Employee recognition at Intuit Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Employee recognition at Intuit Case Solution

Introduction

In the year 1982, Scoot Cook, who was an MBA from Harvard with consumer marketing experience at Proctor and Gamble and a consultant background at Bain and Company, was thinking to setupa company which would provide software for the personal computer. In 1983, Cook decided to leave Bain and company and started his business as an entrepreneur. In the year 1983, Cook started to take his business seriously and in March 1983, Cook was looking for a computer programmer and for this he was on the Stanford campus handing out flyers and over there he met Tom Proulx.

Proulx was a student and was studying electrical engineering and computer sciences. Proulx also wanted to start a software company and was thinking about potential products that would have wide appeal. Proulx recognized the market potential of the business idea of Cook and agreed to do programming work for him while he was still studying.

In 1984, Intuit released its first product, quicken,which was designed to be intuitive and easy to use by the general public. Cook and Proulx have also analyzed 46 competitive products that were liked and disliked by the potential consumers. The product of the company took time to get commercial success but once it took hold in the market place, the product dominated the market for personal finance software.
The company managed to identify the needs and wants of the consumers and the company launched a program called Follow Me Home. In this the Intuit’s representatives met consumers in retail stores and then went home with them to observe how they installed and used the product in order to collect information to improve existing products or develop new ones.

In the year 1992, the company launched Quick Books, which is an accounting program for small business. The company went public in the year 1993 and later that year it acquired Chip Soft, the maker of Turbo Tax personal tax software.
From the year 1996 to 2005 the company went through a cycle of acquiring a variety of product lines, which it eventually divested. By the year 2007, the company was focused on its core business of personal finance, small business accounting and tax preparation software for individuals, accountants and small businesses. In the year 2000, Steve Bennett became the CEO of the company.

Issues

The company is facing some issues in motivating its employees regarding the culture of the company. The employees are more focused on receiving the rewards and they are making efforts to receive their awards by performing well however,the culture of the company should be aligned with the objectives of the company. The culture of the company has built the importance of the rewards and spotlight program to such an extent that the culture of the organization has been built around the spotlight program. Eliminating the program will make the employees demotivated. However, some of the employees in the organization feel demotivated and the criteria of providing the rewards are not acknowledged by them.

The young employees of the organization have different needs and the senior ones have different however,the company has categorized same rewards for the older and newer employees. The young employees feel demotivated as they do not get what they want from their efforts in terms of rewards. The recognition of efforts to the new employees is the same but this is not enough for them to be recognized.

The process of providing rewards is simple and the rewards can be provided by any senior personnel in the organization, which gives the chances of making inefficient rewards to the employees. The managers have the opportunity of providing employees with rewards and this authority can be misused as they can be biased in providing rewards...........................

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