To Spy or Not to Spy: Globe Alive Company - Assignment Example

5 5.2 The key decision makers in this case include employee within the managerial jobs who come up with decision that are intended to stir the welfare of the company forward. They include Helmut Schwartz who is the chief executive officer of the company, Ali Khan the Marketing Manager, Thuy Singh the Production Manager, Patrick Photo the Operations Manager and Stan Ryder the founder of the company. The company has a number of the problems to fix of which the incoming chief executive officer Mr. Schwartz believes that the entire problem can be solved through technological advancement. However, there is no consensus with many members having dissenting opinions on the capacity of embracing technology to solve their problems at hand. Some of dissenting opinion with being pro technology is the capability that the technology bring, which the chief executive officer so much believe in and has to building trust when the subordinate are under the watch always with the spyware. This presents a problem of mistrust and fear within the company. Trust is needed for the company to be reputable and cooperative. It emerges that the transitioning from the founders of the company to the current CEO of the company did not have more of technology but it advanced. The previous regime based their property on the research that enabled them to know area of opportunity, threats, weaknesses and strength. With such knowledge, it was easy for the company to grow. The root cause of the stalemate and problem was the new chief executive office coming up with almost sudden change. According to research done by Carr & Trahant change is not something that should be done once but introduce slowly to allow people to familiarize with. The new chief executive came with philosophy of embracing technology, which appeared to be skewed toward spying employees. This cause discourse within the board. The strategic position has negatively affected by the problem in a number of ways. First, the resistance of being pro technology delays the program. Use of spyware is also observed as absence of trust hence bringing the divisions in the company. SWOT Analysis (Strengths, Weaknesses, Opportunities and Threats) 1. Internal: Strengths and Weaknesses Strengths: The current marketing of Globe Alive, Inc is Edmonton area. They have good customer base in Edmonton area. In addition, this organization has very clear objectives. For example, facilitate efficient communication between global partners, discern in-bound supply chain elements from out-bound shipments, expedite customer orders in a timely manner, electronically transfer funds around the world, and monitor employees to ensure they are being productive. The executives are very experienced people; they are all masters in software fields. The organizational culture is really focus on new-technology, and believes that right technology can change the company. Weaknesses: Helmut Schwartz is the CEO of Globe Alive, Inc, but he cannot make the decision, the decision-making does not being centralized. Different departments are empowered, as decisions cannot keep consistent. Executives are inefficient. CEO and executives consider problems in different ways. There are no strong relationship between CEO and executives or CEO and first lane workers. 2. External: Opportunities and Threats Opportunities: It is hard to say that use spyware is an opportunity, but if the spyware could design very reasonable. I believe it is a good opportunity to monitor the lazy employees and managers. In addition, Miller found a daylong workshop very informative, then he shared his idea with others, it will be an innovative revolution in HR fields. The Company will become more productive. Threats: On the other hand, if Global Alive, Inc begin to use spyware without executives’ support, it will become a serious problem, spyware will break the trust of the Global Alive, Inc. Once trust was lost, the company will die soon. Therefore, Global Alive, Inc cannot bear that consequence. In addition, one very important point is that spyware may violate employee privacy rights, every organization includes Global Alive, Inc should avoid against the law. Alternative Courses of Action 1. Do Nothing Mr. Schwartz could do nothing about this situation. Spy software can monitor all employees and supervisors efficiently at the same time. That action just wants to supervise their work efficiency and promote employee’ development of work. Advantages: Mr. Schwartz does not need to check the quality of work in a month or every quarter regularly. Mr. Schwartz does not need to receive some Suggestions & Complaints messages. Mr. Schwartz does not worry about lazy employee events it happens on company. Disadvantages: Employee and the supervisors trust for company will decline. This alternative does not solve the problem statement. There will be a decrease in productivity because employees have negative mentality result in bad working attitude. 2. Reduce the scope and strength for spy software monitoring Reduce the monitoring for employees in essence can let the employees psychological pressure is reduced, thus improving their work efficiency and attitude indirectly. That way can increase company’s performance effectively. Advantages: Did not give up monitoring method, and it not only can supervise staff and do not let staff to produce psychological burden. Stabilize the development of productive forces. Decrease the workload for CEO and leaders. Disadvantages: Did not solve the problem about the employees trust form the company radically Still there will be many employees resistance monitoring. This way cannot solve both aspects of the problem statement. 3. Give the alternative supervisory control and monitoring to employees and managers Give the alternative monitoring to employees. For example, every employees have two options can choose, one is monitored work by company, the other one is without monitoring but need to do an additional 5% of the total work. Advantages: Employees have their own rights to choose. Employees would have not work pressure and psychological pressure. CEO will see all employees’ selection for that, and know how to manage the employee. Disadvantages: Sometimes it also appears many events about lazy employee and a lack of productivity. CEO and leaders will be more laborious and spend more time to inspect work. It is difficult to manage monitored employees and non-monitored employees at the same time. 5.5 Recommendation and Plan of Action For this case, we would like to recommend that select the second alternative for resolving the problem, which is to reduce the scope and strength for spy software monitoring. The reasons why we considered this method is the most suitable and reasonable are that it can remit the strained relationship between Mr. Schwartz, the CEO of Global Alive and other executives effectively. It is all known that this new policy put forward from Mr. Schwartz did not get the support of those executives. If it is still implemented insistently in the company, we can image that the result could not be very well since most of the executives as well as employees would feel very dissatisfied with this decision made by their CEO, which did not gain acceptance from them. The worst outcome is that they even refuse to execute and accept this kind of arrangement that leads to a discordant working environment in corporation nobody wishes to see that. For this alternative, Mr. Schwartz tries to reduce the scope and strength for spy software monitoring rather doing nothing like stubbornly and arbitrarily to his own course and go his own way, which demonstrates he is willing to listening to the suggestions from the executives and his employees and concern about how they are feeling. Through this way, it is no denying that Mr. Schwartz can get more support from his subordinate. In addition, this method does not overturn Mr. Schwartz’s plan completely, he can still monitor all employees and supervisors efficiently at the same time with the help of Spy software can. This action supervise their work efficiency and promote employee’ development of work. We do not think those other two alternatives can work as feasible as the alternative we selected. For specific action and timeline with this solution, we suggest that they should use Spy software for monitoring randomly and irregularly instead of keeping this software working all the time. For example, they can observe the working situation in unit one workplace at Monday 9:00am to 12:00pm, and then switch to see other unit on other time. Certainly, such specific time points are not going to inform the employees for the purpose of that they can keep high productivity and enthusiasm during their working time. Read More