These are the tough times for the company. Not only there is a threat of competition from Chinese goods, but also inner structure of the company is not in very good shape. The balance of females to male in the top and middle leadership position is not very good, and many old employees and middle-level management is thinking about leaving the company. Our first task should be to the current employee from leaving the company. The perception among the female member is that there is a glass ceiling for them, and that they cannot progress in the organization. This misconception/conception should be removed from their minds in order to make sure that they do not leave the company. As a first step, Ted should immediately announce that the company will try to create a balance between female to male ratio in the middle and top level management positions. This should be sent to the middle level management and lower level management in form of a letter or circular. This will stop the female members from leaving the organization who have already made up their minds. In other words, this will stop the leakage from a drowning boat.
The next step for Ted is to start management training and leadership programmes in the organization. The future leaders should be trained about the industry and the threats it is facing. In particular it should focus on new ideas of how to outcompete and outperform the Chinese competition. In the first phase, 2 females from these management programmes should be promoted to the middle level management positions. This will not only improve the female to male ratio in the middle level management, but it will also bring in the fresh ideas for Ted to tackle the threat of cheap Chinese imports. Since, these new inductees will be fresh and lack experience, they should be teamed up with the experienced members in the management position. This will amalgamate the fresh ideas from the newly promoted people with the experience of people working in the industry who know the industry from inside out. This team should be assigned the task of devising the firm’s policy against the cheap Chinese imports, and how the firm could counter their strategy, and increase its market share.
Another way to break the glass ceiling in the organization is to promote only female workers to the top level position until the desired balance of female to male ratio in the top level management is achieved. (SHRM, 2014)
Ted is planning to change the culture where everyone can walk up to his office and suggest ideas or ask question. In order to do so, he should shift his office to the manufacturing place. This will allow even the lower level management and employees to approach him. It will also create a culture in the organization, where the junior employees can ask questions from the management at all level. Again it will encourage the stemming of new ideas from fresh minds, and will help Ted to change the culture of the organization.
Ted should improve his relationship with employees. He can do this by surveying and visiting the workers at the assembly/manufacturing line more often. He should listen to their complaints and make them more involved in solving their problems. This will increase the level of emotion intelligence for Ted. It will also make him think differently as he will have the perspective of the employees and workers who are closer to the action. Since, these people make the product, their insights and input is going to help Ted develop and devise new strategies and plan for the organization. Since, majority of the workers are female, there supervisors, and even the top level management should reflect the ratio. Although this cannot be done immediately, but Ted should ensure the workers that all their demands and representation will be included in the top level management meetings and more management positions will be given to the female member who will be selected from among the workers.
Ted can also improve his relationship with the workers by introducing programmes that allow the lower level management and employees to meet with the top and middle level management to discuss their problems and issues with them. This will help change the image of Ted and top level management among the lower level employees. They will think that Ted and the top level management do care about what is happening at the production line. It will motivate them and help them become more productive and efficient. Similarly, the top level management will get to know which small issues they can solve to boost the level of production, and it will be mutually beneficial for both the lower level employees and top management. As a result, the organization will automatically flourish as both the top level management, and lower level employees will be happy and motivated.
References
Shrm.org,. (2014). Diversity. Retrieved 30 November 2014, from http://www.shrm.org/hrdisciplines/diversity/pages/default.aspx
Daft, R. (2013). Management. [s.l.]: South-western.
Multiculturaladvantage.com,. (2014). Diversity in the Workplace: Benefits, Challenges and Solutions. Retrieved 30 November 2014, from http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp
