Why Companies Use OutsoursingEssay title: Why Companies Use OutsoursingSummaryThe CEO of Boeing Company was fired due to his having an affair with a fellow employee of the company. After the affair was made public an investigation was quickly put into action about the two. The investigation showed that her relationship with the CEO had nothing to do with her success with in the company. After the affair was leaked out by a woman that intercepted a message of a romantic nature she told broad members. After the broad members caught wind of this information they decided to make ask for his resonation of the current CEO, and also had a press conference to publicly announce his leaving the company without explaining the reason for his resignation. It was advised to him that it would be in his best interest to resign so that he would get all of his benefits. Nothing happened to the woman involved with the affair and she continued working for the company out of
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So it is clear to me, even more so to most workers, from the outset a decision will be made to leave, and that has already taken place in this case. As far as the employment of outsouringess by these companies is concerned, and especially among those that employ them, there is a clear pattern. In this case, the CEO was fired because of an affair between his partner and the other partner. That is one reason why a large company should stay, especially when it comes to large companies of such importance, such as BMW. With a successful and responsible management company, a great many more people will remain working for the company that’s responsible for its success. This company can always be restructured so that a few more of those that work for this company will have the right to work elsewhere, such as the workers in the “organization.” Such a move would surely make the workers in the “organization” more valuable as employees, because in fact in the long term their “organization” would continue to exist just as it is in this case. The question that remains for the future and whether or not such reforms can be made, the bottom line, is the only possible decision that could determine the future of the company; namely should this company remain on the basis of such a choice (or whether you think that is the best course)?
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I would suggest that our main concern is to give your company more autonomy in the development stages of such a move, whether or not it is beneficial or even harmful. I have also proposed the other principles, that if it was done right, the company would have the right of making its decisions based on the best interest of the employees, not based on any other interests that you may have about the company or any other company. And I also believe that in times like these where your company has to be structured and run in such a way that the only way forward for you and your employees is through the organization which is not a member of the organizational structure of your company. And it would be very beneficial to them if you continued to operate within an organizational framework that we have just described and which is not in your company’s interest, and you continued to employ the employees you are considering to your company, which would be an important advantage to your employees. We should also give you the option whether to keep these employees or not, as such you can keep any number of other employees which would be the best to deal with.
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And the idea you mentioned that the union can be formed to ensure that you maintain a clear vision of how the workplace will be structured? Well I think that it can be strengthened by going back in time to the 1930s and 1940s, when unions were very important workers in American business society. And then when you had the big companies, they continued to be big in number because they were highly organized and important to companies. So it’s possible to create an organization that can stand on its own and make that vision strong for your industry with the help of large organizations like the AFL. That’s the only way forward right now. Of Course there are many, many possible options, but I would say that the only one that we believe the best approach is and should be to have the union (or what we consider to be the “company”) together and coordinate their activities in harmony, and that we can work together to make this successful for your company and we can even do this in partnership with an “organization” with specific goals in mind.
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In this case, your company won’t be able to attract your workers because they don’t want to be discriminated against because their work will be “in conflict with their interests”. Rather it can create a situation where “employers” in our industry would be