Abstract
This paper aims to highlight some of the strategies put in place by a Fortune 500 company to maintain its operations as they figure out the appropriate communication plan. This follows the reorganization scheduled to take place since the change of guard from the former president of the company.
The Closing and Relocation of a Call Center
As the regional human resource director, I am tasked with the welfare of all employees and to ensure a smooth transition amidst the looming relocation from Northeast to Texas as the daily operations of the company stay afloat. In a move to attain these objectives and to ensure that the employees come to terms with the expected changes, I will continue to instill the following values.
We are reminding employees of the transparency and feedback culture we have upheld.
Although most managers find it challenging to admit inconveniences they have caused, accepting your mistakes lays a framework for a transparent and honest culture where no employee feels confined to be true to themselves, which calls for taking responsibility of informing them what comes along with the relocation and give them room to think and come up with well-informed views which can lead to fair renegotiation of terms (Rampton, 2017). This will work for both the company and the employees.
Additionally, I will encourage the employees to take risks. Nobody plays along with life with marked cards, and this calls for deviating from the norm once in a while. Most employees are presented with situations on whether to delve into something different from the usual work and to promote risk-taking among them will inspire confidence (Rampton, 2017). It will also earn increased productivity in a culture of productivity. Texas may work in their favor in so many different ways.
We can also recognize the excellent work done by the employees. Appreciation unlocks the fullness of potential amongst the employees (Rampton, 2017). Taking into consideration the effort, improvement, and output of workers draws the line between a fulfilled employee and who feels like calling it quits with your company.
Positive reinforcement is one of the significant attributes of a leader. It revolves around inspiring people to carry out specific activities in their own volition without instigating contingencies. It can also implore getting people to take up tasks when it doesn’t appear as they are intrigued to do so. Because of these labels attached leaders, the following means will assist in bringing our plans to fruition in Fortune 500 Company.
Carrying out what is promised to be done.
Having talked to employees on what is coming forth, the follow-up activity will be to let them talk it out amongst themselves and present what they have agreed. We will then make agreements where both the employees and I will have to hold our ends of the bargain (Daniels, 2014) . This will reduce the much talks and let everyone work towards bringing their obligations to materialize.
The other venture will be to remain a student. To consistently promote the working culture and sustain the level of productivity, monitoring the work of the employees is vital (Daniels, 2014). Understanding how they conduct themselves in place of work and even learning from the seemingly mundane ways of their work. It will provide the best ground for understanding each other and valuable things at work.
We can also find out positive reinforcers of the employees. We are all endowed with specific positive attributes. As part of being a student of the employees, knowing the unique skills which make them stand out in their undertakings is a path towards appreciating the excellent work they are doing (Daniels, 2014). Even the act of finding out what makes them revel in their work is in itself fulfilling. It can promote them to adore their work and be willing to take up risks on what comes with a transition within the same line of work.
Mr. Davis portrays most of the traits of a democratic leader. This is evident when he consistently seeks views from his subjects and some of the difficulties which may be encountered while drafting the communication plan (Becker, 2020). Generally, he provides some window of elation to his subject by allowing his views to influence the final decision he will be making towards the relocation milestone.
In a move to bring the relocation to fruition, we can exercise some leadership theories which have enabled some leaders to perform exceptionally at their work. Their employment can either promote or affect employee motivation while considering the status quo in the company. They include but not limited to:
The Great Man Theory.
This theory finds its strength on the premise that great leaders are born and are endowed with internal traits such as intelligence, charisma, social skills, and confidence, which eventually positions them to be out-standing (Cherry, 2019). The theory proclaims that leadership is more of nature contrary to the expected notion of nurture; they came into existence with their purpose at hand.
It can motivate workers amidst the situation in the company as the leaders will be able to charm their way through the employees’ will and sustain their efficiency.
Trait Theories. It postulates that good leadership is built from acquired values like courage, extroversion, and self-confidence (Cherry, 2019). They are often portrayed by people you perceive to be ideal in how they carry themselves around organizations. The theory will mostly succeed if the majority of your employee’s value and are influenced by the traits you hold. It may not work well with the employees of Fortune 500 company since the relocation has taken center stage in their lives, whereby focusing on traits will be the least of their priorities.
Contingency Theories. This theory relies on specific variables connected to the environment, which can influence a particular leadership style convenient for the situation in question. It claims that the best leadership style is not dependent on the qualities of an individual, somewhat the ability to adjust to needs, context, and behavior (Cherry, 2019). Great leaders should take into account the needs of their employees, absorb into the condition, and change in line with what is going on. Contingency theory forms the best framework for the kind of leadership, which will excite the positive attributes of employees to realize consistent output.