The Eastman Kodak Company Structure And Beyond Essay

779 Words Sep 13th, 2015 4 Pages
Introduction The Eastman Kodak company, founded in the late 1880’s, began as an organization that manufactured wooden boxes which captured images on film. In 1989, the company went through a major restructuring after facing several problems such as competition and high costs, declining customer satisfaction, and low employee moral (Bolman & Deal, 2008). At the forefront of this change was Kodak’s CEO at the time, Colby Chandler, who reorganized the company into six “flows” which were based on a process of transforming raw materials into finished products (Bolman & Deal, 2008). One of these six flows was the black and while film division. Performance measures and standards were created for productivity and the focus of this flow was external customer satisfaction; all other areas within the company were to support the process (Bolman & Deal, 2008). By restructuring the way in which they operated internally, Kodak was able to see success within the company structure and beyond.
Human Resource Strategies In Reframing Organizations, Bolman and Deal (2008) outline six basic human resource strategies that allow organizations to have productive people management: build and implement a strategy, hire the right people and keep them, invest in them and empower them, and promote diversity. One human resource strategy that Kodak implemented was developing a shared philosophy for managing people and putting systems in place in order to do this effectively. They reorganized the…

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