Strengths
• Bill Brady's organization is large and well established.
• The organization is in a reliable and steady sector (finance)
• Low employee turnover and loyal long-term staff
• Review staff works on site to initiate needed changes.
• Change is being planned and managed strategically
Weaknesses
• Clash between Bill and Ben's vision for the organization
• Ben initiated his own plan without consulting Bill, indicative of organizational culture problems
• Near the limit for Securities and Exchange Commission (SEC) regulations for administering accounts prevents them from expanding
• High administration costs (highest in the industry)
• Impending to reduce staff (possibly through attrition and automation of some tasks) risks changing the organizational culture
• Need to improve performance standards and appraisals but no clear method has yet been implemented
Opportunities
• Ben Sage has replaced the old leader, offering the potential for positive and creative change for the next generation.
• The new efficiency review and operations planning group offer the opportunity for improved efficiency and performance.
• Claire Wong's review planning group has devised a systematic method of evaluating each work unit to determine which specific tasks and functions can be automated, rather than focusing on which staff members or positions to eliminate -- thereby creating the opportunity for positive growth and change.
Threats
• External (environmental) changes include investment banking trending towards larger account management
• Competition from smaller banks for smaller accounts cuts into the organization's small account business
• New clients are coming in slowly
• Inflation rates are high
• Unemployment levels are high
References
Organizational Communication: Bill Brady Case.
SWOT Analysis. Retrieved online: https://www.mindtools.com/pages/article/newTMC_05.htm
SWOT Analysis. Retrieved online: http://ctb.ku.edu/en/table-of-contents/assessment/assessing-community-needs-and-resources/swot-analysis/main
