Discussion post reply 2

Discussion Thread: Organizational Culture

      The assigned case study this week delves into the need for immediate action rather than lengthy assessment and slow calculated moves. The restructure process will change the dynamic of the assumed organizational situations and systems and require harsher decisions of those in leadership roles (Li & Wang, 2023, p. 3).

      Under normal circumstances Theory Y could be applied to ensure staff feel valued and appreciated due to their contribution to the organization (Schmitz & Gunderman, 2019, p. 1), however, due to the urgent need as per instruction a more stringent approach is needed. Theory X states managers will take more authority over workers and although it can create negative outcomes over the long term, it is a necessity in the short term (Senarathne, 2020, p. 11-12).

      The bible speaks of dropping dead weight in the book of Isaiah and applies that meaning to thoughts that disobey the will of God, and items not of God (New International Version). In a company setting owners and managers at times have to remove staff that are not effective in their positions. Verse 1-2 in the book of John states “God cuts off the branches that bear no fruit”, which is direct instruction for humans lives in the current world (New International Version). When an impending closure or failure looms tough calls such as realignment of management staff, elimination of key roles, cost cutting of extra and non-essential expenses might be utilized. Changes in leadership can cause confusion to stakeholders however it can be unavoidable in a restructure process (Li & Wang, 2023, p.8).

      Utilizing a basic re-structuring process initially by cutting all non-essential expenses immediately, which could be deactivating all company cards staff hold and stemming all raises and bonuses thus stopping the flow from unauthorized sources. Advising staff in low producing departments, they were furloughed or temporarily laid off providing the influx of their salaries back into the system. Closing locations pending the size of the business is another way to cut expenses, however there is not enough information to list that as a must do.

      Staff unity would be beneficial, however, at this point given the situation, the main focus must be ensuring each staff member knows their particular job and is providing their best effort in the process. Negative speech will only lead to discord (Merida et al., 2015, p. 151). Narrowing latitude of managers and instructing a management style more structured and authoritative will assist as well, while cross training and ensuring more staff are able to complete assorted tasks under the new structure (Jones & George, 2022, 55). Managers will need to assess quickly and downsize their departments to the absolutes therefore eliminating staff overhead and in essence ensure each department head maintains control over the specific objectives set for the short-term situation (Senarathne, 2020, p. 14).

       Last minute efforts for company salvage could be filing Chapter 11 to protect assets and ensure creditors are kept at bay (Hotchkiss, et al., 2023, p. 2), however it is unclear if this situation would warrant this step.

      Cost cutting is first and foremost then the shuffle of key personnel into new roles that create the opening for eliminating unessential higher and middle management positions is next (Li & Wang, 2023, p.10). This is followed closely by utilizing Theory X for closer supervision while the company gains its footing in the market and financially (Jones & George 2022, 50-51). Once all departments are running efficiently and the financial situation is fully under control, only then can staff retention plans be instituted to provide longevity to the organization.