Quietly Brilliant: Transformational Change at HTC Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Stories

It defines that stories that are told by employees to other employees. These stories are related to an organization. Employees share history of the organization. Stories are told regarding role models and values. These stories can be told within the premises of the company as well as outside of the company.

Examples from the Case

Core values were shared by the CEO, Chou. He said that Smartphone were very focused by HTC but it was HTC’s characteristics as an innovator to keep on looking for new opportunities and new technologies. He told the story that East-West philosophy was the essence of HTC. Actions, observations, top management behaviour and cards helped HTC to discover “Quietly Brilliant”.

Chou shared a story that when HTC was founded, they were aggressive. They liked to go after things. HTC was committed to provide high quality to its customers. He also shared a story of early days that it was very difficult to meet the demand of Compaq as HTC’s production was limited.

Liu shared a story that HP would be ready to send its team. Their teams would be ready to work with us. He defined that relationship as “Peer-to-Peer relationship”

Liu said that HTC engineers were determined to fulfil the specification. Engineers were quit efficient to design a product as soon as the specifications were received. Liu also said that processes at HTC were not as same as in other organizations. Their processes were not longer as compared to other US companies.

Leadership of HTC was determined to build these capabilities into its workforce that include: benchmarking, root cause analysis and design capabilities.

The CEO, Chou was the one who generated new ideas. He anticipated that Personal Digital Assistance business would not be more profitable in the future. There would be intense competition among competitors and he provided a cure to HTC. He decided to move from Personal Digital Assistance business to Smartphone business. He anticipated the Smartphone market would grow at rapid rate. Chou also explained how HTC entered into Smartphone industry and difficulties they had to face.

There were no people at HTC who had his or her own interest. Everybody was working towards the same goal. They were cooperative with each other.

There were many heroes at HTC. Many personalities were highly respectable at HTC. Chou was the CEO of HTC and therefore he was the most respectable person at HTC.

Routines and Rituals

It focuses on the behaviours and actions of employees. It describes what actions of employees are valued by the management. It describes what will be the actions of employees in any particular situation. People who work in an organization have particular set of actions. Routines and rituals highlight those set of action or rule of doing anything.

Examples from the Case

Talented people would be able to make it possible to be “Quietly Brilliant”. HR department made its recruiting process “Simple” and “Surprise”. Employees got associated with company’s brand values just because of that HR action.

HTC was growing so they decided to create awareness in the consumers. They launched a campaign with tagline “you don’t need to get a phone; you need a phone that gets you”. You campaign was the great success for HTC. Customer at the centre and simplicity was HTC’s commitment to fulfil the need of their customers. It was said by Croyle that major emphasis was given on the design of the phone and it had become HTC’s culture.

Once Chou said that they had similarity but they could not be the same. But decisions were made on collective basis. HTC had norm to higher good people. Good people were seen as responsible and they would have an attitude. At HTC, nothing was impossible. They tried to make every product once they have decided. Magic Lab was responsible to introduce new innovative features. HTC was a determined company and its leadership was determined to go global. Chou said in order to be a brand, globalization would be the last option. It was never easy to get done. HTC did not have capabilities and experience. HTC used to pay close attentions to details. HTC management had problem solving approach..................................