- Published: November 25, 2021
- Updated: November 25, 2021
- Level: Bachelors Degree
- Language: English
- Downloads: 49
Tyco Company – Process of Communicating Change to Its Staff
1. Describe how the turnaround team may have used Gerard and Teurfs’ transformation skills to overcome the frustrations of employees.
According to Gerard and Teurf, it is through listening, dialogue, and community building that change occurs and where skills such as suspending judgment, identifying assumptions, listening and inquiring and reflecting are necessary. Applying this concept to Tyco’s case, the turnaround team have used Gerard and Teurf’s transformation skills to overcome the frustrations of employees through suspending judgment on those who clearly erred by never openly commenting on what happened; showing determination to change by replacing the members of the board; getting away with sophisticated images of grandeur (moving the Tyco office); and instilling a new culture of adherence to ethical standards, accountability and good corporate citizenship.
2. Tyco used vignettes to communicate changes in ethical behavior. Write a vignette that could be used by Tyco to assist in overcoming the cultural change barriers that companies like Tyco faced. What international issues might need to be taken into account in writing these vignettes?
Possible vignettes that Tyco could have used to assist in overcoming the cultural change barriers that they faced at the time are: “ Transparency is the best policy” or “ Tyco means business: out with conspiracy and engaging in fraudulent mess.” In writing these vignettes, the message should be clear and should be understood in all cultures where they do business with. The universal nature of adherence to ethical standards through promotion of transparency in governance must be eminent.
3. Using Ford and Ford’s four types of change conversations, describe how Tyco would go through the process of communicating change to its staff.
Using Ford and Ford’s four types of change conversations, Tyco would go through the process of communicating change to its staff through: (1) initiative conversations, where the need to establish change would be promoted through assertion and declaration that there is a need to reinvent its credibility and integrity; (2) conversations for understanding to encourage personnel to appreciate the changes being proposed to be implemented through vignettes and by affirming reading the new code of ethical conduct; (3) conversations for performance where clear and accurate actions for change are seen and indicate the determination of top management that change is crucial to regain trust and confidence to the public, and through the use of middle management who cascaded and localized the proposed changes; and (4) conversations for closure where the change garnered a reward indicating that Tyco was one of the most dramatically improved organizations.
4. Imagine you were the CEO of Tyco when the former CEO was still on trial for fraud. You are trying to rebuild the company’s corporate reputation. Write a script for your address to the shareholders after 18 months in the position. Pay attention to the appropriate use of metaphors in your ” change conversation” to this group.
“ The time of concealment, conspiracy and fraud is over. Just like a ship that has been devastated by a tsunami, now is the time for transformation, for a complete turnaround. There is no room for ineffective governance. Tyco means serious business. With the newly designed Guide to Ethical Conduct, everyone at Tyco is enjoined to face an environment of trust and transparency.”
5. Role-play this script in class. What lessons emerge from this exercise? The lesson that must be emphasized is that despite a bleak and damaging past, organizations can still change and renew its commitment of trust to its various stakeholders through effectively communicating change.
6. What issues emerge in this case in terms of communicating change with the outside world? That the public would respond on proposed organizational changes depending on the effectiveness of communicating that change and in the outcome that would be revealed through commitment to the policies and guidelines that adhere to ethical and moral codes of discipline.