Seagram was challenged with maintaining a good image to their employees as well as the public. Much of the challenge involved the lack of communication. According to Tay, Ang, and Hegney (2012), effective communication is defined as “a two-way process – sending the right message that is also being correctly received and understood by the other person” (p.2648). In order to communicate effectively, leaders must be active listeners, understand how perception influences actions, and understand the impacts of the lack of communication. In addition, communication is an essential element in enhancing value change in companies. The values must be well presented, understood for the implementation to be a success. One of a leader’s top responsibilities is to communicate expectations clearly and accurately to followers. Seagram had to change every aspect of the way that it was managed. They had to unlearn their old culture and new values had to be reinforced.
Diagnosis of current situation: Unfortunately, the company is configured in a hierarchical style, which does not allow innovation, effective communication, or customer focus. Seagram was faced with several challenges in the 1990’s such as; increased liquor taxes, a recession, and increased regulations. Nonetheless, they set out to become the best managed company. The needed an effective plan to implement for cultural differences and to change the behaviors at Seagram. The leaders of the organization desired to create a climate
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Profession is a paid occupation that requires a long period of intense training to become an expert in a particular field. Professionals provide a service. Their experience and knowledge base are trusted by those who seek advice The Army as a Profession of Arms provides a service. Its services are unique, it provides security, ethical professionalism in lethality weapons and operations. The Army profession and professionals are diverse, that are trained in many task.
Poor leadership and communication are attributable to ineffective communication. For effective communication to occur The Communication Process must occur seamlessly. Communication at Cerner Corporation was perceived as ineffective because those at the receiving end were interpreting messages from managers that were not consistent with the goals of the company. According to Guffey, Rogin, and Rhodes (2010), “Predicting the effect of a message and adapting the message to a receiver are key factors in successful communication” (p.11). This explains the communication challenges at Cerner Corporation.
The understanding of the goal to be envisioned at Seagram moving forward is to become, remain, and develop an outside reputation as the top beverage company with 15% growth each year (Jick & Peiperl, 2011). The vision must effectively be passed to the 200 senior managers to make it a shared goal to be given and embraced company wide. The hope is that the top managed beverage company will be efficient and customer-centered, recognizing employees, while not micro-managing. The old model, based on decades old vision, needs to be replaced with a quasi-tried vision that has helped Seagram remain as one of the top, well-known companies. The new vision has seen success and is moving the company alongvtowards being the top managed beverage company. There are yet and still steps that will provide some right now actions that may help Seagram reach this goal of being the top managed company in the near future.
Upon review of the information provided, it is clear that a vision set forth by Upper management, President and CEO Edgar Bronfman, Jr. had not been implemented and there is much work that needs to be completed to fulfill his legacy. Bronfman’s statement was clear and concise with a vision to be sought after no matter the cost. His vision, according to Jick & Peiperl, 2011 is for Seagram’s to be the “best managed beverage company” (p. 255). Bronfman had an idea/image of how he wanted Seagram’s to be viewed by the world and its employees. His vision offered a baseline for all employees to follow which in turn offers a one company initiative. Offering this baseline for the corporation leaves no chance for deviation from the cause. This company with deep roots in diversity and was losing ground due to changes in the new ideas of sobriety, increases in taxes on liquor, the 1990s recession, increased government regulation and social criticism (Jick & Peiperl, 2011). To define this project is to give direction and purpose to Bronfman’s word by backing them with actual progress towards his vision. This vision for Seagram’s is to not be confused with the need of the newly acquired MCA Corporation. This company should have its own visions and values.
In this essay, I am going to discuss how practices of leadership contribute to managing communication in the post bureaucratic era. This essay shall discuss the effectiveness of leadership approaches in the post bureaucratic era in managing communication in organizations. In section 1, I shall discuss leadership in terms of communication by drawing upon the article by Barry B. (2007). In addition, I shall also discuss the use of communication in running an organization in a leader’s desired way (Jack, G., 2004) and the need of contingency approach (Browning, 2007, pg 190) while communicating with employees. In section 2, I shall discuss how management stimulate loyalty in employees through embedding organizational identity (Gagne, J.F.,
With the strength of diversification Seagram has created over its long life offers a firm foundation for future growth and stability. The objective of this current project is to evaluate the assets and design a plan that will utilize the strengths of the organization while shoring up new systems to realign Seagram for maximum growth
Captains of sports teams are given the stereotype that they are the most athletic player on the team, scoring the most goals and handling the ball best. In truth, captains have a lot of work they have to do that doesn't even involve playing the sport. Captains are the most looked at player of the game; other players, younger kids and coaches look to them to set examples. They have to set examples in every aspect of the game; athleticism might be part of their job but it is not limited to it. The captain of any sports team must set the leadership standard for commitment, confidence, intelligence, and attitude.
This consulting proposal project is to explore and provide guidance to the cultural changes taking place at Seagrams. We will review the changes that were introduced by the leadership and how this impacts at various levels and products of the organization. The proposal will show what was successful in the past that is no longer effective or can be improved upon. There will be recommendation and how to implement of an actual plan which will then be incorporated or revised into a new initiative for the overall success of the company while taking it into the future.
C.E. Woolman, the first leader of Delta Air Lines, believed that the company should take care of its employees so that, in return they would take care of customers. At the root of this care included effectively communicating with his teams and empowering them to make the right decisions. As Debra Nelson and James Quick reference in Organizational Behavior: Science, the Real World, and You, (2013, p. 283) “…communication, especially between managers and employees, is a critical foundation for effective performance in organizations…this is especially critical when leaders are articulating vision and achieving buy-in from employees.” The buy-in that Woolman received from his employees stemmed from his intentional engagement with them and expectation to provide the best customer service in the airline industry. Throughout its history, Delta has deliberately engaged its employees and has modeled a human resource management (HRM) system, which is the “term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of an organization’s employees” (Sims, 2002, p. 2). The HRM system at Delta has impacted its organizational structure, corporate communications, and shared decision making.
Leadership is an important attribute in individuals such as managers, academic experts, and researchers. The topic of leadership continues to gain popularity and importance in almost all sectors. The way leaders in managerial positions communicate determines their effectiveness and success in achieving high levels of performance and success in their organizations. There are numerous books that provide an insight into effective leadership and communication. One of such books is by Atwater and Waldman (2012). This paper provides a summary, contextual analysis and critique of the book.
It is essential for business leaders to have excellent verbal and non-verbal communication skills, as leaders are often a symbol of a company’s integrity and this affects not only how customers perceive the company, but also impacts the thoughts and actions of lower positioned employees. For example, a leader that speaks using improper grammar, or writes correspondence with spelling errors throughout it, could project a negative image that can be harmful to a company. Customers might conclude that the leader is incompetent and they might decide that they do not wish to purchase goods from a company that hires inept leaders. Furthermore, employees might become less apt to respect an authority that appears to be uneducated, as well as employees might feel that if the leader disregards using proper communication than it is not necessary for them to use it either. Business leaders need to know when to listen, when to talk, and how to share ideas effectively. Clear and concise communication states exactly how, who, what, and when and serves to guide, direct, protect, persuade, and to inform. Communication is essential for decreasing miscommunications and for increasing productivity, motivation, and efficiency. When someone uses effective communication, he or she is more apt to have favorable results and his or her requests will become granted more often. Furthermore, communication builds goodwill. Having excellent communication skills is
One of Seagram’s management’s utmost challenges was culture change. Seagram’s recognized that it could not succeed without making a culture change. It was a distinct shift from away from individualism, entrepreneurship authority; functional pride, and personal relationships during a time when Seagram’s was successful. The management at Seagram’s recognized that they could achieve definitive success without transformation was impossible (Jick, & Peiperl, 1993). The old culture was no longer effective. Bronfman was determined to prove that values would be around for a lengthy time. The new direction for the culture change was heralded with values like teamwork, innovation and exceeding customer expectation by
He began by communicating his new values corporate wide, asking the “how” questions; how to implement and sustain this new culture, how to reward value-based behavior, how to conduct the evaluation process, and how to institutionalize values into everyday behavior? But in doing so, he lacked to clearly state the “why” questions throughout his firm. He briefly mentioned signs of maturity and eroding markets at Seagram in an executives meeting where the action to implement change is more top-down than bottom-up as the top 15 executives draft the final output of the process.