A Short Note On The / Communication Company

In the reading this week as a manager and a leader, conflict and responsibilities are required. The requirements are to the obligation are made for the company. With all shareholder participation the employees and communities will benefit from the decision. There are studies that the manager is required to complete to solve the issues of conflicts and responsibilities. There are going to be affects but it is up to the manager to make sure that the decision is not pulling and is the right decision for the situation.

Due to the recent economy situation and ever challenging business environment, for the whole of last year, the company recorded cost hike and sales decline. This has impacted the bottom line (profitability) of the company. The top management sees that urgent action plans need to be put in place for continuous survival of the company.

In the course of this change, senior managers wish the whole organization can fit with the changed situation and the operation of the new reorganized structure can be more smooth and efficient. But also through this change, the middle managers, especially branch managers and

Launching positive and results oriented strategies, the OD was able to: (1) develope team improvement presentations to the TCVP; (2) organize union team meetings; (3) develope creative newsletters; (4) institute feedback emails establishing improvement behaviors concerning all departments through agreed upon meetings; and finally (5) establishing report with the employees and unions to formulate effective strategies. All the while, the HRD and the PM refused to allow productive growth and thus attempted to terminate the OD employment. However, the TCVP prevented that

Basically, there are several issues should be taken into account before pursuing the outcome of the decision proposed by Deatherage, the General Manager. The imbalanced residual earning returns had extensively occurred in the cooperative as they retuned average annual profits’ payments to the patrons

A formal notification document, distributed from the Manager, by the way of an email to all employees of the business, is to distil an honest and concise rationale for the need of restructuring, and for the layoff of some staff to occur. This document will consist of the detailed reasoning, and include the history behind the current restructure. Also included will be the business vision, goals & objectives, and the outlook towards redevelopment and future growth. It provides an explanation on, how all efforts to prevent staff reduction were exhausted, and shows a positive perspective for the remaining staff to value. There is a statement included, of the time for the anticipated changes to occur, and notification of the resources made available to the affected staff for implementing support. Furthermore provided, are contact details for any staff queries and for more information as required.

This case was prepared by Dr. Zarifah Abdullah of Universiti Utara Malaysia and Dr. A. K. Siti-Nabiha of Universiti Sains Malaysia as a basis for class discussion rather than to illustrate either effective or ineffective handling of an administrative or business situation. Please address all correspondence to Dr. A. K. Siti-Nabiha, Graduate School of Business, Universiti Sains Malaysia, 11800 Penang, Malaysia. E-mail: nabiha@usm.my

The case deals with two major transformational organisational changes that take place within a span of 5 years in Marconi PLC. The first change process was under the leadership of Lord Simpson who took over this large diversified conglomerate in 1996 when the company was in a mature phase, already in decline. The company was under performing, had a rigid structure, lacked a clear vision and the employees had become change averse and complacent. To recharge the company Lord Simpson lead a change process with a clear vision with a growth oriented strategy, acquisition and a cultural change process for the employees. To motivate the employers to embrace the cultural change he introduced an attractive stock option plan.

This essay describes how poorly written communication can lead to misunderstanding and a possible loss of business. Through this paper the author wants to persuade the employer to sponsor a workshop for all employees to improve their writing skills, to increase business communications and to avoid arguments through poor communication. This paper demonstrates the effectiveness of writing skills and why business communication is important in any kind of business. What can your business achieve with good writing skills and what it the impact of good writing skills on business.

The reenergizing employees after a downsizing case study, explains the potential effects of downsizing a company, on both employees and the manager. Andrea Zuckerman is the editor in chief of Blaze and the person who must relay the message to the entire company. It is made clear throughout the case that Andrea does not agree with this downsizing and feels that it is wrong. However, due to the newspaper industry dwindling away and many people now reading the news from a mobile device, it must be done. Andrea’s biggest conflict is figuring out how to properly explain this downsizing to employees, as this is no easy task. The “new normal” that will be implemented consists of merging the five areas of reporting into either two or three. As said, explaining this situation to employees in a reasonable and understanding manner will be a complex task.

Freddie Mac’s has multiple communications systems. There is communicating person to person among staff members. There are regional office centers located in five regional area of the United States. These offices were strategically planned to provide local coverage within the market. This assisted with gaining access in these local and distant markets as to how trend tend to fair in the office location also giving Freddie Mac visibility within different regions and access to its principal-agents. In each office there is an Underwriting Director, production analyst, underwriter, totaling 10 administrative personnel per office to answer questions and provide guidance within their processing system.

In observing the Franklin Company, it is evident that there is a need for change to help the company with its present problems. The managers’ perception is that the organization is in a state of volatility. Which has resulted from a lack of growth in sales and a competitive advantage. There is a felt need to ascertain new ways of doing things. In the Franklin Company situation, it was revealed that every department has its own ideas and feel they have the right answers to overcome their problems. They all want to play an important role in the company growth, however they have different perspectives on how to fix things. No matter what level of professionalism is involved, conflict is inevitable. For example, there are several issues that hinders the departments communication, collaboration and trust. In order to implement change, all three key element need to be present but they are often hidden. After the meeting with the management team, a OD practitioner decision was made to plan and implement structural, technological and behavioral strategies to improve the condition and functioning of the Franklin Co.

Jim Shine’s business model was excellent as per the business’s requirement. He took up the opportunity of Chinese products having very low cost and a high margin of profit. The 80-20 profit model was formed where only 20 percent of the products sold had a 80 percent profit margin. His business model was designed with excellence with a vision very well stated. Jim Shine had his business running with a sales force for a distribution channel. He believed his sales commission structure was well to do till one of his employees Nicole Landis maximized her sales productivity and cracks started being visible in Jim’s commission structure. It was seen, while making the structure Jim put up lucrative commission percentages on high quantity of products sold as he never thought any employee would outperform those sales targets. Jim Shine never realized a sales manager’s role stands very effective if there is an unbalance in the sales force. He found Nicole’s extravagant performance very superb as

In this case-study for Electra Products’, I will be addressing relevant, organisational behaviour and communication issues that must be addressed in order to “revive the failing company” (Samson, 2012). Specific recommendations will be offered to further assist in focusing on the key outlined issues and what actions would be most appropriate to take from this point. Throughout the report, it is clear the attitudes of staff are becoming unfavourable and has resulted in a lack of job satisfaction, thus becoming a crucial behavioural issue within the company, restricting its progression and the success of the empowerment campaign implemented by the company’s new CEO. Selective perception and emotions of the staff are creating communication issues that are barriers and are “going to be an obstacle to the empowerment efforts” (Samson, 2012). Limitation’s that restricted the recommendations for this case study were lack of information on each of the departments and individuals involved. There was also no clear mission statement or goals stated to help the employees and departments understand where the team leader desired the company to be repositioned. Communication involves a transfer of meaning and understanding, staff need to have a solid understanding of the company’s mission statement and the individual goals of each department. If they can understand and adjust to work with one another’s goals, it will create greater, more positive diversity in the ideas

According to Chanin Eimsark (2008), the research regarding on communication system and corporate social responsibility of business in Thailand aiming to investigate business system and operation to corporate social responsibility to Thai business as well as communication of business socially responsible of business enterprise to public by studying the companies awarded CSR awards from the Stock Exchange of Thailand (2006) as followings; (1) Bangchak Petroleum Public Company Limited (Thailand) company , (2) PTT Public Company Limited (Thailand), and (3) Siam Cement Thailand Public Company Limited (Thailand). The study found that three companies launched a principle involved in the corporate social responsibility by clearly scheduled and adhered action since the companies were established. Companies strongly pay attention the economic, social, as well as environmental aspects as achieving sustainable development both organizations and whole society by starting from the internal dimension which is self-development and environmental sustainability, human resource management, health care and safety at work. Then, the external dimension is also necessary, responsibility to the community, and consumer care by dealing with supplier and business partners. According to CSR types, which are separated into these dimensions followings: (1) Firstly, a responsible economy (earning the business revenue based on the target of the company and building long-term the business steadily) (2)