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    The Executive in Action: Three Drucker Management Books on What to Do and Why and How to Do It
    The Executive in Action: Three Drucker Management Books on What to Do and Why and How to Do It
    The Executive in Action: Three Drucker Management Books on What to Do and Why and How to Do It
    Ebook1,031 pages16 hours

    The Executive in Action: Three Drucker Management Books on What to Do and Why and How to Do It

    By Peter F. Drucker

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    Three complete Drucker management books in one volume — Managing for Results, Innovation and Entrepreneurship, and The Effective Executive with a new preface by the author.

    In his preface, Peter F. Drucker says: "These three books should enable executives — whether high up in the organization or just beginning their career
    — to know the right things to do;
    — to know how to do them; and
    — to do them effectively.Together, these three books provide The Toolkit for Executive Action."

    Drucker identifies and explains the practices, decisions and priorities for achieving business performance and executive effectiveness. These books cover "the three dimensions of the successful practice of management." Managing for Results was the first book to explain business strategy. Drucker shows how the existing business has to focus on opportunities rather than problems to be effective, for it is the opportunities that will bring growth and performance. Innovation and Entrepreneurship analyzes the challenges and opportunities of America's new entrepreneurial economy. It is a superbly practical book that explains what established businesses, public service institutions and new ventures have to know, learn and do to prepare and create the successful businesses of tomorrow. In The Effective Executive, Drucker discusses the five practices and habits that must be learned for executive effectiveness. Ranging widely through business and government, he demonstrates the distinctive skill of the executive and offers fresh insights into old and seemingly obvious situations. Together, these three books have sold more than a million copies; they have been published throughout the world and continue to sell actively. These are essential works for the executive and manager by "the dean of this country's business and management philosophers." —Wall Street Journal

    LanguageEnglish
    PublisherHarperCollins
    Release dateJan 7, 2014
    ISBN9780062340696
    The Executive in Action: Three Drucker Management Books on What to Do and Why and How to Do It
    Author

    Peter F. Drucker

    Peter F. Drucker is considered the most influential management thinker ever. The author of more than twenty-five books, his ideas have had an enormous impact on shaping the modern corporation. Drucker passed away in 2005.

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      The Executive in Action - Peter F. Drucker

      CONTENTS

      Preface

      MANAGING FOR RESULTS

      INNOVATION AND ENTREPRENEURSHIP

      THE EFFECTIVE EXECUTIVE

      Index

      About the Author

      Back Ads

      Books by Peter F. Drucker & Joseph A. Maciarello

      Credits

      Copyright

      About the Publisher

      PREFACE

      There are many How-to-Do-It management books; few, however, tell the executive what to do, let alone why. There are equally a great many What-to-Do management books; but few of them tell the executive how to do it. Yet treatment without diagnosis is as useless as diagnosis without treatment. In any practice the two go together—and Management is a Practice.

      The three books of mine, here brought together in one volume, embrace the three dimensions of the successful practice of management:

      Managing the Existing Business—Managing for Results

      Changing Tomorrow’s Business—Innovation and Entrepreneurship

      Managing Oneself—The Effective Executive

      Each of these three books is distinct and self-contained. Yet in the executive’s work the three are always joined. Managing the Existing Business is the first day-to-day task no matter how clear the executive’s vision; no matter how brilliantly he or she plans for the future and innovates, today’s business has to be managed for results now or there will be no tomorrow. What knowledge is needed for that job? What actions have to be taken? What pitfalls to be avoided? And what results should—perhaps must—be attained?

      Conversely, the seemingly most successful business of today is a sham and a failure if it does not create its own and different tomorrow. It must innovate and re-create its products or services but equally the enterprise itself. Business is society’s change agent. All other major institutions of society are designed to conserve if not to prevent change. Business alone is designed to innovate. No business will long survive, let alone prosper, unless it innovates successfully. And neither innovation nor entrepreneurship are inspiration, let alone flash of genius. They are disciplines and require concepts, tools, and organized, systematic work.

      Finally, no matter how brilliant individual executives are or how hard they work, they will be failures and their efforts will be futile unless they are effective. It is not so terribly difficult to be an effective executive. All it requires are a few habits—that is, doing a few things day in and day out and not doing a few other things. Yet few of the many executives with whom I have worked over more than fifty years were truly effective. They were mostly very bright, worked mostly very hard, yet had little to show for their ability, their knowledge, their hard work. The reason is simply that the modern organization—and with it executives in significant numbers—only emerged a little over a century ago and the human race is a slow learner.

      To be sure, there have been naturals throughout human history. The most effective executive on record of whom we have any information was surely that minister of an ancient Egyptian pharaoh who, all of 4250 years ago, conceived the first pyramid (without any precedent whatever for such an edifice) designed it and built it—and it still stands today without once having to be re-engineered. And he did so without any management books to help him and surely without having an MBA. But we need far too many effective executives to depend on geniuses. And then there is need for a discipline—the discipline for being an effective executive.

      Together these three books should enable executives—whether high up in the organization or just beginning on their career—but also those men and women who are studying today to become executives tomorrow:

      —  to know the right things to do;

      —  to know how to do them; and

      —  to do them effectively.

      Together these three books provide The Tool Kit for Executive Action.

      MANAGING FOR RESULTS

      ECONOMIC TASKS AND RISK-TAKING DECISIONS

      Contents

      Preface

      Acknowledgment

      Introduction: The Task

      PART I:

      UNDERSTANDING THE BUSINESS

      1. Business Realities

      2. The Result Areas

      3. Revenues, Resources, and Prospects

      4. How Are We Doing?

      5. Cost Centers and Cost Structure

      6. The Customer Is the Business

      7. Knowledge Is the Business

      8. This Is our Business

      PART II:

      FOCUS ON OPPORTUNITY

      9. Building on Strength

      10. Finding Business Potential

      11. Making the Future Today

      PART III:

      A PROGRAM FOR PERFORMANCE

      12. The Key Decisions

      13. Business Strategies

      14. Building Economic Performance into a Business

      Conclusion: The Commitment

      Bibliography

      Prefece

      Managing for Results was the first book to address itself to what is now called business strategy. It is still the most widely used book on the subject. When I wrote it, more than twenty years ago, my original title was, in fact, Business Strategies. But strategy in those days was not a term in common usage. Indeed, when my publisher and I tested the title with acquaintances who were business executives, consultants, management teachers, and booksellers, we were strongly advised to drop it. Strategy, we were told again and again, belongs to military or perhaps to political campaigns but not to business.

      By now, of course, business strategy has become an in term. Yet in retrospect I am glad we changed the title. To be sure, Managing for Results may be less sexy. But it is far more descriptive of what this book tries to do. Above all, it expresses the book’s premise: businesses exist to produce results on the outside, in the market and the economy. On the inside there are only costs. Indeed, what are commonly called profit centers are as a rule really cost centers. Managing for Results therefore begins with an analysis of what the book calls business realities—the fundamentals and constants of the outside environment, the things the business executive has to consider as givens, as constraints, as challenges. And it proceeds to discuss how a business positions itself in respect to these realities to convert them into opportunities for performance and results.

      This explains, I believe, why this book, after twenty years, is still far more comprehensive than books on strategy alone. It pioneered practically everything to be found in these books: the analysis of markets and products (it contains the first classification of products—today’s breadwinner, for instance); the organized abandonment of the old, the obsolete, the no-longer productive; the rewards for leadership; and the objectives of innovation. But it also—and in this it still stands alone—showed how to analyze the environment and how to position a business in it. It was the first—and by and large it still is the only—book to try to balance managing today’s business with making the business of tomorrow. And it concludes by linking business as an economic institution measured by economic results and business as a human organization. The last chapter deals with building performance into the organization. The book thus was the first to attempt an organized presentation of the economic tasks of the business executive managing a business organization.

      Above all, as the introduction states, this book took the first step toward a discipline of economic performance in business enterprise. Never has such a discipline been needed more than it is today, when the economic, social, technological, and political environments in which businesses live and operate are changing faster than ever before, and when every business therefore needs to ask the questions which this book raises and answers: What are the realities of this business? What are its result areas? How are we doing? and What is this business and what should it be?

      Claremont, California

      Thanksgiving Day, 1985

      Acknowledgment

      This book owes much to the editorial assistance given by my wife, Doris, and by my friend, Hermine Popper. Each read the manuscript several times and at several stages—for sense and sequence as well as for style, diction, and sentence structure. Their sensitivity to a misplaced thought and their intolerance of a misplaced word are in large measure responsible for whatever clarity, conceptual or textual, this book possesses. I am all the more grateful for their help as both interrupted urgent and important work of their own to read and edit Managing for Results.

      Introduction: The Task

      This is a what to do book. It deals with the economic tasks that any business has to discharge for economic performance and economic results. It attempts to organize these tasks so that executives can perform them systematically, purposefully, with understanding, and with reasonable probability of accomplishment. It tries to develop a point of view, concepts and approaches for finding what should be done and how to go about doing it

      This book draws on practical experience as a consultant to businesses of all kinds and sizes for a good many years. Everything in it has been tested and is being used today effectively in real businesses. There are illustrations of, and references to, concrete situations on almost every page—drawn mostly from the United States (simply because most of my experience has been here) but also from Europe, Japan, and Latin America.*

      Though practical rather than theoretical, the book has a thesis. Economic performance, it asserts, is the specific function and contribution of business enterprise, and the reason for its existence. It is work to obtain economic performance and results. And work, to yield results, has to be thought through and done with direction, method, and purpose. There is however, so far, no discipline of economic performance, no organization of our knowledge, no systematic analysis, no purposeful approach. Even the sorting out and classification of the tasks have yet to be done. The foundation for systematic, purposeful performance of the specific task and function of business enterprise is thus still missing.

      There are a good many successful businesses and effective executives—as there are many with at best mediocre results. One searches in vain, however, for an analysis that identifies what the successful are doing to give them results. Nowhere is there a description even of the economic tasks that confront a business, let alone how one goes about tackling them. To every executive’s desk come dozens of problems every morning, all clamoring for his attention. But there is little to tell him which are important and which merely noisy.

      This book lays little claim to originality or profundity. But it is, to my knowledge, the first attempt at an organized presentation of the economic tasks of the business executive and the first halting step toward a discipline of economic performance in business enterprise.

      II

      The book is divided into three parts. The first—and longest—stresses analysis and understanding. Chapter 1 deals with the Business Realities—the situation most likely to be found in any business at any given time. The next three chapters (chapters 2, 3,4) develop the analysis of the result areas of the entire business and relate them to resources and efforts on the one hand and to opportunities and expectations on the other. Chapter 5 projects a similar analysis on the cost stream and cost structure—both of the individual business and of the economic process of which it is part.

      Chapters 6 and 7 deal with the understanding of a business from the outside where both the results and the resources are. These chapters ask, What do we get paid for? and What do we earn our keep with? In Chapter 8 all analyses are pulled Together into an understanding of the existing business, its fundamental economic characteristics, its performance capacity, its opportunities, and its needs.

      Part II focuses on opportunities and leads to decisions. It discusses the opportunities and needs in each of the major economic dimensions of a business: making the present business effective (Chapter 9); finding and realizing business potential (Chapter 10); making the future of the business today (Chapter 11).

      The last—and shortest—part presents the conversion of insights and decisions into purposeful performance. This requires that key decisions be made regarding the idea and objectives of the business, the excellences it needs, and the priorities on which it will concentrate (Chapter 12). It requires a number of strategic choices: what opportunities to pursue and what risks to assume; how to specialize and how to diversify; whether to build or to acquire; and what organization is most appropriate to the economics of the business and to its opportunities (Chapter 13). Chapter 14 finally embeds the entrepreneurial decisions for performance in the managerial structure of the organization—in work, in business practices, and in the spirit of the organization and its decisions on people.

      The Conclusion projects the book and its thesis on the individual executive and his commitment—and especially on the commitment of top management.

      Any first attempt at converting folklore into knowledge, and a guessing game into a discipline, is liable to be misread as a downgrading of individual ability and its replacement by a rule book. Any such attempt would be nonsense, of course. No book will ever make a wise man out of a donkey or a genius out of an incompetent. The foundation in a discipline, however, gives to today’s competent physician a capacity to perform well beyond that of the ablest doctor of a century ago, and enables the outstanding physician of today to do what the medical genius of yesterday could hardly have dreamt of. No discipline can lengthen a man’s arm. But it can lengthen his reach by hoisting him on the shoulders of his predecessors. Knowledge organized in a discipline does a good deal for the merely competent; it endows him with some effectivenes. It does infinitely more for the truly able; it endows him with excellence.

      Executives have me economic job anyhow. Most work at it hard—too hard in many cases. This book poses no additional work. On the contrary, it aims to help them do their job with less effort and in less time, and yet with greater impact. It does not tell them how to do things right. It attempts to help them find the right things to do.

      PART I

      UNDERSTANDING

      THE BUSINESS

      1 Business Realities

      That executives give neither sufficient time nor sufficient thought to the future is a universal complaint. Every executive voices it when he talks about his own working day and when he talks or writes to his associates. It is a recurrent theme in the articles and in the books on management.

      It is a valid complaint. Executives should spend more time and thought on the future of their business. They also should spend more time and thought on a good many other things, their social and community responsibilities for instance. Both they and their businesses pay a stiff penalty for these neglects. And yet, to complain that executives spend so little time on the work of tomorrow is futile. The neglect of the future is only a symptom; the executive slights tomorrow because he cannot get ahead of today. That too is a symptom. The real disease is the absence of any foundation of knowledge and system for tackling the economic tasks in business.

      Today’s job takes all the executive’s time, as a rule; yet it is seldom done well. Few managers are greatly impressed with their own performance in the immediate tasks. They feel themselves caught in a rat race, and managed by whatever the mailboy dumps into their in tray. They know that crash programs which attempt to solve this or that particular urgent problem rarely achieve right and lasting results. And yet, they rush from one crash program to the next. Worse still, they known that the same problems recur again and again, no matter how many times they are solved.

      Before an executive can think of tackling the future, he must be able therefore to dispose of the challenges of today in less time and with greater impact and permanence. For this he needs a systematic approach to today’s job.

      There are three different dimensions to the economic task: (1) The present business must be made effective; (2) its potential must be identified and realized; (3) it must be made into a different business for a different future. Each task requires a distinct approach. Each asks different questions. Each comes out with different conclusions. Yet they are inseparable. All three have to be done at the same time: today. All three have to be carried out with the same organization, the same resources of men, knowledge, and money, and in the same entrepreneurial process. The future is not going to be made tomorrow; it is being made today, and largely by the decisions and actions taken with respect to the tasks of today. Conversely, what is being done to bring about the future directly affects the present. The tasks overlap. They require one unified strategy. Otherwise, they cannot really get done at all.

      To tackle any one of these jobs, let alone all three together, requires an understanding of the true realities of the business as an economic system, of its capacity for economic performance, and of the relationship between available resources and possible results. Otherwise, there is no alternative to the rat race. This understanding never comes ready-made; it has to be developed separately for each business. Yet the assumptions and expectations that underlie it are largely common. Businesses are different, but business is much the same, regardless of size and structure, of products, technology and markets, of culture and managerial competence. There is a common business reality.

      There are actually two sets of generalizations that apply to most businesses most of the time: one with respect to the results and resources of a business, one with respect to its efforts. Together they lead to a number of conclusions regarding the nature and direction of the entrepreneurial job.

      Most of these assumptions will sound plausible, perhaps even familiar, to most businessmen, but few businessmen ever pull them together into a coherent whole. Few draw action conclusions from them, no matter how much each individual statement agrees with their experience and knowledge. As a result, few executives base their actions on these, their own assumptions and expectations.

      1. Neither results nor resources exist inside the business. Both exist outside. There are no profit centers within the business; there are only cost centers. The only thing one can say with certainty about any business activity, whether engineering or selling, manufacturing or accounting, is that it consumes efforts and thereby incurs costs. Whether it contributes to results remains to be seen.

      Results depend not on anybody within the business nor on anything within the control of the business. They depend on somebody outside—the customer in a market economy, the political authorities in a controlled economy. It is always somebody outside who decides whether the efforts of a business become economic results or whether they become so much waste and scrap.

      The same is true of the one and only distinct resource of any business: knowledge. Other resources, money or physical equipment, for instance, do not confer any distinction. What does make a business distinct and what is its peculiar resource is its ability to use knowledge of all kinds—from scientific and technical knowledge to social, economic, and managerial knowledge. It is only in respect to knowledge that a business can be distinct, can therefore produce something that has a value in the market place.

      Yet knowledge is not a business resource. It is a universal social resource. It cannot be kept a secret for any length of time. What one man has done, another man can always do again is old and profound wisdom. The one decisive resource of business, therefore, is as much outside of the business as are business results.

      Indeed, business can be defined as a process that converts an outside resource, namely knowledge, into outside results, namely economic values.

      2. Results are obtained by exploiting opportunities, not by solving problems. All one can hope to get by solving a problem is to restore normality. All one can hope, at best, is to eliminate a restriction on the capacity of the business to obtain results. The results themselves must come from the exploitation of opportunities.

      3. Resources, to produce results, must be allocated to opportunities rather than to problems. Needless to say, one cannot shrug off all problems, but they can and should be minimized.

      Economists talk a great deal about the maximization of profit in business. This, as countless critics have pointed out, is so vague a concept as to be meaningless. But maximization of opportunities is a meaningful, indeed a precise, definition of the entrepreneurial job. It implies that effectiveness rather than efficiency is essential in business. The pertinent question is not how to do things right but how to find the right things to do, and to concentrate resources and efforts on them.

      4. Economic results are earned only by leadership, not by mere competence. Profits are the rewards for making a unique, or at least a distinct, contribution in a meaningful area; and what is meaningful is decided by market and customer. Profit can only be earned by providing something the market accepts as value and is willing to pay for as such. And value always implies the differentiation of leadership. The genuine monopoly, which is as mythical a beast as the unicorn (save for politically enforced, that is, governmental monopolies), is the one exception.

      This does not mean that a business has to be the giant of its industry nor that it has to be first in every single product line, market, or technology in which it is engaged. To be big is not identical with leadership. In many industries the largest company is by no means the most profitable one, since it has to carry product lines, supply markets, or apply technologies where it cannot do a distinct, let alone a unique job. The second spot, or even the third spot is often preferable, for it may make possible that concentration on one segment of the market, on one class of customer, on one application of the technology, in which genuine leadership often lies. In fact, the belief of so many companies that they could—or should—have leadership in everything within their market or industry is a major obstacle to achieving it.

      But a company which wants economic results has to have leadership in something of real value to a customer or market. It may be in one narrow but important aspect of the product line, it may be in its service, it may be in its distribution, or it may be in its ability to convert ideas into salable products on the market speedily and at low cost.

      Unless it has such leadership position, a business, a product, a service, becomes marginal. It may seem to be a leader, may supply a large share of the market, may have the full weight of momentum, history, and tradition behind it. But the marginal is incapable of survival in the long run, let alone of producing profits. It lives on borrowed time. It exists on sufferance and through the inertia of others. Sooner or later, whenever boom conditions abate, it will be squeezed out.

      The leadership requirement has serious implications for business strategy. It makes most questionable, for instance, the common practice of trying to catch up with a competitor who has brought out a new or improved product. All one can hope to achieve thereby is to become a little less marginal. It also makes questionable defensive research which throws scarce and expensive resources of knowledge into the usually futile task of slowing down the decline of a product that is already obsolete.

      5. Any leadership position is transitory and likely to be short-lived. No business is ever secure in its leadership position. The market in which the results exist, and the knowledge which is the resource, are both gene: ally accessible. No leadership position is more than a temporary advantage.* In business (as in a physical system) energy always tends toward diffusion. Business tends to drift from leadership to mediocrity. And the mediocre is three-quarters down the road to being marginal. Results always drift from earning a profit toward earning, at best, a fee which is all competence is worth.

      It is, then, the executive’s job to reverse the normal drift. It is his job to focus the business on opportunity and away from problems, to re-create leadership and counteract the trend toward mediocrity, to replace inertia and its momentum by new energy and new direction.

      The second set of assumptions deals with the efforts within the business and their cost.

      6. What exists is getting old. To say that most executives spend most of their time tackling the problems of today is euphemism. They spend most of their time on the problems of yesterday. Executives spend more of their time trying to unmake the past than on anything else.

      This, to a large extent, is inevitable. What exists today is of necessity the product of yesterday. The business itself—its present resources, its efforts and their allocation, its organization as well as its products, its markets and its customers—expresses necessarily decisions and actions taken in the past. Its people, in the great majority, grew up in the business of yesterday. Their attitudes, expectations, and values were formed at an earlier time; and they tend to apply the lessons of the past to the present. Indeed, every business regards what happened in the past as normal, with a strong inclination to reject as abnormal whatever does not fit the pattern.

      No matter how wise, forward-looking, or courageous the decisions and actions were when first made, they will have been overtaken by events by the time they become normal behavior and the routine of a business. No matter how appropriate the attitudes were when formed, by the time their holders have moved into senior, policy-making positions, the world that made them no longer exists. Events never happen as anticipated; the future is always different. Just as generals tend to prepare for the last war, businessmen always tend to react in terms of the last boom or of the last depression. What exists is therefore always aging. Any human decision or action starts to get old the moment it has been made.

      It is always futile to restore normality; normality is only the reality of yesterday. The job is not to impose yesterday’s normal on a changed today; but to change the business, its behavior, its attitudes, its expectations—as well as its products, its markets, and its distributive channels—to fit the new realities.

      7. What exists is likely to be misallocated. Business enterprise is not a phenomenon of nature but one of society. In a social situation, however, events are not distributed according to the normal distribution of a natural universe (that is, they are not distributed according to the bell-shaped Gaussian curve). In a social situation a very small number of events at one extreme—the first 10 per cent to 20 per cent at most—account for 90 per cent of all results; whereas the great majority of events accounts for 10 per cent or so of the results. This is true in the market place: a handful of large customers out of many thousands produce the bulk of orders; a handful of products out of hundreds of items in the line produce the bulk of the volume; and so on. It is true of sales efforts: a few salesmen out of several hundred always produce two-thirds of all new business. It is true in the plant: a handful of production runs account for most of the tonnage. It is true of research: the same few men in the laboratory are apt to produce nearly all the important innovations.

      It also holds true for practically all personnel problems: the bulk of the grievances always comes from a few places or from one group of employees (for example, from the older unmarried women or from the clean-up men on the night shift), as does the great bulk of absenteeism, of turnover, of suggestions under a suggestion system, of accidents. As studies at the New York Telephone Company have shown, this is true even in respect to sickness.

      The implications of this simple statement about normal distribution are broad.

      It means, first: while 90 per cent of the results are being produced by the first 10 per cent of events, 90 per cent of the costs are incurred by the remaining and resultless 90 per cent of events. In other words, results and costs stand in inverse relation-ship to each other. Economic results are, by and large, directly proportionate to revenue, while costs are directly proportionate to the number of transactions. (The only exceptions are the purchased materials and parts that go directly into the final product.)

      A second implication is that resources and efforts will normally allocate themselves to the 90 per cent of events that produce practically no results. They will allocate themselves to the number of events rather than to the results. In fact, the most expensive and potentially most productive resources (i.e., highly trained people) will misallocate themselves the worst. For the pressure exerted by the bulk of transactions is fortified by the individual’s pride in doing the difficult—whether productive or not. This has been proved by every study. Let me give some examples:

      A large engineering company prided itself on the high quality and reputation of its technical service group, which contained several hundred expensive men. The men were indeed first-rate. But analysis of their allocation showed clearly that while they worked hard, they contributed little. Most of them worked on the interesting problems—especially those of the very small customers—problems which, even if solved, produced little business. The automobile industry was the company’s major customer and accounted for almost one-third of all purchases. But few technical service people had within memory set foot in the engineering department or the plant of an automobile company. General Motors and Ford don’t need me; they have their own people was their reaction.

      Similarly, in many companies, salesmen are misallocated. The largest group of salesmen (and the most effective ones) are usually put on the products that are hard to sell, either because they are yesterday’s products or because they are also-rans which managerial vanity desperately is trying to make into winners. Tomorrow’s important products rarely get the sales effort required. And the product that has sensational success in the market, and which therefore ought to be pushed all out, tends to be slighted. It is doing all right without extra effort, after all is the common conclusion.

      Research departments, design staffs, market development efforts, even advertising efforts have been shown to be allocated the same way in many companies—by transactions rather than by results, by what is difficult rather than by what is productive, by yesterday’s problems rather than by today’s and tomorrow’s opportunities.

      A third and important implication is that revenue money and cost money are rarely the same money stream. Most businessmen see in their mind’s eye—and most accounting presentations assume—that the revenue stream feeds back into the cost stream, which then, in turn, feeds back into the revenue stream. But the loop is not a closed one. Revenue obviously produces the where-withal for the costs. But unless management constantly works at directing efforts into revenue-producing activities, the costs will tend to allocate themselves by drifting into nothing-producing activities, into sheer busyness.

      In respect then to efforts and costs as well as to resources and results the business tends to drift toward diffusion of energy.

      There is thus need for constant reappraisal and redirection; and the need is greatest where it is least expected: in making the present business effective. It is the present in which a business first has to perform with effectiveness. It is the present where both the keenest analysis and the greatest energy are required. Yet it is dangerously tempting to keep on patching yesterday’s garment rather than work on designing tomorrow’s pattern.

      A piecemeal approach will not suffice. To have a real understanding of the business, the executive must be able to see it in its entirety. He must be able to see its resources and efforts as a whole and to see their allocation to products and services, to markets, customers, end-uses, to distributive channels. He must be able to see which efforts go onto problems and which onto opportunities. He must be able to weigh alternatives of direction and allocation. Partial analysis is likely to misinform and misdirect. Only the over-all view of the entire business as an economic system can give real knowledge.

      8. Concentration is the key to economic results. Economic results require that managers concentrate their efforts on the smallest number of products, product lines, services, customers, markets, distributive channels, end-uses, and so on, that will produce the largest amount of revenue. Managers must minimize the amount of attention devoted to products which produce primarily costs because, for instance, their volume is too small or too splintered.

      Economic results require that staff efforts be concentrated on the few activities that are capable of producing significant business results.

      Effective cost control requires a similar concentration of work and efforts on those few areas where improvement in cost performance will have significant impact on business performance and results—that is, on those areas where a relatively minor increase in efficiency will produce a major increase in economic effectiveness.

      Finally, human resources must be concentrated on a few major opportunities. This is particularly true for the high-grade human resources through which knowledge becomes effective in work. And, above all it is true for the scarcest, most expensive, but also potentially most effective of all human resources in a business: managerial talent.

      No other principle of effectiveness is violated as constantly today as the basic principle of concentration. This, of course, is true not only of businesses. Governments try to do a little of everything. Today’s big university (especially in the United States) tries to be all things to all men, combining teaching and research, community services, consulting activities, and so on. But business—especially large business—is no less diffuse.

      Only a few years ago it was fashionable to attack American industry for planned obsolescence. And it has long been a favorite criticism of industry, especially American industry, that it imposes deadening standardization. Unfortunately industry is being attacked for doing what it should be doing and fails to do.

      Large United States corporations pride themselves on being willing and able to supply any specialty, to satisfy any demand for variety, even to stimulate such demands. Any number of businesses boast that they never of their own free will abandon a product. As a result, most large companies end up with thousands of items in their product line—and all too frequently fewer than twenty really sell. However, these twenty or fewer items have to contribute revenues to carry the costs of the 9,999 non-sellers.

      Indeed, the basic problem of United States competitive strength in the world today may be product clutter. If properly costed, the main lines in most of our industries prove to be fully competitive, despite our high wage rate and our high tax burden. But we fritter away our competitive advantage in the volume products by subsidizing an enormous array of specialties, of which only a few recover their true cost. In electronics, for instance, the competition of the Japanese portable transistor radio rests on little more than the Japanese concentration on a few models in this one line—as against the uncontrolled plethora of barely differentiated models in the United States manufacturers’ lines.

      We are similarly profligate in this country with respect to staff activities. Our motto seems to be: Let’s do a little bit of everything—personnel research, advanced engineering, customer analysis, international economics, operations research, public relations, and so on. As a result, we build enormous staffs, and yet do not concentrate enough effort in any one area.

      Similarly, in our attempts to control costs, we scatter our efforts rather than concentrate them where the costs are. Typically the cost-reduction program aims at cutting a little bit—say, 5 or 10 per cent—off everything. This across-the-board cut is at best ineffectual; at worst, it is apt to cripple the important, result-producing efforts which usually get less money than they need to begin with. But efforts that are sheer waste are barely touched by the typical cost-reduction program; for typically they start out with a generous budget.

      These are the business realities, the assumptions that are likely to be found valid by most businesses at most times, the concepts with which the approach to the entrepreneurial task has to begin. They have only been sketched here in outline; each will be discussed in detail in the course of the book.

      That these are only assumptions should be stressed. They must be tested by actual analysis; and one or the other assumption may well be found not to apply to any one particular business at any one particular time. Yet they have sufficient probability to provide the foundation for the analysis the executive needs to understand his business. They are the starting points for the analysis needed for all three of the entrepreneurial tasks: making effective the present business; finding business potential; and making the future of the business.

      The small and apparently simple business needs this understanding just as much as does the big and highly complex company. Understanding is needed as much for the immediate task of effectiveness today as it is for work on the future, many years hence. It is a necessary tool for any executive who takes seriously his entrepreneurial responsibility. And it is a tool which can neither be fashioned for him nor wielded for him. He must take part in making it and using it. The ability to design and develop this tool and the competence to use it should be standard equipment for the business executive.

      2 The Result Areas

      The basic business analysis starts with an examination of the business as it is now, the business as it has been bequeathed to us by the decisions, actions, and results of the past. We need to see the hard skeleton, the basic stuff that is the economic structure. We need to see the relationship and interactions of resources and results, of efforts and achievements, of revenues and costs.

      Specifically we need first to identify and understand those areas in a business for which results can be measured. Such result areas are the businesses within the larger business complex; products and product lines (or services); markets (including customers and end-users); and distributive channels. This task is described in this chapter.

      Chapter 3 relates result areas to the revenue contributions they make and to the share of the cost burden they generate. It analyzes the leadership position and the prospects of each result area, and looks at the allocation to each of key resources such as knowledge-people and money. Chapter 4 leads up to a tentative diagnosis of result areas.

      Chapter 5, finally, subjects the cost stream to a similar analysis.

      This analysis is in part a matter of getting the facts. But even the first job, identifying result areas, requires business judgment. It requires decisions regarding the basic economic structure of the business which the facts, no matter how copious or how accurate, do not yield. Moreover it requires decisions of considerable risk, decisions that will—and should—upset a good many people, should go against their ingrained habits, should provoke lively discussion and dissent.

      These disagreements are important. They bring out searching questions about the company, its products, policies, direction, in the minds of the people who are closest to what really goes on. The questioners may, of course, misinterpret what they experience—but the experiences are nonetheless real and relevant. On matters of such importance disagreements should not be concealed or explained away. Nothing is more dangerous in questions of importance and impact than decision by acclamation. It is bound to be the wrong decision on the wrong problem.

      The accent in this phase of the work should therefore be on bringing out areas of disagreement and judgment rather than on achieving technical perfection in the analysis. What needs to be brought out is not right answers but right questions.

      This does not mean that highly advanced tools and techniques—operations research or market analysis, advanced accounting systems or complex computer programs—may not be needed even at this first stage, if the business is complex enough to require them and experienced enough to use them. But as a rule there is in this analysis an inverse relationship between usefulness of results and sophistication of tools and techniques. One should always ask: What is the simplest method that will give us adequate results? And what are the simplest tools? Albert Einstein after all never used anything more complicated than a blackboard.

      Altogether in any analysis in which the results are likely to be the subject of hot discussion and strong opinions the accent should be on utmost simplicity of tools and techniques. Otherwise the unwelcome result will be smothered under long, pseudo-learnéd, discussion of the techniques. Or it will be brushed aside because the audience distrusts a complicated and mysterious method and suspects it—often rightly—of being a smoke screen for ignorance and intellectual arrogance.

      The people in charge of this analysis should therefore be told to bring to top management the uncertainties, the ambiguities, the disagreements among themselves and within the senior Management group before they even start on tentative conclusions. Only top management can really decide in these matters; for none of these decisions is a decision on facts but on the business itself and its future courses of action.

      BOX I

      Such an analysis can be done in a short time and by a small crew. In a medium-sized company one member of the top management group did it in six months with the help of three or four bright young men borrowed from the main departments. The only figures used were accounting data and generally available economic and industry statistics. For everything else, especially for judgments such as the prospects for a product line, he asked the company’s executives for their opinions. In some areas a small sample study was made. To test the leadership position of one product, for instance, one team member talked to some twenty salesmen and two dozen distributors, and had an outside firm run a small consumer survey. Every three weeks the whole team reported in full detail to top management and all department heads. Half a dozen questions required more time than the six months set aside originally. Two of them involved substantial outside efforts: a study of distributive-channel changes (which required bringing in a consulting firm to do an operations research job including a good deal of large-computer work); and a study of foreign markets, their trends, buying behavior, and distribution systems. These, however, did not hold up the main decisions which were all in effect within a year after the study team first went to work. The executive in charge of the study was promoted to senior vice president to work exclusively on the company’s entrepreneurial development; his staff is kept small—never more than four or five young men brought in from the main departments on a rotating three- to five-year assignment.

      Incidentally, this is no longer a medium-sized but a pretty large company.

      II

      DEFINING THE PRODUCT

      The analysis of the result areas has to start with products (or services) and in particular with a definition of product. Questions regarding product-definition, while not simple, are at least known and understood by every experienced executive. This alone makes product analysis the best place to start.

      Practically every business has some products which are not truly products at all but parts of some other product, an accessory or a sales promotion. To judge these by the standards of products is misleading. They ought to be judged by their contribution to the real products—by their capacity to promote sales, for instance. Conversely, a business may consider as sales promotion or as an accessory—that is, as part of the package—what in reality is the product, if only because the rest of the package is not being bought.

      The classic example of an apparent product that actually created the sales, is the Gillette safety razor, which was practically given away in large quantities so as to create a market for the very profitable razor blades. To expect a high return from the safety razor would have missed the point. The question to ask of such a product is not what it produces itself but whether it actually creates a market for the razor blades—and whether these then produce the economic results.

      The experience of a manufacturer of office reproduction equipment was just the opposite. His safety razor was the reproduction machine itself. His razor blades were the supplies, the inks, the special stencils, the cleaning fluid, and so on, needed to obtain copies from the machine. The machine did well in the market. But the supply business, analysis showed, was not generated—it went to independent stationery suppliers that had better products and offered them at a lower price. The fact that the reproduction equipment did quite well was therefore irrelevant. It was not a product. Its own success was actually failure in terms of the true products for which it was supposed to make the market. But the reproduction equipment turned out to be capable of being a very successful product indeed. Its sales went up sharply—even though the price was almost doubled—as soon as promotion for the equipment stopped harping on the need to use with it the company’s own (inferior but expensive) supplies. As so often happens the customer was a better economist than the maker; for over the lifetime of such a machine much more is spent on the supplies than on the original equipment.

      These are important business problems rather than questions of semantics. How management answers them determines what course of action it will choose. Product A in a consumer-goods’ manufacturer’s line is denned differently by each of the three members of top management. It sells in large quantities but it is extremely seasonal. It is a distinct product in its end-uses, its composition, its brand name and promotion, its costs and its price. But most of it—perhaps four-fifths—is not bought as a separate purchase but through a combination offer in which product A and another—and far less seasonal—product (B) are made available for about three-quarters of what the two would cost if bought separately. However this over-all price is advertised as being the full price for A, plus half-price for B.

      To the financial man therefore, A is not only a separate product but the company’s best product. In his books it shows a very high profit margin—for there the entire price reduction of the combination offer is being charged to B. As a result he wants to push A, make more of it, spend a larger share of the promotion dollar on it, and so forth. And the company’s retailers agree with him.

      For the manufacturing manager, however, A is not a product at all. It is a premium offered to create demand for B at a time when sales otherwise would be low. To him the main result of the seasonal product A is to make possible steady year-round output and much lower cost of the standard product B (which, by the way, was the original purpose in developing A). What he wants is to produce less of A but to use it to move more of B. He therefore favors a lower list price for A to make possible combination with a larger quantity of B. And he would only promote B.

      The marketing executive, finally, considers the combination to be the only product—but a real and highly distinct one. He wants to promote the combination as such, but he worries because he considers the combined profit margin to be quite low. And to protect the market standing of B he wants to distribute the price reduction of the combination offer equally between the two—which, for different reasons, both his colleagues oppose.

      Even Solomon could not decide which of the three is right. Yet the company has to move one way or the other. Similar conundrums are presented whenever a whole host of products—each with its own end-use and market—come inexorably out of one process. Are the by-products of petroleum refining—that is, all the scores of raw materials for plastics, insecticides, pharmaceuticals, dyestuffs—all one product? They are being produced, by necessity almost, whenever crude oil is refined. What they are and how much of each is turned out is largely determined by what is in the crude oil rather than by what the refiners want to get. Or what about the starches, adhesives, and oils that emerge Whenever corn is industrially processed?

      Or, on a much simpler level, are the various sizes, shapes, colors in which an object may be sold all one product or many products within one product line? Marketing logic usually gives one answer, manufacturing logic another—and financial analysis often still another.

      III

      THE THREE DIMENSIONS OF BUSINESS RESULTS

      That a business gets paid for its products is so obvious that it is never forgotten. But, though equally obvious, it is often over-looked that there has to be a market for the product. There also have to be distributive channels to get the product from the producer to the market. But many businessmen—especially makers of industrial products—are as unaware that they use distributive channels, let alone that they depend on them, as Molière’s M. Jourdain was of the fact that he spoke prose.

      Each of these three areas is only one dimension of result-producing activity, one result area. To each correspond specific revenue contributions but also a specific share of the cost burden; to each are committed specific resources; each has its own prospects; and in each a position of leadership is needed.

      But the three must also be analyzed together and in their interrelationship. Indeed one of the most common causes of poor performance is imbalance between the three. A product may do poorly—to the point where it is about to be dropped. Yet it may well be as good a product as its makers thought when they first brought it out—but offered to the wrong market or through the wrong distributive channel.

      One of the largest American producers of packaged foods brought out several years ago a line of gourmet foods. Whereas all its other products were distributed through mass-retailers of food, especially the supermarkets, the company decided to distribute the gourmet foods through specialty stores only. The line failed. Yet similar lines, offered a little later by much less well-known companies through the supermarkets, did well. The idea behind the gourmet foods was to offer the housewife the opportunity to produce without any cooking skill an unusual dinner once in a while. But for most housewives the food specialty store is not an available distributive channel; they hardly know of its existence and certainly do not shop there. For those few who go in for elaborate cooking and shop in the specialty stores, processed and packaged food made by a mass-producer of staples is the wrong product, no matter what it is called.

      The present predicament of the mass-circulation magazine in America is also in large measure a distributive channel problem. Mass-magazines selling many millions of copies a week, do not use mass-distribution. They solicit individual subscriptions and mail individual copies. The cost of obtaining and supplying one reader is substantially higher than the price that could possibly be charged for subscription. As a result, the advertiser pays for both the value he gets and the value the reader gets—and this he is understandably not eager to do. This explains why several famous magazines of yesterday went out of business just when they broke all circulation records.

      For the American mass-circulation magazine to survive, it will have to find new channels of mass-distribution which combine bulk-subscription and bulk-transportation with delivery to the home. No such system is available today. That it is, however, not altogether inconceivable is shown by the example of the telephone; the costs are largely the costs of a mass-system while the service is in and through individual units.

      Both the market and the distributive channel are often more crucial than the product.

      Products are within the business as the accountant defines it; they are within its legal boundaries. Economically the other two areas are as much part of the business. Indeed a product does not exist, economically speaking, except within a market, bought by a customer for an end-use, and brought to him through a distributive channel. Markets as well as distributive channels do exist. however, independently of any one product. They are primary; the product is secondary.

      The two outside areas are however much more difficult to control, precisely because they are outside. Management can order a product modification; it cannot order a market modification or a modification of distributive channels. These can be changed, to be sure, but only within narrow limits.

      A manufacturer of branded and packaged products for application in the home firmly believed that only the specialized store—especially the furniture store—could give the service his products needed to do their job for the home owner. The products were excellent and had high consumer acceptance. They were well promoted. And the stores that carried them used well-trained sales people and were amply supplied with literature, displays, and other sales supports. Yet sales were small and did not grow. The furniture store was simply the wrong channel for a nationally advertised, packaged product designed to be used every other month or so. Such a product is for mass-consumption and must be sold where mass-buying exists—and through distributors who, unlike furniture stores, want mass-buyers and are geared to them.

      The manufacturer’s strenuous attempts to get furniture stores to reach for mass-customers, and to get mass-customers to come to a specialty store for his products, led nowhere. In the end he had to accept the fact that in the American market of today, mass-distribution takes place where the masses shop; in supermarket, department store, shopping center, and discount house. He had therefore to re-engineer his products by putting the needed service inside the package, that is, into the products. Only then did he get the benefit of his product quality, his customer acceptance, and his promotion—through mass-buying at the mass-distributors.

      In respect to distributive channels there is one more complication which makes this a difficult as well as a crucial result area. There is no distributive channel which is not, at the same time, also a customer. As a distributive channel it must fit the product on the one hand, and the market, customer, and end-use on the other hand. But the product in turn must be right for the distinct and important customer who serves as its distributive channel. If it is the wrong channel for the product or for the market, there will be failure. The product will not get to its market, will not be bought, will not produce results. But if it is the wrong product—or if it uses the wrong policies—the distributive channel, acting as a customer, will not buy.

      Manufacturers of branded, mass-consumer goods are usually aware of this. At least they know they have two distinct customers, housewife and retailer, with different—and often conflicting—expectations and wants. But few others seem to know it.

      Consumer-goods manufacturers typically see the retailer as the distributive channel, rather than as the customer. This, by the way, explains why dealer relations problems are chronic in industries such as home appliances.

      Industrial-goods manufacturers, on the other hand, often miss the point that their customer is also their distributive channel. They see the paper industry or the bakeries, for example, as their market. But the industrial user also gets the electrical motor, the adhesive for paper, or the sweetening for bakery products to a market or customer and, above all, an end-use. If I make a chemical used solely in one stage of steelmaking, my sales are ultimately dependent on the sales of steel. I can go out of business because the steel companies buy from someone else or use a different chemical; I can go out of business, in other words, because I lose the steel industry as a customer. But I shall also go out of business if the steel industry loses its market, no matter how much the steel companies like my product. If that happens I am out of business because I have lost my distributive channel.

      The customer of an industrial-goods producer therefore plays a twofold role: He is genuine customer and genuine distributive channel. In either role he is crucial to the producer. And if the product does not disappear in the customers’ manufacturing process (e.g., synthetic fibers used in cloth and garments), the producer had better concern himself also with what his industrial customers do for the final consumers’ acceptance of his products.

      Finally, in a modern economy, whether developed or developing, distributive channels change rapidly—more rapidly, as a rule, than either technology or customer expectations and values. Indeed I have never seen a decision with respect to distributive channels that was not obsolescent five years later, and badly in need of new thinking and fundamental change.

      Markets as well as distributive channels deserve a good deal of attention and study—much more than they usually receive. Their analysis is likely to turn up more new insights and more opportunities (but also more unpleasant surprises) than the analysis of the product area. But the burden of pushing through the step-by-step process of analysis, of establishing its purposes and its concepts, and of proving its diagnostic power must rest on the analysis of the product as the most familiar and easiest of the result areas.*

      There is only one major exception to this rule. Wherever there exist genuine businesses within a larger business complex, they should be the starting point. They are not only a bigger unit than a product or a product line (or a service). Their results are more nearly real, and so are their resources—both because they are usually distinct and separate, and because the capital investment in such a business is usually known within a fairly narrow range; while capital invested in one of many products within a business cannot generally even be surmised. Responsibility for a business within a business can be established and goals can be set. These are of course all arguments in favor of decentralization, and when it comes to analysis of a business, they are telling arguments indeed. But after the analysis of a whole such business, its main result areas have to be analyzed one by one—and then together. And this starts us off again on an analysis of the products, though on a higher level of insight and understanding.

      3 Revenues, Resources, and Prospects

      What are the essentials, the few but fundamental facts on which to base a diagnosis of a business and its result areas? Every executive today is inundated with figures. And more and more data pour out every day. Which ones really have something to say? And how do they have to be presented to convey meaning rapidly, effectively, reliably?

      What one might call a Business X-Ray is the subject of this and the following chapters. These chapters deal with concepts. They present ideas, however, through a concrete illustration: a presentation—though grossly simplified—of an actual analysis of an existing business (which I shall call Universal Products). It is a middle-sized, reasonably prosperous manufacturing company, differing from many others of the same kind only in having been for decades equally active in the American and European markets, with plants, sales forces, and managements on both sides of the Atlantic.

      Only one result area is

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