Global Communications GAP Anlaysis

Running head: GAP ANALYSIS: GLOBAL COMMUNICATIONS

Gap Analysis: Global Communications
In this paper, I will discuss are the trials that Global Communication tackled, issues and opportunities, stakeholders perspective and ethical dilemmas, and a gap analysis of the business. The business should remain competitive, keep up with the everyday changes in the business worlds and technology, and reorganize the company. The Gap Analysis appraises the ethical dilemmas that have become proven to the reaction to the reorganization plan. Global Communications is a telecommunications business under pressure to be victorious in a competitive business setting.

Situation Analysis
Issue and Opportunity Identification
Global Communications stockholders are alarmed that returns are down and upset that business will have a hard time recovering. Stocks had plunged by more than 40% in the past two years and are valued at only $12 per share now. The boost competition Global Communications faced had increased greatly over the years and is finding it difficult to keep up with the ever-changing business work. Global Communications needs to reorganize the business in order to continue to endure in the telecommunications needs to develop new services, find ways to cutting operating cost, and increase productivity.

The top executives came up with an approach to rejuvenate the business. The first was to introduce new services such as video conferencing and satellite. The business also wanted to form a partnership with a wireless provider to provide 24-hour internet access using wireless telephones and internet cards. The other step as for the top executives to identify cutting procedures which would expand effectiveness to business, Global Communications plans to promote itself forcefully to another level to become an actual global company.

Since labor cost were a concern for Global Communications, the business plans to move technical call centers to Ireland and India. This will allow Global Communications to reduce costs by 30%. Unfortunately, most employees will lose his or her job or have to relocate but with a 10% pay cut. The top people had a lack of communication that was not discussed with the union works and this caused problems with the workers’ union. Global Communications showed a lack of organizational commitment in their dealing with the union. “Organizational commitment reflects the extent to which an individual identifies with an organization and is committed to its goals.” (Kinicki & Kreitner, 2003. p. 216).

Stakeholder Perspectives/Ethical Dilemmas
Global Communications shareholders were concerned with the depreciation of stock by over 60% in the past three years. The business was experiencing pressures to reorganize and restructure to become successful in the telecommunications business. Global Communication employees and the workers’ union have devoted much into the company. To uphold long-term to increase the company, employees gave up 20% of their health and education benefits. Surrendering those benefits is clear that the employees and the union are alarm about business growth and strength of employment. The workers’ union does not approve the outsourcing of jobs as the union has given up much already in way of benefits to assist Global Communications to become a more efficient business.

Global Communications top executives needed to decide which group of stakeholders has more stakes in the business. Although, this was important to implement the perfect plan then they could have determined the business financial struggles in a timely manner while acting in the business best interest along with being sensitive to those who were facing the possibility of losing their jobs.

End-State Vision
When Global Communications execute the reorganization plan to suggest fresh services and cut costs by contracting out, the company might actual become successful in the telecommunication business. Shareholders will have added confidence as stocks recapture value. Global Communications would be able to offer appealing benefits to the employees because of the plan that Global Communications implemented and offered more jobs that contract out. “Effective communication is vital to all organizations because it manages the employees’ needs t knowledge management, and improves decision making” (McShane & Von Glinow, 2005, p. 324). Top executives communication with the workers’ union has improved and regular meetings has been established to better keep employees up to date on important issues that affect the employees. According to Kinick and Kreitner, ‘Face-to-face discussions for example, useful for communicating about sensitive or important issues and those required feedback and intensive interaction (Kinicki & Kreitner, 2004, p. 13). Global Communications will continue to uphold their philosophy of, “Our Edge is People.” Top executives will make sure that Global Communications will stay up and design technology to keep them ahead of the game and stay in the telecommunications business.

Gap Analysis
In sequence for Global Communications to be victorious, top executives should perform new services and products need to be victorious, meet the requirements of their customers, and offer products and services that will be pleasing. This will help not only to maintain the customers of Global Communications which previously has and lower needless expenses to lower overhead. Global Communications should give severance packages for employees who get a pink slip and offer career counseling and training to assist employees in finding new jobs.

Conclusion

Finally, the success of Global Communications is dependent leading the completion of the most recent reorganization of the business. The telecommunications business changed Global Communication should stay on top of the continuing changes in the business world. Most companies contract out Global Communications choice to shift some of the call centers to Ireland and India should have been discussed with the entire board and the worker’s union.

References
Kreitner, Robert. & Kinicki, Angelo. (2004). Organizational Behavior (3rd ed.) New York: McGraw-Hill/Irvin
McShane, Steve L., & Von Glinow, Mary Ann. (205). Organizational Behavior: Workplace Emotions and Attitudes. New York: The McGraw-Hill Companies.

Table 1
Issue and Opportunity Identification
Issue Opportunity Reference to Specific
Course Concept
(Include citation) Concept
USAuto’s negotiating team did not carefully identify AutoMex’s goals. USAuto’s goal was to reduce costs through utilizing AutoMex labor. AutoMex, by contrast, viewed USAuto as a source for developing its employees’ skill levels. USAuto’s negotiating team also approached entering the Mexican market similarly, unwilling to allow AutoMex access to the hybrid engine for AutoMex’s own production.

Both of these distributive approaches create win-lose situations and can lead to conflict, as compared to the win-win situations created by integrative negotiations (Kinicki & Kreitner, 2003, p. 504).
USAuto can develop intelligence on potential business relations to understand better others’ goals in negotiation settings.
“A distributive negotiation usually involves a single issue—a ‘fixed-pie’—in which one person gains at the expense of the other. For example, haggling over the price of a rug in a bazaar is a distributive negotiation,” (Kinicki & Kreitner, 2003, p. 71).

Distributive negotiations
Global Communications stockholders are concerned that returns are down and worried that business will have a difficult time recovering. Stocks have plunged than 40% in the past two years and are valued at $12 per share now.

Global Communications can explore business to compare and contrast where business surpass and require more help. Benchmarking illustrate the overall process by which a business surpass in performance as other businesses and learn how to get the same type of results.(Kinicki & Kreitner, 2003, p .691). Benchmarking

Global Communication failed to communicate its strategic plans with the Union to reduce cost and increase profitability by outsourcing its call centers to India and Ireland. Global Communication also continued with its strategic plans of globalization unwilling to negotiate with the Union. Global Communications can work closely with the Union on a plan that will create and keep as many jobs as possible while reducing cost and increasing profitability. Effective communication is vital to all organizations because it coordinates employees, fulfills employee needs, supports knowledge management, and improves decision making.” (McShane & Von Glinow, 2005, 324)

Table 2
Stakeholder Perspectives
Stakeholder Perspectives

Stakeholder Groups
The Interests, Rights, and
Values of Each Group

Shareholders Their interest is ownership in the business, making a profit while making certain the business is making a profit ethically
Board of Directors Own stock in the business and keep and eye on the profits
Employees They want to own stock as well, share interest profits of the business

Table 3
End State Goals
End-State Goals
Global Communications strategy of reorganizing a design to offer an appealing service and cut cost by contracting outside.
Global Communications give better benefits to the employees after the business bounced back, and make the job more appealing.
Global Communications give severance packages for employees who have lost their jobs.
Global Communications should make available career counseling, training this would help the employees to find a new or better job.

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