Many CEOs, CFOs and COOs to whom we’ve talked feel that, like never before, their plates are full with managing the day-to-day operations of their businesses. Ever more demanding customers, relentless pressure to reduce costs, and maintaining a productive and satisfied workforce are just a few of the issues that consume days, weeks
and months in massive chunks. “Strategic thinking” becomes a luxury pushed to the bottom of the pile.
Effective product sourcing from emerging markets can be a complex undertaking. Long lead times and demand volatility can disrupt a company’s supply chain operations; customers are all too often unsympathetic to supply problems that result.
How could a flagship healthcare institution renowned for superb patient care find itself facing a financial crisis so severe that its very future was at risk? When the U.K.’s independent hospital regulator, known as Monitor, hired Alvarez & Marsal Europe, this was the very basic, yet extraordinarily complex, question at hand.
As the economy continues to improve, the advantage pendulum that swings between employer and employee is returning to center. Job growth is accelerating. And more, better quality, better paying positions are being created. While this news is encouraging for the overall economy, labor market improvements are presenting new challenges for corporate management. Creating a meaningful, cost-effective reward system is one of the most important challenges organizations will face as the market continues to improve.