8 wipe out the competitor two objectives are

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8. Wipe out the competitor. Two objectives are important here: to shut down the competitor so firmly that it will conduct no further negotiations with our employee, and to shut down the competitor in such a manner that it believes it has wasted its time plant began volume shipments. But we still insisted on continual improvement from the rest of the company, and we adjusted our quarterly figures to measure it. A version of this article appeared in the July–August 1990 issue of Harvard Business Review . No Excuses Management 26 of 28 6/14/2018, 2:27 AM
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trying to hire away from Cypress. The employee should call the competition and turn down the offer and, in doing so, make it clear that he or she does not want counter offers and continuing negotiations. A model response goes something like this: “There was no counter offer, I just want to stay at Cypress. I think my long-term interests are served by being here. The same hour that I told my boss I was thinking about leaving, I had meetings with my boss, the vice president, and T.J. Rodgers. When they made the comparisons between my career at Cypress and at your company, it was clear that I made a mistake in thinking about leaving. I really do not want to take any time to come over to talk to you; my mind is made up. It would not be helpful to change your offer monetarily; I am fairly paid and have a good stock-option package. Money is not the issue.” 9. Prevent the next problem. The last step in the process is really the first step: sit down, think about your people, try to anticipate where you might have a problem in the future, and fix it before it starts. T.J. Rodgers is President, Cypress Semiconductor, San Jose, California. No Excuses Management 27 of 28 6/14/2018, 2:27 AM
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Related Topics: ORGANIZATIONAL STRUCTURE | PRODUCTIVITY This article is about COMMUNICATION FOLLOW THIS TOPIC No Excuses Management 28 of 28 6/14/2018, 2:27 AM
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