StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...

A Successful Downsizing: Developing a Culture of Trust and Responsibility - Case Study Example

Comments (0) Cite this document
Summary
The most common of the practices is organizing the employees into various teams so that people in departments work as a team rather than as individuals. The advantage of this is that the manager does not have to be receiving reports from individuals which is not only tiring but…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.7% of users find it useful
A Successful Downsizing: Developing a Culture of Trust and Responsibility
Read TextPreview

Extract of sample "A Successful Downsizing: Developing a Culture of Trust and Responsibility"

Download file to see previous pages The other thing to success project management is to hand over all the responsibilities to the contractors and led them do their work without constant supervision. When they are left to be in charge of their work, they take the work seriously because they are the owners. They are responsible for all the decision making as long as they fulfill the time deadline and work within the provided budget. They are left to be creative as long as the final product meets the specifications and design of the customer. This reduces pressure on the part of the contractors and leaves them at ease to decide the number of employees to work on each project, which project to start with and what time to dedicate to each project.
The manager delegates duties and downsizes the organization to create room for growth and reduce redundancy. The project manager is able to do this through becoming an overseer rather than doer of the action. When a company is downsized, it means that the remaining people have rather a lot of work to and hence no time to waste chatting or taking long unnecessary breaks. It also saves up on costs and expenses with fewer employees. A project manager that is not afraid to downsize the employees is a risk taker and hence a good leader and manager. The remaining employees for fear of being the next on line to be sacked work extra hard and increase productivity whereas maintaining the deadlines as well and this improves the overall success of the project in the long run.
2. Evaluate Judy Stokley’s level of success in developing a culture of trust while implementing her drawdown plan as Eglin Air Base’s new Advanced Medium Range Air-to-Air Missile (AMRAAM) program director. Provide three (3) specific examples to support the response.
The success level Judy got from developing trust between the government and contractors was enormous and immense. This is evident in the amount of money the air force was ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“A Successful Downsizing: Developing a Culture of Trust and Case Study”, n.d.)
A Successful Downsizing: Developing a Culture of Trust and Case Study. Retrieved from https://studentshare.org/management/1649089-a-successful-downsizing-developing-a-culture-of-trust-and-responsibility
(A Successful Downsizing: Developing a Culture of Trust and Case Study)
A Successful Downsizing: Developing a Culture of Trust and Case Study. https://studentshare.org/management/1649089-a-successful-downsizing-developing-a-culture-of-trust-and-responsibility.
“A Successful Downsizing: Developing a Culture of Trust and Case Study”, n.d. https://studentshare.org/management/1649089-a-successful-downsizing-developing-a-culture-of-trust-and-responsibility.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF A Successful Downsizing: Developing a Culture of Trust and Responsibility

How Change Management Theories can be Utilize when Planning for Incremental Change

...) Because of the continuous changes in the U.S. market, the CEO of Starbucks – Mr. Schultz exerted extra effort to communicate to the general public about its effort to improve its business performance particularly in the United States where the unemployment rate remains high and demand for retailed coffee is low. In order to win back the trust of its valued customers and maximize the ability of Starbucks to gain more revenues, Schuartz talks about the need to develop and implement new business strategies that could make the company optimize the use of its available resources effectively (Schultz, 2008). In response to the declining coffee demands in the U.S. market, Schultz reported...
12 Pages(3000 words)Essay

Developing Successful Business Teams

...to improve optimal outcome of the overall team towards a particular goal in the interests of the organisation. 2.2. Assessing the Importance of Team Role An adequate process of identifying the team roles is an important concern for developing a successful business team which is able to clearly recognise the task to be attained by each member of the team (Gunduz, 2008). In relation to the striving operations of the global marketers, it is frequently observed that the managers or team leaders possess the major responsibility of scheduling an adequate structure of the roles and responsibilities for each member. In this regard, it can be firmly stated that an adequate...
20 Pages(5000 words)Essay

How can the HR Management sustain the motivation of the employees during a period of company downsizingAn approach of HR practi

...prominence. Dolan, Belout and Balkin (2000) synthesize literature on the impact of downsizing on the “survivors” or employees that remain in the company after downsizing has taken place. The role of HR lies in communicating to the management the risks involved in downsizing and also to communicate the benefits of long-term staffing plans. Mishra, Mishra and Spreitzer (2009) highlight how downsizing organizations can achieve success by focusing on survivors’ level of trust in the organization’s leadership and survivors’ level of empowerment. They also highlight that these two factors suffer as organizations undergo the challenge of...
80 Pages(20000 words)Dissertation

Is Downsizing unethical

...Lucinante Academia Research Downsizing (Order 121143) 18 April 2006 Is Downsizing unethical When top management makes the strategic decision to downsize, two ethics-related issues arise. The first concerns the moral obligation of top management to act in the best interest of the firm. The second concerns the legal obligation of the firm not to violate the rights of employees (Hopkins and Hopkins 1999). The inherent conflict in these two issues, as they relate to downsizing, will become apparent. Friedman (1990) arguments that managers have a direct responsibility to the firm's owners (shareholders). According to Friedman, that...
5 Pages(1250 words)Essay

Trust

...to be above average. High communication is maintained between the management and the employees via corporate newsletter, corporate internet site, and traditional and email suggestion boxes respectively. With high financial benefits and employee health insurances, employees are more than happy when they find themselves thoroughly engaged in the corporation. Aside from annual individual reviews of each employee’s performance in the corporation, employees are also encouraged to provide their own feedback with respect to the management – and in full confidence. This builds and maintains trust within the organization, which reflects on the ever-watching society. With an above-average community...
8 Pages(2000 words)Essay

Downsizing

...things difficult for the employees who have lost out on gaining a fair enough understanding of Tuscan Treasures. Perhaps the organization is not bringing in much success because of its own lack of organizational intent. It has forgotten the premise of doing its best to achieve success within the already available resources and the employees that work under its aegis. Wilson should try and establish his own self so that his organization could benefit immensely well within the long range scheme of things. Some recommendations for handling downsizing include the fact that Wilson should find out which employees are the ones that are redundant within the organizational environment and...
2 Pages(500 words)Essay

Trust

...Client’s 4 March Trust is a very broad term; different people would have different definitions for this word. It is an act which is both emotional as well as logical. A person becomes extremely vulnerable when he trusts another person, this is the emotional side which gets displayed. Logic comes into play when a person is confident that the other person will not take advantage of his situation. This is both logical and emotional, trusting another person has become really difficult because most people do not keep their promises and also try and take advantage of the situation hence disturbing the person who had trusted the other person emotionally. “Emotions associated with trust include companionship, friendship, love, agreement... ,...
1 Pages(250 words)Research Paper

Communicating During a Downsizing

...in the appendix) It necessary to cut costs of the hospital to achieve positive returns that accrues to all shareholders. The hospital has put in place strategies that are set to benefit all the employees as we adjust for the changes necessary. This is based on the fact that we value our employee more because they are responsible for the success of the hospital. On analysis of the cost elements that the hospital incurs, the wage bill forms a major component of the costs. There is going to be a well set out plan for a cross- section downsize in the number of employees with a package that is going to benefit all the employees (Clampitt, 2009). It is both a volunteer program as well as a...
6 Pages(1500 words)Case Study

Developing Successful Business Teams

...Developing Successful Business Teams Executive Summary Effective employees are the asset of any organisation. The performance of the organisation depends on the potential of the team members. The report intends to provide a focus on the concept of team and its role on the organisational performance. The models such as Belbin’s have been discussed to evaluate the behavioural strengths and weakness of the team members. The formation stages have also been discussed by the Tuckerman’s model. The conflict management model is presented in the report to settle the arguments in the organisation. The theories have been discussed in the context of Apple Inc. The study concludes that Apple Inc. has been to improve...
12 Pages(3000 words)Essay

Trust, Paradigm, and Knowledge Appreciation as Leadership Factors

...to be. Treating workers well leads to the employees developing a more positive attitude towards work, increasing productivity and reducing cases of resignations. Employee turnover is low in companies that tend to value their employees more and this reduces costs that would have otherwise been spent training new employees. In the event that downsizing has to be carried out, it is important to address the potential reactions and concerns of the employees. Lay offs greatly impact both remaining and the laid off employees according to Tsai, Yen, Huang and Huang (2007). It is important to value the employees and treat them with respect to avoid a scenario where employees lose trust in the...
11 Pages(2750 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Case Study on topic A Successful Downsizing: Developing a Culture of Trust and Responsibility for FREE!

Contact Us