History Of Microsoft Corporation

Satisfactory Essays
Microsoft Corporation
Microsoft Corporation began company operations on April 4, 1975. Bill Gates, together with Paul Allen established the company and engaged in the business of computer technology. The overall management of the company was carried by Bill Gates who stayed in the position until 2000. The company found lucrative venture in Microsoft Windows operating system together with Microsoft Office business productivity software. The leadership of Mr. Gates was then transferred to Mr. Steve Ballmer who was also amazed by the huge opportunity of Office and Windows.
Mr. Ballmer believed that the future of Microsoft is built on a long-term commitment to effectively carry out company operation in the midst of the growing global diversity and business competition. Company initiatives are geared towards striving to become one with the people in realizing their innate capabilities (Microsoft). The company understands that global competitiveness is an actual component of the core values and business imperatives of every organization. This is the reason why the company employs the best talents from all over the world to be able to have an edge over other competitors. Additionally, the company’s competitiveness will bring about better services for their customers as well as to their business associates.
Mr. Steve Ballmer joined Microsoft Corporation in 1980 and became the company’s first business manager. He was a product of Harvard University where he earned the degree in Mathematics and Economics. He had previous working experience with Procter and Gamble Company where he served as assistant product manager and decided to pursue further studies at the Graduate School of Business in Stanford University (MS). Before his appointment ...

... middle of paper ... Courses of Action (ACA)
Change the CEO with an insider.
Change the CEO with an outsider.
Replace the head of human resources department.
Adopt Alternatives 1 and 3.
Adopt Alternatives 2 and 3.
There is a need to adopt alternative course of action number 4 on the basis of having a new CEO who knows the present culture of the organization and the corresponding internal problems. There is also a need to change the human resource officer and change organizational culture to a more dynamic and organization-centered approach. It can be noted that because the present strategy is employee-centered, many employee become personally interested with their own goals at the expense of the organization. Having a new structure that is responsive to the vision and mission of the organization will help a lot in achieving a bigger market share in future operations.
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