Introduction
Cheryl Ways was still at work around 9 pm even she had been told three weeks earlier the she was soon going to be laid off. Even she knows about that, she still working hard for the company. How she can face it? Communication was the key for Agilent Technology to success and overcome the hard times. Although the company laying off 20 percent of employees in the company, they were still listed at number 31 in Fortune’s “100 best companies.
Analysis This article is actually about a company known as “Agilent Technology”, a technology and electronic manufacture and maker of measuring and testing equipment. This company already cut about 8000 staff during 2001 because prior to downsizing. Agilent Technology was spun off from Hewlett-Packard …show more content…
As referring to the case study, said by the vice president of HR Operations they are maintaining morale by always keeping the communications open. For example, discussion called as ‘coffee talks’ been implemented by the company to communicate with all levels of management. Agilent Technology also adopt one philosophy and apply it in the company which is every unit-level managers will assist in communicating key company messages. To maintain the open style communication, they used e-mails, meetings, and other media to make sure senior management acknowledged about the downsizing (Palmer, Dunford, & Akin, …show more content…
“Getting the word out” approach more focuses on providing information. Meanwhile, “getting buy-in” approach is involving employees, both literally and metaphorically in the communication of the change process. It means that the organization not only involve the top management in change process, but also involving the employees. The elements of both approaches can be related in the case, but “getting buy-in” approach is more suitable to be used. “Getting the word out” approach is included newsletters, speeches, videos, emails, and so on. But “getting buy-in” approach are more personal and enabled emphasis on two way communication such as coffee talks, face-to-face meetings, brainstorming meetings and others. The “getting buy-in” which is two way communications such as meeting is better than just providing the information. It is because the employees get more information and participate in the communication process. So that, both employees and employers can discuss together and brainstorm the ways to solve the problem that
Cheryl Ways was still at work around 9 pm even she had been told three weeks earlier the she was soon going to be laid off. Even she knows about that, she still working hard for the company. How she can face it? Communication was the key for Agilent Technology to success and overcome the hard times. Although the company laying off 20 percent of employees in the company, they were still listed at number 31 in Fortune’s “100 best companies.
Analysis This article is actually about a company known as “Agilent Technology”, a technology and electronic manufacture and maker of measuring and testing equipment. This company already cut about 8000 staff during 2001 because prior to downsizing. Agilent Technology was spun off from Hewlett-Packard …show more content…
As referring to the case study, said by the vice president of HR Operations they are maintaining morale by always keeping the communications open. For example, discussion called as ‘coffee talks’ been implemented by the company to communicate with all levels of management. Agilent Technology also adopt one philosophy and apply it in the company which is every unit-level managers will assist in communicating key company messages. To maintain the open style communication, they used e-mails, meetings, and other media to make sure senior management acknowledged about the downsizing (Palmer, Dunford, & Akin, …show more content…
“Getting the word out” approach more focuses on providing information. Meanwhile, “getting buy-in” approach is involving employees, both literally and metaphorically in the communication of the change process. It means that the organization not only involve the top management in change process, but also involving the employees. The elements of both approaches can be related in the case, but “getting buy-in” approach is more suitable to be used. “Getting the word out” approach is included newsletters, speeches, videos, emails, and so on. But “getting buy-in” approach are more personal and enabled emphasis on two way communication such as coffee talks, face-to-face meetings, brainstorming meetings and others. The “getting buy-in” which is two way communications such as meeting is better than just providing the information. It is because the employees get more information and participate in the communication process. So that, both employees and employers can discuss together and brainstorm the ways to solve the problem that