The Exeter Story's Organizational Structure - Term Paper Example

1. The situation - a of the happening, detailed and sufficiently complete to provide a clear sense of the issue circumstances. The company "The Exeter Story" is tourist attraction which is using multi-media attraction in offering a backgrounder into Exeter's history, its popular face and the university. It is in the three storey historical warehouse that is utilized to be one of the major tourist attractions in Exeter (Earley, 1997). The tourist walk around each floor, which moves from Roman times through the 20th century and the glass cased exhibits have written discussions about the displays and at the same time with guides in English and French. The Exeter Story organizational structure is separated into four departments with each having their own sub-departments and their own responsibilities to perform in the firm. Marketing Manager is assigned in its subdivision, the Finance Manager in its department, Assistant Manager and its department and finally, the HR Manager in its department. The Exeter has a new manager, he wants to have full control on every aspect of the company, He wants to have a major revamped on what requires renewing in the organization but it also has a great impact to the whole company and its operation (Fowler, 2005). A major change is the right phrase here, and change is not as simple as it is perceived and not a slice of cake. When a company is undergoing change, different aspects of the organization are turned around and things are not done like before. Having power absolutely gives complete control. The relationships between the superior and the employees come into the picture. At the same time, getting rid of company employees just to have full control of the company is unethical (Heene and Sanchex, 1997). Then, moral values come in. Getting rid of the Finance staff and the HR staff would result to chaos in the organization since there are people engaged in the decision that they might lose their job. The employees are working hard before the General Manager entered the company, this would create criticisms. The new General Manager would also like to focus on the conventional organizational structure that would limit free communication among the management and employees rather than motivating it. Thus, in view of all the actions of the new managers need proper analysis and considerations especially regarding ethics and moral values in order to avoid company loss, creating a firm organization wherein employees can work freely, equally delegated work load, smooth operation and harmonious work relationship among employees. 2. Analysis - specifics as to how the situation was handled in terms of the structure, the associated technology, the moral and ethical principals. In justice to everyone in the company, each of the employees and their tasks should be examined and investigated who among that are doing their job well. This would be hassle free for the new General Manager to identify who go and who stays (Mclagan, 2002). That way, there will be no chaos. This would be the time wherein the finance employees and the HR employees would merge to another department so they would not lose their job. The new General Manager's plan to revamp the company structure is not a good idea since the new organizational structure avoids communication in a company because of its many departments. That is why she eliminated the HR and Finance department and subcontracted them to the other departments. It is important to understand the whole process, understanding and awareness is the possible sources of errors and constantly counteracts these inclinations by making a careful effort to make sure that everybody in the company will be happy (Prasad and Thorn, 1999). However, in the case of Exeter, employees are not happy of the change in the organization. Employees are losing their morale and might lose their job. On the part of the New General Manager his ethics and moral values are very questionable, getting rid of hard working employees in order to have the full control in the company is unprofessional and unethical. This can be compared to the case of King Henry VIII and Thomas More, based on the historical records, England was taken apart from Catholic control and created the Church of England in order to the King to have the power in the church. In this decision of King Henry, becoming the head of the church, the first policy that he implemented is to renounce their commitment to Rome and appealed to their faithfulness to him (Bolt, 1960). All followed King Henry's demand except for Sir Thomas More. Business ethics is one theoretical framework that deals with issues of morality in companies that also particular to moral problems and judgments. It answers the importance of ethical issues when it comes to the competitive economic environment, and these challenges are comparable to those increased by any human activity (Topf, 2000). It also made of the development in the company constraints and the its participation to business firms activities and issues like environmental protection and the realization of quality of life challenges, the most important priority is the social values in society. Ethics should be considered by the new General Manager in order to form human welfare and the implementation of the principles of moral values. Generally, "what is right and what is good" should be considered by the new management of Exeter, the new General Manager should also give importance to what should be done, not just what should be legally done. The operation of Exeter should formulate and implement the business ethical principles like codes of conduct. Ethical conduct is really needed in a company like Exeter, The moral principles such as the giving importance to moral principles specifically the rights and duties of every person in the company (Blenkhorn and Flesiher, 2001). The management should respect the employees because they are members of the society and that collectively practices moral values. 3. Resolution - how the situation was resolved, with a critique as to the involved (ethical implications). The situation was resolved by listening and communicating to the employees issues about the change in their organizational structure. There was careful planning of evaluating employees in order to determine who works at their best (Ans and Van, 2001). The management of the company based the revamp according to ethical practices that are obviously needed to create an ethical work climate in Exeter which has strong corporate guidelines. These ethical guidelines are comprise of accountability structures, management stratagem, organizational policies, training programs, incentive systems, and decision-making developments should all work as one to reinforce the firm's fundamental ethical beliefs. These and other concerns of equivalent employment chance in hiring, promotion, firing, and related employment resolutions is a main apprehension that individuals are treated unjustly wherein employment decisions are made according to ethical convictions. Works Cited Ans Kolk, & Van Tulder, Rob.. Multinationality and Corporate Ethics: Codes of Conduct in the Sporting Goods Industry. Journal of International Business. Studies.Vol. 32, 2001. Blenkhorn, D. L., & Fleisher C.S. Managing Frontiers in Competitive Intelligence. Westport, CT. Quorum Books, 2001. Bolt, Robert. A man for all seasons. Vintage Books, 1960.NY (ISBN D-679-728 22-8) Dalton, G., and Lawrence, P. Organizational Change and Development. Homewood, IL: Richard D. Irwin, 1970. Earley, C. Face, Harmony and Social Structure: An Analysis of Organizational Behavior Across Cultures. New York: Oxford University Press, 1997. Fowler, K. Communication in Organization. Mind Tools Contributor, 2005. Heene, A. and Sanchez, R. Systems View of Strategic Organizational Change. Journal Article: International Studies of Management & Organization, Vol. 27, 1997. Mclagan, P. Success with Change. Magazine Article: T&D, Vol. 56, December 2002 Prasad, S. Tata, J. and Thorn, R. (The Influence of Organizational Structure on the Effectiveness of TQM Programs.Journal Article: Journal of Managerial Issues, Volume 11, 1999. Topf, M. Managing Change. Magazine Article: Occupational Hazards, Vol. 62, July 2000 Read More