Overcoming Communication Shortfalls
John R. South, Jr.
8736 Lock 17 Road
Bessemer, AL 35023
Phone (205) 914-1480
Keller Graduate School
GM591 - Leadership and Organizational Behavior
Professor Patrick Kinane
April 18, 2010
Overcoming Communication Shortfalls
The organization that will be used as the topic of my course project will be my current employer, Cullum Detuners, Ltd. (CDL). CDL is a design-build company that provides acoustic support for the gas turbine industry. The headquarters for the company is U.K. based and employs mainly British personnel for the management team. Over the last few years the company has been extremely profitable but growth has been stagnant. Workload in our U.K. facilities has diminished even during this extremely busy work time for the company. In the recent years the management team has determined that the actual fabrication of the products could be off-shored at tremendous cost savings to the organization. This reduction in U.K. factory workers has caused some strife within the home office.
With the recent reductions in U.K. workforce we have seen overall retirements increase and the loss of critical employees. This loss of long term employees within the office staff has created some distinct communication issues. Through this lack of communication power and politics has become the norm for daily working within the home office. With the missing communication model we have seen the directors take the position of defending their groups and creating a power struggle for the overall leadership role among the directors. This situation is exacerbated by the long term illness that has kept our managing director to a very small part time role within the company. This has left the three directors trying to manage themselves and the overall organization. This jealousy has reduced communication within the combating groups to a minimum. Through the use of the organized culture index we can gain new perspective on the situation described previously, the test are taken from a singular perspective and should not be viewed as the object overview of the company. In developing the organization culture I can better understand the shortcomings of the organization from the perspective of middle management. This information further provides tremendous feedback for the lack of change within the entire organization. The Organizational Culture Inventory information indicates that Cullum Detuners, Limited has an Aggressive/Defensive Style to be Oppositional and the secondary style is Passive/Defensive to be Avoidance. The Organizational Culture Inventory further indicates that the weakest style is that of Constructive to be Achievement and Affiliative. (See Figure 1) In relation to these answers I would agree that this profile fits the current conditions of the organization. The survey questions are definitely accurate upon the present conditions within the organizational leadership. Figure 1:
OCI Circumflex wheel that describes the style of CDL.
CDL has been on top of the acoustic enclosure industry for many years only now to become one of many companies. We have not distinguished ourselves as the best company in our industry mainly due to the amount of infighting going on during this power struggle. The desire for power through political means has created animosity between warring departments and brought communication to an all time low. This lack of communication has created an attitude of self –preservation and we have all lost sight of the corporate goals in the organization. Through research into leadership and corporate communication I will try to incorporate a way to analyze the organization to locate a resolution. The question we will try to answer is; can we find a way to work around the power struggle through office politics and become the company we once were? Considering this question we need to dig...
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