talked about how Brooklyn Poly changed her life. (Xerox CEO Ursula Burns
('80 ME): Poly Changed my Life, 2010) She talked about how Poly nurtured and prepared its
students for life in the school and beyond. Ursula credits Brooklyn Polytechnic with her ability to
provide for her children a life of opportunity, one very different from how she grew up. Her
education at Brooklyn Poly prepared her for her continued education at Columbia University, paving
the way to Xerox.
Other transition points. Throughout her life, Ursula Burns has experienced other transition points
that built on her early life and years at Brooklyn Polytechnic. During an employee meeting early in
her career at Xerox, she spoke up in reaction to what she viewed as an unnecessary response by a
senior

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