Question

Review the case study below, and answer the questions that are provided. Provide complete and detailed responses to each question. Your paper must be at least three pages in length.

The Closing and Relocation of a Call Center

In this case study, you are the regional human resource director for a Fortune 500 company. You receive an unexpected visit from your vice president of human resources (VP of HR), who informs you that there is a reorganization taking place within your company. He starts by explaining that the president of the company has decided to retire after 28 years, and the new president has decided to move the current headquarters from the Northeast to Texas. No business reason was provided. There will be almost 1,000 employees redeployed since the company has existed in the Northeast for more than 75 years. This information will be released to employees within the next week. The call center—with more than 500 employees, including your office that is located within it—will also be relocated to another southern state. All employees will be offered their current positions and a relocation package if they wish to move. Those who do not want to relocate will be given a severance package with outplacement services provided.

Mr. Davis, your VP of HR, is aware that you hired most of the individuals working in the call center and that you are very familiar with the culture and employee status. This news will be devastating to the employees because they have made this the most productive and efficient call center within this global corporation. Mr. Davis came to get your advice on how to best handle the communications plan for announcing this news in your region.

Mr. Davis has taken care of notifications to the state and federal government (i.e., the 60-day notice required according to the Worker Adjustment and Retraining Notification [WARN] Act, which announces that the business is relocating and that employees will be redeployed). From previous experience, Mr. Davis shares with you that you will be contacted by the state to set up meetings so that the state may address all of the employees concerning the state benefits and services available to the employees.

Mr. Davis shares two important messages from the new president: (1) Although this news may be unsettling to many employees, business must be conducted in the same professional manner as always, with the least amount of disruption; and (2) whether the employees decide to relocate or not, while they are employed, they must maintain productivity levels, and their metrics will be monitored as usual.

Mr. Davis informs you that Mr. Woods, senior vice president (SVP) of the region, who is responsible for the call center, is being told of this reorganization via a conference call with his boss on the West Coast and the president of the company. Mr. Woods will be joining you and Mr. Davis to plan the communications shortly. Mr. Davis wants to get a head start on planning with you because he has a flight scheduled back to headquarters that afternoon.

You begin to outline a plan for the communications strategy; for example, you include information that will assist Mr. Woods in preparation for his meeting with his direct reports where he will deliver the news. Other questions you think about during the development of the outline are as follows: What information will Mr. Woods give to his direct reports this afternoon, and what will he give them to share with their managers and employees? Mr. Davis sees your outline, and he encourages you to develop your outline into a communication plan/plan of action and to continue to share it with Mr. Woods.

Before Mr. Davis leaves for the airport, he asks you to report back to him with any issues or difficulties you are experiencing with employees. Mr. Davis also asks that you report the following information to him: How many employees do you think will want to relocate? What do they want to know about the new location? What can he do to help answer these questions for the employees? What can he do to assist you with the communication plan or any activities you plan within the next 60-day period? Mr. Davis gives you all of his contact numbers and reminds you that he is available to you for questions and concerns at any time.

Analyze the information presented in this case study, present your communication plan, and answer the questions below. Your case study paper should be at least three pages in length and should follow APA guidelines.

Your communication plan should address the following questions:

• What are your concerns? For example, how will you motivate the employees to stay throughout the 60 days if they have other job offers? How will you motivate all employees to maintain their productivity levels?
• In the article “Semper Fidelis! A Recipe for Leading Others,” which is part of your Required Reading for this unit, Aubrey Daniels describes how a person earns leadership status and explains the importance of positive reinforcement. How will your plan help you to establish yourself as a positive reinforcer?
• What leadership style does Mr. Davis exhibit?
• Propose at least three leadership theories that could be applied to this situation. How will these theories advance or affect employee motivation?

Answer 1

What are your concerns? For example, how will you motivate the employees to stay throughout the 60 days if they have other job offers? How will you motivate all employees to maintain their productivity levels?

I would have many concerns because this is a big change for the organization and my employees. I would need to realize what steps the association is taking to enable representatives to anchor lodging so they have a place to live once they touch base at the new business area. I would also be concerned about the employees with families, children with school and work for spouses. I believe that the organization has an obligation to the employees that are willing to relocate in order to stay with the organization. With respect to the workers not having any desire to go to the new area I would ensure that they got amazing suggestions for their next manager. With the end goal to keep the representatives that would not like to move through the 60 days, I would allow them 2 weeks paid get-away after the 60 days so they may have sufficient energy to locate another business.I feel that as long as employees have a little buffer between leaving one job and getting another they will not have to find a job and leave the organization during the 60 they have left with our organization. With the end goal to propel all workers amid the last days amid the migration, I will request that they put out a similar execution that did previously and the association will enable them to progress out of the association.

In the article “Semper Fidelis! A Recipe for Leading Others,” which is part of your Required Reading for this unit, Aubrey Daniels describes how a person earns leadership status and explains the importance of positive reinforcement. How will your plan help you to establish yourself as a positive reinforcer?

I would praise the employees for the great work that they did for the organization. I will keep on enabling the representatives to work autonomously and just advise them on my needs and to beware of advancement. Representatives will in general work better and harder when they can essentially lead themselves. Leaders only need to keep constant communication with employees about goals for the organization and to spot check progress and see who has put the priorities of the organization first. I would likewise keep a harmony among acclaim and discipline, workers should be informed that they are working to perfection when they do and they should be rebuffed when they work admirably. I will keep on running things a similar I did before the declaration of the association moving.

What leadership style does Mr. Davis exhibit?

Based on Kurt Levin’s framework Mr. Davis exhibits traits from Lassies-Faire and Democratic Leadership styles. He enables workers to act naturally propelled by assuming a job simultaneously. Mr. Davis is extremely educational and gives open lines of correspondence by being willing to help by tending to questions and concerns. The leadership styles Mr. Davis exhibits increases job satisfaction and create high productivity by giving employees the freedom to create the communication plans

Propose at least three leadership theories that could be applied to this situation. How will these theories advance or affect employee motivation?

To keep up high profitability levels and representative inspiration I would propose Transactional, Behavioral, and Transformational initiative hypotheses. Value-based builds up a common fortifying condition 4, Behavioral will allow management to be properly trained to implement the changes by enhancing their knowledge and Transformational creates solid relationships and a sense of belonging exceptionally associated with the circumstance. This sort of authority could be great or awful for an association since representatives may accept it as he couldn't care less or they may love it since he doesn't stay there and micromanage things that need to complete. The next theory that thinks really fits this situation is the contingency theory of leadership because the truth is neither may NOT be best suited to be in the position they are in. If in fact, they are the best suited then there would be a drop in performance from employees if they were changed, however, if they are not the best suited for their position changing them with better-suited individuals would increase performance and help the organization run smoother. It's tied in with finding the best individual for each authority position inside the association. The last hypothesis I feel best fits with this circumstance is the value-based initiative hypothesis on the grounds that the chief is concocting approaches to boost representatives to keep up work execution while the progress is being finished. As indicated by this hypothesis, the pioneer offers a reward to workers to keep execution up. In my opinion; these are the best theories that fit this situation from the list of the ten leadership theories.

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