Case analysis Case analysis: Pace Technologies

Management Case Analysis
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Too Much Intelligence?
Pace Technologies is rapidly growing due to its reputation for aggressive business intelligence. On part of its growth was contributed by the sales manager, Ken Bodine, that had the right energy and attitude to outdo other competitions in the market. Bodine hires from the top business schools within the area, which creates a superior sales team in terms of business strategies. This further developed the "cutthroat" culture of the company. In one major assignment, Bodine pitted two of his staff members, Cody Rudisell and Ali Sloan, to submit a proposal and secure a major account with a company that expanded into the region. On the day before their presentation, Cody revealed his presentation to Ali, which includes many Raleigh-Tech's trade secrets. Cody assumed that he had the upper hand against the competition since he based his actions to the negative traits of Bodine. Cody disregards any possible consequences that his presentation has since he believes that the espionage side of Bodine will love the information. Ali tried to knock some sense out of Cody like reminding him that his actions are unethical and illegal. However, Cody didn’t listen and walked away. Ali felt conflicted about Cody's presentation since its unethical and illegal. Ali sat in silence as she ponders the possible consequences of her next move.
Answer to Questions
1 Ken Bodine shaped the sales culture by further establishing a degree of innovation in sales and fast-paced marketing; however, he also created an aggressive cutthroat culture that creates tension among the employees. The employees are indulged a “survival of the fittest” culture where there is no time for mercy for the competition.
I consider the culture in Pace’ technologies as post-conventional level. They have their own sense of justice and thinks about what is right based on their own standard. Additionally, the post-conventional level of ethics of individuals are guided by their own principles and even disobey rules if it violates the principles or the rule of law (Daft, 2008). Added by Daft (2008), the postconventional level leaders are more transformative. This is consistent with Bodine's way of innovating sales in the work place and changing the culture. The employees will feel empowered with full participation; however, the resulting concern with Cody in the scenario is that he used illegal means to follow his own principles and take advantage of the secrets of the other company. This is post-conventional since he followed his self-chosen standards and break other standards, if ever, they are hindering Cody’s way towards achieving his goal.
2 Ali Sloan shouldn't do anything. Ali Sloan is not morally responsible to do anything since she already told Cody the possible consequences like the different sorts of trouble that Cody will face but Cody did not listen. Cody made a decision to do unethical and illegal actions, so, let Cody deal with the possible problems later. At the end of the day, It's Bodine who will assess the proposals. If Bodine agrees with Cody, then its Cody's win but the problem in this situation is that the company's culture is not about ...