The Organizational Challenge
Philips / Matsushita 1998
1. How did Philips become the leading consumer electronics company in the world in the postwar era? What distinctive competencies did they build?
Starting in Holland, Philips, with 30.3 billion sales in 2004, is one of the leading consumer electronics company in the world. With current 159,709 employees in over 60 countries, It has five main business segments - Consumer Electronics, Domestic appliances and Personal care, Lighting, Medical systems, Components and Semiconductors. In addition, Philips has a two-layer system of Corporate Governance - Board of Management and Supervisory Board. The Board of Management is responsible for strategy formulation and deploymnet. The Supervisory Board consisting mostly of external directors plays the advisory and supervisal role.
When it comes to postwar era, the science and technology underwent the tremendous progress, and Philips also played a vital role in it. Numbers of invention like electric shaver, audio cassette and the development of transistors and integrated circuits were unrevealed to the world at that time. As we can see in the history of Philips, the state-of-the-art product innovation is its major competitive advantage. Furthermore, to get the bottom of it, this advantage was due to its famous teamwork tandition which was come from the shared but competitive leadership of the Philip's entrepreneurship. Philips calls it: BEST" - BUSINESS EXCELLENCE THROUGH SPEED AND TEAMWORK. This is also the most of the important administrative heritage of Philips.
In fact, the NOs (National Organizations) created to follow this administrative heritage of Philips what we mentioned above were given a great degree of independence during World War II. As a result of loosy federation they became adept at responding effectively to nation-specific market conditions, such as different technical standards and different consumer preferences. Philips of Canada created the company's first color TV; Philips of Australia created the first stereo TV and Philips of UK created the first TVs with teletext. While the NOs took the major responsibilities for financial, legal and administrative matters, 14 PDs (Product Divisions) located at Eindhoven were responsible for development, production and global distribution.
Traditionally, Philips has been one of the few MNCs in the world, with a long track record of innovations at local subsidiaries, which have developed strong research capabilities in different areas. In recent times, the challenge for Philips has been to adopt more flexible integrative process which is to balance decentralisation with controls and put in place suitable global coordination mechanisms.
2. How did Matsushita succeed in displacing Philips as #1? What were its distinctive competencies and incompetencies?
In the 1980s, Philips' competitive position weakened significantly. Competition from rapid technological change, emergence of global standards for electronic equipment and low cost Japanese manufacturer all contributed to the overtaking of Matsushita. Since Matsushita has much strong Konosuke Matsushita's personal management style, there are numbers of Matsushita historic events which are based on KM's own experience. For instance, as the company expanded to the export market, KM started to devise and institute a system of autonomous management, dividing his company into three divisions. Each corporate division had its own administration, and was in charge of its own manufacturing facilities, allowing Konosuke to delegate more responsibility, and offering managers an opportunity to learn all aspects of their business - from product development through sales.
Not only this powerful personal style but also the Japanese unique culture finally led to the centralized oritend organizaton model of Matsushita which can levelage the global efficiency on cost resuction and quality assurance from the advantage of its homebase. On the other hand, they could also establish the capability of advanced product research by this organizatial approach and increase their sustainable competencies on R&D.
This kind of approach, however, could be quite highly risky because lacking the global learning. In other words, it is more or less like the diversity of ecosystem. The higher diversity means the higner possibility to survive when the environment become very cruel. Actually, this is what global learning could benefit to an organization.
Source: Philips Website, www.philips.com; Panasonic Website, www.panasonic.co.jp
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