Global_Communications_Gap_Analysis

Gap Analysis: Global Communications Global Communications known for being a competitive company because of their loyal employees has put into action a new strategy for outsourcing technical jobs to Ireland and India. They have teamed up with a satellite provider that will allow their small business customers with the opportunity to access anytime Internet using the technology of wireless phone service and PC cards. (Mcshane & Von Glinow, 2005) Due to the jobs that will be lost here in the United States the employees will be offered the opportunity to transfer over to the consumer side of Global Communications with a 10% pay cut. The Union has just recently made a contract with Global Communications to reduce employee benefit packages in their latest negotiations. The new strategy of outsourcing manipulates the current contract the Union has in place for the Global Communications employees. (Mcshane & Von Glinow, 2005) Global Communications has damaged relationships with their new strategy and has some relationships to rebuild. Once Global Communications puts some of the competitive edge concepts that are included in this gap analysis into action their company will flourish not only in the United States but Abroad making Global Communications the industry leader. Situation Analysis Issue and Opportunity Identification Top executives at Global Communications have strategized a plan to market itself more aggressively in the International market and become a world wide competitor. With the new strategy bring about issues and opportunities that Global Communications has to face. The main issue is that Global Communication has been known as a competitive company because of their loyal employees. With the new plan for outsourcing jobs to India and Ireland Global Communications has to cut thousands of jobs in their current technical support call center here in the United States. The employees will be offered the opportunity to transfer over to the consumer side of Global Communications but with a 10% pay cut. The Union has just made a contract with Global Communication to reduce employee education and benefit packages at their last negotiations. The new strategy manipulates the current contract the Union has in place for the Global Communication employees. Their customers are demanding that they provide more technical sophistication and that is the reason that they planned the outsourcing into India and Ireland. Not only does India and Ireland posses the knowledge based people the labor rates are very low. This will aid the company to hire one thousand qualified new employees in their sales department. With the new strategy Global Communications will be able to create new jobs in the future and become an industry leader. Stakeholder Perspectives/Ethical Dilemmas Katrina Heinz the CEO of Global Communications has increased revenue and profits through more globalization. Mrs. Heinz has the right to present the board with new strategic plans to increase profitability. Her values are in alignment with the company’s best interest and profitability. Sy Rodriguez EVP Consumer Marketing and sales interests are relationship management, social responsibility to the Union and the workforce. His values are straight forward communication, and honesty. His rights are to maintain the long standing relationships and accountability to the workforce. Nancy Everheart EVP of Small Business and Marketing sales are focused on growth of small business market and sales. Her rights are to inform her clients about the new and innovative ways that Global communications will offer increased technical sophistication. Her values are to her clients, honesty and social responsibility are her priority. Joel Thompson EVP of Human Resources and Public Relations interests are to get the message out to the Union and the employees. He is focused on accountability to the Union and respect for the company’s employees. His goals are to address the union and the employees concerns about the new strategy. His rights are accountability to convey the message in the most honest way possible with out the loss of respect for the company. Maria Antez VP of Technologies Workers Union interests are the Union Members best interests and fairness to the employees. Her values are to relationship management between the company executives and the President of the Union. Her Values are for the Union members and making sure that when making decisions there is fairness, honesty, and accountability of the executive decisions. End-State Vision Global Communications has come through all of the rough patches with the Union and the Government actions. This process has taken approximately three years to put into place and it has been a long road but the outcome is a success story. The opportunity for outsourcing is now a reality for this Communications Giant. Now the Leader of the communications industry are globally known and respected. Global Communications has created thousands of new jobs in the United States and abroad. Other Countries are getting on board with the innovation of this new Global Giant. Global Communications has purchased a satellite company and tapped into markets that have been virtually untouched by any other company. Global Communication is one of the most competitive Broadband providers in the world. The company’s organizational commitments are at an all time high. Employees are speaking out about their job satisfaction. (Gong, Law, Chang, & Xin, 2009) The company has really put a lot into changing the ways of employer employee relationship management. Maria Antez has stated that Global Communications has come along ways since the education and benefit package cuts three years ago. They are offering not only full tuition reimbursement, but full benefit packages for employees and their families. The retired groups are receiving full benefit packages at a fraction of the share of cost they were paying three years ago. The employees that went with the continuance commitment have now advanced and are receiving three times the 10% pay cut they had to take three years ago. Not only with the benefit of education for their employees with tuition reimbursement has this also aided the company in qualifying new technical support centers in the United States. (Herscovitch & Meyer, 2002) The Leaders today have adopted the Emotional Intelligence policy and have made it a priority that there are seminars available for all management to attend. This Communication Giant is truly a company that has a win-win policy. (Mcshane & Von Glinow, 2005) Gap Analysis The Gap between the current and the end state visions are as follows. The company needs to implement the emotional Intelligence policy. This will aid the leaders in personal competence and social competencies. With self awareness and self management, social awareness and relationship management. (Goleman, Boyatzis, & Mckee, 2002) The current state at Global Communication is not having an emotional Intelligence policy in place has damaged relationships with their new strategy and has some relationships to rebuild. In the end State goals they have implemented this policy and rebuilt relationships; this has been positively related to affective commitment, which in turn enhances firm performance. (Gong et al., 2009) The employee benefits had been reduced during negotiations with the union and this was a negative effect on the morale of the employees. The new Strategy not only manipulated the current Union contracts but they have under cut their employees once again by creating distrust between company and employees. The gap between the current situation and the end State is the employees that went with the continuance commitment received the 10% pay cuts and later are making three times the rate cut are reaping the benefits of the new programs that have been put into place for furthering education, training seminars, and advancement opportunities. (Mcshane & Von Glinow, 2005,) For organizational commitments to continue Global Communications will have to continue to manage its relationships and make sure that the win-win is for everyone involved. Once the Company has rebuilt relationships with the Union and members which will be one of their major challenges will be to repair their reputation to a state that it was before implementation of their new strategy. Trust is going to be the biggest challenge becoming the global industry leader their commitment to excellence and job satisfaction will have to be at the top of their list. With the loyalty of the employees and shareholders Global Communications will be able to repair the damage to their reputation. (Martin, 2008) Conclusion In Conclusion Global Communications has met the three year targeted goals they had planned on in their quest for excellence. The relationships that they have rebuilt have been successful at all levels of the company. Global Communications job satisfaction and morale is at an all time high at all levels of the company. Global Communications has prioritized the personal competence and social competencies of their management teams. This has proven very successful in the implementation of their strategy for global leadership. This has paid off in the continuance commitment of the employees and has built trust through out the company as a whole. Global Communication will continue to relationship management with the Union and its members so they will continue to provide the win-win situation for Global Communications continued Success.