The most important factors were: (1) Change of name, we can compare this is the most recently problem Gap suffered when changing its logo; it was only the logo, it is definitely worst when the name has to be changed, Shih knew people had already brand identity to Multitech as mentioned in page 56 he knew they had to start all over again, (2) Acquisition of Altos, Acer paid too much for a company that was having losses for the two previous years. Not taking this into consideration, Liu faced a problem many CEO’s suffer they think they would be able to change a company like Altos and in the future take advantage of it, but within the same year Altos had a loss of more than 20 million, (3) Shortage of management, due to the rapid growth of the company the number of employees increased but not the number of managers until Shih noticed this situation and hired people to fill the positions, however this new employees did not know anything about Acer’s culture, and the (4) Shift of company’s culture; Acer began to move from its “commoner’s culture” like specified in page 57, Shih perceived it and knew he needed to pay attention to this change, as well as to be conscious of the then current financial situation of the
The most important factors were: (1) Change of name, we can compare this is the most recently problem Gap suffered when changing its logo; it was only the logo, it is definitely worst when the name has to be changed, Shih knew people had already brand identity to Multitech as mentioned in page 56 he knew they had to start all over again, (2) Acquisition of Altos, Acer paid too much for a company that was having losses for the two previous years. Not taking this into consideration, Liu faced a problem many CEO’s suffer they think they would be able to change a company like Altos and in the future take advantage of it, but within the same year Altos had a loss of more than 20 million, (3) Shortage of management, due to the rapid growth of the company the number of employees increased but not the number of managers until Shih noticed this situation and hired people to fill the positions, however this new employees did not know anything about Acer’s culture, and the (4) Shift of company’s culture; Acer began to move from its “commoner’s culture” like specified in page 57, Shih perceived it and knew he needed to pay attention to this change, as well as to be conscious of the then current financial situation of the