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experience for everyone. Whatever he felt will bring the best results, thats what he
modeled, regardless of circumstances, no exceptions.
He fostered an environment with no borders, communication was an important
pillar in his leadership. If I were to assess their efforts in changing their dysfunctional
culture, I would give them a score of 10 out of 10 for the relentless effort.
2. The changes in Sky Cable were driven heavily by its leader. What are the pros
and cons of this?
Yes because the leaders sets the companys vision. It will be the companys guiding
light to wherever they want to be. And it is the leaders job to take the whole
organization and rally them towards that vision. A leader creates an inspiring vision of
the future, Motivates and inspires people to engage with that vision, Manages delivery
of the vision, Coaches and builds a team, so that it is more effective at achieving the
vision. And this what Carlos Katgibak did for Sky Cable. A Leadership is good when it
brings an entire organization to greater levels of business performance and bad if he
fails and drags the whole company down with him.
It is the leaders job to transform potential into reality. Sky Cables leadership style
was mostly participative or democratic, leadership was mostly transparent and had an
open door communication policy with its employess, Sky Cable management also
seeked the sentiments of the employees, they were very much open to suggestions. But
the leaders acted on what they thought was right for the company, and they made sure
that the employees understand every decision they make. They continually
communicated with the employees to make sure that everyone was on the same page
with them. At least, every time they made a decision, the employees now know why it is
so.
The risk here is that, you really need a very competent and influential leader. If the
leader is influencial but not skilled, he might be leading the company to a cliff and the
company would be willing to jump without any hesitation.
Under the management of the new COO, downsizing was the last resort in their
efforts to cut costs. In my opinion, downsizing comes with a really heavy price, and that
is the lives of the employees you have to let go.
The corporate leader who can axe the greatest number of jobs and, with the least
emotional content, lay off the maximum number of people is extolled as a turnaround
artist. Such organizational leaders, while obtaining godlike status to shareholders, are
perceived as the personification of terror to employees. Sadly, organizational
downsizing has come to be recognized as a powerful tool in the corporate strategic
toolkit.
There are many alternatives to downsizing, like Reducing hours. A policy is
established that either places everyone in a particular job category on a flexible working
arrangement or creates a flex-pool made up of volunteers from the department. The goal is to
reduce the number of hours worked by each employee. Job sharing is a variation of flexitime
and has been used successfully in many organizations. People divide a job between them with
each person receiving proportionate benefits.
Another one would be to decrease wages rather than doing lay-offs. Wages are lowered
in order to save money. Wage reduction programs vary. A typical element is that everyone in the
institution is part of the wage reduction program. Additionally, executive compensation is
reduced by the highest percentage, followed by middle management, with non-management
staff suffering the smallest percentage of loss. This is usually a temporary program instituted to
get through a downturn or until other reductions such as attrition can take place.
Or they could have alternative placements for the employees, the organization makes
arrangements with similar institutions or suppliers for placement. The final alternative is
downsizing the last resort. Downsizing means that the organization makes a decision to
terminate people against their will. But its good that sky cable made the employees understand
why they needed to lay off employees, they just accepted their fate for the good of their beloved
company.
Critique Paper on
Sky Cable
Presented to:
Raquel L. Polec-eo, Ed.D
In partial fulfillment
Of the Course Requirement
In Human Behavior Organization
Submitted By:
Deo Michael Gabriel R. Llamas
MBA-2