管理沟通教学(英文版4版)案例课件11_Dixie Industries, Inc.
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The company may argue that the Women’s group data are inaccurate.
Currently at Dixie, management turnover is low, the company is experiencing attendance problems among production staff.
Showing that you’re willing to listen and open to new ideas that may increase productivity, harmony, and opportunity will buy you not only a small measure of goodwill, but enough time to think about what you really want to do.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
Pronouns are fine, but shy away from the first-person singular where possible. “I think,” “I believe,” “I recommend” can look a bit egotistical. Let the evidence and the experts speak.
Considerations
Strategic communication objectives Audience analysis Message construction Medium selection Measurement of outcomes
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Relevant facts
Dixie Industries does have a training program that provides advanced opportunities, leading to promotion.
Agenda
Dixie Industries, Inc. Relevant facts Business problem Critical issues Stakeholders Considerations Solutions Implementation
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Relevant facts
Dixie Industries Women’s Group has communicated a perceived lack of hiring and promoting women to management positions.
The company says they are committed to promoting the most deserving individual.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
Again, be certain to provide action-line responsibility for each of the recommendations you offer. Be specific about who is responsible for what and, if it’s important, by which date.
Stakeholders
Management Employees Shareholders Others in the industry The local community
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Dixie Industries, Inc.
A Notre Dame case study prepared by Professor J. S. O’Rourke, IV with the research assistance of
Ms. Christina Grimmer
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
A letter to an employee, even if signed by the president of the company, which politely but firmly re-states corporate promotion policies is probably insufficient to deter a really determined activist.
Solutions
Contact Mrs. Feldman, asking if she will meet to explain her views.
Create an HR Development Team. Meet with other employees in the Dixie
Industries Women’s Group. Explore issues of concern to them. Create a communication strategy to keep all
employees informed of the team’s progress.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Implementation
Develop sound internal relations communication strategies.
Proofread your letters and memos. Run the spellcheck, but proof them again, anyway.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Dixie Industries, Inc.
Mid-sized non-union textile company Located in Meridian, Mississippi
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Respond to recommendations, ensure open and truthful statements.
Position Dixie as a company that seriously values equal employment opportunities.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Relevant facts
Dixie has few women in management and productivity is below industry standards.
Business problem
Dixie Industries has come under scrutiny by an employee regarding the perceived glass ceiling for women.
What is the most desirable outcome?
The company must reevaluate its practices against those of competitors in a changing industry.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Critical issues
Corporate culture Company diversity Equal opportunity
Copyright © 0 Pearson Education, Inc. Publishing as Prentice Hall
Completed staff work means doing everything the president needs to make a decision, in advance of the arrival of the decision package on his desk.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
Gather data, collect opinions, have others review your words and ideas. Then, give the boss your very best advice.
Excluding Corporate Counsel and Corporate Communication in the decision loop is probably unwise.
Currently at Dixie, management turnover is low, the company is experiencing attendance problems among production staff.
Showing that you’re willing to listen and open to new ideas that may increase productivity, harmony, and opportunity will buy you not only a small measure of goodwill, but enough time to think about what you really want to do.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
Pronouns are fine, but shy away from the first-person singular where possible. “I think,” “I believe,” “I recommend” can look a bit egotistical. Let the evidence and the experts speak.
Considerations
Strategic communication objectives Audience analysis Message construction Medium selection Measurement of outcomes
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Relevant facts
Dixie Industries does have a training program that provides advanced opportunities, leading to promotion.
Agenda
Dixie Industries, Inc. Relevant facts Business problem Critical issues Stakeholders Considerations Solutions Implementation
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Relevant facts
Dixie Industries Women’s Group has communicated a perceived lack of hiring and promoting women to management positions.
The company says they are committed to promoting the most deserving individual.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
Again, be certain to provide action-line responsibility for each of the recommendations you offer. Be specific about who is responsible for what and, if it’s important, by which date.
Stakeholders
Management Employees Shareholders Others in the industry The local community
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Dixie Industries, Inc.
A Notre Dame case study prepared by Professor J. S. O’Rourke, IV with the research assistance of
Ms. Christina Grimmer
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
A letter to an employee, even if signed by the president of the company, which politely but firmly re-states corporate promotion policies is probably insufficient to deter a really determined activist.
Solutions
Contact Mrs. Feldman, asking if she will meet to explain her views.
Create an HR Development Team. Meet with other employees in the Dixie
Industries Women’s Group. Explore issues of concern to them. Create a communication strategy to keep all
employees informed of the team’s progress.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Implementation
Develop sound internal relations communication strategies.
Proofread your letters and memos. Run the spellcheck, but proof them again, anyway.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Dixie Industries, Inc.
Mid-sized non-union textile company Located in Meridian, Mississippi
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Respond to recommendations, ensure open and truthful statements.
Position Dixie as a company that seriously values equal employment opportunities.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Relevant facts
Dixie has few women in management and productivity is below industry standards.
Business problem
Dixie Industries has come under scrutiny by an employee regarding the perceived glass ceiling for women.
What is the most desirable outcome?
The company must reevaluate its practices against those of competitors in a changing industry.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Critical issues
Corporate culture Company diversity Equal opportunity
Copyright © 0 Pearson Education, Inc. Publishing as Prentice Hall
Completed staff work means doing everything the president needs to make a decision, in advance of the arrival of the decision package on his desk.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Observations
Gather data, collect opinions, have others review your words and ideas. Then, give the boss your very best advice.
Excluding Corporate Counsel and Corporate Communication in the decision loop is probably unwise.