Communication Hierarchy Among Investors, Employees and Customers Move your headings flush left.
Since this is occurring the investors will have to be calmed down first, Really? -Christopher Thacker 4/9/10 3:47 PM then the employees who are also investors and last but not least the customers. The customers are basically the most important to the company and possibly will get their news along with the employees. The employees have a lot of power in the company, being that they are investors and also customers. Furthermore, they represent the company. This order may be the best strategy, since if done well the investors won’t leave but possibly invest a little more. Since they are so fickle and hold so much power they can either be pacified and/or encouraged to invest more. Being the “worse of the lot” they will get the most attention. The customers can become the “worse of the lot” if not handled properly. They do not really need the company for a paycheck like the employees. In fact the company needs the customers in order to have employees to even exist. So it’s possible they need to be addressed after the investors. It sort of goes by that saying “the sweaky wheel gets the oil” what could do the most damage needs to be repaired, fixed or in this instance addressed first. The employees needs the company, they are more likely to be co-operative. However, what a thing to do to your hardest workers who have been trying to benefit the company all along. So the most useful strategy I can think of is keep the investors pacified and investing money, keep the employees happy so they will continue to do a great job. Place a lot of emphasis and aggressively go after the customer who needs the best service, the best looking stores ...
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Summarizing Communication Tactics
It can be good to communicate to the investors in a very pompous way because it’s a sign of strength. However, if not really there it can cause a lot of problems in the future. The investors will leave if the money is not really there. The employees will scrutinize also and it’s better to be generous and strong and they hopefully will look back on the company with kindness, look out for the company, realize that they were treated fairly and hopefully they will do the same for the company. Aggressively pursuing the customer is the way to go. Scaling back, saving money, reallocating funds and planning something better for the future can bring about a lot of happy things for an athlete as well as the store. A great win win situation. The company still provides a great product and people will continue to shop there.
Although TQL maintains good honest relationships and has a dedicated customer service team, the company has taken key broker reps from a job they are performing very well at and moved them to a management position. As a result, ...
...tigation I would talk to staff about how we can rebrand our company and rebuild our image. The potential of scandal damaging our public image is inevitable but the more damage control that is done as soon as the scandal is opposed the more likely my company has a chance to survive.
I would recommend the first alternative which is to improve management. Mr. Walsh wasn't trained and didn't understand management. He could handle the company when it was small. He got lost as the Inner-City paint grew. If Mr. Walsh did some training, then the company probably wouldn't be in such a mess. He did understand how to expand the business and add employees were they are needed but he lacked giving trust to other people.
Engstrom Auto Mirror Plant is a private owned business in Indiana that is manufacturing mirrors for trucks and automobiles. The plant has been having some rough times. There were some major organizational issues in the Engstrom Auto Mirror Plant. I am going to mention about three major organizational issues. The first major issue was Ineffective leadership employees were losing trust in this organization due to poor leadership. The employees thought the management was “playing with numbers” because they weren’t paid their monthly bonuses for a few months. The management could not afford to pay employees bonuses’ because of the productivity problems that the organization was having. The second major issue was lack of motivation. There was
When one thinks of the perfect job they consider a lifelong career where they can achieve loyalty and commitment to a company, and in hopes of receiving the same back from their employer. In some cases this is not always the outcome; today many employees are experiencing betrayal from companies they had once devoted their lives too, but these companies concerns are not their employees but the profit that they are making from these employees. The Ford Motor Company, one of the largest car manufacturers in the world is currently in need of recreating their business structure, which ultimately results in a company downsize. The company has recently made the decision to decrease their workforce between 25,000 to 30,000, this decision is largely due to the $5.8 billion third-quarter loss this year (Bush). Though the company hopes to increase productivity and profit by the downsize, their will be tremendous effects on those who are forced to leave their careers, and also those who are lucky enough to stay with the company.
...at.If they don’t get what they want, now, they get angry.Even the most patient customers have their breaking point.Though the customer might be “tired and cranky” from a long day, what they need to understand is that the employee is probably working all day too.So they both could probably in a bad mood.“If one of them looses their tempers, the other will soon go off as well.”If the customer and employee became more understanding, then mostly everything would run more smoothly.Things happen, and when a problem does occur, it is often unpredictable.If no one became quickly upset, and just waited for the problem to be solved, the store would run more smoothly in the end (so that the next customer could be taken care of).
HealthCo As a result of increasing competition and a decrease in membership numbers is attempting to improve staff performance in order to attract new customers. However management 's “top heavy” strategy combined with its resistance to change and views on different employees and managers in the workplace is damaging day to day operations. This damage is seen to be unappealing towards customers as many become enraged, “aggressive and abusive” as many leave the organisation. For example the staff came into work one morning and discovered that “computers and rates had been changed” with no warning given. This ill prepared approach leaves little time for staff to prepare, limiting the customer experience resulting in the decrease of members. If no action is taken to address this issue than HealthCo’s image will continue to become damaged as they lose customers to competitors. Communication goals should be set in order to assist management in the process of learning how to communicate effectively towards staff as well
The first thing that Mr. Nardelli could have done differently is to deliver the bad news in person. My current employer will have what they call town hall meeting where the leadership team will talk about what they want in front of a group of mid-level managers and it is broadcast live to the rest of the company. In the town hall meetings, they go over details about the business and some changes that are happening and at the end the mid-level managers as questions and people can email in questions to be answered. I believe that if Mr. Nardelli would have delivered the news in a manner similar to a town hall it would have meant more to his employees and allowed for some questions to be answered by him and his leadership team.
Take the time to step back and help your employees, the people that really make a
What if one day you come into your office and all the old faces are no longer there, and it was not because of downsizing or a take over of the organization? What do you do when your most experienced and talented workers are about to walk out of the door? How does your business or organization survive? What if offering those workers more money and great benefits does not deter them from leaving? What if there is nothing that you can do to keep your most experience workers and mangers in the company in your organization? What if they are not going to your largest competitor? What if you still have to pay them even though they are no longer bringing their expertise to your organization? What if the best and the most productive and knowledgeable
A so large change threatens the status quo, and for that reason it may provoke insecurity and resistance among company’s stakeholders.
Companies that are in the process of going from good to great must first confront the brutal facts of their current situation.
The article raises the issue of revenue growth stalls that affect even the most successful companies. The article focuses on four major causes of the crisis. The first cause is the premium-position captivity that is”the inability of a firm to respond effectively to new, low-cost competitive challenge or to a significant shift in customer valuation of product features” (p.54). The second reason is the innovation management breakdown that is”some chronic problem in managing the internal business process for updating existing product and services and creating new one” (p.56). Third reason is the premature core abandonment that means “the failure to fully exploit growth opportunities in the existing core business” and “acquisitions of growth initiatives in areas relatively distant from existing customers, products, and channels”(p.56). Finally, the fourth cause is the talent bench shortfall that is “a lack of leaders and staff with the skills and capabilities required for strategy execution” (p.58). Authors emphasize that these causes are mainly within management control since they result from “a choice about strategy or organizational design” (p.54).
A lousy customer service. A client or customer might be in love with your product or service but a lousy customer service will definitely make them turn to your competitors. Don’t make the mistake of hiring anyone or not providing training for your customer service. Clients would forgive a fast remedy to a mistake, not a concern that has been dragged long.
Companies, especially those struggling to turn a profit might do this in a variety of ways by streamlining their services or manufacturing, not taking on new inventory, cutting labor expense by either lowering pay or cutting jobs. To the stockholders of companies, this might look good on paper and might lead to a technical increase in profit, as the bleeding of money has stopped. Layoffs, however, tend to hurt companies in the long run for the simple fact, they are taking money out of the economy. If the now former employees of a company cannot spend money, because they have no money to spend at companies that purchased from the company that laid them off, the company that laid them off, with inevitably lose business, because the other companies that bought from them will no longer have the same amount of money to make purchases. In the same way, humans will make the attempt to remove any sort of pain away from themselves, though the pain, like the employees of a business, is needed. People want the shortest way to pleasure, even if it is only a short-term happiness that it creates. It’s the reason that fad diets exist – inevitably, the person trying the diet want to lose weight, but doesn’t want to give up foods that traditional diets, recommended by the food pyramid say to give up. In order to actually