Should upper management respond to negative reactions to the composition of the new EC? What should they say? To Whom? When? How?
Restructuring is going to cause a negative effect on the employees who are still employed at the company. There is no way around this problem. However, the manager can help their employees to overcome the situation. They first can understand how the employees are feeling and validate it. The managers are not showing that they agree with their negativity, however, they can show understanding and compassion for how the employees are feeling. Second, the managers can find some common ground to agree with them. They do not have to agree with everything they are saying, however, they can agree with how the employees are feeling by showing that they understand their frustrations. Then, they should find out what the employees are positive about and reinforce the positive. This will allow everyone to come to a common ground, focus on the positive and move forward. Upper management should respond to the negative reaction as soon as possible, so that the negativity does not spread throughout the organization, effect all the employees and bring the company down. Therefore, the upper management should do this in small group setting to make sure that everyone gets an opportunity to express their concerns, feelings about the restructuring and answering any question that they may have. Small groups will allow management to be more effective then larger groups, however, it will not make the employees feel that they are being single out. Therefore, management should address the negativity soon as possible, find understanding/compassion, common ground and something positive to focus on the future of the company (Reisel, W., Probst, T., Chia, S., Maloles, C., Konig, C., 2010).
What goals, if any, should they set for the effect of the restructuring on to composition of Shell’s managerial workforce?
Restructuring is more successful when upper...