Global Alive Inc
The former CEO of Global Alive, Inc. (GAI), Stan Ryder recruited his friends from various businesses based in Edmonton to join him. They formed the original executive team. Before GAI became a medium sized company, the working environment was very relaxed. Since everyone in the senior management team had a very trustworthy relationship with each other, they never had formal meetings in GAI boardroom. Instead, they often held private discussions in Mr. Ryder’s office. The senior management team never felt to need to question the overall direction of Global Alive.
However, a relaxed workplace is more beneficial to small businesses than large businesses. This type of work cultures can reduce stress level, helping employees to focus better on their …show more content…
All of the executive team members had to move up the ranks throughout the organization, including the former CEO Stan Ryder. In addition, the fact that he was only the second CEO to lead the company since it enters the market in 1997, may have create a distance between him and the rest of the management team members. As the result, Mr. Schwartz is experiencing resistance from the team and also having a difficult time communicating with the other upper level managers to improve efficiency in the workplace. Moreover, Mr. Schwartz’s idea of introducing a surveillance software to the company create even more conflicts within the organization. Using the surveillance software will cause the employees to feel like they are not trusted by their employers, causing employees to feel dissatisfied and decrease productivity. However, Mr. Schwartz believes that he could bring the company to the next level, becoming a competitive global organization with new and improved technologies.
Stuart Miller, Global Alive Inc. HR Director, welcomes Mr. Schwartz’s challenge of finding new ways to run the business. Mr. Miller is the only one in the management team who is willing to cooperate with Mr. Schwartz. He came up with an idea of tracking HR trends within the organization and compare those data to other competitors, using the HR Metric Service. Mr. Miller’s idea seems to have more support
However, a relaxed workplace is more beneficial to small businesses than large businesses. This type of work cultures can reduce stress level, helping employees to focus better on their …show more content…
All of the executive team members had to move up the ranks throughout the organization, including the former CEO Stan Ryder. In addition, the fact that he was only the second CEO to lead the company since it enters the market in 1997, may have create a distance between him and the rest of the management team members. As the result, Mr. Schwartz is experiencing resistance from the team and also having a difficult time communicating with the other upper level managers to improve efficiency in the workplace. Moreover, Mr. Schwartz’s idea of introducing a surveillance software to the company create even more conflicts within the organization. Using the surveillance software will cause the employees to feel like they are not trusted by their employers, causing employees to feel dissatisfied and decrease productivity. However, Mr. Schwartz believes that he could bring the company to the next level, becoming a competitive global organization with new and improved technologies.
Stuart Miller, Global Alive Inc. HR Director, welcomes Mr. Schwartz’s challenge of finding new ways to run the business. Mr. Miller is the only one in the management team who is willing to cooperate with Mr. Schwartz. He came up with an idea of tracking HR trends within the organization and compare those data to other competitors, using the HR Metric Service. Mr. Miller’s idea seems to have more support