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Decision making

In the past a committee made all critical decisions. The Board is authorized to decide on matters like these because it pertains to how Walt Disney will be managed in the future. As Disney animator Ward Kimball explained it, “any organization that was built by one man, one man’s tastes and choices, will have a tough time adjusting to the rule of the committee where decisions are split among a group of people. ” The board even requests management to allow them to nominate candidates for the remaining open seat for an independent director (Disney Meetings).

In terms of doing their long and short-term planning, according to a statement released by Disney following the meeting, “Among the items also discussed during the meeting were Disney’s short- and long-term financial performance and trends, a review of the company’s corporate governance guidelines including duties for the Chair, director independence, the Board’s ongoing search for a new independent director, and succession planning for the CEO and other senior executives. ” (Goldhaber, M.. 2004). Management continues the “bottom-line first” method of management.

Eisner is concentrating on short-term gains regardless of long-term implications. According to the Hollywood Renegades article, “by the time the movie moguls celebrated the

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golden year of the American film golden age, Hollywood had perfected the most complete and complex system of filmmaking in existence. Each major movie company had vast resources that were coordinated in such a way to give the studio authority over every aspect of film, from the beginning of a story idea to the actual showing in theaters. This highly-controlled process was known as the Hollywood studio system.

” (Aberdeen, J. A. Hollywood Renegades). This ties up with learning, just as importantly since this involves self-examination from the employees and up the organizational chart, seeking for strengths and maximizing it, zooming on mistakes and inefficiencies and eliminating or minimizing them, and after every step of improvement, includes patting everyone involved at the back and rewarding them for a job well done. If the managers knew what makes their employees unsatisfied and unhappy, they can offer more to the existing and incoming batches of employees.

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