Workplace Problem

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The Problem: The problem we are facing at work relates to the fact that the company is losing money and might be going out of business or filing for bankruptcy protection sometime in the next year. Employees have already lost their Christmas bonus, and have had their fringe benefits cut. There has been a freeze on hiring in addition to a moratorium on all promotions and pay increases including cost of living increases. Most disturbing of all for the employees, the company has already had two rounds of layoffs resulting in a reduction in staff from 160 employees to 90 workers. The employees who are left are often doing double duty, or performing tasks they have not been trained for and are therefore not qualified to do well.

When there is communication from senior management, it is often in the form of criticism for work that was not done quickly enough or for work that is not up to standard. Morale is understandably low. Almost everyone is concerned about what will happen next, and senior management has said nothing about the company's plans or its prospects for avoiding bankruptcy. Also, the company will neither confirm nor deny plans for an additional round of layoffs.

As a result of a lack of reliable information, rumors have become the substitute for facts. The rumors may be more frightening than the truth, and some of the company's most qualified employees have left. In many cases, these workers accepted lateral positions in other companies.

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ity have been laid off and newer employees have remained employed because the newer employee can perform multiple tasks. In the Symbolic Frame, the unwritten commitment that the company would only dismiss an employee for cause has been supplanted with the idea that employees are disposable. Questions from 15.2: Are individual commitment and motivation essential to success? Yes, I believe that they are essential to the success of the individual and the organization they work for. Is the technical quality of the decision important? In my view, it is. The technical quality of decisions is always an important element or component of individual and organizational success. Is there a high level of ambiguity and uncertainty? In any business, I believe there is a significant level of ambiguity and uncertainty. Are you working from the bottom up? In a sense, I am working from the bottom up to the extent that I see the overarching values of an organization rather than the current leadership as the true source of direction. Since this implies that people are empowered through values, I see this as a bottom up strategy. The answer, in terms of leadership style recommended on pages 309 through 312 fits with some of my frame preferenc
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Some common words found in the essay are:
Symbolic Frame, Organizational Card, Resources Frame, , Structural Frame, Political Frame, Human Resources, human resources, human resources frame, senior management, resources frame, frame reference, Frame Preference, technical quality, ambiguity uncertainty, essential success, employee commitment, level ambiguity uncertainty, motivation essential success, sharing concerns, directive behavior, communication senior management, technical quality decisions,
Approximate Word count = 2033
Approximate Pages = 8 (250 words per page)

Workplace Problem

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