Harley Davidson Case
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1. What kind of culture does Harley have? How does organizational culture affect IT driven change?
Harley-Davidson puts high value on
ÐŽ§individual participationÐŽÐ and
ÐŽ§teamworkÐŽÐ in terms of
organizational culture. It also
applies the concept of ÐŽ§self-
directed teamsÐŽÐ derived from this
organizational culture.
Harley-Davidson has developed
group leadership of IS function
based on collaborative organizational culture. Each circle has its own IS Director,
and three IS Directors from three circles organize ÐŽ§Office of the CIOÐŽÐ which
provides IS leadership enterprise-wide.
Each circle has an Information Technology Circle (ITC) consisted of pairs of senior
IS people and end users representing each site and function.
Organizational structure of IS function at Harley-Davidson is based on ÐŽ§individual
participation,ÐŽÐ ÐŽ§teamworkÐŽÐ and ÐŽ§self-directed teamsÐŽÐ in its nature. All the IS
functions are working on team basis, and every site & non-IS function has
opportunities to participate in relevant ITC and suggest their concerns and opinions
on behalf of their team.
This collaborative & autonomous atmosphere at Harley-Davidson has made IT
driven change well-aligned with businesses and possible to meet each circleÐŽ¦s requirements on business and IT.
In SiLÐŽ¦K project, however, Harley-Davidson tries ÐŽ§centralizedÐŽÐ approach to
implement ERP system enterprise-wide. It is evidence that shows Harley-
DavidsonÐŽ¦s endeavor to transform from entrepreneurial organization to hybrid or
network organization.
2. What is your overall assessment of Garry BerrymanÐŽ¦s change program? Did it take too long? How might have you done it differently?
▪ Berryman executed change program mainly from the three points of view which were setting the stage, stages in action and supplier selecting.
1) Setting the stage
Driving an importance force for changes to new efficient systems. So developed corporate wide SMS which goal was providing with the right product, at the right time, with the best quality, for the lowest cost. In terms of hurdles introducing changes into purchasing processes & systems, Harley is rooted in their long history, around 100 years. An old custom hardly change frequently. To break the customs, it encouraged employees to ÐŽ§get wildÐŽÐ in thinking and took brainstorming session.
As a result of trying to change of existing organization, He tried to minimize the employees complaining and problems.
2) Stages in action(Supplier Information Link, SiLÐŽ¦K)
Forming a Project team that acted as a driver of two important activities; mapping the ÐŽ§as isÐŽÐ procurement processes and conducting a stakeholder survey, mapping ÐŽ§to beÐŽÐ process representing a future vision. Using Biz Integrated model highlighted People, Processes & Technology
3) Supplier selecting
At final steps, Harley would tried to take a software provider. So with focusing on the presentation, revision of IT experience, Harley chose final 3 candidates before one selection.
„Ñ- In our opinion, as a whole BerrymanÐŽ¦s change program must be effective at all. Understanding the HarleyÐŽ¦s culture and trying to change the employeesÐŽ¦ mind, taking into practice, then selecting best supplier in progress was well organized strategy we really think.
We believe firmly it took quite reasonable period required approximately 3 years. From 1996 to 1998 to select software provider. Viewing in the