Global CommunicationsGlobal CommunicationsProblem Solution: Global CommunicationsIn today’s world stakeholder communication and employee development place a severe test on organizational development. When proper communication avenues are not maintained, the problems that surface while manageable in the beginning can become disastrous in the long-term. Senior Management of Global Communications looked out for only the short-term, and suffered the consequences. Morale already depleted took another hit when the announcement was made for job cuts, reductions in salary, and overseas relocation. This also made an enemy of the Union, who vowed to fight these decisions. Senior Management wanting to control costs is a way to keep the shareholders happy, but seems very detrimental to the employees and the Union. Union Management considers this a total breach of trust, and will treat all upcoming negotiations very differently, if not as outright hostile. If management practices were more for the long-term and less impatient, they would have maintained a better relationship with all involved, and not wasted time on short-term gains. By implementing some low-cost morale boosting programs, Global Communications would be able to stem the inevitable employee backlash.
Describe the SituationIssue and Opportunity IdentificationThere seemed to be many issues that came about as a result of the mismanagement of Global Communications by Senior Management. The problem that seemed to stand out the most though was the lack of communication with the union, which exemplifies their lack of planning and hasty decision model process. Senior Management seems to take the short-view of setting up new call centers overseas, but in the process sets themselves up for failure with a very unrealistic timeline of “transforming into a global corporation within three years.” The plans include job cuts, but also workers who would need to be relocated, would also have to take a 10 percent pay cut. In this instance Senior Management sound like they are living in an “ivory tower.” They do not seem to have a good idea (especially Nancy and Katrina) what the morale is like at Global Communications. When Katrina mentions how, “It’s a nice reality check to get away from the 40th floor,” I was wondering if she truly is that out of touch with the workers at Global Communications. I believe that they have unrealistic views on what the reaction will be by the union, but also they do not seem to have their priorities straight either. I do not think the most important part of the agenda should be creating a new set of values. And even then they do not involve the union, by excluding the union representative Maria from the planning of the new set of values till later. All the issues compounded together made for an enormous problem in the end by the union threatening to “take action both through the government and all other available resources.”
Stakeholder Perspectives/Ethical DilemmasBy choosing to implement all three end-state goals for Global Communications, I believe that I will also have solved all the ethical dilemmas that I have identified in Table 2. This may be done by sacrificing a little bit more for one side or another, but to take care of all the ethical dilemmas I needed to err on the side of caution in order to take care of all the ethical dilemmas that have been forecast because of the dealings that have gone on in Global Communications. Addressing my third end-state goal of increasing morale at Global Communications, which I believe can be done at minimal cost and would address Nancy Everhardt’s issue with Thriftiness, and with Sy Rodriguez’s issue with Empathy. Implementing a program that increases morale in the company, while not costing much overall, as shown in Table 3 would help to retain those employees that Global Communications has chosen to keep. Then since they possibly will not be increasing salaries as much as hoped, employees would be much more likely to stay as opposed to before.
In end-state goal number one and two, by working closer with the Union, and Maria Antez, to better position Global Communications in the future as the seller of premium services to small business and consumer customers would be I believe a successful venture. By working closer together, the ethical and value dilemmas, as shown in Table 2, of Accountability to the Stockholders, and Integrity, Respect, Fairness, and Courtesy to the workers of Global Communications, the Union, and Maria Antez. I believe that by working with Union on a closer basis, that Global Communications would have a much more bright future. With a fractured working friendship between Global Communications and the Union, shareholders will probably start to sell off their shares of Global Communications, which will start
Pursuant to the terms of the Exchange Act to regulate the transfer of shares of Global Communications Stock,
Global Communications and its shareholders have agreed [and are not in agreement] the following:
(c) Global Communications is not to receive any compensation or any advance [or compensation] from shareholders. Therefore, the [current] shareholders will be paid at their own risk.
The [current] shareholders will pay their share of shares in USD at a rate of 1.00% per day, for a 6 month period.
Pursuant to the terms of the Exchange Act to regulate the transfer of shares of Global Communications Stock,
Global Communications has agreed [and are not in agreement] the following:
(d) Global Communications and its shareholders have agreed, [and are not in agreement] the following:
(i) The Union will treat Global Communications as a separate entity.
In the long run, the Union wants to be able to focus on maximizing the business of Global Communications.
The current shareholders are entitled to receive shares at a rate of 20% per annum.
(e) The union and management want to create an orderly and transparent process for investors and shareholders so that holders receive only the latest securities and cash, and never any other securities.
The current shareholders will be entitled to receive shares at a rate of 80% per annum.
(f) The union wants to create a system to ensure timely access for the Union to the various investment funds and to provide timely and timely funding to fund new investment opportunities based on new market scenarios.
The current shareholders and management want to be able to ensure that the overall cost of the investment exceeds the cost of financing the business, and to obtain more equity for shareholders.
In the long run, members will elect to continue their membership and to accept additional contributions. I believe that when Members and Management recognize that the Union has a stakeholder interest in their decisions, management will have decided to make a change in its policy.
We are not prepared to accept new and/or different proposals. We strongly believe that membership of the Union will help our members to advance their own interests.
The current shareholders will take the same risk as the owners of the Union’s assets.
Our members will be encouraged to attend meetings, as I believe they are
