Microsoft CorporationMicrosoft Corporation began corporate operations on April 4, 1975. Bill Gates, together with Paul Allen, founded the company and engaged in the computer technology business. The overall management of the company was entrusted to Bill Gates who remained in office until 2000. The company found a profitable venture in the Microsoft Windows operating system along with the Microsoft Office business productivity software. Mr. Gates' leadership was then transferred to Mr. Steve Ballmer, who was also amazed by the enormous opportunity of Office and Windows. Ballmer believes Microsoft's future is built on a long-term commitment to effectively carry out business operations in the midst of increasing global diversity and business competition. Corporate initiatives are geared towards trying to become one with people in realizing their innate abilities (Microsoft). The company understands that global competitiveness is an effective component of every organization's core values ​​and business imperatives. This is why the company employs the best talents from all over the world in order to have an edge over other competitors. Furthermore, the company's competitiveness will lead to better services for both its customers and business associates. Steve Ballmer joined Microsoft Corporation in 1980 and became the company's first business manager. He was a product of Harvard University where he earned degrees in Mathematics and Economics. He had previous work experience at the Procter and Gamble Company where he held the role of assistant product manager and decided to continue his studies at the Graduate School of Business at Stanford University (MS). Before his appointment... half of the document... five lines of action (ACA) Change the CEO with an internal one. Changing the CEO with an external one. Replace the head of the human resources department. Adopt alternatives 1 and 3. Adopt alternatives 2 and 3. Recommendations It is necessary to adopt alternative course of action number 4 based on the presence of a new CEO who knows the current culture of the organization and the corresponding internal problems. There is also a need to change the HR manager and to change the organizational culture towards a more dynamic and organisation-centred approach. It may be noted that because the current strategy is employee-centered, many employees take personal interest in their own goals to the detriment of the organization. Having a new structure that matches the vision and mission of the organization will go a long way in achieving a greater market share in future operations.